9420048.pdf

AGREEMENT

BETWEEN

ALASKA AIRLINES, INC

AND

INTERNATIONAL ASSOCIATION OF

MACHINISTS

AND AEROSPACE WORKERS

FOR

CLERICAL, OFFICE AND PASSENGER SERVICE

2019

–

2024

AGREEMENT

(EXTENDED TO 2026)

Untitled-1 1Untitled-1 1 4/17/23 11:16 AM4/17/23 11:16 AM

C.O.P.S.

TABLE OF CONTENTS

Article Page

Preamble 1

1 Purpose of Agreement 2

2 Recognition and Scope of Agreement 3

3 Status of Agreement 6

4 Classification of Work 9

5 Hours of Service 17

6 Part Time Employees 23

7 Overtime 26

8 Holidays 33

9 Seniority 36

10 Vacancies 40

11 Transfers and Moving Expenses 51

12 Leaves of Absence 52

13 Vacations 57

14 Sick Leave 60

15 Transportation 63

16 Grievance Resolution Procedure 64

17 Safety and Health 76

18 General and Miscellaneous 78

19 Wage Rules 81

20 Savings Clause 85

21 Shift Differential 86

22 Union Security 87

23 // Retirement Plan 91

24 Letters of Agreement 95

25 Insurance 96

26 Longevity Pay 102

27 Effective Date and Duration 103

28 Home Agent 104

29 Field Service 106

30 Training 108

Letters of Agreement #1-24 110

Wage Scales 164

Index 170

AGREEMENT

between

ALASKA AIRLINES, INC.

and

CLERICAL, OFFICE & PASSENGER SERVICE EMPLOYEES

of

ALASKA AIRLINES, INC.

as represented by

INTERNATIONAL ASSOCIATION OF MACHINISTS

AND AEROSPACE WORKERS

Hereinafter, Alaska Airlines, Inc. will be referred to as the "Company" and the International Association of

Machinists and Aerospace Workers will be referred to as the "Union."

