Q1. Who is eligible for retroactive pay?

Any Flight Attendant who is on the Flight Attendant System Seniority List on the Effective Date of the CBA, was subject to the terms and conditions of the JCBA at any point during the relevant period (2020-2024) and remains employed by American Airlines as a Flight Attendant on the date of payment for the one-time ratification bonus.

Q2: What period does the retroactive pay cover?

Retroactive pay will be paid on all 401(k) eligible earnings for the full period from January 1, 2020, to August 31, 2024.

Q3: How will boarding pay work?

Boarding pay premium is paid at 50% of your hourly rate of pay for every minute of a scheduled boarding. Please see the boarding pay chart and pay formula above which list the hourly rates for boarding pay premium at each pay step, as well as the actual amount of boarding pay premium by published boarding times (30m,35m,45m,50m).

Q4: Who receives boarding pay premium if a standby boards the flight but does not work the flight?

Flight Attendants listed on the NS receive boarding pay premium for the flight. A standby who boards a flight and ends up working the flight earns boarding pay premium.

Q5: Do I receive boarding pay premium if we boarded the same flight multiple times, even if the flight
ends up cancelling?

Yes, you would receive boarding pay premium for each boarding, even if it ends up cancelling.

Q6: What improvements have been made to Holiday/Incentive Day pay?

The new language will capture Holiday/Incentive Day pay for all hours flown within the duty period that touches a designated Holiday/Incentive Day, including sequence report and release. Currently, the Holiday/Incentive Day pay is only for hours flown on the actual Holiday(s)/Incentive Day(s).

Q7: Is perfect attendance a requirement to receive Holiday/Incentive Day Pay?

There is no perfect attendance requirement associated with Holiday/Incentive Day pay.

Q8: Is the profit-sharing formula the same as what other unionized work groups on property receive?

Yes.

Q1: Why were crew meals eliminated on originating IPD flights from PHL and CLT?

Crew meals were provisioned on IPD flights out of PHL and CLT in lieu of the company not providing JCBA compliant rest seats on the A330 aircraft. The A330 aircraft has been retired, and the value of the crew meals was captured in our economic improvements.

Q1: When am I eligible for the new compensation (penalty pay) for hotel delays following a schedule modification?

Example 1:
I am scheduled to work ORD-DFW-SAN with an overnight in SAN. Before leaving ORD, I am rescheduled to layover in DFW. After landing in DFW, I still have not been notified of my hotel room.

• Crew Scheduling has one (1) hour from my block-in to notify me of my hotel assignment, or I am eligible for penalty pay of 150% for the duty period preceding the layover.
• If Crew Scheduling has not notified me of my hotel assignment within three (3) hours from block-in at DFW, I am eligible for penalty pay of 150% for the entire sequence.

Example 2:
I am scheduled to work ORD-DFW-SAN with an overnight in SAN. While flying ORD-DFW, the DFW-SAN portion cancels. I am now subject to ‘After Origination’ rescheduling outlined in Section 10.J.4 - During my three (3) hour rescheduling window, I am notified that I am laying over in DFW tonight.

• Crew Scheduling must notify me of my hotel assignment within one (1) hour of this notification. If not, I am eligible for the penalty pay of 150% for the duty period preceding the layover.
• If Crew Scheduling has not notified me of my hotel assignment within three (3) hours of the rescheduling notification, I am eligible for penalty pay of 150% for the entire sequence, rather than for the duty period.

Q2: After schedule modification, I waited more than one (1) hour for a hotel room assignment (as outlined above) and then I found and paid for my own hotel room (6.B.4). I know I am going to be reimbursed by the company for the hotel room expenses, but am I still eligible for the penalty pay for waiting?

Yes. Choosing to secure your own hotel room after one (1) hour (or three (3) hours) does not negate applicable penalty pay.

Q1: What benefit is there to having the uniform OEKO-TEX 100 certified?

OEKO-TEX 100 is one of the world's most recognized standards for quality assurance for clothing products during all stages of manufacturing. Due to safety concerns that arose during a previous uniform program, having this (or a comparable) certification on all uniform pieces is a major safety enhancement for our Flight Attendants.

Q2: My luggage was damaged on a layover. It’s only two years old. Can I get it replaced without buying a new one?

Yes. Early replacement at company expense will be done on a case-by-case basis via your Crew Manager.

Q3: I’m a new hire Flight Attendant, will the deductions for my uniform still increase to $50 per paycheck after the first year?

