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Old 04-17-2009, 06:24 PM   #1  
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Joined APC: Oct 2006
Posts: 998
Default Alaska TA going out to the rank and file

Originally Posted by ALPA
The Alaska MEC has unanimously endorsed a tentative agreement for a new four-year contract with pay and work-rule improvements, and is holding pilot meetings to share details and contract language prior a ratification vote.
“This tentative agreement fulfills our four cornerstones by improving or protecting our work rules including pay, retirement security, job security, and health benefits,” said Alaska MEC Chairman Capt. Bill Shivers.
Details when they come available?

Let's hear some specifics, unlike some other 73 operator.
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Old 04-18-2009, 05:44 AM   #2  
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How will this affect the pilots on furlough?
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Old 04-18-2009, 07:35 AM   #3  
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Position: 737 Capt
Posts: 7

This TA is about as bad as it gets. There is a provision that allows for pilots to build up to 90 hour lines. Also, VSA, probably the most divisive item in the current contract (150% pay over 85 hours flown on days off), just got more enticing with this TA. So the selfish bastards who volunteer to help the company on their days off for a little bit of extra cash (while we have people on the street) will be running in overdrive. Net effect is the need for fewer pilots so the 60 guys on furlough will be out alot longer than any of us originally thought and with the signing of this TA we will most definately see more furloughs. It's that bad.
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Old 04-18-2009, 11:31 AM   #4  
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but it'll probably still pass.....
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Old 04-18-2009, 02:22 PM   #5  
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Posts: 138