1

COPS Guiding Principles 1

2

Alaska Airlines’ COPS employees have earned a decades-long 3

reputation for distinctive, industry-leading customer service. In order 4

for us to continue to outpace our competition in this rapidly changing 5

industry, we must strive every day to provide a safe and reliable 6

operation as well as a great experience for our passengers. We 7

recognize that having our COPS employees enthusiastically engaged 8

is critical for our future success. 9

10

The IAMAW and Alaska Airlines management recognize that an 11

effective partnership, based on mutual respect and trust, will improve 12

the long term profitability and competitiveness of Alaska Airlines and 13

is beneficial to the COPS group. In order to take full advantage of all 14

opportunities, labor and management must embrace collaboration as 15

the means to build an innovative and effective team- a team fully 16

focused on the future. 17

18

Alaska Airlines COPS employees should be well compensated and 19

enjoy a high standard of living and job security. In order to make our 20

career a continued success in this intensely competitive industry, we 21

all must be committed to constantly making our business stronger and 22

more successful. 23

24

Our mission is to be universally recognized as a high-performance 25

company with a high performance culture. Leadership, employee 26

relations, work rules and incentives should reflect this objective, and it 27

will take the dedicated and unified efforts of leaders for both the 28

company and the IAMAW to make this goal a reality. 29

30

Management recognizes that the IAMAW is the elected representative 31

for the COPS employee group and we do want to work together to 32

grow the company and improve the livelihoods of our COPS 33

employees. 34

35

Neither party, through these principles, relinquishes any rights 36

protected by law or the agreement. 37

38

2

ARTICLE 1, PURPOSE OF AGREEMENT 1

2

A. The purpose of this Agreement is, in the mutual interest of the 3

Company and of the employees, to provide for the operation of the 4

services of the Company under methods which will further, to the 5

fullest extent possible, the safety of air transportation, the efficiency of 6

operation, and the continuation of the employment under conditions of 7

reasonable hours, proper compensation, and reasonable working 8

conditions. It is recognized by this Agreement to be the duty, of the 9

Company and of the employees, to cooperate fully, both individually 10

and collectively, for the advancement of that purpose. 11

12

B. No employee covered by this Agreement will be interfered with, 13

restrained, coerced, or discriminated against by the Company, its 14

officers or agents, because of membership in or lawful activity on 15

behalf of the Union. 16

17

C. It is understood wherever in this Agreement employees or jobs 18

are referred to they shall be recognized as both male and female and 19

they shall be referred to as s/he and his/her. 20

21

D. Both the Company and the Union recognize and mutually agree 22

that no employee covered by this Agreement will be discriminated 23

against because of race, color, sex, sexual orientation, sexual identity, 24

religion, age, veterans, handicapped or national origin. 25

26

3

ARTICLE 2, RECOGNITION AND SCOPE OF AGREEMENT 1

2

A. In accordance with the National Mediation Board certification in 3

Case No. R-4416 dated March 8, 1974, the Company recognizes the 4

International Association of Machinists and Aerospace Workers as the 5

sole and exclusive bargaining agent for all employees of Alaska 6

Airlines, Incorporated, composing the class and craft as covered 7

under this Agreement. 8

9

B. The Company agrees that the work set forth in the 10

Classifications in Article 4 of this Agreement, normally performed by 11

employees in those Classifications, within the Company's airline 12

operations in the U.S.A. and its possessions, comes within the 13

jurisdiction of the IAMAW and is covered by the provisions of this 14

Agreement. 15

16

C. Except as provided in Article 4.E. // management and other 17

employees will not perform work in the classifications as set forth in 18

Article 4. 19

20

D. The Company may continue to subcontract out work which has 21

heretofore been customarily contracted out. It is the Company's intent 22

to utilize its own facilities and equipment in performing work in its own 23

organization where it is economically feasible because of the 24

existence of the equipment, facilities and technology. However, the 25

Company may subcontract out any work for which the Company's cost 26

exceeds the charge of a vendor. Each twelve (12) months during the 27

term of this Agreement, the Union may request a meeting with the 28

Company, in writing through Labor Relations, for the purpose of 29

reviewing the status of all stations wherein the classifications covered 30

by this agreement are not utilized. Other work, not previously 31

subcontracted and/or cost effective for the Company to perform, which 32

is included in the classifications under the Agreement, shall not be 33

subcontracted without the mutual agreement of the Company and the 34

Union. 35

36

E. Employees covered by this Agreement shall be governed by the 37

Company's General Policy and Operating Manuals, and the System 38

Regulation and Customer Service Manuals and by all other applicable 39

rules, regulations and orders issued by properly designated authorities 40

of the Company which are not in conflict with the terms of this 41

Agreement. The Company shall have the right to modify these 42

4

manuals, policies and System Regulations during the term of the 1

Agreement. A copy of the Company's manuals, applicable rules, and 2

regulations shall be maintained at each station, and shall be made 3

reasonably available to employees. Each employee shall be 4

responsible for knowledge of their location and contents. The 5

Company shall advise all employees of changes in rules and/or 6

regulations that could result in disciplinary action. 7

8

F. When “new equipment” is put into service by the Company, all 9

employees required to utilize this “new equipment” will be provided 10

training regarding its use. To the extent practicable, all employees will 11

be given an opportunity to become familiar with the new equipment. 12

Upon review and approval by local management, such training may 13

include one-on-one individual training. 14

15

G. 1. In the event of the introduction of “new equipment or 16

technology” that will be used by employees in this bargaining unit and 17

will directly affect the employees performance or process in 18

functioning in his/her position, the Company and the IAM 19

President/Directing General Chair or his/her designee will meet at 20

least sixty (60) calendar days prior to the scheduled implementation 21

date for the “new technology”. The purpose of this meeting will be to 22

discuss and review the impact of the new technology. The following 23

topics shall be reviewed at this meeting. 24

25

a. A description of the nature of the proposed 26

technological changes. 27

28

b. The approximate number, locations and employee 29

classifications likely to be affected by the technological change. 30

31

c. The impact on the job security of bargaining unit 32

employees. 33

34

d. The reason for the change and the impact it will 35

have on the Company’s operation. 36

37

e. The Company’s efforts to minimize any negative 38

impact the technological change may have on the employees 39

affected. 40

41

5

2. If the introduction of new technology directly results in a 1

reduction in force of employees covered by this Agreement, the 2

Company will make reasonable efforts to provide retraining and/or 3

alternate job placement within the Company for all affected incumbent 4

employees. 5

6

3. For purposes of this Article, the terms “new equipment” 7

and/or “new technology” do not include enhancements or upgrades to 8

currently used equipment or systems. Such new equipment or 9

technology must be used by the employees covered by this 10

Agreement and must directly affect the employee’s performance or 11

functioning in his/her job. 12

13

6

ARTICLE 3, STATUS OF AGREEMENT 1

2

A. In the event the Company opens a new station within the United 3

States or its possessions, such station shall be considered the same 4

as a new department of the Company and shall come under this 5

Agreement. 6

7

B. It is further understood and agreed that all provisions of this 8

Agreement shall be binding upon the successors or assigns of the 9

Company throughout the system and upon any wholly owned 10

subsidiary company airlines until the annual renewal date of the 11

Agreement. In case of consolidation or merger, representatives of the 12

Company and Union will meet within 30 days and negotiate for proper 13

provisions for the protection of employees' seniority and property 14

rights. 15

16

C. The right to hire, promote, discharge or discipline for cause and 17

to maintain discipline and efficiency of employees is the sole 18

responsibility of the Company, provided it is not in conflict with any 19

provision in this Agreement. In addition, it is agreed upon and 20

understood that the routes to be flown, the equipment to be used, the 21

location of plants, hangars, facilities, stations, and offices; the 22

scheduling of airplanes, the general operation and direction of the 23

Company and its employees are the sole and exclusive function and 24

responsibility of the Company. 25

26

D. It is the intent of the parties of this Agreement that the 27

procedures herein shall serve as a means of peaceful settlement for 28

all disputes that may arise between them. During the life of this 29

Agreement the Company will not lock out any employee; the Union will 30

not cause or permit its members to cause, nor will any member of the 31

Union take part in any sit-down, stay-in, or slowdown in any plant, 32

hangar or facility of the Company, or in any curtailment or restriction 33

of operation, overhaul, repair or servicing of airplane, or any work of 34

the Company. The Union will not cause or permit its members to 35

cause, nor will any member of the Union take part in any strike or 36

stoppage of any of the Company's operations, or picket any of the 37

Company plants or premises until the bargaining procedures outlined 38

in this Agreement and provided for in the Railway Labor Act have been 39

exhausted; and in no case where a grievance or dispute comes under 40

the jurisdiction of the System Board of Adjustment as provided for 41

herein. The Company reserves the right to discipline any employee 42

taking part in any violation of this provision of the Agreement, or 43

engaging in any willful destruction or defacing of Company property. 44

7

E. In the event of a merger, purchase, or acquisition of another air 1

carrier involving that entire company or any portion of that company 2

by the Company, the IAMAW and the Company will meet to discuss 3

the merger, purchase or acquisition. The Company will provide the 4

IAMAW with the information concerning the proposed merger, 5

purchase or acquisition reasonably in advance of the transaction for 6

the union to prepare for discussions. Those discussions will include 7

the impact of IAMAW jobs as a result of the merger, purchase or 8

acquisition. 9

10

F. This Agreement shall be binding upon any successor, assign, 11

assignee, transferee, administrator, executor and/or trustee (a 12

“successor”) of the Company resulting from any transaction that 13

involves transfer (in a single transaction or a multistep transaction) to 14

such successor of ownership and/or control of all or substantially all of 15

the equity securities and/or assets of the Company. The Company 16

agrees that it shall not consummate any transaction that involves a 17

transfer as defined herein until the Successor agrees in writing to be 18

bound by the terms of this agreement. 19

20

The following provisions apply in the case of a successorship 21

transaction, as described in paragraph E. above, in which the 22

successor is an air carrier or any corporate affiliate, alliance or 23

acquisition of an air carrier. The Clerical, Office and Passenger 24

Service employees shall be merged in accordance with the following: 25

26

1. The integration of the seniority lists of the Clerical, Office 27

and Passenger Service employees shall be governed by Sections 28

2.a., 3 and 13 of the Allegheny-Mohawk Labor Protection Provisions 29

(LPP’s). The successor shall accept the integrated seniority list, 30

including any conditions and restrictions established through the LPP 31

proceedings, as applicable; and 32

33

a. There shall be no system wide realignment of Clerical, 34

Office and Passenger Service positions, or system rebid, 35

resulting from the integration of the seniority lists or the 36

implementation of a single collective bargaining agreement that 37

results in employees on the Alaska Airlines seniority list being 38

involuntarily displaced or bumped from their station by a pre-39

transaction employee of the Successor. This paragraph shall 40

not restrict the Successor from the furloughing of employees 41

from the integrated seniority list due to closure of a station or 42

reduction in operations at a station. 43

8

2. The respective Clerical, Office and Passenger Service 1

collective bargaining agreement shall be merged into one (1) 2

agreement as the result of negotiations with IAM and the Successor; 3

and 4

5

3. In the event of a transaction in which the Successor is not 6

an air carrier or any corporate affiliate of an air carrier, the Successor 7

shall, in addition to assuming all obligations under the Agreement, 8

provide the Clerical, Office and Passenger Service with Labor 9

Protection Provisions as specified in paragraph E. above. 10

11

4. Any and all disputes concerning alleged violation of 12

Paragraph E. shall be resolved by final and binding arbitration. The 13

Company agrees to arbitrate any grievance filed by the Association 14

alleging violation of Paragraph E. on an expedited basis directly before 15

a neutral arbitrator. The dispute shall be heard expeditiously no later 16

than thirty (30) days following the submission to the neutral arbiter and 17

decided expeditiously no later than sixty (60) days after submission. 18

The parties agree to abide by any arbitration award that is issued. 19

20

9

ARTICLE 4, CLASSIFICATION OF WORK 1

2

A. The following classifications are listed for the purpose of job 3

bidding for vacancies and do not correspond to pay grades. 4

5

B . Clerical Division 6

7

1. Lead Work Control Specialist 8

2. Work Control Specialist 9

3. Lead Accounting Specialist 10

4. Accounting Specialist 11

5. Records Specialist 12

6. Manuals Specialist 13

7. Lead Mail Specialist 14

8 Mail Specialist 15

9. Crew Scheduling Specialist 16

17

C . Agent Division 18

19

1. Lead Crew Scheduler 20

2. Crew Scheduler 21

3. Lead Operations Agent 22

4. Operations Agent 23

5. Lead Station Agent 24

6. Station Agent 25

7. Lead Customer Service Agent 26

8. Customer Service Agent 27

9. Lead Cargo System Control Agent 28

10. Cargo System Control Agent 29

11. Lead Central Reservations Control Agent 30

12. Central Reservations Control Agent 31

13. Lead Reservations Sales Agent 32

14. Reservations Sales Agent 33

34

D. Job Descriptions 35

36

The words "but not limited to" as used in this Article are not intended 37

to provide for utilization of employees in performing duties described 38

in higher paying job descriptions in Article 4, paragraph D. without 39

proper compensation as set forth in Article 19, paragraph H. It is 40

intended to mean that the job descriptions are not all-inclusive and, 41

10

also, that employees may perform functions in lateral and lower paying 1

positions without a reduction in pay. 2

3

Clerical Division 4

5

Lead Work Control Specialist- 6

Responsibilities include, but are not limited to, the duties of a Work 7

Control Specialist. In addition, the Lead Work Control Specialist will 8

supervise and train Work Control Specialists. 9

10

Work Control Specialist- 11

Responsibilities include, but are not limited to, maintaining, updating 12

databases, accessing and updating functions using ARCTIC 13

mainframe and/or PC related systems. Reviewing processing, 14

monitoring and reporting production and labor statistics, inclusive of 15

daily, weekly, month end, quarterly and year end reports. Maintain 16

work packages and assemble data for pre-dock and post-dock 17

meetings. Schedule and track repairs, material requirements and 18

general aircraft activity/requirements. Support individual shift and daily 19

turnover meeting requirements. Provide operational support related to 20

the aircraft and shop maintenance processes and record keeping, 21

including security, audit review and regulatory compliance 22

requirements. Maintain awareness of aircraft maintenance procedures 23

and processes including updates/revisions to our manuals and 24

general documentation. 25

26

Lead Accounting Specialist - 27

Duties include, but are not limited to, examining and coding invoices 28

and/or vouchers and making accounting distribution and allocations, 29

account coding, account analysis, journal entries, preparation and 30

reconciliation of accounts receivable, accounts payable. May be 31

assigned the responsibility of supervising other Accounting 32

Specialists. 33

34

Accounting Specialist - 35

Responsibilities include, but are not limited to, accounting and clerical 36

tasks of a fundamental and routine nature according to prescribed 37

procedures under supervision, including accounts payable/receivable, 38

payroll, statistics, and auditing; checking and verifying and correcting 39

sales reports, cash receipt summaries, verifying fare and rate charged 40

on tickets, airbills, and excess baggage receipts; balancing daily cash 41

transactions, preparing journal and voucher entries, code account 42

11

distribution, make simple specific analysis as directed, record cash 1

receipts and disbursements, prepare general fund checks as directed. 2

Reviewing forms, records, and reports for accuracy, completion and 3

conformance with standards. Operates standard office machines and 4

equipment incidental to efficient discharge of primary assignments 5

and responsibilities. 6

7

Records Specialist - 8

Responsibilities include, but are not limited to, maintaining current files 9

of logs, records, work in progress or accomplished and will provide 10

status reports and forecasts to facilitate work scheduling. Shall 11

maintain coordination with EDP where necessary to input information 12

accurately. Shall also perform other clerical duties such as 13

preservation and storage of records. 14

15

Manuals Specialist - 16

Responsibilities include, but are not limited to, preparation, 17

maintenance and revision of all Company and FAA mandated 18

manuals, coordination with various departments in ensuring revisions 19

are properly submitted, including proofing page numbers and dates, 20

and processing revisions through printing and distribution, maintain 21

historical manual copies and complete set of Flight and Operation 22

manuals for FAA audit purposes. Maintain database for company 23

controlled manuals and monthly Company newspaper. Distribute 24

monthly copy-holder list and revision reports and bi-monthly Company 25

newspaper, and provide distribution and recordkeeping of Seattle 26

based parking stickers. 27

28

Lead Mail Specialist - 29

Duties include, but are not limited to, those of a Mail Specialist. In 30

addition, the Lead Mail Specialist shall supervise and may train Mail 31

Specialist. 32

33

Mail Specialist – 34

Responsibilities include, but are not limited to, handling, sorting, 35

folding, stamping, pick-up and dispersion of all Company mail and 36

U.S. mail. 37

38

Crew Scheduling Specialist - 39

Duties include, but are not limited to, the preparation and filing of 40

documents and the performance of any function, including handling 41

telephone contacts in the assistance of a crew scheduler or 42

12

scheduling supervisor. Assistance means that the specialist will not 1

do any crew scheduler, or scheduling supervisor work except under 2

the direct supervision by a scheduler or supervisor. 3

4

Agent Division 5

6

Lead Crew Scheduler - 7

Duties include the duties of a Crew Scheduler. In addition, the Lead 8

Crew Scheduler will supervise and may train Crew Schedulers and 9

Crew Scheduling Specialists. 10

11

Crew Scheduler - 12

Duties include, but are not limited to, the scheduling and/or 13

assignment of crew members for flight deck or flight cabin duty, 14

including checking in crews, assuring coverage and handling day-to-15

day situations. 16

17

Lead Operations Agent - 18

Duties include the duties of an Operations Agent. In addition, the Lead 19

Operations Agent will supervise and may train Operations Agents. 20

21

Operations Agent - 22

Duties include, but are not limited to, flight releases, load planning, 23

weight and balance for all aircraft, keeping all pertinent operations 24

manuals up to date, and transmitting all load messages to their 25

respective stations or offices. At ASA stations, without FAA, FSS 26

weather services, the Operations Agent may gather and transmit 27

(hourly) Company weather observations. If the total amount of the 28

operations work performed on a shift exceeds three and one-half (3-29

1/2) hours, a full time Operations Agent shall be employed. Duties of 30

an Operations Agent may include duties as described in the Customer 31

Service Agent classification. 32

33

Lead Station Agent - 34

Duties include, but are not limited to, the duties of a Station Agent. In 35

addition, the Lead Station Agent will supervise and may train agents. 36

37

Station Agent - 38

Responsibilities include, but are not limited to, duties found in the job 39

descriptions for a Customer Service Agent, Operations Agent and 40

Ramp Serviceman (as defined in the Ramp Service and Stores Agent 41

[RSSA] contract, Article 4). Station Agents may be used at the existing 42

13

stations of Gustavus (GST), Wrangell (WRG) and Petersburg (PSG) 1

as well as any other current station. Station Agents may be utilized at 2

future stations served by Alaska Airlines where the work might have 3

otherwise been subcontracted. It is understood that no employee 4

under the COPS or RSSA Agreements will be laid off as a result of 5

adding the Station Agent classification. Ramp Service Agents 6

covered by the Ramp Service and Stores Agent (RSSA) labor 7

agreement will be able to bid all Station Agent positions. The awarding 8

of this position will be to the senior qualified employee possessing the 9

qualifications of this position for both COPS and RSSA employees. 10

The Station Agent classification will not be utilized in the following 11

stations: Anchorage, Seattle, Portland, Juneau, Los Angeles and San 12

Francisco. 13

14

Lead Customer Service Agent - 15

Duties include but are not limited to the duties of a Customer Service 16

Agent. In addition, the Lead Customer Service Agent will supervise 17

and may train agents in all other classifications. When there are four 18

(4) or more Customer Service Agents on duty at a single work location 19

on a shift (exclusive of shift overlap) a Lead Customer Service Agent 20

position will be established for the shift. When a Lead Customer 21

Service Agent is not on duty for a particular day or shift and one is 22

