CONTRACT2022
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To get the ball rolling: I would like to propose in the next contract that when you go on medical leave, you do not have to pay the company side of the premiums for a minimum of 90 days.
ReplyDeleteReasoning: you pay for insurance year in and year out and the first time many people actually need it they’re stuck with huge insurance bills right away.
BFH needs to be reduced from 97 to
Delete82-85 hour range.
I didn’t even know that was a thing 😩
DeleteI would like to see changes in our sick bank - able to use sick pay if I have to drop a trip but am not sick. example -> am able to drop a trip to another or via Merlot then able to use my sick pay to take care of sick animals . Others might want to use it for child care drops
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DeleteWould it be possible to return to PTO that we can apply at our discretion? Whether for sickness or to cover a trade, I believe it may cut back on sick calls tremendously.
DeleteDental and Optical should be stand alone benefits at the previous reasonable price. There are many employees who already have medical, without these. The company took away this option at the previous price, and significantly increased the cost if we wanted it.
ReplyDeleteWhile I do not seek additional flights, its seems patently unfair the Mission Modes go to the most senior and most financially stable employees while the newer employees who need the extra income are left out in the cold. First come, first served seems appropriate.
Crew services should be prohibited from assigning Red Eye flights to R330 and the like within the last 5 hours of their assignment. This is dangerous for the employees and the passengers due to exhaustion. I would recommend a shift differential of an additional 50% of the employees assigned hourly pay, thus increasing the number of volunteers and reducing sick calls.
I have read the entire cba. It needs a lot of work in its language. In many areas it is vague, overbroad, and confusing.
Finally, why aren't we utilizing more Memorandums of Understanding for issues that are not currently in the CBA as a stop gap procedure?
Totally agree!
DeleteFA's need to be compensated for work outside of normal work hours. This is state law in every state. Being forced to write reports, view videos, read and acknowledge policies on our non-duty days is illegal without compensation.
ReplyDeleteI’m having worked in local, state, and federal govt jobs and private sector for over 30 years, this is the first company I’ve seen expect this of hourly staff without compensation.
DeleteIt would be nice to be able to bid for whichever TDY you would like if you are from an overstaffed base. IE 5 from SFB 2 from FLL and 3 from AVL are going to be TDYed... and we need 2 in LAX, 2 in MYR and 6 to GRR.
ReplyDeleteMission modes need to be first come, first served (within the base first). It makes absolutely no sense that seniority takes precedence in a mission mode situation. Like what has been said before, the Company allows seniors to continue making even more money while new and less senior FAs struggle to make ends meet.
ReplyDeleteBonus flight hours need to be reduced to be comparable with other airlines.
ReplyDeleteI am based in LAS. We need more representatives from outside our base to ensure that everyone is equally represented. Outside bases are PROHIBITED from seeing our financials under the current administration unless they come to union HQ in LAS. I believe this is ILLEGAL.
ReplyDeleteI was recently passed over for a promotion even though I was deemed "overqualified" so that the manager could hire his old friend from outside the company in violation of Allegiant policy. Promoting from within should be contained with the CBA.
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