PFAA Calls It "Win-Win"
The Professional Flight
Attendants Association has come to an agreement with Northwest
Airlines on how to recall furloughed flights attendants. The
idea is to replace active flight attendants who take long-term
leaves-of-absence wiith those who've been laid off. It also calls
for Northwest to extend laid-off workers' health care benefits and
travel pass eligibility.
In order to ensure service levels, especially during the
high-traffic holiday season and illness-prone winter months,
Northwest has agreed to offer voluntary, non-cancelable
"convenience leaves" of up to 11 months, with starting dates in
January 2004. The leaves will be awarded to applicants based on
seniority.
For every flight attendant who takes a voluntary leave of six
months or more under this agreement, the airline will recall at
least one furloughed flight attendant, according to Guy Meek,
interim PFAA president. The recalls, which are voluntary on the
employees' part, will have effective dates starting on December 15,
2003 and in no case later than March 1, 2004. An employee who
declines a recall offer will remain eligible for future recall
offers.
For furloughed flight attendants currently paying COBRA health
care premiums, Northwest will extend the COBRA benefits eligibility
period through March 2005. COBRA eligibility normally ends 18
months after an employee is laid off. In addition, they will have
their travel privileges extended to March 2005.
Northwest has the right to re-furlough recalled employees until
March 1, 2005 without an unpredictable "force majeure" event. After
that date, however, flight attendants recalled under the agreement
and still on active status become permanent employees. (Employees
who are on active, non-furloughed status today cannot be furloughed
except in the case of a force majeure event.)
"It's customary for flight attendants to take voluntary leaves
for maternity and other personal reasons. We saw a way to expand
this to benefit our furloughed members," said Peter Fiske, interim
member-at-large.
"This 'win-win' agreement is a model for cooperative
problem-solving between labor and management," added Jose Arturo
Ibarra, interim vice president. "You would not see a traditional
union taking a creative approach like this." He said the special
agreement does not affect the flight attendants' labor contract or
PFAA's determination to resolve other issues, such as Northwest's
failure to permit union dues to be deducted from flight attendants'
paychecks.
Earlier, the PFAA had
sent an open letter to Northwest, suggesting the airline kick off
relations with the new union on a good note by recalling flight
attendants. The letter said, "We would remind the executives at
Northwest Airlines that we currently have 1,961 professional flight
attendants on layoff status who have been anxious to return to work
since the day they were furloughed. Additionally, those crewmembers
working short-staffed flights would appreciate the much-needed help
on those flights."
The letter concluded by saying, "We urge Northwest Airlines to
do the right thing. Recall flight attendants to help staff our
flights properly and put the focus back on the people; extend the
pass benefits for all furloughed workers beyond the end of the
year; allow furloughed workers to make COBRA payments for much
needed health insurance; and treat the employees at NWA like you
would like to be treated—with dignity, respect and fairness.
There is no better time to start a new working relationship than
with a new union. Do the right thing."