required, the position will be assigned first to the most senior 23

employee on duty holding Lead Customer Service Agent seniority, 24

then to the most qualified employee on duty in the Customer Service 25

Agent classification, unless the employee has informed the Company 26

in writing on January 1 of each year, s/he does not desire to be 27

upgraded. Such letters must be renewed if the employee changes 28

stations or work location at the same station. Probationary employees 29

will not be considered for any upgrade. Whenever the Company 30

designates a zone coordinator, a Lead Customer Service Agent will 31

perform the duties. One Lead Customer Service Agent may supervise 32

up to twenty (20) agents. Security Agents will not be included in the 33

computation for the minimum or maximum. Shift overlap means 34

day shift, afternoon, or nights, not shift starting times. Example: two 35

(2) day shift starting times of six (6) a.m. and eight (8) a.m. would not 36

be considered as an overlap. 37

38

Customer Service Agent - 39

Duties include, but are not limited to, performing customer relations 40

activities including conversion of passengers' tickets, meeting other 41

carriers' flights to direct passengers to Company facilities, handling 42

14

individual passenger's problems, assisting passengers and/or tour 1

groups at the ticket counter, gate check-in areas, and baggage 2

claiming areas; receiving inquiries regarding fares, schedules, 3

routings, and connecting flights; verifying space availability and 4

confirming reservations; controlling arrival and departure of 5

passengers; notifying passengers of delays, cancellations, or extra 6

sections; selling tickets; checking in passengers' luggage, baggage, 7

and freight; operating jet-loaders and/or motorized stairs; operating 8

equipment used in transmitting and receiving messages; working lost 9

and found; receiving, routing and dispatching of air freight, Company 10

material, U.S. mail, and Small Package Express; customer contact 11

regarding outbound and inbound shipments; handling all waybills and 12

manifests; maintaining office files, manuals, and reports; performing 13

security surveillance, as necessary; and may be required to have a 14

driver’s license. Duties may also be those of a Departure Coordinator, 15

which may include; operating and monitoring equipment for flight and 16

gate information display systems and updating information on 17

systems; coordinating and communicating that aircraft have been 18

properly cleaned, provisioned and secured prior to departure, 19

coordinating and communicating load information regarding cargo, 20

mail, passengers, baggage and any other special items per the 21

published load plan and instructions, reporting final load information 22

and coordinating gate activities with other airlines and to act as an 23

airport liaison between Operations, Customer Service, Ramp, Cargo, 24

Fueling, Maintenance, Flight Attendants, and Pilots; observation and 25

reading of FAA winds and weather equipment (i.e. JNU winds); 26

planeside presence validating loading and placement of items on 27

aircraft and reporting final numbers as needed to operations. 28

29

Lead Cargo System Control Agent - 30

Duties include, but are not limited to, the duties of a Cargo System 31

Control Agent. In addition, the Lead Cargo System Control Agent will 32

supervise and may train agents. 33

34

Cargo System Control Agent - 35

Duties shall include, but are not limited to, handling telephone contacts 36

with prospective cargo customers, initiating and completing cargo 37

booking and tracking transactions, computing cargo rates, responding 38

to system cargo questions relating to policy, procedures, and cargo 39

system functionality, use of necessary office and computer equipment 40

and processing system problem reports. 41

42

15

Lead Central Reservations Control Agent - 1

Duties include the duties of a Central Reservations Control Agent. In 2

addition, the Lead Central Reservations Control Agent will supervise 3

and may train Central Reservations Control Agents. 4

5

Central Reservations Control Agent - 6

Duties shall include, but not be limited to, flight inventory control, 7

liaison with processor control, recommendation and establishment of 8

extra sections, control of computer repair advice, maintenance of 9

reservations quality control and may include the performance of the 10

duties of a Reservations Sales Agent. 11

12

Lead Reservations Sales Agent - 13

Duties include, but are not limited to, those of a Reservations Sales 14

Agent. In addition, the Lead Reservations Sales Agent will supervise 15

Reservations Sales Agents on a shift and may train such agents. 16

When four (4) or more Reservations Sales Agents are on duty at a 17

single work location on a shift (exclusive of shift overlap) one Lead 18

Reservations Sales Agent will be established for the shift. When a 19

Lead Reservations Sales Agent is not on duty for a particular day or 20

shift and one is required, the position will be assigned first to the most 21

senior employee on duty holding Lead Reservations Sales Agent 22

Seniority, then to the most qualified Reservations Sales Agent on duty 23

unless the employee has informed the Company in writing that s/he 24

does not desire to be upgraded. Such letters will be renewed January 25

1 of each year and if the employee changes stations or work locations 26

at the same station. A Lead Reservations Sales Agent will supervise 27

and be responsible for up to thirty-five (35) Reservations Sales Agents 28

only. Probationary employees will not be considered for any upgrade. 29

Shift overlap means day shift, afternoon, or night, not shift starting 30

time. Example: Two (2) day shift starting times of six (6) a.m. and 31

eight (8) a.m. would not be considered as an overlap. 32

33

Reservations Sales Agent - 34

Duties shall include, but not be limited to, receiving inquiries 35

concerning travel; furnish information regarding arrivals, departures, 36

fares, schedules, routings, policies, other facilities. The inquires could 37

be in a telephone, email or fax format. The Reservations Sales Agent 38

(RSA) will determine and recommend the service which meets the 39

customer’s needs, verify availability of space, confirm reservations; 40

record customer information for office records. The RSA will also 41

make appropriate changes upon receipt of ticketing, cancellation and 42

16

other pertinent information for the customer. They will support special 1

services which include support desk functions as deemed necessary 2

by departmental management. The RSA may also initiate contact with 3

potential/established customers to advise of promotional offers or 4

services. The RSA has use of necessary office and computer 5

equipment as required and may assist a CRC Agent in the 6

performance of his/her duties. 7

8

E. // Management personnel not covered by this Agreement will

9

predominantly perform supervisory duties but may assist employees

10

with the performance of their duties. // In addition, management

11

personnel not covered by this Agreement may perform work in the 12

above Classifications by: (1) assisting employees under this 13

Agreement in those instances when due to an unforeseeable peak 14

period, where time is of the essence, and no other arrangement is 15

feasible to alleviate the situation, or (2) when instructing or training of 16

employees, or in emergencies. It is agreed that the servicing of late 17

flights, the performance of necessary work to maintain flight 18

schedules, or the protection of Company property against the 19

elements may be considered emergencies. Management employees 20

in professional or technical capacities may perform work included 21

within the Clerical Classifications consistent with their duties (e.g. 22

Accountant, Engineer, Purchasing Agent, Secretary). // Boardroom 23

Hostesses may perform reservations and seat assignment functions 24

for members and guests in the Company's Boardroom facilities. (See 25

Letter of Agreement, #1.) There is no intent to use this paragraph as 26

a vehicle to displace jobs in the bargaining unit. In order to review its 27

efficiency, the parties will meet semi-annually for the purpose of 28

discussing management working under this paragraph and to mutually 29

resolve. 30

31

// 32

33

F. Employees in classifications under this agreement may

34

routinely work in other classifications and be paid in conformance with 35

Article 4, paragraph E. and Article 19, paragraph H. 36

37

17

ARTICLE 5, HOURS OF SERVICE 1

2

A. Work Day 3

4

1. Eight (8) consecutive hours exclusive of a meal period 5

shall constitute a standard work day. Eight (8) consecutive hours 6

inclusive of a meal period shall constitute a work day for third shift as 7

described in Article 21. 8

9

2. Ten (10) consecutive hours, exclusive of a meal period 10

not to exceed thirty (30) minutes, shall constitute a modified work day. 11

The lunch period may, at the option of the Company, exceed thirty (30) 12

minutes in which case the excess over thirty (30) minutes shall be paid 13

for at straight time rates. Ten (10) consecutive hours, inclusive of a 14

meal period, shall constitute a modified work day for third shift as 15

described in Article 21. 16

17

3. A part time employee shall receive a paid lunch for third 18

shift as described in Article 21, if more than five (5) consecutive hours 19

are worked. 20

21

4. The hour of the work day will be divided into ten (10) 22

periods of six (6) minutes each in calculating all pay. 23

24

B. Work Week 25

26

1. A standard work week consists of a seven (7) day period 27

with five (5) consecutive eight (8) hour days of work and two (2) 28

consecutive scheduled days off and shall commence with the first day 29

of work following the scheduled days off. 30

31

2. The modified Work Week may be used at a station or bid 32

location. A modified Work Week will consist of four (4) consecutive 33

ten (10) hour days worked within seven (7) consecutive days. Three 34

(3) consecutive days shall be scheduled as regular days off and shall 35

commence with the first day of work following the scheduled days off 36

in each Work Week. The modified Work Day and Work Week will not 37

be implemented or discontinued within sixty (60) days of the last 38

change unless there is a change in the Company's general schedule 39

affecting the station, or an increase or decrease in employees within 40

the work group without the mutual agreement of the Company and the 41

18

majority of the employees in the affected work group and notification 1

to the General Chair prior to the change. 2

3. Except for a relief shift, as defined in Article 21, no more 3

than two (2) starting times within the same shift (1, 2 or 3) within a time 4

frame of three (3) hours will be allowed in the employee’s weekly 5

schedule. 6

7

4. Full time and part time relief schedule(s) may be 8

developed to augment the work force on an as needed basis (i.e., to 9

provide coverage for vacations including DAT/HAT, absences, open 10

shifts, or other operational or training needs). Employees on Relief 11

schedules will bid by classification seniority for the shift requiring 12

coverage as follows unless the employee voluntarily agrees to less 13

notice: in locations with three (3) or more relief agents, for every three 14

(3) Relief shift employees, one (1) will have a minimum of five (5) days 15

notice and the other two (2) will have a minimum of fourteen (14) days 16

notice. For those locations with less than three (3) Relief employees, 17

all will have the minimum five (5) days notice. Lead qualified relief 18

employees may cover Lead shifts. Hours for full time employees on 19

relief schedules shall not be involuntarily reduced when relieving part 20

time employees. Part-time employees on relief schedules shall be 21

scheduled for a minimum of 20 hours and a maximum of // 32 hours

22

per week. Variable work schedules resulting from such relief coverage 23

are not in violation of the labor agreement. Relief employees on 24

variable work schedules will be paid the applicable shift differential as 25

defined in Article 21, paragraph C. 26

27

a. Agents on five (5) day relief may have their shift 28

adjusted with no less than 5 days notice. 29

30

5. All employees assigned to a relief work schedule shall 31

have their work week coincide with the pay week. 32

33

C. All employees covered by this Agreement scheduled to work 34

more than five (5) hours exclusive of a meal period will be scheduled 35

to have a meal period of not less than one-half (1/2) hour nor more 36

than one (1) hour. 37

38

1. If the lunch period is one-half (1/2) hour, it will be 39

scheduled within one (1) hour before and one (1) hour after the middle 40

of the shift. 41

19

1

2. If the lunch period is one (1) hour, it will be scheduled 2

within one and one-half (1-1/2) hours before or one and 3

one-half (1-1/2) hours after the middle of the shift. 4

3. a. Off Schedule Lunch 5

If the employee fails to have his/her lunch 6

period as set forth above, s/he will be entitled to straight time 7

pay, not to exceed thirty (30) minutes, for the lunch period 8

missed, and will be permitted to receive his/her full lunch period 9

as soon as possible. The Company may direct the employee to 10

leave work thirty (30) minutes early, without loss of pay, in lieu 11

of pay for the lunch period. 12

13

b. No Lunch 14

If the employee fails to receive his/her lunch 15

period as set forth above, s/he shall receive thirty (30) minutes 16

at the time and one-half (1-1/2) rate of pay for his/her missed 17

lunch and also receive the applicable rate of pay for all hours 18

worked (overtime, if applicable). The Company may direct the 19

employee to leave work one (1) hour early, without loss of pay, 20

in lieu of pay for the missed lunch. A graveyard shift (third shift) 21

employee who receives no lunch will receive the applicable rate 22

of pay for all hours actually worked plus sixty (60) minutes at the 23

time and one-half (1-1/2) rate of pay as compensation for the 24

missed lunch. 25

26

D. All employees covered by this agreement scheduled to work an 27

eight (8) hour shift, will be granted a fifteen (15) minute rest period 28

during the first half of a work shift and a fifteen (15) minute rest period 29

during the second half of a work shift without loss of time for the 30

purpose of relaxation. The time of rest periods will be regularly 31

scheduled and posted by the Company insofar as possible. Part-time 32

employees shall be granted a fifteen (15) minute rest period which will 33

be scheduled for each four (4) hours worked. Employees scheduled 34

to work a ten (10) hour shift will be granted a fifteen (15) minute rest 35

period in addition to the two (2) rest periods received by eight (8) hour 36

shift employees. 37

38

E. No employee covered by this Agreement shall be called to work 39

or required to report for work for less than his/her normal work day or 40

pay therefore, except when the employee has been relieved for the 41

20

day and is recalled to work in accordance with Article 7, paragraph K. 1

of the Agreement. Full time employees of the Company shall be 2

provided with a minimum of forty (40) hours of work each week. 3

4

F. Trades 5

6

1. Employees in the same classification and work group may 7

participate in the trade of days off or shifts with their manager's 8

approval forty-eight (48) hours in advance. The employee working 9

the trade shall not be credited the hours towards weekly overtime, but 10

shall be compensated at his/her regular rate of pay and shall receive 11

credit for the accruals for workers compensation, Family Medical 12

Leave, and retirement. The employee not working his/her shift shall 13

not be compensated for the shift, however, s/he shall receive the 14

accruals for step increase date, seniority, sick leave, and vacation. If 15

a trade takes place and one (1) or both of the employees is absent 16

due to illness, no sick leave shall be payable. The employee that 17

agreed to work would be considered as on a regular day off, and the 18

employee normally scheduled to work would be considered to be on 19

an authorized leave of absence for the day. Employees may use 20

compensatory time earned on a one-for-one basis for trade days off. 21

It is expressly understood that there shall be no additional accrual 22

related to the use of compensatory time. 23

24

a. When two employees trade shifts of the same length 25

on the same day that time shall be considered for calculations 26

of daily overtime. 27

28

b. Employees will be allowed up to trade up to fifty (50) 29

percent of their scheduled monthly hours. 30

31

2. Flex-time: Employees in the Clerical Division, Resource

32

Planning, and Contract Service Leads may participate in “flex-time”

33

scheduling as provided below: 34

35

a. Subject to the advance approval of management, 36

employees will be permitted to participate in this program. 37

38

b. The manager’s decision to offer flex-time will be 39

based on employee requests and the operational needs of 40

the work function. Lunch and rest periods may be adjusted 41

by the manager to maintain a smooth and efficient operation. 42

21

1

c. The employee requesting such leave shall submit the 2

request in writing to his/her immediate manager at least two 3

working days in advance of the leave date. 4

d. The date and time of the leave make-up shall be 5

mutually agreed to by the employee and the immediate 6

manager and according to the local policy. 7

8

G. In lieu of overtime payments, employees may, at their option, 9

earn compensatory time at the applicable overtime rate at which it was 10

worked up to one hundred twenty (120) hours per calendar year. Such 11

time may be used as follows: 12

13

1. Employees may take compensatory time off on a one-for-14

one basis during the calendar year it is earned. The use of time off 15

will be awarded as long as overtime is not anticipated to be required 16

to cover the resulting shift. Awarding of time off will be according to 17

the provisions in Article 13, paragraph F.1. 18

19

2. At the time of the vacation bidding in October, the 20

employee may elect to be paid for any portion or all of the unused 21

compensatory time accrued as of the time of vacation bidding, at the 22

straight time rate. 23

24

3. Employees may elect to roll any portion or all of the 25

unused compensatory time accrued into their 401k plan. Time rolled 26

into the 401k plan will receive the appropriate Company match as 27

outlined in Article 23. 28

29

4. Any unused compensatory hours as of December 31 will 30

be added to the employee's vacation accrual. 31

32

H. All employees shall receive eight (8) hours free from duty 33

commencing with their release and terminating with their reporting for 34

work or the applicable overtime rate shall apply until such rest is 35

received. The employee is required to inform his/her supervisor if less 36

than eight hours rest will be received. If his/her normal shift is not 37

subsequently adjusted as outlined above, the applicable overtime rate 38

shall apply until the rest is received. An employee may be relieved 39

from his/her normal shift, with straight time pay, to provide this rest. 40

22

Example: Employee regular shift is 7:00 a.m. to 3:30 p.m. The 1

employee works overtime until midnight. 2

3

1. If the employee reports for the next shift at 7:00 a.m. the 4

overtime rate the employee was on will continue until the eight (8) 5

hours rest is obtained, provided his/her supervisor was notified as 6

outlined above. 7

2. The company may request the employee to not report to 8

work until 8:00 a.m. thereby obtaining the eight (8) hours rest and be 9

paid straight time from 7:00 a.m. 10

11

3. The same would apply if the above was a shift 12

realignment. 13

14

// 15

16

23

ARTICLE 6, PART TIME EMPLOYEES 1

2

A. 1. At least four (4) // consecutive hours, but not more than

3

ten (10) hours, as set forth in Article 5, A.1. and A.2., shall constitute 4

a work day for the part time employee, except split shifts as described

5

in Article 6, C.1-C.5.

6

7

2. The part time employee's work week shall not be 8

scheduled for less than twenty (20) hours or for more than thirty-two

9

(32 //) hours in any seven (7) consecutive days. Each part time

10

employee shall be scheduled to have at least two (2) consecutive days 11

off per week. The number of hours a part time employee is scheduled 12

for in a work week shall not be changed without two (2) weeks notice. 13

If a part time employee's hours are reduced five (5) or more per week, 14

he shall be eligible to exercise his/her seniority as set forth in Article 15

10.A.2.a., but shall be restricted to positions within his/her work 16

location at his/her station. This language does not apply to shift 17

realignments. Part time employees may be utilized for voluntary 18

overtime from volunteer lists based on their company seniority within 19

the classification in which the overtime work is to be performed. 20

21

3. Part time employees shall accrue seniority on the same 22

basis as full time employees. All part time employees will be included 23

in the insurance program. 24

25

4. The number of part time employees on the system will not 26

exceed forty percent (40%), considering part time employees as a 27

percentage of all employees within the bargaining unit without the 28

mutual agreement of the Company and the Union. 29

30

a. For purposes of this calculation new bid locations will 31

not be counted in the total for the first three (3) years of their 32

operation. Locations converting from oversight by a Contract 33

Service Lead will be considered new locations. 34

35

B. The following rules shall govern the establishment of part-time 36

positions consistent with Article 9 and 10: 37

38

1. Full time employees being furloughed need not accept 39

part-time positions in lieu of furlough. However, once an employee 40

takes a station furlough, that employee will not be permitted to change 41

his/her mind later and bump a junior part time employee. 42

24

2. Prior to hiring part-time employees, furloughed 1

employees with a preference bid on file must be offered the positions. 2

3. Furloughed part-time employees must accept part-time 3

openings or forfeit seniority. 4

5

4. Full time employees on furlough need not accept part-6

time openings. 7

8

5. Movement between full time and part-time positions shall 9

be by preference bid. 10

11

6. Part-time employees may accept a station lay off in lieu of 12

either bumping into a full time position or filling a full time vacancy. 13

14

C. There shall be no split shifts except for part time employees 15

assigned in accordance with the following: 16

17

1. One of an employee's split shift work periods during a day 18

will be at least three (3) hours, and the other work period will be at 19

least two (2) hours in duration. 20

21

2. The overall span of hours in which a split shift work 22

schedule may be assigned will be a minimum of eight (8) hours to a 23

maximum of twelve (12) hours. 24

25

3. No full time position will be discontinued in order to create 26

a split shift position. 27

28

4. A shift 4 premium as defined in Article 21 will be paid for

29

all hours worked on a split shift. 30

31

5. Split shifts will not be utilized at Seattle, Anchorage, Los 32

Angeles, Portland, San Francisco, Oakland, Juneau, Fairbanks and 33

Ketchikan, San Jose, CA, Newark, New York City, and San Diego.