Fellow pilots and family members,
Attached is an executive style summary of the Tentative Agreement that has now been posted
electronically on the MEC Web site and will soon be mailed out for membership review and
ratification. Although fairly lengthy and detailed, the summary is not intended to be a substitute
for the TA, but rather an expeditious and accurate means of explaining the many substantive
changes negotiated in this new agreement.
In order to get the best appreciation for the differences between our current CBA and this
Tentative Agreement, we recommend you first review the summary for an overview of the major
highlights. When you next read through the TA, please make note of any questions and reserve
those questions so that they may be addressed at our many planned roadshows and Q&A
sessions. We have been working diligently to correct any small clerical, punctuation and
grammar errors, and will continue to do so, but we wanted to get the TA out to you as quickly as
possible even if a few of these types of errors have not yet been corrected.
While this TA reflects the majority of the content you will be evaluating during the ratification
phase, we should also note that some other important issues will also be resolved as part of that
An issue of major interest that is not addressed in the new agreement, but nevertheless is a very
important item, is the topic of a signing bonus or retroactive pay. As part of ratification of the
agreement, a sum of up to approximately $13,500 will be distributed to most pilots upon
approval of the TA. The methodology supporting the lump sum is based on giving full credit for
any month worked since May 1, 2007. Retired pilots’ sums were calculated at half of that
amount to reflect retroactive pay only. Further details of the distribution will be addressed and a
full explanation of the rationale behind the distribution will be covered thoroughly as part of the
road shows. Additionally, we should emphasize that this TA has an effective date of April 1st.
Therefore, irrespective of any ratification date, pilots’ pay will reflect the new pay rates and will
be back dated to April 1st.
With regards to the outstanding grievances, should the agreement be approved by the
membership, it will close out a number of outstanding grievances that are addressed through new
contractual language. There would also be a renewed effort to favorably and collaboratively
resolve as many additional grievances on the books as possible. The recent grievances
concerning furloughed pilots and the implementation of Row 44 are included. In this way, we
may start a new contract with new work rules as cleanly as possible.
We would like to take the opportunity one more time to thank you for your trust, your patience,
and your support. This Tentative Agreement reflects our unwavering commitment to our four
cornerstones, and we are very pleased to be able to present this for your review.
Tentative Agreement Summary
This summary is an accompanying document to the completed sections of the Tentative
Agreement (TA) and illustrates the highlights. Sections where no changes were sought by either
party are annotated accordingly. A full reading of each section of the Tentative Agreement is
required to fully understand all of the changes and to evaluate the TA as a whole.
Section 1 (Scope)
Negotiated increased protections in the event that Alaska Airlines or Alaska Air Group is purchased by
another entity.
A memorandum of understanding was agreed to which says that none of the proposals exchanged by
either party during negotiations regarding section 1 will be admissible in any future legal proceedings
Section 2 (Definitions)
See underlined changes in TA document.
Section 3 (Compensation)
Negotiated the following percentage pay increases
Captains receive an 11.84% pay increase on the effective date with step increases of 1.5%, 1.5%, and
First officers receive increases on the effective date ranging from 16.35% to 29.52% with annual
increases of 1.5%, 1.5%, and 1.8%.
Hourly Rates Effective 4/1/09
Years of
First Officer
0 to 1 $145.87 $45.54
1 to 2 $146.87 $71.75
2 to 3 $148.32 $84.92
3 to 4 $149.78 $93.26
4 to 5 $151.19 $99.67
5 to 6 $152.71 $102.26
6 to 7 $154.55 $104.10
7 to 8 $157.84 $105.97
8 to 9 $161.28 $108.29
9 to 10 $165.92 $111.60
10 to 11 $168.43 $113.08
11 to 12 $172.00 $115.60
Percentage Pay Increases
1‐Apr‐09 Cumulative
Captain FO Captain FO
11.84% 29.52% 17.31% 35.85%
11.84% 16.35% 17.31% 22.04%
11.84% 16.35% 17.31% 22.04%
11.84% 16.36% 17.31% 22.04%
11.84% 16.36% 17.31% 22.04%
11.84% 16.35% 17.31% 22.04%
11.84% 16.35% 17.31% 22.04%
11.84% 16.36% 17.31% 22.04%
11.84% 16.35% 17.31% 22.04%
11.84% 17.86% 17.31% 23.62%
11.84% 17.86% 17.31% 23.62%
11.84% 19.39% 17.31% 25.22%
Negotiated the following increases to override pay and captured ETOPS/International flying for the
purposes of override pay.
• Capt. $5.00 per hour
• FO $4.00 per hour
Pilots are now included in the Performance Based Pay (PBP) Program. The PBP Program has a targeted
annual payout of 5% of wages and has paid the following percentages of W2 since inception.
• 2006 7.485%
• 2007 1.06%
• 2008 2.595%
Section 4 (Pay Guarantee)
Negotiated long (11 hour call out) and short call (2 hour call out) reserve lines which resulted in 75 hour
& 79 hour pay guarantees respectively.
Section 5 (Expenses)
Negotiated an increase to Non‐RON per diem rates to $2.00 per hour.
Negotiated language that gave some substance to the term ‘first‐class’ occupancy lodging by tying it to
definitions provided in the Hotel & Travel Index.
Secured meals for deadheading pilots.
Negotiated free wireless internet for deadheading pilots.
Sections 6 (Moving Expenses)
Negotiated the mileage rate for moving up from .20 cents to the current IRS rate.
Negotiated options for pilots regarding when they can take their moving days.
Negotiated moving days for new hires.
Section 7 (Vacation)
Negotiated improvements to the ‘failure to bid’ vacation language that prevents a pilots vacation award
