2021 COVID19 RECOVERY INFORMATION
2021 Furlough Process
2021 United AFA Membership Survey
Let's Talk Education Series
2021 Payroll Support Program (PSP) Information
January 20, 2021 - Tomorrow, as a result of action taken by the United Master Executive Council, our Union will launch a survey, asking for input on the path forward we should collectively pursue in the event United management determines an additional reduction in force is necessary beyond March 31, 2020.
By way of background, last Summer the United MEC entered into a limited Letter of Agreement with the company to pursue an Involuntary Furlough Mitigation Partnership Program (IVFMP) designed specifically to reduce the number of us subject to involuntary furlough. The agreement came very late in the process and a decision was required of your elected leadership. Based on the timing of when the agreement was reached, there was insufficient time to have a discussion with our Members.
Following the announcement of the terms of the Letter of Agreement, there was a great deal of feedback from the Membership expressing disappointment in not having had the opportunity to vote on the terms of the IVFMP Letter of Agreement.
While there will always be circumstances where the leadership of our Union will be required to act in the interest of the Membership, we strive to collect Member feedback through Local Council Meetings and discussions with your Local Council leadership.
Our Contract has a clearly defined path in the event of a furlough. Voluntary furlough must first be offered to those above the “line,” (seniority date of those subject to involuntary furlough) as determined by the management’s reduction in force numbers. Absent a sufficient number of voluntary furlough participants, furlough mitigation partnerships must be offered to those no longer subject to involuntary furlough as a result of the movement of the line due to the award of voluntary furlough.
While not a certainty, there is a likelihood the company will announce a need for a reduction in force effective with the April schedule. It is our conviction that the best path forward is the pursuit of a Payroll Support Program from Congress. This outcome keeps everyone on the payroll, connected to healthcare benefits and on the job. In the event that support is absent or uncertain, it would be prudent to begin discussion early in the process this time around about if an IVFMP is the best option and time for your leadership to work with the company for arrangements that reflect and protect our needs.
For your leadership to be informed, we need you to be engaged in the process, and ask for your feedback. The survey will be open for 9 days, which we realize is a very condensed, but necessary period of time. The reality is that if United needs to move forward with a furlough, that clock starts ticking in less than two weeks driven by the company’s obligation to issue WARN notices. At that point our Contract outlines the first step in the process for Voluntary Furlough which is the declaration of involuntary furlough.
To give the Union time to gather your feedback, determine a course of action and share all available options ahead of the close of the Voluntary Furlough is critical. Your leadership is committed to making sure you know every available option to make the right decision ahead of that deadline.
It’s important to remember, that while we ask each of you to participate in the survey, this is not your only means of providing feedback. We encourage you to talk with your Local Council leadership, attend Local meetings and discuss with them your support, ask questions or to identify any concerns.
The instructions needed to complete the online survey will be mailed to each member’s home. The text of the survey instructions include the following:
”As we strive to continue to work together to ensure the priorities of the Membership are considered during this particularly difficult period in our history, we seek your view and direction as to how we should proceed if faced with a circumstance where it is determined that an additional reduction in force is necessary.
Before implementing an involuntary furlough, after awarding voluntary furlough in seniority order, a requirement for Furlough Mitigation Partnerships (FMP) to be awarded was negotiated as a mandatory part of the process in Section 16.A.2.c. In the event both of these voluntary programs do not provide the company with the reduction in personnel they have determined to be necessary, involuntary furlough will result.
“The answer to the question before you is intended to assist your Union leadership in determining the next steps. It is critical that we continue our two-way communications as part of this comprehensive effort. In order to accomplish this, your response to the question presented is of equal importance.”
You will be asked:
“In the event United Airlines insists on another reduction in force for Flight Attendants and there is no additional federal relief to stop it, how should the Union respond?
- The Union should strictly follow the provisions of Section 18 of the Flight Attendant Agreement.
- The Union should negotiate with United management to achieve an involuntary furlough mitigation program (IVFMP) in addition to what is provided for in Section 18 of the Flight Attendant Agreement.”