34

35

D. Part time employees shall not be scheduled or assigned to work 36

sequentially in lieu of a full time employee. 37

38

E. Semi-annually, on February 1 and August 1, the Company will 39

supply The District Lodge with a list of the number of part-time 40

employees at each station as of January 1 and July 1. 41

25

F. Part time employees shall be compensated at the overtime rate 1

of time and one-half (1-1/2X) and double time (2X) rates of pay as 2

follows: 3

4

1. For employees scheduled eight (8) hours or less, the 5

overtime rate of time and one-half (1-1/2X) shall apply for the first four 6

(4) hours of work performed in excess of eight (8) hours in any one 7

twenty-four (24) hour period commencing with the scheduled starting 8

time, either before or after regularly scheduled hours. The double time 9

(2X) rate of pay shall apply for all hours worked in excess of twelve 10

(12) hours. 11

12

2. For employees scheduled more than eight (8) hours and 13

up to ten (10) hours, the overtime rate of time and one-half (1-1/2X) 14

shall apply for all work performed in excess of ten (10) hours and up 15

to fourteen (14) hours in any one twenty-four (24) hour period 16

commencing with the scheduled starting time, either before or after 17

regularly scheduled hours. The double time (2X) rate of pay shall 18

apply for all hours worked in excess of fourteen (14) hours. 19

20

G. In the event hours are worked in excess of the work day as a 21

result of shift or days off trades or schedule bidding, F.1., and F.2. 22

above shall not apply (see Article 7, paragraph J.). 23

24

H. Part time employees working on their days off shall be paid at 25

the time and one-half (1-1/2X) rate for all hours worked in excess of 26

forty (40) regular hours within the work week. Hours worked in excess 27

of those described in F.1. and F.2. above on the sixth (6th) day and all 28

hours on the seventh (7th) day worked shall be paid at the double (2X) 29

time rate. 30

31

I. Part time employees observing the holiday shall receive the 32

straight time rate for the hours they were scheduled to work on the 33

holiday. If a holiday falls on a part time employees day off, such part-34

time employee shall be paid holiday pay at the straight time rate for 35

the daily average number of hours the employee was scheduled to 36

work during the week. To calculate this daily average, the employee’s 37

total scheduled hours during the work week will be divided by five (5). 38

Part time employees who work on a day observed as a holiday will be 39

compensated at the double time and one-half (2 ½X) rate for all hours 40

worked. 41

42

26

ARTICLE 7, OVERTIME 1

2

A. 1. Except as otherwise provided herein, the overtime rate of 3

time and one-half (1-1/2) shall be paid for the first four (4) hours of 4

work performed in excess of eight (8) hours in any one twenty-four 5

(24) hour period commencing with the scheduled starting time, either 6

before or after regularly scheduled hours. 7

8

2. Except as otherwise provided herein, for employees 9

assigned to ten (10) hour shifts, an overtime rate of time and one-half 10

(1-1/2) shall be paid for the first four (4) hours of work performed in 11

excess of ten (10) hours in any one twenty-four (24) hour period 12

commencing with the scheduled starting time, either before or after 13

regularly scheduled hours. 14

15

B. 1. Except as otherwise provided, the overtime rate of double 16

time (2) shall be paid for all time worked in excess of A.1. or A.2., 17

above, in any one twenty-four (24) hour period commencing with the 18

scheduled starting time, either before or after the regularly scheduled 19

hours. 20

21

2. Part time employees shall be compensated at the rate of 22

time and one-half (1-1/2) as outlined in A.1. and A.2 above. Part time 23

employees shall be compensated at the rate of double time (2X) as 24

outlined in B.1. above. 25

26

C. In the event hours are worked in excess of the work day as a 27

result of shift or days off trades or scheduled bidding, A.1., A.2., B.1. 28

and B.2. above shall not apply (see paragraph J. of this Article). 29

30

D. 1. For full time employees assigned to eight (8) hour shifts, 31

the sixth (6th) day shall be paid at the time and one-half (1-1/2) rate 32

for all hours worked in excess of forty (40) regular hours within the 33

work week, up to eight (8) hours. Hours in excess of eight (8) on the 34

sixth day and all hours on the seventh day worked shall be paid at the 35

double time (2x) rate. Vacation time, sick leave, Union leave (when 36

the Union pays the employee's wages), training time, holidays not 37

worked and trade hours off (not worked) will be used in computing the 38

forty (40) hour week. 39

40

2. For full time employees assigned to ten (10) hour shifts, 41

the fifth day worked shall be paid at time and one-half (1-1/2) for all 42

27

hours worked in excess of forty (40) regular hours within the work 1

week. Hours in excess of ten (10) on the fifth day, and all hours on 2

the sixth and seventh days worked shall be paid at the double time 3

(2x) rate. Vacation time, sick leave, Union leave (when the Union pays 4

the employee's wages), training time, holidays not worked and trade 5

hours off (not worked) will be used in computing the forty (40) hour 6

week. 7

8

3. Part time employees working on their days off shall be 9

paid at the time and one-half (1-1/2) rate for all hours worked in excess 10

of forty (40) regular hours within the work week. Hours worked in 11

excess of those described in A.1. and A.2. above on the sixth (6th) 12

day and all hours on the seventh (7th) day worked shall be paid at the 13

double time (2X) rate. Vacation time, sick leave, union leave (when 14

the Union pays the employee’s wages) training time, holidays not 15

worked, and trade hours off (not worked) will be used in computing the 16

40 hour work week. 17

18

4. There shall be no pyramiding of overtime and only straight 19

time hours worked within a given day shall apply to the forty (40) hour 20

provisions in D.1., 2. and 3., above. 21

22

28

E Employees working overtime will be entitled to rest periods 1

according to the following charts: 2

3

1. Additional hours worked immediately before and/or after 4

regular shift 5

6

Total Additional

Hours Scheduled

in One Day

Break/Breaks

2.0 – 3.9 Overtime One (1) fifteen (15) minute break

4.0 – 5.9 Overtime One (1) fifteen (15) minute break, and one (1)

thirty (30) minute paid lunch

6.0 – 7.9 Overtime Two (2) fifteen (15) minute breaks, and one

(1) thirty (30) minute paid lunch

8.0 Overtime Two (2) fifteen (15) minute breaks and two (2)

thirty (30) minute paid lunches

7

The periods in this table are inclusive of breaks and paid lunches. 8

Part-time shifts less than 8 hours would complete a normal 8 hour 9

pattern before entering this pattern. 10

Breaks and paid lunches are without loss of pay. 11

12

29

2. Working on your regular day off or not in continuous 1

service: 2

3

Hours Break/Breaks

2.0 – 5.0 One (1) fifteen (15) minute break

5.1 - 7.9 One (1) fifteen (15) minute break, and one (1) thirty

(30) minute lunch

8.0 - 9.9 Two (2) fifteen (15) minute breaks, and one (1)

thirty (30) minute lunch

10.0-11.9 Three (3) fifteen (15) minute breaks, and one (1)

thirty (30) minute lunch

12.0 - 13.9 Three (3) fifteen (15) minute breaks, one (1) thirty

(30) minute lunch, and one (1) thirty (30) minute

paid lunch

14.0 - 15.9 Four (4) fifteen (15) minute breaks, one (1) thirty

(30) minute lunch, and one (1) thirty (30) minute

paid lunch

16.0 Four (4) fifteen (15) minute breaks, one (1) thirty

(30) minute lunch, and two (2) thirty (30) minute

paid lunches

4

The periods in this table are inclusive of breaks and paid lunches. 5

Breaks and paid lunches are without loss of pay. 6

7

F. 1. Overtime will be assigned to qualified volunteers by 8

Company seniority within the classification at the bid location. A list 9

of the above volunteers shall be maintained by the Company at the 10

bid location. Such list shall provide space to permit employees to 11

insert their preferred times to work overtime, provided however, such 12

information regarding preferred times is advisory only and shall not 13

limit the employees' availability for overtime, nor restrict the Company 14

in the scheduling of such employees' overtime work. Once an 15

employee posts his/her name, it will remain current until s/he removes 16

it. An employee may add or delete his/her name at any time, except 17

30

that he may not remove his/her name once the overtime has been 1

assigned. Overtime will not be assigned more than Fourteen (14) days 2

in advance. No employee shall work more than sixteen (16) hours in 3

a single work day, except in regards to the following scenarios; 4

catastrophic situation, natural disaster, extremely severe weather 5

condition (i.e., snow storms in cities like SEA, extended fog, etc.) and 6

critical community support. 7

8

2. The distribution of voluntary overtime by Company 9

seniority shall not be required if it results in pay in excess of the one 10

and one-half (1-1/2) rate. To prevent the double time (2X) rate, 11

seniority may be bypassed, unless the only volunteers are at the 12

double time (2X) rate. This provision shall not apply to overtime 13

assigned by inverse seniority when there are no volunteers as set forth 14

in "I" below. 15

16

G. Overtime work at the end of the shift shall be offered to those 17

volunteering in the classification on that shift or to the individual 18

performing the actual work during the shift, if it is impractical to break 19

the continuity of work. Overtime work prior to the beginning of a shift 20

shall be by call-in of the volunteers on that shift in the classification 21

required. In the event none can be contacted, any qualified employee 22

who is on the volunteer list may be offered the work. 23

24

H. When the Company is aware of a requirement for overtime two 25

or more hours before the end of a shift, employees will be given at 26

least two (2) hours notice of the contemplated overtime. 27

28

I. 1. An employee will not be required to work overtime against 29

his/her wishes, except that, if emergency overtime has been declined 30

by all eligible employees at the location, it may be assigned in inverse 31

order (junior assignment) of Company seniority within the appropriate 32

classification to qualified employees. In the event an employee is 33

required to work overtime against his/her wishes, the Company will 34

provide him/her the reason for such requirement, in writing, should the 35

employee so request. When junior assigning for overtime, it shall be 36

limited so that the employee so assigned will not be required to work 37

overtime against his/her wishes for the next three // (3 //) calendar

38

days if another employee is available as set forth in F. above. The 39

three // (3 //) calendar day period begins at the end of the junior

40

assignment. If overtime is needed during the aforementioned three //

41

(3 //) calendar days, the next senior employee will be assigned the 42

31

overtime. No employee shall work more than fourteen (14) hours in a 1

single work day, except in regards to the following scenarios; 2

catastrophic situation, natural disaster, extremely severe weather 3

condition (i.e., snow storms in cities like SEA, extended fog, etc.) and 4

critical community support. 5

6

2. Prior to junior assigning as stated above, an employee 7

may choose to volunteer for overtime during the identified needed time 8

period, in lieu of being junior assigned. If the employee exercises this 9

option, and the employee is assigned overtime, he will not be required 10

to work overtime against his/her wishes for the next three // (3 //)

11

calendar days, if another employee is available as set forth in F. 12

above. 13

14

3. For the purpose of this paragraph, an emergency shall be 15

defined as follows: 16

17

a. Unforeseen peak work loads where it is impractical 18

to alter the schedules and no solution other than overtime is 19

feasible. 20

21

b. Unanticipated absence or the illness of an 22

employee(s) resulting in a work force unable to provide 23

adequate service. 24

25

c. The servicing of late flights and maintaining of flight 26

schedules when all other means of overtime coverage have 27

been exhausted. 28

29

d. Protection of Company property against the 30

weather. 31

32

e. Insufficient volunteers for overtime. 33

34

4. a. In the event an employee has exceeded his/her 35

normal scheduled work week by ten (10) hours, any additional 36

mandatory hours over the ten (10) hours will be paid at the 37

double time (2x) rate of pay. Trade hours worked will not apply 38

in this calculation. 39

40

b. The provisions of 4.a. above will not apply to situations 41

where the mandatory overtime hours worked are the result of 42

32

the following scenarios; catastrophic situation, natural disaster, 1

extremely severe weather conditions (i.e. snow storms in cities 2

like SEA, extended fog. Etc.) and critical community support. 3

5. When the need for junior assignment as been reduced or

4

eliminated, employees who are held on junior assignment can choose

5

to be released in Company Seniority order or to complete their junior

6

assignment prior to the Company offering Staffing Adjustment per

7

LOA #16. If employees on junior assignment have declined the option

8

to be released, they may sign up for staffing adjustment per LOA #16.