from being chosen from available periods after all three rounds of vacation bidding are complete.
Negotiated language that removes the requirement for retiring pilots to bid for vacation they will never
use. This increases the availability of vacation blocks for other pilots.
Negotiated language that allows a pilot to sell all or part of his vacation in the event of a training conflict
or base position list change.
Section 8 (Deadheading)
Negotiated an improvement to the mandatory first‐class deadhead language. This provision requires a
pilot be given a first‐class seat when consecutive deadhead segments exceed five hours and the
deadhead is followed by a flying segment.
Secured language that provides a seating type priority for deadheading pilots on segments less than five
Section 9 (Passes & Jumpseat)
Clarified language on the types of travel privileges afforded to active pilots.
Secured expiring grievance settlement language which provides guest passes for retired pilots.
Secured language that reinforces the Captain’s authority regarding the jumpseat, clarifies jumpseat
priority, allows the Captain to offer a First Class seat to jumpseaters when available, and captures the
multiple cabin jumpseat policy currently in place.
Section 10 (Non‐Flying and Supervisory Duty)
Negotiated language that prevents pilots holding full‐time supervisory positions from bidding and
restricts their ability to pick up open flying.
Negotiated language that restricts the ability of Technical Pilots, who are not bidding a line during a
specific month, to pick up open flying.
Section 11 (Training)
Negotiated language that allows pilots to bid for training slots. Additionally, pilots will be allowed to bid
for training slots outside of their base.
Agreed to the option of an eight hour ground school day with a higher pay guarantee. See below.
Negotiated distance learning language which requires mutual consent on curriculum and credit for a
training event. Pilots receive 58% of their hourly rate pay and credit up to the monthly max then pay
Captured language that guarantees ALPA Day during new hire pilot indoctrination.
Negotiated the following pay for training days outside of extended training and distance learning.
Scheduled for < 6 hours = 3:30. Day shall not exceed 6 hours.
Scheduled for > 6 hours = 4:40. Day shall not exceed 8 hours.
Negotiated new pay language for all pilots in extended training.
• 15 days or more in a single bid period = 85 hours
• Less than 15 days in a single bid period = the greater of
o Credit for trips flown or reserve days + 2:50
o Credit for trips flown or reserve days + the actual value of the training days (3:30, 4:40).
• In no case will the pilot be paid less than the monthly minimum and he will not be assignable.
Negotiated language that increases pay for pilots who are scheduled to deadhead and train on the same
day when the training day is scheduled to exceed 6 hours. These pilots will receive 6:10.
Section 12 (Hours of Service)
Negotiated the introduction of duty period limitations for duty during a pilot’s Window of Circadian Low
(WOCL). Rather than limiting duty periods based on report for times, duty period length will be limited
for any duty period which encroaches on the pilot’s WOCL (0200 — 0459 Local Domicile Time).
• 10 hours Scheduled
• 11 hours Maximum
Report for deadhead is now forty‐five minutes (:45)
Moved the flex‐up provisions from LOA 97‐02 to Section 12. Removed the base leveling language,
allowed for flex‐up by seat and base, and increased from ten hours (10:00) per year to fifteen hours
(15:00) per year the amount of flex time available in each base and seat.
Provided the option for a bid block holder who is projected to exceed the monthly max plus five hours
(5:00) due to “overs” to depart his base.
Provided, at the pilot’s option, for a reserve pilot to remain assignable after he has accrued the monthly
maximum during vacation and training months.
Eliminated the “bank” system.
Section 13 (Leave of Absence)
Inserted a definition of “immediate family” for the purposes of emergency leave.
Modified the Military Service provision of this section to include those who volunteer for military
Clarified the return to service provisions for those pilots on military leave who upon return require
extended training.
Provided the option of extending maternity leave for an additional year.
Section 14 (Sick Leave)
Clarified language on the type and amount of work required to accrue sick leave.
Negotiated an increase in the sick leave bank cap from 800 hours to 1000 hours.
Created a secondary sick leave bank for the purpose of rapid re‐accrual.
Increased from 45 to 60 the number of days sick or injured required to trigger rapid re‐accrual of sick
leave. Although the number of days required to trigger rapid re‐accrual was increased, this time period
now includes vacation.
Removed the consecutive 240 hour limit for sick leave accrual for pilots on extended sick leave.
Sick Leave Make‐up will be on an hour for hour basis and any time in addition to sick leave used will be
for pay and credit.
Bid Block Holders will be allowed to use sick leave for up to one trip for the purposes of undergoing a
flight physical. Reserve Schedule Holders will be allowed to use sick leave for up to one contiguous
reserve block for the purposes of undergoing a flight physical.
Section 15 (Physical Standards)
No changes.
Section 16 (Workers’ Compensation)
Created the condition that sick leave returned under rapid re‐accrual following a workers’ compensation
claim cannot be used for the same issue that created the workers’ compensation claim.
Section 17 (Missing, Internment, POW or Hostage of War Benefits)
No changes.
Section 18 (Union Business)
Negotiated drop language for the Grievance Chairman, Scheduling Committee, Hotel Committee, and
Training Committee to allow them to perform business on the Association’s behalf.
Section 19 (Investigation & Discipline)
No changes.
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Old 04-18-2009, 02:23 PM   #6  
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Posts: 138

