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JCBA Information (LAA)

January 2, 2015
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Beginning January 1, 2015, PVDs (vacation days from the next year’s accrual) will be paid at 3:30 per day and capped at six (6) PVDs per year. This bank of six days can be used towards Crew Schedule-awarded PVDs, PVDs in conjunction with Family Leave or PVDs in conjunction with Bereavement Leave. 
If the use of a PVD causes your PPROJ to fall below your applicable guarantee on a line month, then your guarantee will be reduced to correspond with the hours in your PPROJ. For example: If your line guarantee is 80 hours and you used 2 PVDs on a 2-day trip valued at 10 hours, then your PPROJ will reduce to 77 hours, causing your guarantee to also reduce to 77 hours. We arrive at this new guarantee by the following calculation: 3:30 hrs x 2 = 7 hours. Then 10 hours - 7 hours = 3 hours. Finally, 80 hours – 3 hours = 77 hours.
Additionally, a PVD taken on a Reserve day will reduce your guarantee by the difference between the value of the Reserve day and the value of the PVD. Each Reserve day is valued at four hours and ten minutes (4:10) in a 30-day month and three hours and fifty-six minutes (3:56) in a 31-day month. For example: If you are awarded a PVD on a Reserve day in a 30-day month, then your guarantee would be reduced by forty (40) minutes (4.10 - 3.30). In this example, your reserve guarantee of 75 hours would reduce to 74.20 hours (75 hours - 40 minutes). Trips picked up on days off on a Reserve month are always paid on top of your guarantee, even an adjusted guarantee.
A PVD taken on an available day (AVBL) will also have the same impact on your guarantee as a Reserve day, except that each AVBL day is valued at four hours and ten minutes (4.10hrs).
FMLA - Vacation Substitution
Keep in mind you can also use any remaining vacation (selected or unselected) from the current fiscal year for FMLA absences for yourself on a trips missed basis.  The current fiscal year ends on May 1.  Beginning, May 2 you'll be able to use any vacation days from the May 2, 2015 to May 1, 2016 fiscal year.  While vacation substitution for FMLA absences for yourself is at the Flight Attendant's option, it is required if the FMLA absence is for someone other than yourself. 
The 420-hour annual threshold for sick and vacation benefits will continue to be in place until the implementation of PBS. The Company is currently estimating that PBS will be implemented in 2017. Therefore, for now, Flight Attendants must maintain an average of thirty-five (35) paid hours in each active month in order to accrue sick and vacation benefits for the following year.
As a reminder, beginning January 1, 2015, there will no longer be a threshold to maintain Company subsidized health benefits.
Also, there is no annual threshold to maintain employment. 
40-Hour Monthly Limitation - 10.E.3.b and 10.G.3.b
The 40 hour monthly scheduling limitation will become effective concurrently with PBS. The Company is currently estimating that PBS will be implemented in 2017.

Leslie Mayo
APFA National Communications Chair


ABOUT APFA: The Association of Professional Flight Attendants, founded in 1977, represents the more than 24,000 active flight attendants at American Airlines. In November 2011, American’s parent company filed for Chapter 11 bankruptcy protection. Throughout the bankruptcy trial, APFA President Laura Glading served on the Unsecured Creditors’ Committee where she advocated for the American Airlines Flight Attendants. In February 2013, American and US Airways announced their intention to combine the carriers and on December 9, 2013, AA exited bankruptcy and the merger was final. Achieving a merger inside bankruptcy is unprecedented in the industry and would not have occurred without the efforts of American’s labor unions, particularly APFA.

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