9

10

J. 1. When an employee's days off are changed by direction of 11

the Company and as a result, he works more than five (5) consecutive 12

days, he will receive the applicable overtime rate for the additional 13

days. When his/her days off are changed as a result of the employee's 14

voluntary action, including bid schedule changes, the additional days 15

worked will be paid at the straight time rate. 16

17

2. When it is evident an employee will lose pay as the result 18

of a bid schedule change which occurs between pay periods, the 19

Company will allow such employee to work additional hours at the 20

straight time rate within the affected pay period to preclude such loss. 21

The Company may allow an employee who would receive more than 22

eighty (80) scheduled hours in the pay period time off so that the 23

employee does not exceed the eighty (80) regular hours. Such day(s) 24

off or additional days of work will be determined by the manager, and 25

every reasonable effort will be made to schedule them in a mutually 26

agreeable but efficient manner. Requests for time off or extra days of 27

work must be made within forty-eight (48) hours after the new 28

schedule assignments are posted. 29

30

K. 1. When an employee covered by this Agreement has been 31

relieved for the day and is recalled to work, s/he will be paid not less 32

than four (4) hours pay at the applicable overtime rate, unless the 33

employee agrees to work less than four (4) hours. 34

35

2. When an employee covered by this Agreement works on 36

one of his/her regularly scheduled days off, s/he will be paid not less 37

than four (4) hours pay at the overtime rate applicable, unless the 38

employee elects to work less than four (4) hours. 39

40

33

ARTICLE 8, HOLIDAYS 1

2

A. Employees covered by this Agreement in the Agent Division 3

shall observe the following holidays on the actual day or at the 4

Company's option on the day observed by the Federal Government; 5

employees within the Clerical Division shall observe the following 6

holidays on the actual day or the day observed by the Company's 7

General Offices: New Year's Day, President's Day, Memorial Day, 8

Independence Day, Labor Day, Veteran's Day, Thanksgiving Day, 9

Day after Thanksgiving, Christmas Eve, and Christmas Day. The 10

Company shall post a list of all holidays and the dates they will be 11

observed along with the vacation selection list in October of the 12

preceding year. The Company shall make every reasonable effort to 13

allow as many employees off of work on the above holidays consistent 14

with the needs of the service. 15

16

B. 1. In order to provide time off on the holidays, the Company 17

will, no later than (21) twenty-one calendar days in advance, post a 18

sign up sheet requesting volunteers who would like to have the holiday 19

off and a sign up sheet for volunteers who would like to work on their 20

regularly scheduled day off (RDO). The sign up sheets will remain 21

posted for seven (7) calendar days. All volunteers shall be notified at 22

least ten (10) calendar days in advance and any corrections will be re-23

posted within three (3) calendar days of the posting of that list. 24

Volunteers shall be selected on the basis of their Company seniority 25

within their classification and shift. If no volunteers sign up for the day 26

off, those not needed will be given the day off beginning with the 27

employee with the lowest Company seniority within the classifications 28

and shifts. For the purposes of this Article, Article 5, Paragraph H. will 29

not apply. 30

31

2. The holiday sign up sheets will be separated by shifts 32

(1,2, or 3) and lead from agent, and full time from part time. RDO 33

volunteers who sign up for more than one (1) choice, will clarify their 34

preference(s). RDO volunteers will be assigned by Company seniority 35

within the classification. The volunteer will be assigned the maximum 36

numbers of hours available. 37

38

34

C. Holiday Pay 1

2

1. Eight Hour Shift 3

An employee whose regular days off coincide with a 4

holiday or an employee not required to work on a holiday shall be paid 5

eight (8) hours at his/her regular rate of pay for the holiday. 6

Compensation for work on a holiday shall be at double time and one-7

half (2 1/2) rate for all hours worked with a minimum of eight (8) hours. 8

9

2. Ten Hour Shift 10

An employee working a ten (10) hour shift shall be 11

compensated at the double time and one-half (2 1/2) rate for all hours 12

worked with a minimum of ten (10) hours except as provided in G. 13

below. An employee whose regular days off coincide with a holiday 14

and who is not required to work on that holiday, will be paid eight (8) 15

hours at his/her regular rate of pay. 16

17

3. An employee working the modified work week of four (4) 18

ten (10) hour days that has a holiday fall on this work day and does 19

not work the holiday will be paid ten (10) hours at his/her regular 20

straight time rate of pay. 21

22

4. An employee working the holiday will have the option of 23

being paid time and a half (1 1/2) for all hours worked and accrue the 24

balance of straight time as compensatory time in lieu of receiving 25

double time and a half (2 1/2) pay for all hours worked. 26

27

D. If any of the above Holidays fall on an employee's day off, the 28

employee shall receive eight (8) hours straight time pay, or upon 29

written notification to the Company accrue the Holiday as a vacation 30

day. Such day may in accordance with Article 13, paragraph F. be 31

used as a DAT vacation day. Employees will be required to give 32

seventy-two (72) hours notice prior to the Holiday if they intend to use 33

the Holiday as a vacation day. 34

35

E. A holiday which falls during an employee’s vacation period will 36

be compensated as a holiday. The employee’s vacation credits will 37

not be charged for the holiday, however, his/her vacation period will 38

not be extended because of the reduced number of vacation days 39

charged. 40

41

35

F. Notwithstanding Paragraph B. above, representatives of the 1

Company and the Union at a station or location may agree to an 2

alternative arrangement(s) for assigning holiday work provided such 3

arrangement is approved by the Union's General Chair and the 4

Company's Vice President in charge of Labor Relations. Any such 5

arrangement shall not be a violation of the Labor Agreement. 6

7

G. When an employee covered by this Agreement is called out to 8

work on a holiday, he will be given a minimum of four (4) hours work 9

and pay, or the number of hours remaining in the shift, whichever is 10

greater. 11

12

H. An employee may work up to sixteen (16) hours on a holiday. 13

This could consist of a combination of bidding a holiday shift, a shift 14

trade(s), or overtime. 15

16

35-A

35-B

36

ARTICLE 9, SENIORITY 1

2

A. Seniority under this Agreement shall be defined as length of 3

service with the Company since the last date of hire and shall be by 4

work classification and shall accrue from the date of entering said 5

classification on a regular assignment, subject to Paragraph B. 6

7

B. 1. New employees working full time shall be regarded as 8

probationary employees for the first one thousand forty (1,040) hours 9

worked, (including trades worked) performing job duties as defined in 10

Article 4. New employees working part time shall be regarded as 11

probationary employees for the first seven hundred eighty (780) hours 12

worked (including trades worked) performing job duties as defined in 13

Article 4. After successful completion of the probationary period, the 14

names of such employees shall then be placed on the Seniority List 15

for their respective classification in order of the date of their original 16

hiring. The probationary period affords the Company the opportunity 17

to evaluate the employee’s qualifications and ability to perform the 18

duties assigned. Articles 16 of this Agreement shall not apply to new 19

employees terminated during their probationary period. Probation will 20

begin subsequent to successful completion of required formal training. 21

Minimum requirements for passing probation will include successful 22

completion of required formal training (classroom training and/or 23

testing). If a formal training class is not provided, on-the-job training, 24

will be provided. All hours worked during on-the-job training will be 25

applied toward the probationary period 26

27

2. Hours counted toward the time required to complete the 28

probationary period shall be measured from the employee's last date 29

of hire; provided, however, that employees whose employment is 30

terminated for involuntary, non-disciplinary reasons prior to 31

completing the probationary period and who are later re-employed by 32

the Company in the same classification shall receive credit for hours 33

worked during the prior period(s) of employment, provided no more 34

than three hundred sixty-five (365) days has elapsed from any date of 35

termination to the next following date of reemployment. An employee 36

who completes his/her probationary period by virtue of this paragraph 37

shall have an adjusted classification seniority date which is adjusted 38

by the amount of hours away from the Company. (see Article 9.A. 39

above) 40

41

37

C. 1. An employee awarded a bid in a classification in which he 1

holds no seniority shall be considered probationary for the first five 2

hundred twenty (520) hours worked performing job duties as defined 3

in Article 4. Probation will begin subsequent to successful completion 4

of required formal training. Minimum requirements for passing 5

probation will include successful completion of required formal training 6

(classroom training and/or testing). If a formal training class is not 7

provided, on-the-job training, will be provided. All hours worked during 8

on-the-job training will be applied toward the probationary period. 9

After the first one hundred sixty (160) hours worked, but no later than 10

320 hours worked, the employee will be given a written report and 11

interviewed as to his/her progress, and a final written review. The 12

written report and the interview will be accomplished by management, 13

and the employee may have his/her Union representative present, if 14

s/he so requests. S/he shall accrue seniority from the date of the bid 15

award after completing his/her probationary period. 16

17

2. If the employee in Paragraph C.1. above does not 18

successfully pass his/her probationary period, s/he will be returned to 19

his/her former classification and station, bid location, and shift, that 20

his/her seniority would entitle them to. The Company shall not incur 21

any expense with respect to the employee's return to his/her former 22

classification or station. 23

24

3. If an employee involuntarily leaves a position in a 25

classification and accepts a position in another classification, s/he 26

shall retain and continue to accrue seniority in the former 27

classification. 28

29

4. If an employee voluntarily leaves a position in a 30

classification by bidding a job in another classification, s/he shall retain 31

and continue to accrue seniority in the former classification. 32

33

5. If an employee is awarded a vacancy in a classification in 34

which s/he holds no seniority and works for a period of time less than 35

the probationary period, and later re-enters the classification, s/he will 36

be given credit toward completion of his/her probation for the initial 37

time s/he spent in the classification if no more than 365 consecutive 38

days have elapsed from the date of first entering to the day of 39

completion. 40

41

38

D. To decide the position of two (2) or more employees on the 1

Seniority List whose hiring date or date of entering a classification is 2

the same, the following procedure will be used in sequence as 3

outlined: 4

5

1. Date of entering classification 6

2. Company Hiring Date 7

3. Chronological Age 8

9

E. Seniority Lists corrected to December 1, April 1 and August 1 10

shall be posted by January 1, May 1 and September 1 of each year at 11

all locations where employees covered by this Agreement are 12

employed. Such lists shall show employee's name, classification and 13

seniority date and shall be subject to correction upon protests. 14

Seniority protests will be processed by the President, Directing 15

General Chair of the District or his/her designee and the Company 16

during the December, April and August periods above. If no protest is 17

filed within sixty (60) calendar days of a posting, such list shall be 18

presumed beyond question to be correct and no protest, grievance, or 19

other means shall thereafter be commenced or entertained to change 20

said date for any employee. The burden of proof to show that a listing 21

is in error shall be with the employee. The employee shall provide 22

credible written evidence that there is an error. Any protest that is 23

granted shall be effective only for purposes of correcting the 24

subsequent list. There will be no retroactive adjustments. The 25

Company will supply two (2) copies of the Seniority List to each Local 26

Shop Steward and one (1) copy to the District Office. 27

28

F. Employees covered by this Agreement shall lose their Seniority 29

status and their names shall be removed from the Seniority List under 30

the following conditions: 31

32

1. Resignation 33

34

2. Discharge for cause 35

36

3. Employee is absent from work for two (2) consecutive 37

work days without properly notifying the Company for the reason of 38

absence unless a satisfactory reason is given for not notifying the 39

Company. 40

41

39

4. Does not inform the Company in writing of his/her 1

intention to return to service within seven (7) days of sending notice 2

offering to re-employ him/her. 3

4

5. Does not return to the service of the Company on or 5

before a date specified in the notice from the Company offering 6

him/her re-employment, which date shall not be prior to fifteen (15) 7

days after sending such notice. 8

9

6. Furlough or awaiting recall for sixty (60)

months. 10

11

7. Employees working in positions not covered by this 12

agreement within the Company will retain and continue to accrue 13

seniority in classifications from which promoted for a period of ninety 14

(90) calendar days from the time of the promotion, during such time 15

s/he shall have the option of returning to his/her former position under 16

the Agreement. After completion of the aforementioned ninety (90) 17

day period, s/he shall retain former seniority for a period not to exceed 18

one (1) year on an accumulative basis. If during the aforementioned 19

one (1) year period, s/he is laid off, s/he will be permitted to bid a 20

vacancy. After the one (1) year period his/her name will be removed 21

from all seniority lists. 22

23

8. Failure to exercise Seniority according to Article 10. 24

25

G. All notices required to be sent under Paragraph F. shall be sent 26

by certified mail, return receipt requested, to the employee at the last 27

address filed by

him/her with the Company. It is the employee’s 28

responsibility to notify the Company and the Union of any address 29

change. 30

31

H. Employees who have given long and faithful service in the 32

employ of the Company and who, because of their age or physical 33

inability, have become unable to handle their normal assignments, will 34

be given preference for such other available work as they are able to 35

handle. 36

37

I. An employee accepting a position and passing probation in any 38

classification within this Agreement shall retain and accrue seniority in 39

all classifications in which s/he has established seniority. 40

41

40

ARTICLE 10, VACANCIES 1

2

A. Furloughs 3

4

1. When it is necessary for the Company to reduce the work 5

force at a station, it will reduce the employees in that classification at 6

the bid location with the least seniority. Upon notification of furlough, 7

the affected employee will be scheduled to meet with the Manager or 8

designee and a Union Representative. S/he will discuss their options 9

due to furlough and assist them in completing the required preference 10

bid forms. The furloughed employee must complete the Company 11

Option Sheet indicating the position they were furloughed from and 12

their status at time of furlough from either part-time or full-time. 13

Employees will also be required to file a preference bid for all 14

classifications in which they hold seniority that are currently active at 15

that station. Employees may file additional preference bids as 16

described in Paragraph G in this article, within the COPS work group 17

in any bid location they desire to fill. Notwithstanding Art 10.G.7., 18

furloughed employees will not be required to renew such preference 19

bids annually. The bids will remain on file until either an award is 20

made, it is withdrawn by the employee, or their name is stricken from 21

the seniority list at the end of the recall period per Art 9.F.6. 22

23

Preferred method //:

24

25

x Manager/designee and Union Representative meet to 26

discuss possible alternatives to furlough(s), and options 27

available to affected employee(s). 28

x Manager/designee and Union Representative schedule 29

meeting(s) with affected employee(s). (If possible, in 30

inverse seniority order) 31

x Manager/designee and Union Representative meet with 32

affected employee(s) a minimum of fourteen (14) days 33

prior to effective date of furlough(s). 34

x Issue written furlough notice to affected employee. 35

x Explain available options to affected employee. 36

x Review company option sheet. 37

x Review preference bid form(s). 38

x Explain timeline for completing and returning form(s). 39

x Seven calendar days after meeting with Manager/designee 40

and Union Representative, affected employee will return 41

forms, or their name will be stricken from all seniority lists. 42

43

41

2. In the event of the furlough of employees who have 1

completed their probationary period, two (2) calendar weeks’ notice 2

shall be given by the Company, or pay in lieu thereof, with a copy of 3

such notice furnished to the Local Shop Steward, Local Lodge and to 4

the District Lodge 142 office. If employment is temporarily interrupted 5

because of a strike or picketing of Company premises, an act of God, 6

a national war emergency, revocation of the Company's operating 7

certificate(s), or grounding of the carrier's aircraft by government 8

order, the two week notice will not apply. The employee affected must 9

within seven (7) calendar days give written notice to the Company and 10

the Union exercising his/her seniority by selecting one (1) of the 11

following options or his/her name shall be stricken from all Seniority 12

Lists. 13

14

a. Displace the junior employee in his/her present 15

classification at any bid location at his/her station. 16

17

b. Displace the junior employee at any bid location in 18

any classification in which s/he holds seniority at his/her station. 19

20

3. If the employee does not exercise his/her seniority as set 21

forth in 2.a. & b. above, s/he may select one (1) of the following options 22

within the seven (7) days as established in 2. above. 23

24

a. Displace the junior employee in his/her present 25

classification at any station. 26

27

b. Displace the junior employee in any classification in 28

which s/he holds seniority at any station. 29

30

4. When an employee has exercised his/her seniority in A.2. 31

and 3. above or was displaced from a work schedule as a result of 32

furlough, bumping, returning from a temporary assignment or return 33

from leave of absence, or either voluntarily or involuntarily returning to 34

their former classification prior to passing probation, they will be 35

allowed to exercise their seniority by selecting a shift that their 36

seniority would entitle them to. As a result of this selection the local 37

management may either conduct a new shift bid among the 38

employees junior to the displaced employee or they can allow the 39

displaced employee to work a schedule that mirrors an existing work 40

schedule on the bid. This option will be solely at the discretion of the 41

local manager. 42

42

1

5. When an employee has exercised his/her seniority in A.2. 2

and 3. above or was displaced from a work schedule as a result of 3

furlough, bumping, returning from a temporary assignment or return 4

from leave of absence, or either voluntarily or involuntarily returning to 5

their former classification prior to passing probation, the Company will 6

post at each job location a notification showing the name and seniority 7

date of the employee who has exercised his/her seniority within five 8

(5) days of such transfer or return to work. 9

10

B. If due to seniority, an employee is not able to select any option 11

in Paragraph A.

