Review Your
Tentative Agreement

The rumor that has been circulating is false. While the Flight Attendants did reject the initial proposal, this resulted in them missing a 3% raise during the ten-month period it took to reach a second tentative agreement (TA 2). This is particularly significant given that they had already gone six years without a pay increase.

It is also important to note the specific trade-offs between TA 1 and TA 2. To secure "sit pay"—which applies when crews are on the ground for more than two and a half hours—the Flight Attendants agreed to defer any improvements to vacation accrual until 2031 and eliminate pre-ordering of crew meals.

What we tend to see for second TAs is components move around, or employees vote on the same agreement, just further down the line.

We proposed a 10% increase to the LEAD and Move Team premium, with a $3.00 minimum. The Company initially offered no increase, arguing that the 71% 2023 adjustment from $1.75 to $3.00 had already addressed staffing shortages for these roles.

The Company eventually offered a total of $0.25, structured as $0.10 in 2027, $0.10 in 2028, and $0.05 in 2029. We found the incremental nature of this offer particularly offensive. Consequently, we agreed to the $0.25 increase as a single payment effective in 2029.

Yes, as long as the moved vacation day remains within the same calendar year.

The Company has clearly expressed a preference for filing for mediation rather than increasing the profit-sharing formula. It is important to note that no work group's formula has changed since the Joint Collective Bargaining agreements were negotiated following the merger.

Because mediation guarantees nothing and can take years to resolve, we have brought this tentative agreement to the membership for a vote. Under this agreement, a member at the top of the scale would earn approximately $6,700 more in the first year, $8,200 in the second year, and $11,900 in the third year. If mediation were to last three years—which is only half the time the Flight Attendants recently spent in negotiations—no profit-sharing check would be large enough to compensate for the $26,800 in lost earnings during that period.

For those employed in 2013, you may recall that we initially rejected a tentative agreement with a $24.00 top-of-scale hourly rate and a 10% profit-sharing formula similar to the pilots. Following that rejection, we successfully negotiated a higher rate of $24.50, but this resulted in the profit-sharing formula being reduced to 5%, which the membership ultimately approved.

The decision now rests with you.

As a member of the National Pension Plan (NPP), you should be aware that the plan was certified as being in endangered status for the 2019 plan year. By law, all participants receive an annual notification regarding this status every May.

This certification allowed the NPP to establish a rehabilitation plan. While the plan is working, it requires United Airlines to pay supplemental contributions of $0.16, $0.21, and $0.27, compounding to $0.78 by 2031, in addition to the contractual $2.05. To ensure these costs remain predictable, United Airlines requested specific contractual language to protect them from any further increases over the life of the agreement.

It’s important to note the plan has not gone up $.01 since it announced the pay schedule in 2019 nor does it plan to increase the cost in the future.

The alternative to this was to wait until the next contract to negotiate more increases for your retirement.

Employees with less than 5 years 100% of the employee’s before-tax contributions to the plan up to a maximum of $300 for the plan year.

Tentative Agreement (At least 5 but less than 10) Company Match 100% of the employee’s before-tax contributions for the plan year up to 1%. (Current contract you need to put in 4% to get 1%)

Tentative Agreement (At least 10 but less than 15) 100% of the employee’s before-tax contributions for the plan year up to 2%. (Current contract you need to out in 4% to get 2%)

Tentative Agreement (At least 15) 100% of the employee’s before-tax contributions for the plan year up to 3%. (Current contract you need to put in 6% to get 3%)

Our objective was to secure a 10% company contribution toward every member’s retirement. Currently, every new hire receives a $2.05 hourly Company contribution to the National Pension Plan. While $2.05 represents over 10% of a $19.64 starting wage, it accounts for only a little over 5% of the $37.82 hourly wage for those at the top of the scale.

To address this disparity and ensure equitable contributions across all pay levels, there is a tiered formula for the 401(k) match.

The more money you make improves your carp formula.

The Company's 1% direct contributions will also be paid per paycheck just like the match contributions are paid.

The company was only willing to do five deferred holidays. As a team, we considered swapping Christmas for either MLK Day or the Super Bowl, but we ultimately decided against it to avoid any potential negative perception of the change. Consequently, the deferred holiday schedule will remain exactly as it is currently.

Regarding floating holidays, we recognized that they no longer offer the same guaranteed time off as they did previously. Given that they now function similarly to extra DAT days, and considering the existing flexibility for time off through trades and DATs, we determined that the financial compensation was the more valuable option.

**Please note that people can work on their Birthday or any of the new fixed holidays and trade any two days away during the year they want and will still come out 4 paid hours ( $164.00 pay at top of scale) ahead then they are under the current contract.

If the membership votes to reject the agreement, we will begin the process of building new surveys and canvassing the membership to identify the specific proposals you would like to see addressed. Following this, we will request new negotiation dates with United Airlines.

If United Airlines is unwilling to meet these requests, we will file for assistance with the National Mediation Board (NMB). Please note that while the NMB assists with contract negotiations, they cannot compel either party to accept proposals. If an impasse is eventually declared, we would then conduct a strike vote and seek a release under the Railway Labor Act.

If ratified no one performing your same job at the same step of the pay progression will make more than you.

There are no changes to your medical premiums in this tentative agreement. Core Medical plans remain capped at a 9.25% year-over-year increase. For example, if you currently pay $10,000 annually in Core Plan medical premiums, the maximum increase you would see next year is $925.00.

Additionally, the raise at the top of the scale will be approximately $6,700.00 in the first year alone and increases each year until 2031.

The new language would require the company to better communicate the mandatory overtime assignment to include reason, seniority and estimated duration of mandatory assignment.

Currently, there is no cap on outage relief, and many line stations were at 100%. Outage relief is utilized to cover vacations (10%), sick calls (8%, or higher in locations with sick ordinances), training (5%), and schedule variations (5%).

While these figures do not total 30%, the company proposed exceeding that percentage in cities with specific sick ordinances. We believe implementing a higher cap in those locations would be significantly more harmful, which is why we accepted the 2% buffer.