In addition, you will have the ability to add comments.
The survey will open: Thursday, January 21, 2021 at 0800 Central Time
The survey will close: Saturday, January 30, 2021 at 1200 (noon) Central Time
Once you have received your credentials by mail, you may respond to the survey on-line using any browser by using the following link on our website.
The mailed survey instructions will contain a unique password which has been assigned to you to provide access to the online survey. The password may only be used one time. Strictly for demographic information, you will also be asked to provide information about your base and seniority. At the end of the survey, you need to select the “submit” button for your response to be counted.
Additionally, because we will be investing significant resources in collecting this information, we will also seek e-mail information from you so that we can communicate directly with you. Keep in mind, this information is being collected separately from the survey and will not be connected with your responses.
The survey instructions will be mailed to your address of record. Given the very strict timeframe against which we seek to execute this survey, exceptions cannot be made to re-mail survey instructions to a new or different address. If you will not be home to receive it, please arrange for a family member, roommate, neighbor or friend to get your mail and provide you with your unique code to facilitate your participation. If your individual circumstances require it, we encourage you to have a plan in place to get the information to you during this brief survey window.
We are asking for your feedback, to help guide us in the discussion about whether or not our Union should pursue a similar IVFMP agreement in the months ahead. The results of the survey will be used to determine this direction.
We have activated a dedicated area on the United AFA Website that will contain all of this information and provide a venue for us to facilitate communicating any updates that may become necessary during the process. Please continue to monitor www.unitedafa.org or sign up for E-lines to receive up to the minute information.
Latest 2020 COVID-19 Recovery News
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Mar 22 - Health-care analysts welcomed AstraZeneca’s findings of hotly anticipated late-stage U.S. trial results for its Covid-19 vaccine.
March 12, 2021
Mar 12 - We reflect on the fact that it was one year ago yesterday, on March 11, 2020, when a string of events clarified the severity of the COVID-19 for many Americans.
March 10, 2021
Mar 10 - Congressional leadership in Washington D.C. passed the American Rescue Plan (ARP). This bill includes the Payroll Support Program (PSP), which will ensure all our Members will remain gainfully employed and fully connected to their health insurance.
March 9, 2021
Mar 9 - In the near future, travel may require digital documentation showing that passengers have been vaccinated or tested for the coronavirus. Answers to your questions.
March 9, 2021
passed the American Rescue Plan (ARP) on Saturday, March 6th, and the House is
set to take up the final vote tomorrow morning, March 10th.
February 12, 2021
Aviation is critical for vaccine distribution, and the people on the frontlines of aviation need priority vaccination. AFA has called on the federal government to set up vaccination clinics at airports to make it easy for aviation workers to access both their first and second doses. This is urgent and we are working with the new administration to make this a priority to protect workers and effectively eradicate the virus.
January 29, 2021
Jan 29 - John Slater today has announced that WARN letters will be sent out to begin the process of reducing the Flight Attendant population effective April 1, 2021. While sobering news, it was anticipated. And, despite the fact that we communicated extensively with you in the past several weeks about the outcome, it comes as a shock nonetheless.
January 29, 2021
Jan 29 - As the U.S. and countries around the world ramp up vaccine production and distribution, the end of the pandemic is in sight. But unless Congress acts, recovery will be too late to avoid catastrophe for aviation workers, and the air service infrastructure that will help with this recovery will be pulled apart.
January 19, 2021
Jan 19 - Our industry has been hit particularly hard and we are grateful for the support we’ve received thus far through the PSP. However, this crisis and that work are not yet done. It’s not realistic for the government to continue to support us forever, but it is more than reasonable and responsible for them to do so in the midst of the worst days we’re facing so far.
January 15, 2021
Jan 15 - Section 18 of our Contract addresses Reduction in Personnel. You may not know the section of the Contract, but by now you’re more familiar than you’d like to be with the process. As a quick review, prior to the company implementing any involuntary furlough, they must first offer and award in system seniority order a number of furlough mitigation programs that start with Voluntary Furlough (VF).