2. above and does not select an option in Paragraph 12

A

. 3. above, s/he may elect to take a station furlough. The employee 13

shall continue to retain and accrue all seniority in classifications s/he 14

held at the time of furlough. S/he shall only be eligible for recall at 15

his/her station; however s/he will be allowed to bid on vacancies or 16

new positions according to the bidding procedures outlined in Article 17

10, Paragraph H. Employees who refuse a recall in any classification 18

at his/her station to which they hold seniority will be removed from the 19

seniority list and will be considered to have resigned from the 20

company. 21

22

C. Full time employees may accept a station furlough in lieu of 23

either bumping into part-time or filling a part-time vacancy. Part-time 24

employees may accept a station furlough in lieu of either bumping into 25

a full time position or filling a full time vacancy. 26

27

D. Other provisions of this Article notwithstanding, employees on 28

furlough will not be required to accept recalls to a temporary vacancy 29

as defined in Article 10, paragraph P. 30

31

E. Employees recalled to work from a furlough shall be returned to 32

the classification that their seniority entitles them to at the time of 33

recall. An employee who receives notice of furlough but exercises 34

seniority under Article 10, Paragraph A. 2. above or A. 3. above will 35

not be considered furloughed under the terms of this Article. All recall 36

notices will be sent by certified mail return receipt requested. 37

Furloughed employees will be recalled in seniority order under Art 10 38

H Vacancies. 39

40

F. 1. Employees whose jobs are eliminated by a station, or bid 41

location closure, either temporary or permanent will be afforded the 42

full entitlements of paragraph A.2. of this Article. 43

43

1

2. Any time a job function or part of a job description is 2

eliminated and an employee is furloughed, the furloughed employee 3

shall receive consideration, over and above new hires, for job 4

vacancies elsewhere within the Company for which the employee is 5

qualified 6

7

G. Vacancies 8

9

1. Permanent vacancies for the purpose of this Agreement 10

shall be defined as vacancies projected to be ninety (90) days or 11

longer in the classifications covered by this Agreement, and shall be 12

awarded to those employees who have filed a preference bid for the 13

station/bid location and classification on a standard Company bidding 14

form. 15

16

2. "Vacancy" for purposes of this Article 10 shall be defined 17

as an open position resulting from an employee leaving the work group 18

or an increase in staffing; it is not intended to mean a specific 19

shift/hours or days off. 20

21

3. All bids and awards for vacancies will be processed 22

through the centralized bidding office. 23

24

4. Preference bids do not apply during shift realignments. 25

26

5. Preference bids shall be utilized for filling vacancies as 27

follows: 28

29

a. Bidding from station to station (e.g., ANC CSA to 30

SEA CSA, PHX Res to SEA CSA); 31

32

b. Bidding within the same station between 33

classifications (e.g., SEA Res to SEA CSA); 34

35

c. Bidding between bid locations within the same 36

classifications at the same station (e.g., SEA FTO to SEA CTO); 37

38

d. Movement between full time and part-time 39

positions. 40

41

e. Returning from furlough. 42

44

1

6. Preference bidding will be done electronically on a 2

Company preference bid form. Only these bid forms will be accepted 3

(no telephone or e-mail bidding will be accepted). Copies of the 4

preference bid may be submitted at any time. 5

a. All vacancies will be posted for a minimum of seven 6

(7) days. 7

8

7. a. Preference bids may be withdrawn at any time. The 9

procedure for withdrawal and the time limits will be the same as 10

for filing in Article 10 G. 6. Once an employee is awarded a bid, 11

all other preference bids s/he has on file will become invalid. 12

Employees with bids on file must renew them between // 13

January 1 and January 15 of each year to keep them valid. If an

14

employee is awarded a preference bid and wishes to reject it, 15

s/he must reject the bid within forty-eight (48) hours from the 16

time the employee is notified (notification means the employee’s 17

verifiable receipt of award) bid award. The award will be by 18

written receipt of notification from the Company and signed by 19

the employee. Those not responding within forty-eight (48) 20

hours will be deemed to have accepted the bid. If an employee 21

rejects a preference bid award, s/he will be restricted (see Art 22

10.G.9) for a period of six (6) months, except for movement 23

between part time and full time within their bid location. The

24

restriction will commence on the date the bid is rejected. The

25

classification seniority of the employee selected to fill the 26

vacancy shall commence with the date of the award. All bid 27

awards will have an effective date. In the event an effective date 28

is not published the effective date will be 14 days subsequent to 29

the bid award. 30

31

b. The Company shall post at each job location a 32

notification showing the name and seniority date of the 33

employee awarded the preference bid within five (5) days of the 34

award. If an employee is not awarded a bid, the Company will 35

within seven (7) days after the awarding of the preference bid, 36

provide

him/her the reason in writing, should the employee so 37

request. 38

39

8. Probationary employees may not file preference bids, 40

except between part time and full time at their bid location. If an 41

45

employee does move between part time and full time while on 1

probation, their probationary period will be one thousand forty (1,040) 2

hours. 3

4

9. Employees who are restricted per Art 10.G.7.a., L. and M., 5

can file preference bids but will not be awarded until all eligible bids 6

have been awarded. Such bids will be awarded in seniority order prior 7

to hiring new employees from outside of this agreement. 8

9

10. Employees who have more than one (1) preference bid 10

on file must prioritize the order of their preference bids on a Company 11

supplied form. 12

13

H. Vacancies will be awarded to the senior employee with a valid 14

preference bid on file. Bid awards shall be made in the sequence 15

listed below: 16

17

1. To the senior employee at the station, holding seniority in 18

the classification where the vacancy exists. 19

20

2. To the senior employee on the system holding seniority 21

in the classification where the vacancy exists. 22

23

3. To the senior employee on the system holding seniority 24

in the Division as defined in Article 4, Paragraph B or C. 25

26

4. To the senior employee on the system holding seniority 27

in either the Clerical or Agent Division 28

29

I. Employees on leave of absence from the Company shall not be 30

awarded a preference bid if the employee is unable to report when the 31

new assignment is effective. If the employee is unable to report for 32

duty, the preference bid will remain on file and shall not be considered 33

a refusal pursuant to Article 10, paragraph G.7.a. 34

35

J 1. A notice will be posted at all job locations systemwide no 36

later than thirty (30) days prior to the opening of a new station. 37

Employees will be allowed to submit preference bids for the new 38

station. Preference bid awards which occur during the first ninety (90) 39

days after the notice as set forth above, shall be awarded by 40

classification seniority systemwide. If classification seniority is 41

exhausted, then Article 10 Paragraph H 1-4

// applies. 42

46

1

2. Preference bids received after the initial period but during 2

the 1

st

ninety (90) days described in J.1. above, will be treated as 3

restricted bids and awarded after all initial bids have been exhausted. 4

After the ninety (90) day period, awarding of bids under Article 10 5

paragraph H 1-4 // will resume.

6

7

3. When the Company initiates a classification at a bid 8

location where it has never been utilized, a notice will be posted 9

systemwide fifteen (15) days prior to awarding the position or hiring 10

from the outside. Preference bids may be filed by employees in 11

accordance with Article 10, paragraph G.6. and awarded as in Article 12

10, paragraph H. 13

14

4. Employees at a station on a temporary bid shall not be 15

considered "at the station" for purposes of awarding preference bids 16

as set forth in Paragraph H. above. 17

18

K. Any employee selected to fill a vacancy at another station shall 19

not be required to report for duty until fourteen (14) calendar days after 20

being released from his/her job. For all vacancies, the Company will 21

make every reasonable effort to release the employee within fifteen 22

(15) days of the bid effective date, but, in no event will an employee

23

be held for more than ninety (90) days after the bid effective date. On

24

those occasions where this cannot be accomplished, the Company 25

will provide the employee and the Union with an explanation for the 26

delay upon request and the employee will be paid the higher rate for 27

all hours worked beyond the fifteen (15) days. An employee may, at 28

his/her option, utilize earned vacation or comp time to defer loss of 29

pay during the fourteen (14) calendar days. 30

31

L. 1. Employees awarded a bid

to a classification in which they 32

hold no seniority who fail to qualify within the five hundred twenty (520) 33

hours (as defined in Article 9.C.1.) will be returned to their former 34

classification as outlined in Article 9.C.2. Said employees will be 35

restricted from submitting preference bids for a period of six (6) 36

months, except for movement between full-time and part-time within

37

their classification at their bid location. This six month period shall

38

commence on the date of the employee’s return to their former

39

classification and location.

40

41

47

2. Employees awarded a bid

to a classification in which 1

they hold no seniority who voluntarily resign a new position within five 2

hundred twenty (520) hours (as defined in Article 9.C.1. and 9.C.2.) 3

will be returned to their former classification and will be allowed to 4

displace the most junior employee in their former classification and will 5

be restricted from submitting preference bids for a period of one (1) 6

year, except for movement between full-time and part-time within their

7

classification at their bid location. This one year period shall

8

commence on the date of the employee’s return to their former

9

classification and location.

10

M. When an employee has been transferred to fill a vacancy, s/he 11

shall not be entitled to file a bid for a one (1) year period, except for 12

movement between part time and full time within their bid location, or 13

into a Lead position. The one (1) year bid restriction will commence

14

on the date the bid is awarded, and will not apply to new stations or

15

bid locations. 16

17

N. Employees temporarily transferred from their regular work, to 18

work of any other classification covered under this Agreement, shall 19

receive their regular rate of pay or the equivalent progression rate of 20

the classification, whichever is higher, for performing such work. 21

22

O. It shall be the policy of the Company to promote its own 23

employees; only when no valid preference bids are on file will the 24

Company vary from this policy. 25

26

P. 1. Any vacant shift may be temporarily filled for the interim 27

period required to post, bid and fill the shift as described in paragraph 28

P.5.,

by the Company selecting any employee holding seniority in the 29

classification at the station. 30

31

2. A vacancy of ninety (90) days or more may be temporarily 32

filled by the Company assigning any employee holding seniority in the 33

classification at the station where the vacancy exists, or, if none is 34

available, any employee covered by this Agreement at the station. 35

Such assignment shall continue until the employee awarded the 36

preference bid or new hire is available to fill the assignment. 37

38

3. In the case of vacancies not expected to exceed ninety 39

(90) calendar days, the Company may select an employee to fill the 40

vacancy on a temporary basis from any employee at the station 41

48

holding seniority in the classification with a preference bid on file, in 1

seniority order if practical, or, if none is available, from any qualified 2

employee in any classification at the station with a preference bid on 3

file, in seniority order if practical, or if none is available, from either any 4

employee from another station with a preference bid on file, in seniority 5

order if practical, or a new hire. If the vacancy continues to exist after 6

ninety (90) days, Article 10.G.1. shall apply. 7

8

4. An employee under this agreement volunteering for a 9

temporary job under P .1., 2. or 3. above, shall upon reaching the 10

eighty-nine (89) day limit, and/or discontinuance of the temporary job, 11

be returned to his/her former job and status and exercise his/her 12

seniority in accordance with Article 10.A.4. The employee will be 13

restricted from another temporary job for sixty (60) calendar days 14

starting with their return date back to their former classification and

15

location.

16

17

5. When an employee leaves a classification and/or location 18

and a vacant shift is created; or if a new shift is created by an increase 19

in the work force at a bid location; the open shift and resulting open 20

shift will be bid upon by the existing employees on other shifts 21

including relief shift in the same classification/location/station on the 22

basis of their classification seniority. The bids shall be posted for a 23

minimum of five (5) days and the bids must be canceled or awarded 24

and posted within five (5) days of bid closing. Said shift will be 25

awarded before the vacancy is filled by a preference bid or hiring from 26

the outside. The remaining shift will be awarded to the employee 27

placed in the vacancy. 28

29

Q. Realignment: 30

31

1. Employees in the Agent Division shall realign at their bid 32

location at least three (3) times each year. Employees in the Clerical 33

Division shall realign at their bid location at least two (2) times each 34

year. For the purpose of realignment, employees shall select shifts 35

and days off in accordance with their classification seniority. 36

Realignments shall be considered an employee’s voluntary action. 37

38

2. Employees awarded permanent preference bids prior to 39

a shift realignment will be allowed to participate in the bid for the shift 40

realignment.

