United Airlines has publicly detailed its latest contract proposals to flight attendants, revealing a strategy that links wage increases to significant changes in work rules. The airline emphasizes its goal of an "industry-leading" agreement, but the proposed alterations to reserve pay and scheduling systems introduce complex tradeoffs for cabin crews.
Key Takeaways
- United proposes higher wages for flight attendants.
- Wage increases are tied to structural changes in reserve pay and scheduling.
- Proposed changes include reducing reserve guarantee hours and altering Reserve Availability Periods (RAPs).
- The airline is pushing for a Preferential Bidding System (PBS) for schedule awards.
- Negotiations with the Association of Flight Attendants (AFA-CWA) are ongoing.
Wage Increases Paired with Structural Changes
United Airlines recently shared an update regarding its ongoing negotiations with the Association of Flight Attendants (AFA-CWA). This move, unusual for an airline, directly communicated its position to the media following renewed talks. Nathan Lopp, United's Vice President of Labor Relations, authored the memo, which thanked flight attendants for their work during the busy holiday season.
The airline stated its commitment to delivering an industry-leading contract while maintaining competitive operational costs. However, United indicated that the union's current economic proposal would place the airline at a disadvantage compared to its rivals. This led management to present a counterproposal designed to balance compensation with cost considerations.
Contract Priorities
- Sit Ratio-in-Guarantee (RIG) pay adjustments
- Changes to Reserve Availability Periods (RAPs)
- Faster implementation of wage increases
United's counterproposal addresses several issues identified as priorities by the AFA. These include adjustments to Sit Ratio-in-Guarantee (RIG) pay, modifications to Reserve Availability Periods (RAPs), and a quicker rollout of wage increases. RIG pay is a system designed to compensate crew members for extended, unpaid ground time between flights.
The airline highlighted that a previously rejected tentative agreement would have provided industry-leading pay among unionized U.S. carriers. Management reiterated that flight attendants have waited too long for raises and expressed a desire to implement pay increases as soon as possible. However, this commitment comes with a clear condition: new economic gains must be offset by other cost adjustments within the contract.
Reserve Pay and Scheduling Adjustments
One of the most debated elements of United's proposal involves changes to reserve pay. The airline suggests reducing the reserve monthly guarantee from 78 hours to 75 hours. Additionally, United proposes phasing out the reserve override, which is an extra hourly premium paid to reserve flight attendants.
"United's update is significant because it removes ambiguity. The airline is explicitly linking wage increases to structural changes that reduce guaranteed pay for reserves and increase reliance on algorithmic scheduling."
United frames these reductions as part of a broader effort to shorten Reserve Availability Periods (RAPs). The airline claims that adjusting the guarantee would allow RAPs to shrink to 12 hours, aligning United with American Airlines' system. This would mean flight attendants are "on call" for 12 hours instead of the current 24 hours.
Understanding Reserve Pay
Reserve flight attendants are on standby to cover flights when needed. Their monthly guarantee ensures a minimum level of pay, even if they don't fly the full hours. The reserve override is an additional payment for being on reserve duty.
The proposal to reduce the minimum hour guarantee by three hours and eliminate the reserve override would directly impact the guaranteed earnings for reserve flight attendants. While the tradeoff is shorter on-call windows, this exchange was a key reason why the last tentative agreement failed to gain approval from union members. United stresses that these ideas are part of ongoing discussions and would only proceed as part of a "balanced agreement," with changes implemented gradually and in partnership with the union.
The Shift to Algorithmic Scheduling
United also addressed questions regarding the Preferential Bidding System (PBS), which it proposes to include in the new contract. The airline clarified that PBS does not create flight pairings, eliminate open time, or remove the ability for flight attendants to trade or drop trips. Instead, PBS is described as a method for awarding schedules based on individual preferences, rather than traditional line bidding.
While this description is technically accurate, the practical impact is a shift in how control over schedules is exercised. When schedules are awarded by an algorithm, the quality of life for flight attendants depends heavily on how their preferences are weighted and how the system performs in real-world operations. For many flight attendants, this represents a potential loss of transparency and predictability compared to the current line bidding process.
Other major carriers already utilize PBS, and United has used a similar system for its pilots for two decades. Proponents argue that such systems can offer more personalized schedules when implemented effectively. However, the move to algorithmic scheduling has been met with reluctance by some flight attendants who prefer the established bidding methods.
Negotiations Continue Amidst Disagreement
United's public update removes some ambiguity from the negotiation process. The airline has clearly stated its position: wage increases are contingent upon structural changes to reserve pay and scheduling. This framework appears to be a core point of contention with the AFA-CWA.
Despite United's insistence on collaborative work and steady progress, fundamental disagreements remain. The airline's position clarifies that this contract fight involves balancing higher wages with work rule adjustments aimed at maintaining competitiveness with other major carriers like American and Delta.
Negotiations are scheduled to continue into late March. The outcome will depend on whether both parties can find common ground on what constitutes an "industry-leading" contract, considering both hourly rates and the long-term stability of pay and scheduling control for flight attendants.