No. We have secured a flat deduction of $25 per paycheck until the balance is paid.

Q1: Has the number of blocks I can split my vacation days into remained the same?

Yes. The split of vacation remains the same as the current contract (8.C.1).

Q2: Will I now be able to use my earned vacation time for FMLA for myself?

You can already do this today. If your FMLA is for yourself and you do not have enough sick time available in your sick bank, you may use vacation and/or filler days scheduled for later in the year for pay purposes.

Q1: This agreement adds the ability to trade for a more negative day(s) in TTS. What does this mean?

TTS transactions which result in an increase of the number of Open Sequence Days are subject to daily and monthly limits. Once a daily limit is reached on a particular day, TTS will not allow any trades to be processed that would further increase the number of Open Sequence Days on that day, which results in the transaction being denied. The new language allows trades to be processed in instances where the trade improves coverage on the days being picked up.

Example: A FA has a three-day trip departing on 08AUG, and they want to trade for a three-day trip 10AUG. Coverage is worse on the 10th and 11th than it is on the 8th and 9th. Because the FA is trading for a trip on days where coverage is worse (more negative) than on the days being dropped, the trade should go through, provided the parameters in the language are met.

Q2: This Agreement will allow Reserves to use TTS/UBL on days off. Will Reserves have a TTS MAX like
Lineholders?

Yes. Reserves will have a TTS Max of 30 hours.

Q3: Why is there a report time restriction for Reserves picking up on TTS/UBL?

Reserves picking up on their first day off before completing their Reserve obligation on their last day of Reserve have a restriction due to legalities. Reserve days are programmed to end at 2359, regardless of the Reserve’s actual release or RAP, so a minimum of 10 hours FAR rest is required before the next report. This means Reserves are legal to report no earlier than 1000 on their first day following their last day of Reserve. This is the same restriction if picking up in ETB. Eliminating this restriction could have resulted in Reserves not being legal to report for their picked-up TTS/UBL sequence. Once a Reserve has been released from their last Reserve assignment or RAP, they can pick up a sequence with a report earlier than 1000 the next day as long as they get 10 hours of FAR rest before the report of the picked-up sequence.

Q4: How will UBL trip improving work? How does this differ from UBL trading today?

UBL trip improvement will allow Flight Attendants to trade same-day sequences (same number or more calendar days than original sequence) from open time until 1500HBT the day before sequence origination.

Today, UBL only allows position swapping on the same sequence or trading into a sequence that departs the day before the original sequence and is subject to daily limits.

Example: I have a 2-day sequence on Monday/Tuesday, and I want a different 2-day sequence on Monday/Tuesday. I can now trade for a different 2-day (or sequence of greater length) in UBL until Sunday at 1500HBT.

Q5: This Agreement introduces the ability to pick up a sequence out-of-base. Can you explain?

Flight Attendants will be able to pick up via UBL from another base after in-base Lineholders and Reserves on days off have had a chance to pick up the sequence first. Once a Flight Attendant picks up an out-of-base sequence, it may not be dropped or traded, and the Flight Attendant must be in position for the report of the sequence.

Q6: What is Less than Minimum Callout (LMCO)?

Lineholders or Reserves on days off will now be able to bid via UBL for sequences with less than the minimum callout (two (2) hours or three (3) hours for co-terminals). If the sequence remains open because no one utilizes LMCO, it moves to ROTD, and the sequence can be awarded to a Reserve who aggressively bids for the sequence before being assigned to a standby. Today, only Reserves can pick up LMCO sequences, and only after all standbys have been used.

Q7: When I have a pay-protected sequence, may I pick up from ETB and not lose my pay protection?

Yes. Flight Attendants may now pick up a trip from ETB and not negate the pay protection if the trip they are picking up from ETB does not touch the footprint of the pay-protected trip.

Today, when a Flight Attendant has a pay-protected trip and picks up another trip from ETB that touches any calendar day of the original trip, they lose the pay protection.

Example: My pay-protected trip had an original release (including debrief) of 0630. I want to fly. I can now use ETB to pick up a trip that reports at 0631 or later the same calendar day as the original release and keep my pay protection since the ETB trip report is outside the footprint of my payprotected trip.

Q8: I want to fly a specific sequence, but only if it is Red Flag. Can I do that?

Yes. Flight Attendants will now be able to specific bid for Red Flag sequences and designate that they only want the sequence and position if it is Red Flag. Today, Flight Attendants can only bid generic to designate for the “Red Flag only.”