41

42

49

3. Shift realignments at times other than those provided for 1

above will be accomplished by abolishing the position(s) no longer 2

needed with a furlough notice given to the affected employee(s) in 3

accordance with this Article 10 and a bid posted for the new 4

position(s). Employee(s) affected by the furlough notice may exercise 5

their seniority in accordance with Article 10.A. or bid one of the open 6

positions. For the purposes of such shift realignments, the employee 7

shall be restricted to exercising his/her seniority within three (3) work 8

days rather than the seven (7) calendar days. 9

10

4. a. Bids for a shift realignment will be posted, in 11

accordance with this Article 10, a minimum of fourteen (14) days 12

prior to the effective date. 13

14

b. Bidding for shifts will begin a minimum of seven (7) 15

days following the initial posting of the available shifts. 16

17

c. Any adjustments or changes to the available shifts 18

must be done seventy-two (72) hours prior to shift bidding as 19

described in b. above. 20

21

d. Awarded shift bids will be posted a minimum of seven 22

(7) days prior to the effective date. 23

24

5. When employees realign as set forth in Paragraph Q 25

above, the Company may block a sufficient number of shifts to 26

accommodate up to a maximum of eighty percent (80%) of the 27

probationary employees in a classification at a bid location at a station. 28

"Probationary" shall be defined as set forth in Article 9.B. and C. 29

Beginning October 29, 2000, the Company and the Union shall meet 30

at least once every six (6) months, if either party so requests, to review 31

the percentage of shifts blocked. Such meetings will be held between 32

the Labor Relations Department, or its designee, and the designee of 33

the District. 34

35

R. Special Projects 36

37

1. A Special Project is an assignment that a COPS 38

employee could hold for a maximum period of one (1) year. The 39

Special Project assignment option will only be used when the 40

assignment requires specialized skills and knowledge. Labor relations 41

and the Union must be advised of Special Project assignments. 42

50

1

2. When a Special Project exists, the Company will post the 2

opportunity system-wide. In the posting, the skills and knowledge 3

needed for the job will be listed along with a reply date and to whom 4

to reply. 5

6

3. The only restriction prior to applying for the assignment is 7

that the employee has not been assigned to a Special Project within 8

the last six (6) months. The selection process will be as follows: 9

10

a. Where appropriate, an interview(s) will be 11

conducted in seniority order to determine which employee(s) 12

has the skills and knowledge that are needed. After the 13

interview, the final selection will be made at management’s 14

discretion. 15

16

b. If an interview is not needed, the selection will be 17

made in seniority order. 18

19

4. When the one (1) year period has been reached, 20

the employee will be returned to his/her former job and status 21

and will be restricted from another Special Project assignment 22

for six (6) months and will exercise seniority for shift purposes 23

under Article 10.A.4. Any employee working on a Special 24

Project assignment will be returned to his/her former job and 25

status within one (1) year of the start of the assignment or 26

his/her name will be removed from the Seniority List. 27

28

51

ARTICLE 11, TRANSFERS AND MOVING EXPENSES 1

2

A. 1. Employees shall be reimbursed for transfers resulting 3

from their assignment to a station by the Company. Expenses and 4

transportation of the family and household goods shall be at Company 5

expense, as provided in System Regulations. 6

7

2. Employees transferring to another station at their own 8

request due to bidding or exercise of seniority shall be provided with 9

service charge waived, space available transportation for self and 10

family. 11

12

a. Employees bidding to another station shall be 13

provided with on-line space available transportation of personal 14

effects up to 12,000

pounds at no cost to the employee. 15

16

b. Employees transferring to another station to avoid 17

furlough resulting from a reduction in force shall be provided 18

with on-line, space available transportation of personal effects 19

up to 12,000

pounds at no cost to the employee. 20

21

c. The Company shall provide service charge waived 22

transportation for employee, spouse, and family and allow up to 23

12,000 pounds of space available cargo (service charge 24

waived) for relocation of any employee moving between stations 25

as the result of an employee failing to qualify or voluntarily 26

returning to his/her former job. 27

28

d. All shipments under either a. b. or c above shall be 29

limited to size by the type of aircraft normally operated between 30

the two locations and shall be on an airport to airport basis. All 31

other expenses shall be borne by the employee. 32

33

B. Each employee requested by the Company to be away from 34

regular base on duty shall receive expenses as set forth in System 35

Regulations, and will be provided single occupancy temporary 36

housing, if the employee so desires. 37

38

C. The Company will provide the General Chair with a copy of the 39

applicable Company regulations and subsequent revisions thereto. 40

41

52

ARTICLE 12, LEAVES OF ABSENCE 1

2

A. All leaves of absence shall be without pay. 3

4

B. All requests for Leave of Absence must be made through 5

employee's immediate supervisor. After probation period, Leave may 6

be granted upon written request, such request being made at least 7

fifteen (15) days prior to commencement of desired Leave, except in 8

an emergency. An employee on Leave of Absence (LOA), with an 9

established expiration date, desiring to return prior to the expiration of 10

such LOA must give fourteen (14) days written notice and may return 11

with Company approval. Once the employee is granted LOA, the 12

Company may rescind the leave with a seven (7) day written notice, 13

sent certified mail return receipt requested. 14

15

C. When the requirements of the service will permit, an employee 16

shall be granted a Personal Leave of Absence in writing for a period 17

of up to one (1) year. During such leave the employee will retain but 18

not continue to accrue seniority after ninety (90) days. Requests for 19

extensions of such leaves will be considered under extraordinary 20

circumstances. Personal leaves, including extensions, will be for a 21

maximum continuous period of two (2) years. The employee will 22

retain, but not continue to accrue seniority during such extensions. 23

During Leaves of Absence granted because of health, injury, or 24

special assignment by the Company, seniority shall accrue during the 25

entire period of the Leave. Copies of all approvals shall be forwarded 26

to the Employee Services Department and the General Chair of the 27

Union. Leaves for sickness or injury may be granted up to a maximum 28

continuous period of five (5) years. During Military, Maternity, Parental

29

(per 12.D.3), and Medical leaves, the employee shall retain and

30

continue to accrue seniority. 31

32

D. 1. // Employees who are certified as unable to work 33

during pregnancy by a healthcare provider will be considered on 34

Medical Leave of Absence. Employees who are granted Leave after

35

the birth of the child, or after a miscarriage, will be required to return

36

to work within // one hundred and twenty days (120) days after the

37

birth of the child or of a miscarriage, unless an extension is granted or 38

additional time is required under federal or state leave laws or as a 39

form of reasonable accommodation. Said extension may not exceed 40

an additional // sixty (60) days unless additional time is required under

41

federal or state leave laws or as a form of reasonable accommodation. 42

53

At the conclusion of her Leave, the employee must give the Company 1

three (3) weeks advance notice of the date she intends to return. 2

Regardless of the length of time of the Maternity Leave, a vacancy 3

created by a Maternity Leave shall be treated as a vacancy of less 4

than ninety (90) days under Article 10 of the agreement. The 5

employee will be returned to her former position unless it has ceased 6

to exist or is filled by a more senior employee who has exercised 7

displacement rights, in which case the employee will exercise her 8

seniority in accordance with Article 10 Par. A.4. 9

10

2. Employees who must leave work for Maternity or other 11

disability reasons will have the option of using or not using accrued 12

sick leave for all or for a portion of the disability period. Employees 13

may also use their earned vacation and/or compensatory time during

14

this period. Employees who elect to utilize accrued sick leave, earned

15

vacation, or compensatory time must inform the Company, and such

16

pay will be for a continuous period, at the beginning of the leave.

17

Regardless of the usage of sick leave, employees taking a Maternity 18

or other disability Leave of Absence must apply for any State disability 19

benefits that may be available prior to the employee being eligible for 20

any disability benefits provided by the Company. Such Company 21

disability benefits (sick leave or short term disability) may be received 22

in addition to State-provided disability benefits, provided the total of 23

State and Company weekly payments do not exceed the employee's 24

regular weekly wage income immediately prior to leaving work due to 25

the disability. 26

27

3. For all employees who do not qualify for parental leave 28

under Federal or State regulations, a personal Leave of Absence of 29

up to // one hundred and twenty days (120) days may be utilized for

30

the birth or adoption of a child. Such leave shall be treated as a 31

personal leave and granted upon request in conjunction with required 32

certification. Employees will be allowed to utilize any earned vacation

33

or compensatory time, for all or a portion, of the leave. Employees who

34

elect to utilize earned vacation or compensatory time must inform the

35

Company, and such pay will be for a continuous period, at the

36

beginning of the leave.