Section 19 (Investigation & Discipline)
No changes.
Section 20 (Grievances)
Modified grievance procedure.
Created monthly settlement meetings to hear grievances.
Negotiated a timeline for the implementation and payment of grievance awards.
Negotiated penalties which would be due to the grievant should management fail to meet the timeline
or comply with the award.
Section 21 (System Board)
Moved Expedited Arbitration from LOA to CBA.
Negotiated “loser pays” language for general expenses and expenses related to the “neutral.”
Section 22 (Seniority)
No changes.
Section 23 (Furlough and Recall)
Re‐wrote 23.A.1 to clarify furlough mitigation programs which would automatically be triggered in the
event of a forecast furlough.
• Negotiated a voluntary furlough program.
• Reduced Bid Block Program (RBBP) patterned after the one currently in effect.
• Reduced Reserve Schedule Program (RRSP) patterned after the one currently in effect.
o We chose not to mandate the RBBP and RRSP as currently written because we may
learn things in the coming months that would require changes to make the programs
more effective.
Negotiated a specified time period during which the parties would meet to discuss additional furlough
mitigation programs and a reduction in bid block hours.
Clarified that the minimum monthly guarantee is 75 hours. With mutual agreement bid blocks could be
built as low as 65 hours with proportional adjustments to the open flying and reserve blocks.
Negotiated an increase in the length of time a furloughed pilot is eligible for pass travel from 3 to 12
Section 24 (Vacancies)
Developed language that clarifies how supervisory pilots and pilots on leave participate in the position
bidding process.
Introduced the concept of a “special qualifications base” (e.g. ETOPS base within the SEA base). The
establishment and operations of any “special qualifications base” would require the consent of ALPA.
The Prior Claim provision was revised to clarify that if your position was reduced you would not have
prior claim rights.
Section 25 (Scheduling)
Negotiated a monthly standing bid for pilots.
Extended the time limit for pilots to turn in their medical certificate to Alaska Airlines Records to the 25th
of the month.
Limitation on reserves to perform only one seat substitution per duty period.
Modified the Inadvertent Duplicate Assignment and Trip Displacement language to provide a pilot the
option of a double pay event.
Created the concept of OE Pairings with the goal of providing more time for regular line construction
and reducing the amount of time spent in training.
Required an earlier posting of monthly bids.
Included language to prevent scheduling from holding back open time.
Negotiated language that allows pilots to combine trips during step trading.
Maintained the monthly max of 85 hours for the purposes of line construction.
Negotiated language that allows pilots to pick up to the monthly max plus 5 hours during step trading.
Negotiated Short and Long Call Reserve language
• Short Call – 2 hour call out/79 hour guarantee
o Short Call Reserves can preference trips.
• Long Call – 11 hour call out/75 hour guarantee
o Long Call Reserve conversions are allowed but limited to 4 conversions per bid period
without pilot consent. Long Call Reserves receive 2 hours of pay the first time they are
converted and 1 hour of pay for each additional conversion.
o Long Call Reserves can pick up trips from open time the day prior provided the trip
meets certain criteria.
o Long Call Reserves can preference trips
Negotiated an additional day off for reserves for a total of 12 days off per bid period in the following
• One 120 hour block (inviolate)
• One 72 hour block (inviolate)
• Two 48 hour blocks (1 of which is inviolate)
o A reserve scheduled into his day off will be provided the option of an additional 150%
pay for the duty period encroaching into his days off or having the day off restored.
Created language that limits Crew Scheduling’s ability to zone flip reserve pilots.
Reserve reassignment language was changed. A Reserve who is reassigned will receive an additional 2
hours of pay for each reassignment.
Negotiated new trip trading options for bid block holders including
• Same day trades
• Pilot to Pilot trades
o Including out of domicile trades
• The ability to combine trips
• The ability to pick up (only) seat sub events from open time for pay only
Negotiated real‐time trip trading (See implementation timeline in Memorandum of Understanding 09‐
05, the last document in the TA package).
Eliminated the requirement for a pilot flying VSA to reach the monthly max before receiving the
premium. All VSA flying will pay 150%.
Created premium trip designation for open time trips. Premium trips pay 150%.
Negotiated 150% pay for pilots who accept junior available trips.
Negotiated intent language for 25.V.2 (Return to Base Limitation) which clarifies the company’s use of
off line travel.
Created misconnect language.
Created the option for a bid block holder to accept a reassignment in base for 150% pay.
Negotiated Severe Irregular Operations language (SIO).
• An SIO event cannot be determined to exist without the concurrence of the Association.
• Bid Block Holders can be reassigned in base during an SIO provided they are scheduled to return
within 5 hours of their original trip.
• Bid Block Holders who are reassigned will be paid 150% for the entire trip.
Section 26 (General)
Increased legal liability insurance from $1,000,000 to $5,000,000.
Negotiated language which provides a pay formula for non‐technical training (e.g. the security test).