Q9: Three of my turns were cancelled due to a natural disaster. Will I be pay protected under the new language in 10.J.1?

Yes. The new language will pay protect three (3) or more full sequence cancellations that are not pay protected elsewhere in Section 10 if the Flight Attendant makes a reasonable effort to make up the time. We have seen instances where pay protection did not apply or required a Letter of Agreement for pay protection.

Q10: My six-day IPD sequence, originating on the last day of the May bid month became a three-day sequence in the June bid packet. Am I pay protected for the original sequence?

Yes. We have incorporated language from the Settlement of a Presidential Grievance defining a changeover pairing and clarifying pay protection for these sequences. A changeover pairing is a replacement sequence that modifies an originally awarded/assigned carryover sequence and is placed on a Flight Attendant schedule no later than the 10th of the month in which the trip originates. A Flight Attendant holding and flying the sequence that becomes a changeover will now be pay protected for the value of the original trip.

Q11: I am a Reserve, and I picked up a trip on my days off at the end of the month. If my trip is canceled, am I pay protected?

Yes. Any Reserve who picks up a TTS/UBL or ETB sequence(s) will now be pay protected for Last Sequence/Last Series like lineholders if the Reserve has either timed out (RSVCOT) or has no more Reserve day obligation in the month. Today, Reserves are not pay protected under last series/last sequence pay protection.

Example: A Reserve times out on the 20th of the month and is released for the remaining days of Reserve for the month. They pick up TTS/UBL/ETB sequences for 22/23 and 24/25. Since the Reserve is timed out, the picked-up sequences are eligible for last sequence/last series pay protection.

Q1: What does it mean to now include mechanicals in the definition of a completed trip?

In our current contract, if a flight returns to a gate at the airport of departure after takeoff because of a mechanical, and no other flying is performed in that duty period, it is not considered a completed trip. The Flight Attendant is only eligible for call-out pay of three (3) hours or the duty rig, if greater.

With this change, a Flight Attendant would be eligible for the five (5) hour minimum day guarantee or duty rig, whichever is greater.

Q2: How are Standby Reserve Duty limitations improving?

Standby assignments will now be subject to the Domestic On-Duty Limitations chart (11.F) based on the Standby’s report time. Today, Standby legalities are based on the sequence’s report time and follows the Domestic Duty Limitations chart (11.E).

Q3: Why was the contractual minimum layover rest changed?

This change incorporates the FAR that went into effect December 2, 2022. The JCBA was written when the FAR was only 8 hours and included a buffer of 1:30, for a total of 9:30 scheduled layover rest; however, the FAR was changed to 10 hours, so the scheduled rest required from release to report is 10:00. Since there is no buffer, the 10:00 is not reducible. The FAR does not include a “behind the door” provision, so the “8 hours behind the door” provision was not changed.

Q4: If I voluntarily extend (VE) will I ever go illegal?

Yes, there is now a four (4) hour limit when you opt to extend. Today if you choose to extend, there is no limit on your duty day.

Q5: How will the new Sit Rig work in actual operations?

The new Sit Rig pays one minute for every two minutes of ground time greater than 2 hours and 30 minutes (2:30). In the example below, in the first duty, there is a 4.59 ground time between flights. The crew will be paid the sit rig for 2.29 (4.59-2.30), which adds an additional 1 hour and 14 minutes of pay (2.29/2) of pay to the sequence. In the second duty period, there is a 3.20 ground time between flights, so they will be paid the sit rig for .50 (3.20-2.30), which adds an additional 25 minutes (.50/2) of pay to the sequence. The time is not credited and will pay in addition to any other pay earned for the sequence.

The sequence, originally paying 14:52, will now pay 16:31 with the new Sit Rig. The time is not credited and will pay in addition to any other pay earned for the sequence.

Example:

Q1: When will the additional year of straight Reserve start for New Hires?

Once programming is completed and implemented any Flight Attendant hired on or after that date will serve under the new reserve rotation.

Q2: Do Reserve Flight Attendants have access to TTS/UBL?

Yes. A reserve Flight Attendant may now exercise their seniority to utilize TTS/UBL to pick-up flying on their days off. This additional flying would not count towards the reserve 35/7 limitation and would be pay/no credit (paid above guarantee). This ability also includes out of base UBL and less than minimum call out (LMCO) UBL.

Q3: Are there any improvements to Reserve transparency?