This is the same formula for distance learning in Section 11. However, in no case will a pilot be paid less
than 30 minutes at his current hourly rate.
Section 27 (Insurance)
Eliminated Alaska Health plan.
Created an optional High Deductible PPO plan.
Pilot contribution for medical insurance plans will be 18% in 2009, 19% in 2010 and 20% in 2011. Though
2012, pilot’s 2009 employee health plan contribution may not increase by more than 20%.
Negotiated PPO language which provides in‐network coverage for participants who receive, care “Outof‐
Area” where there is no network provider.
Negotiated an increase in the PPO comprehensive lifetime maximum from $2 million to $5 million.
Increased Flexible Spending Account (FSA) employee annual maximum contribution and added language
offering a limited purpose FSA for High Deductible PPO plan participants.
Reduced Out‐of‐Network PPO deductible.
Emergency room deductible increased to $75.
Increased PPO maximum annual out of pocket Co‐Insurance triggers.
Added prescription drug card with mail order option and changed coverage levels.
Clarified mental health coverage.
Increased yearly dental coverage maximum.
Multiple changes to vision coverage.
Increased coverage for hearing aids and chiropractic care.
Increased short‐term disability maximum weekly benefit limits.
Negotiated a new Long Term Disability (LTD) program which will replace the Disability Retirement Plan
for all incumbent pilots not disabled as of 1/1/2010 and all pilots hired after 12/31/2009. The LTD plan
provides the following benefits
• Pilots are eligible for LTD benefits after 30 days of service.
• Allows a pilot to remain on the LTD plan to age 65 while accruing service credit for purposes of
calculation of the Defined Benefit Plan (DB) benefit accruals.
• Upon reaching normal retirement eligibility, pilots will have the option to elect normal
retirement and receive their partial lump sum and lump sum payout from their unused accrued
sick leave bank.
• A pilot who disables on or after age 60 will be provided the same options listed above.
• Pilots who do not elect the partial lump sum option under the conditions provided above would
need to return to service for 365 days to be eligible for the partial lump sum and lump sum
payout from their unused accrued sick leave bank.
• Pilots on LTD will be able to continue their company health care at active pilot rates for 10 years
and then at retired pilot rates.
• Incumbent pilots who select the rebalance or voluntary soft freeze option, and new hire pilots
will receive PISP contributions while on LTD.
• A captain who returns from LTD, and does not qualify for a first class medical, will be pay
protected as a captain.
Agreed to language that introduces a Third Party Administrator (TPA) to determine disability status. The
TPA will be selected by the Retirement Board.
Eligibility for Retiree and Survivor Health Care benefits requires 5 years of service and 45 years of age.
(Note: Above age and service requirement are not required for survivors of actively employed pilots and
survivors of pilots who die while receiving LTD benefits to receive continued health care.)
Increased company‐paid Life and Accidental Death & Dismemberment coverage to $150,000 each.
Increased War Zone Death Benefits to $250,000
Section 28 (Retirement)
Negotiated a new retirement plan for pilots hired after 12/31/2009.
• 13.5% DC only
Negotiated new retirement choice options for incumbents.
• Status Quo
o 1.9% DB Multiplier
o 3% DC Contribution
• Rebalance
o 1.9% DB Multiplier through 12/31/2009 1.0% DB Multiplier after 12/31/2009
o DC Contribution increased based on years of service as follows
Years of Credited Service
Company Contribution
Less than 5 8%
5 but less than 10 9%
10 but less than 15 10%
15 or more 11%
• Voluntary Soft Freeze
o 1.9% DB Multiplier through 12/31/2009.
o Years of service frozen as of 12/31/2009 but Final Average Compensation (FAC) can
�� Example: If you retire in 2020 and your highest five years of compensation was
2015‐2020, compensation for those years will be used for purposes of FAC.
o 13.5% DC Contribution
o Pilots electing this option will be 100% vested in the DB plan regardless of years of
o The Death Benefit Account for pilots who elect this option will be frozen as of
12/31/2009 but will continue to accrue interest.
Retained the definition of Normal Retirement as age 60 or 30 years of credited service, whichever
occurs first.
Negotiated a Sick Leave Buy Back Program which pays 25% of a pilots unused primary sick leave bank at
Section 29 (Union Security)
No changes.
Section 30 (Flight Data Recording Devices)
Incorporated some Letter of Agreement attached to Contract ’97 into the body of this section.
Section 31 (Duration)
Negotiated a four‐year duration effective April 1, 2009.
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Old 04-18-2009, 06:57 PM   #7  
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Posts: 227

Thanks for all the input on the proposal.

How does this compare on the side of work rules vs the old days?

I know it still does not meet the old pay rates.

Also I have heard some input saying all it means is more furloughs. Any input or opinions?

I do know the FAs are getting treated like crap. The company has mentioned bring back some furloughed FAs back for 2-3 months over the summer and then getting rid of more than are out now after the summer rush. Nothing like treating your employees like they mean nothing to you!

What a mess!
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