Prior to ROTA processing, a Reserve will be able to see how many reserves are needed for the available RAPs, Standby shifts for specific bidding (number of days available needed for respective shift, start/end times, location), number of speakers and language needed for specific RAPs, and how many reserves are available with their availability.

This will give Reserves a better idea if they are in an open or closed group (especially crucial info for Speakers), how senior they are overall, and if rest legalities will affect RAP assignment before they bid in ROTA.

Q4: Have you changed trading reserve days off with the company?

We have improved Reserve days off trading with the Company through a seniority-based balloting system. This makes Reserve more livable because today a Reserve must call Crew Scheduling to trade days off with the Company. Often, we hear of Reserves calling multiple times a day. This new system will be a “set it and forget it” ballot that runs once a day, processing all requests in seniority
order.

Q5: When I am assigned into off days (or work into off day(s) due to IROPS), I have had issues rescheduling my flex/golden days. Has that been improved?

When a Reserve and the Company cannot mutually agree on the reinstatement, a Reserve will now be guaranteed a day off replacement on the opposite end of the block of days off it came from. For example, if a Reserve has Wednesday-Friday off, but they were flown into Wednesday, they would be guaranteed the Saturday off. This does not change the Reserve’s option to select a replaced day off somewhere else in the month (with crew scheduling consent) or the option to waive the day off in exchange for the value of the Reserve Day as pay no credit.

Q6: Have you changed “clicks”?

Clicks (ASG indicator) will now be given for each calendar day actually worked for all awards/ assignments, including into new month for carryover sequences. This is to better balance Reserve assignment (ROTD) with total number of hours worked.

Today, Reserves with a lot of ROTA assignments (and hours) are still the first on RAP to be assigned by ROTD, since they have no clicks. Under this agreement, all Reserves will also be getting clicks for their ROTA assignments, so it’s more likely that a Reserve with fewer hours/days worked will be assigned by ROTD first. Clicks for carryover sequences will also be assigned into new months, which will benefit anyone serving Reserve back-to-back. Additionally, today clicks are assigned at the start of the sequence and never adjusted. A 3-day sequence that goes into a 4th day only earns 3 clicks; however, under this agreement, the Reserve will have an electronic option to request a 4th click.

Q7: Has aggressive hour calculation changed?

We have secured to apply the first 40 awarded aggressive hours to RSVCOT regardless of other credited time on a Reserve’s line. For example, today, a Reserve who has jury duty, vacation, and a ROTA trip may reach 40 hours of pay and credit early in the month and then when going aggressive those aggressive hours would not be reflected in the RSVCOT since 40 total credited hours was already reached. Under this agreement, the Reserve will still be able to bid for and be awarded 40 aggressive hours, with those aggressive hours reflected in RSVCOT.

Q8: How do I know when I go illegal as a Standby Reserve on an assigned DOM sequence?

A standby will use the chart in Section 11.F to determine their legalities. Their on-duty max will be based on the report time of their Standby. For example, a Standby who reports 0500-1659 can be scheduled for a duty day up to 13:15.

Q9: Has there been any change that protects Flex Days (FD)?

Yes. We separated the steps to assign sequences when a sequence is legal for more than one RAP. Sequences legal for more than one RAP will now go first to the earlier RAP and then to the later RAP before assigning into Flex Days in the earlier RAP. Today, sequences are assigned to the earlier RAP which may force Flight Attendants to work into flex day(s) when there is a Reserve in the later RAP who is legal for the entire sequence without working into their flex day(s). This new ROTD processing, combined with the new RAP D language, will protect more flex days.

Q1: Will I get paid Purser if I am Reserve and am assigned/awarded IPD Lead and not Purser qualified?

Yes, a F/A working in the Purser position will now receive Purser pay (not lead pay) regardless of the qualification.

Q2: How much do I get paid if I voluntarily extend (VE) on a non-long-range sequence (NL)?

A Flight Attendant who voluntarily agrees to remain on-duty for more than sixteen (16) hours shall receive pay at a rate of two hundred percent (200%) including premiums and credit at one hundred percent (100%) for the entire duty period. If the Flight Attendant remains on duty in excess of nineteen (19) hours up to a maximum of twenty (20) hours, the Flight Attendant shall receive pay at the rate of three hundred percent (300%) including premiums and credit at one hundred percent (100%) for the duty period.

Q3: If I voluntarily extend (VE) on a Non-Long-Range sequence, am I obligated to be on duty indefinitely?

No, we secured a new backstop of four (4) hours.

This will give Reserves a better idea if they are in an open or closed group (especially crucial info for Speakers), how senior they are overall, and if rest legalities will affect RAP assignment before they bid in ROTA.

Q4: I am on an IPD sequence, can our layover rest in actual operations drop below 14hrs?

We maintained our language that IPD layover may not be reduced below 14 hours and maintained the language to protect certain high-value sequences (rockets). The pilots IPD layover may be reduced to 10 hours in actual operations.

Q1: Do I need permission from crew scheduling to change my last leg deadhead?

No. A lineholder only notifies Crew Scheduling of the election not to take the deadhead. A Reserve Flight Attendant still needs Crew Scheduling consent.

Q2: Can I still go to the gate and have the agent place me on the standby list for an earlier DH?

Yes

Q3: Why is self-booking so important?

This gives the Flight Attendant the option to reserve a seat on a desired flight much earlier than today.

Q1: What does it mean to ‘backfill’?

A: For example, a vacancy transfer is posted for thirty (30) Flight Attendants in PHX. When those thirty (30) Flight Attendants transfer into PHX, they are leaving ‘vacancies’ in their old base(s). The company may continue to process vacancies by awarding requests and filling those newly created vacancies. This is known as ‘backfilling.’

Q2: What has changed with Vacancy Transfers?

A: The Flight Attendant must show active status on either the date of the award or the effective date of the transfer which will be verified on the transfer award date. Once that has been verified, and seniority permitting, the Flight Attendant would hold the vacancy transfer.

Q3: How does a transfer impact a Priority of Return (POR)?

A: A voluntary transfer to a base other than the base where you hold a POR will not forfeit the POR. Declining the first opportunity to exercise a POR would forfeit the right of return. This captures the current process.

Q1: How is the calculation for furlough severance pay better than what the JCBA currently provides?

Today, the look back period is an average of hours flown in the previous twelve (12) months whether you were active or not.

With the new language, the lookback period will be an average of company paid hours in the most recent twelve (12) active full months in the previous 24 months.

Q1: How does the Retiree Healthcare Reimbursement Account (RHRA) work?

To be eligible for the RHRA, a Flight Attendant must meet the retirement criteria of the 65-point plan and give the company at least 4 months’ advance notice of intent to retire. The company will credit an RHRA at fifty percent (50%) of the retiree’s unused sick leave hours. The RHRA may be used to reimburse a retiree’s and/or a retiree’s eligible dependent’s medical expenses. Flight Attendants will still have the option to be paid $8.65 per hour of sick leave upon retirement instead of crediting an RHRA

Q2: If I resign (not eligible to retire) will my sick bank convert to RHRA?

No. Only an employee that retires is eligible for the RHRA conversion

Q1: How will classification/longevity seniority accrue differently from the JCBA?

Approved IODs will accrue classification/longevity seniority for the duration regardless of paid/unpaid status. This is an improvement from JCBA where a Flight Attendant would not accrue classification/longevity when on an unpaid IOD status exceeding thirty (30) days.

Q1: Can we grieve any action of the company?

A: Yes. We maintained the right to grieve any action by the company (Section 30.A.2.a). This language has been a bedrock principle in our contract for decades.

Q2: Will joint training with the company continue?

A: Joint management/union training is uncommon within the labor movement. Under this Agreement, APFA will directly train our reps to effectively enforce our contract and defend our Flight Attendants.

Q3: The Contract Dispute process outlined in Section 30.A.2.d is new. Can you explain further?

A: Contractual disputes are rarely resolved at the base level. If anything, the Flight Attendant is paid, while the underlying contractual issue remains unresolved. This causes APFA Representatives to file similar grievances over and over. We see this as a delay tactic by the company. The new language provides a path to expedite these disputes for resolution.

Q4: Is the Dispute Resolution Conference (DRC) still part of the process at the base?

A: Yes. Informal discussions to resolve a dispute will still happen at the base level. If they cannot be resolved informally, a DRC will be convened at the base.

Q5: What is the Grievance Determination Conference (GDC)?

A: When a NOD is not resolved at the base level, either informally or through a DRC, it will be submitted to the GDC. The GDC is similar to what is currently called “caucus”. The union has found value in the caucus but needed the process to be clarified and defined with contractual language.

Adding the GDC will help streamline the grievance process, freeing up traditional arbitration for discharge grievances and contract disputes which have widespread impact.