37

38

39

E. During periods of furlough, special consideration will be given to 40

requests for Leaves of Absence from senior employees when granting 41

such Leaves will result in the retention of qualified junior employees. 42

43

54

F. When more than one employee requests Leave of Absence 1

over the same period of time and the reasons for requesting the 2

Leaves are similar, company seniority within classifications shall 3

apply. Once an employee is granted a leave of absence they may not 4

be bumped by a senior employee requesting a leave for similar 5

reasons. 6

7

G. The Company and the Union will abide by the Selective Service 8

Act of 1950 as amended for any employees who serve in Active and 9

Reserve Armed Forces. 10

11

H. 1. Employees elected to positions in the service of the 12

Government of the United States or any political subdivision thereof, 13

shall be granted an indefinite Leave of Absence by the Company. An 14

employee on Leave of Absence for this purpose shall retain and 15

continue to accrue seniority but shall have no other employee benefits. 16

The employee will be compensated for any accrued vacation and will 17

retain whatever sick and occupational injury leave s/he had at the time 18

the Leave of Absence began. Thirty (30) days after the expiration of 19

his/her term of Government office, the employee shall report to work 20

or forfeit his/her seniority. 21

22

2. Employees accepting full time employment with the 23

Union as representatives of employees covered by this Agreement 24

shall be granted an indefinite Leave of Absence by the Company. Any 25

employee on Leave of Absence for this purpose shall retain and 26

continue to accrue seniority and other employee benefits as provided 27

herein. 28

29

a. The employee will continue to receive pass privileges, as 30

provided for all other employees covered by the Agreement. 31

32

b. The employee will be permitted to continue in the group 33

hospitalization, dental and life insurance programs 34

providing the employee reimburses the Company for the 35

active employee premium cost. 36

37

c. The employee will retain all accrued sick and occupational 38

injury time which s/he has in accrual at the commencement 39

of the Leave of Absence. 40

55

d. The employee will be permitted to continue in the Pension 1

Plan and the following shall apply: 2

I. Seniority for vesting purposes shall continue. 3

4

II. The employee will be permitted to contribute to the 5

Plan on a yearly basis in an amount which would 6

continue his/her benefits at the same rate as if 7

s/he were not on Leave of Absence. 8

9

e. All vacation in accrual at the time the Leave of Absence 10

commences will be paid to the employee, at his/her rate of 11

pay, on a special check issued within two (2) weeks after 12

the Leave commences. Upon the employee's return to the 13

service of the Company, the employee will accrue vacation 14

credit in accordance with his/her length of service. 15

16

f. Thirty (30) calendar days after termination of the 17

employment with the Union, the employee shall report for 18

work or forfeit his/her seniority. 19

20

I. Employees covered by this Agreement shall, upon returning 21

from an authorized Leave of Absence or extension thereof, be 22

returned to the bid location from which they left and to the position 23

(shift and days off) they held at the time they left on Leave of Absence, 24

s/he will exercise their seniority according to Article 10 A.4. 25

26

J. Any employee covered by this Agreement who engages in 27

gainful employment while on Leave of Absence without prior written 28

permission from the Company and Union, except employees on 29

special assignments in the interests of the Company, shall be deemed 30

to have resigned from the Company's service and his/her name will 31

be stricken from the seniority roster. 32

33

K. Any employee covered by this agreement on approved Leave 34

of Absence for Union business will continue to receive and accrue all 35

employee's benefits and wages, at the same rate as if they were on 36

the job (see Letter of Agreement #8). While in negotiations or voting 37

56

in conjunction with negotiations such employees will be considered to 1

be on day shift with Saturday and Sunday days off and their week will 2

start and end at midnight between Friday and Saturday. 3

4

57

ARTICLE 13, VACATIONS 1

2

A. The calendar year will be used to compute vacation allowances. 3

Employees shall accrue vacation credits based on their length of 4

service with the Company under this Agreement on the basis of the 5

scale set forth in "B" below. Vacation credits shall be accrued for each 6

month of employment prorated on the basis of the number of straight 7

time hours worked, or in the case of vacation, sick leave or Workmen's 8

Compensation, paid for by the Company under this Agreement, 9

versus 173.3 hours. Accrued vacation shall be available for use on 10

January 1 each year. No vacation credits may be earned in other ways 11

except that the Company may, at its discretion, approve personal 12

leaves of absence up to eighty (80) hours per month with accrual for 13

those hours not worked. Vacation credits will be compensated for at 14

the employee's base rate of pay. 15

16

B. On date of hire 6.67 hours/173.3 hrs. 17

On completion of five (5) years 10.00 hours/173.3 hrs. 18

On completion of twelve (12) years 13.33 hours/173.3 hrs. 19

On completion of eighteen (18) years 16.67 hours/173.3 hrs. 20

On completion of twenty-five (25) yrs. 20.00 hours/173.3 hrs. 21

One year equates to 2080 hours 22

23

C. On October 1 of each year, employees will be notified of the 24

amount of vacation they should be entitled to bid during the 25

forthcoming calendar year, and all employees will bid for their vacation 26

preference during the month of October according to their company 27

seniority, by classification at each bid location, at each station. In 28

order to bid vacation under this paragraph, a full time employee must 29

have a minimum of forty (40) hours of vacation credit for each week of 30

vacation bid, and a part-time employee must, for each week of 31

vacation bid, have a minimum number of vacation hours credit equal 32

to his/her or her weekly scheduled hours at the time the bid is 33

submitted. An employee shall make his/her selection in person or by 34

proxy within two (2) calendar days, or s/he shall forfeit his/her right to 35

select in turn and shall follow the last employee who has selected. It 36

is also understood that the leads of each classification will bid their 37

vacation along with the classification they lead (e.g., Lead CSA's will 38

bid along with CSA's) subject to the provisions of paragraph L. of this 39

Article. Approved vacation selections will be posted at the various 40

stations by November 15 and once posted, a senior employee will not 41

be permitted to take a vacation already assigned a junior employee. 42

58

D. Employees may accrue a maximum of three (3) years earned 1

vacation, except as set forth in Article 5, Paragraph G. and Article 13, 2

paragraph K. 3

4

E. Vacations will be bid in weekly increments. Employees with two 5

(2) or more weeks of vacation credit may split their vacation weeks. 6

Employees may bid two (2) separate periods during the first (1st) 7

round of bidding. Any remaining vacation may be bid in round two (2). 8

Only actual hours bid will be deducted from the employee’s vacation 9

hours (i.e. if there is a holiday during the week that is bid, those hours 10

will not be included in the vacation deduction.) 11

12

F. 1. Vacation shall commence with shift change closest to 13

twelve midnight at the beginning of the pay period. Employees shall 14

be allowed to bid days of their vacation on a day-at-a-time (D.A.T.) 15

basis, subject to the approval of their supervisors. Employees will also 16

be allowed to request hour-at-a-time (H.A.T.) vacation, subject to the 17

approval of their supervisors. Requests for "D.A.T." or "H.A.T." 18

vacation will be made no more than thirty (30) calendar days in 19

advance of the day requested and will be awarded according to 20

company seniority, by classification at each bid location, at each 21

station, no more than twenty-one (21) days, nor less than seven (7) 22

days prior. Once granted, the time will not be rescinded except in 23

accordance with paragraph J. below. 24

25

2. Employees will be allowed to donate day-at-a-time 26

(D.A.T.) earned vacation to another employee to use as paid time off 27

for catastrophic illness subject to management approval. 28

29

G. Employees will accrue vacation time while on paid sick leave 30

and emergency leave. 31

32

H. All accrued vacation pay will be paid to the employee upon 33

retirement; or to his/her estate or heirs upon death; or to the employee 34

upon termination, or to an employee on furlough. Upon layoff, the 35

employee will have the option of retaining vacation accrual, if s/he 36

notifies the Company in writing at least seven (7) calendar days prior 37

to the furlough date. After one (1) year on layoff s/he will be 38

reimbursed for this vacation time. 39

40

59

I. Vacation periods made available after the selection process is 1

completed (as set forth in paragraph C. of this Article) will be posted 2

for bid, with company seniority ruling. In order to bid vacation under 3

this paragraph, a full time employee must have a minimum of twenty-4

four (24) hours of vacation credit and a part time employee must have 5

a minimum of twelve (12) hours of vacation credit. Any difference 6

between the minimum vacation credit hours and the weekly schedule 7

will be treated as a leave of absence or the employee may use 8

accumulated compensatory time. The vacation period shall be posted 9

for a minimum of seventy-two (72) hours. 10

11

J. If a vacation period is cancelled by an employee changing jobs, 12

or if it is cancelled by the Company in writing, the employee will: 13

14

1. Select an open vacation period, if s/he has the maximum 15

three (3) year accrual, or if no open periods are available, s/he may 16

place his/her cancelled vacation period in accrual even though it 17

exceeds the three (3) year limit. 18

19

2. If s/he has less than the three (3) years accrual, s/he may 20

place his/her cancelled vacation in accrual or select an open vacation 21

period. 22

23

K. Vacation will be granted at the time most desired by employees, 24

based on company seniority by classification, but the right of allotment 25

of any vacation period is reserved to the Company in order to ensure 26

the orderly operation of its business. If any blocked out periods are 27

made available after the initial bidding, employees will, in the order of 28

company seniority, bid for these periods. The amount of vacation 29

weeks allowed in a calendar year shall be equal to or exceed the 30

vacation accrued by the group bidding. The Company has the right to 31

allot vacations in a manner to assure adequate lead coverage. 32

33

L. Employees will, with Company approval, be allowed to cancel 34

their vacation periods provided they give notice in writing to their 35

supervisor at least thirty (30) days prior to the beginning of their 36

vacation period. Affected vacation relief employee(s) will be given a 37

minimum of two (2) weeks notice of any resulting change in the 38

vacation schedule. If an employee cancels a vacation in accordance 39

with this paragraph and the Company makes it available for bid, the 40

vacation period will be posted for bid as soon as practicable after the 41

cancellation has been approved. 42

60

ARTICLE 14, SICK LEAVE 1

2

A. All employees will be credited with eight (8) hours of sick leave 3

for each month of their employment prorated on the basis of the 4

number of straight time hours worked versus 173.3 hours or, in the 5

case of vacation, sick leave, or Workmen's Compensation, paid for by 6

the Company under this Agreement. No sick leave credits may be 7

earned in other ways except that the Company may, at its discretion, 8

approve personal leaves of absence of up to eighty (80) hours per 9

month with accrual for those hours not worked. The employee will be 10

informed by the Company as to whether s/he will accrue sick leave 11

while on leave prior to commencing such leave. Probationary 12

employees may not utilize sick leave, however, they will accrue during 13

this period and will be credited retroactively after completion of their 14

probation. Sick leave may be accrued at the rate of eight (8) hours 15

per month as set forth above up to a maximum of 1,650 hours. 16

17

B. Sick leave may be retained but not accrued during periods of 18

lay off or leave of absence, provided such lay off or approved leave of 19

absence does not exceed five (5) years. 20

21

C. An employee shall report to his/her Supervisor that s/he is ill and 22

unable to work at least two (2) hours prior to the start of his/her shift if 23

at all possible (i.e. an employee injured on the way to work would be 24

unable to communicate). 25

26

D. One (1) day of paid sick leave will be granted for an annual 27

physical examination provided the employee substantiates the usage 28

with a Doctor's slip. 29

30

E. Payment for sick leave shall be based on the employee’s regular 31

straight time rate. 32

33

F. The employee and Union recognize their obligations to prevent 34

absence for other reasons than illness and injury, or other abuses of 35

the sick leave provisions, and pledge their wholehearted cooperation 36

to the Company to prevent abuse. Sick leave with pay will be granted 37

to those employees using the Chemical Dependency Program 38

provided for employees covered by this Agreement (See Letter of 39

Agreement #2). 40

41

61

G. On October 1, when vacation accrual is posted the amount of 1

sick leave accrued shall also be posted. 2

H. 1. In the event of death in an employee's immediate family, 3

a fourteen (14) calendar day leave of absence will be granted by the 4

Company upon request of the employee. Said leave shall be without 5

loss of pay provided the employee has sufficient sick leave to cover 6

their leave. If the employee doesn’t have sufficient sick leave they 7

may opt to use compensatory time, vacation time or take such time 8

unpaid. Immediate family shall be defined as an employee’s spouse, 9

// registered domestic partner, domestic partner’s child, child, 10

stepchild, grandchild, mother, step-mother, father, step-father, 11

grandparents, sister, brother, mother-in-law, father-in-law and // 12

registered domestic partner’s parents. Absences under this 13

paragraph will not be counted against an employees’ attendance 14

record. 15

16

2. Only days absent due to illness of the employee shall be

17

paid for from such allowed sick leave, except that, where an employee

18

is not otherwise permitted to use sick leave accrual to care for family

19

members, the employee will be allowed to use paid sick leave of up to

20

// six (6) days in each // calendar year due to // illness or hospitalization

21

of his/her // spouse/domestic partner, // child or domestic partner’s 22

child //. The use of paid sick leave shall be considered to mean time

23

for the employee to care for the spouse/domestic partner, // child or

24

domestic partner’s child. The Company may require verification in

25

writing //. The // six (6) days in each calendar year // may be expanded

26

by Company policy or law. (For current information on Company 27

policy, please contact Employee Benefits-SEAHB.) Absences under

28

this paragraph will not be counted against an employee’ attendance

29

record.

30

31

I. Occupational Injury Leave 32

33

1. Each full time employee covered by this Agreement shall,

34

on an annual non-cumulative basis, be awarded // one hundred twenty

35

(120) hours of occupational injury leave to be utilized in the event of

36

absence due to occupational injury or illness during each calendar 37

year. Each part-time employee will be awarded eighty (80) hours.

38

39

2. // The leave shall be expended on the basis of hourly

40

increments for time absent from work and shall compensate the

41

62

individual for the difference between Workman’s Compensation and

1

regular straight time rate (including longevity and shift differential), but

2

excluding overtime. After the exhaustion of said leave, an employee

3

may utilize accumulated sick leave on a prorated basis. 4

5

J. If the Company, at any time at its discretion, grants additional 6

sick leave or assistance to any employee, it shall not constitute a 7

precedence requiring additional sick leave or assistance in any other 8

case. 9

10

K. For retiree // sick leave cash out see Letter of Agreement 18.11

63

ARTICLE 15, TRANSPORTATION 1

2

A. Employees covered by this Agreement will be granted the same 3

transportation privileges on the Company system as may be 4

established by Company regulations for all personnel. The service 5

charge will be the same as for other employees of Alaska Airlines. 6

Transportation privileges for eligible retirees shall be established 7

through the Company Pass Policy. 8

9

B. Transportation while on medical leave of absence is governed 10

by System Regulations. 11

12

C. The System General Chair of the Union will be furnished with 13

free annual positive passes over the Company's system during their 14

terms of office for use when needed in connection with Union 15

business. The Executive Board Members of the Union will be 16

furnished with space available transportation. Employees officially 17

representing the Union as a member of the contract negotiating 18

committee to conduct joint section 6 negotiations shall receive on-line, 19

Company business, positive space, non-bumpable, service charge 20

waived passes as long as the flight on which they book is below 21

capacity at the time of booking.22

64

ARTICLE 16, GRIEVANCE RESOLUTION PROCEDURE 1

2

A. Structure 3

4

In order to properly administer this Agreement and to dispose of all 5

disputes or grievances which may arise under this Agreement, the 6

following resolution procedures shall be followed. 7

8

1. The Company and the Union, will each designate a 9

representative(s) at each location where persons covered by this 10

Agreement are employed who is empowered to settle all local 11

grievances. 12

13

2. The Union and Company will, at all times, keep the other 14

party advised through written notice, of any change in authorized 15

representatives. 16

17

3. The General Chair of the Union or his/her designee shall 18

be permitted at any time, to enter departments and facilities of the 19

Company for the purpose of investigating grievances and disputes 20

arising under this Agreement after contacting the Company officer in 21

charge and advising him/her of the purpose of his/her visit. 22

23

B. Grievance Review Board (see diagram page 73-A) 24

25

1. A Grievance Review process will be implemented 26

effective January 2000. This process will consist of three (3) meetings 27

a year, one (1) meeting occurring every four (4) months which will 28

discuss grievances filed and processed forward during the preceding 29

four (4) months. The periods will end April 30, August 31 and 30

December 31 and the reviews will be held the fourth week of May, 31

September and January. To be included in the Grievance Review, 32

grievances must have had the final decision rendered and appealed 33

by the twenty-fifth (25

th

) day of the last month of the period. The 34

Grievance Review Board will consist of a combination of two (2) 35

representatives of IAM District Office (consisting of a General Chair 36

and designee) and two (2) Company representatives (consisting of at 37

least one (1) individual from Labor Relations and another designated 38

individual). 39

40

2. One (1) week after the end of the period as stated in B.1. 41

above, Labor Relations and the District Office will exchange lists of 42

appealed grievances during the first week after the end of the months 43

listed in paragraph B.1 above. The first list from Labor Relations will 44

65

be exchanged with the Union three (3) business days after the end of 1

the month. This will be verified within five (5) business days of the list 2

exchange. Position papers will be exchanged between the parties on 3

or before the 15

th

of the month (May, September and January). If the 4

15

th

falls on a weekend or holiday, then it will be the next business day 5

after the 15

th

. Position papers will be limited to one (1) page front and 6

back and will consist of: 7

a. Question or questions at issue. 8

b. Statement of facts. 9

c. Position of employee or employees and relief 10

requested. 11

d. Position of the parties: The Company shall submit 12

the Company’s position and the Union shall submit the Union’s 13

position. 14

15

3. a. All grievance disputes reviewed during this process 16

will be resolved according to one (1) of the options below: 17

1) Granted 18

2) Withdrawn 19

3) Settled with or without precedence 20

4) Scheduled for either full or expedited 21

arbitration 22

23

b. When a grievance has been granted, withdrawn or 24

settled, the paperwork will be completed within thirty (30) days 25

from the closure of the Grievance Review Board. 26

27

c. Full or Expedited Arbitration: The parties will make 28

every effort to schedule grievances into expedited arbitration, 29

however, failure to do so will result in the grievance being heard 30

in full arbitration. 31

32

d. All arbitrations (full or expedited) scheduled will be 33

assigned a hearing date within fourteen (14) days following the 34

close of the Review Board. The parties will make every effort to 35

schedule the date prior to the next Review Board. 36

37

C. Contract Related Grievances 38

39

For the presentation and adjustment of contract related grievances 40

(not involving discipline or discharge of employees) the following 41

procedure will apply. 42

43

66

1. The Shop Steward or employee will make every 1

reasonable effort to first discuss the matter with the employee’s 2

immediate supervisor and endeavor to arrive at a satisfactory 3

settlement of the matter. If a satisfactory settlement is not reached, 4

the Shop Steward may file a grievance which will be handled in 5

accordance with C.2. and C.3. below. 6

7

2. After exhausting the procedure in C.1. above, an 8

employee or employees may file a grievance in connection with the 9

terms of this Agreement and shall within twenty (20) calendar days of 10

the occurrence, or twenty (20) calendar days of reasonable first 11

knowledge thereof, present the grievance to his/her Shop Steward 12

and immediate supervisor, or designee, on a standard grievance form. 13

The parties shall meet within seven (7) calendar days, and every effort 14

shall be made to arrive at a satisfactory resolution with the decision 15

being rendered within ten (10) calendar days. The requirement for a 16

written decision may be waived by mutual agreement in writing. 17

18

3. If not resolved in C.2. above, the General Chair or his/her 19

designee may appeal the grievance to the Grievance Review Board 20

for consideration within // thirty (30) calendar days of the date of the

21

decision rendered in C.2. above. 22

23

D. Discipline Grievances Involving Unsatisfactory Attendance 24

25

1. a. An Oral Warning, Written Warning and Final 26

Warning will be deemed to have been grieved in a timely fashion 27

by the employee to whom it was issued and timely appealed to 28

the System Board of Adjustment. It will also be deemed to have 29

been heard and denied by the appropriate hearing officer in a 30

timely fashion as required by the provisions in Article 16.E. 31

Therefore, an employee is not required and will not be expected 32

to file a written grievance challenging the issuance of discipline. 33

34

b. No specific review of discipline will be contractually 35

required unless the Union has filed a written grievance pursuant 36

to paragraph 3 below or the employee is later terminated for 37

unsatisfactory attendance reliability and properly grieves such 38

event. In such an event, the termination action and all previous 39

discipline will be subject to review by the System Board of 40

Adjustment. 41

42

67

2. A copy of any discipline issued to an employee will be 1

retained in the employee’s local file and a copy will be furnished to the 2

employee’s local union representative or Chief Shop Steward. An 3

employee and/or his/her union representative, upon authorization by 4

the employee, will be permitted to review his/her local attendance 5

records and discipline. 6

7

3. The Union reserves the right to file written grievances 8

(which will be subject to the normal grievance procedures) contesting 9

the validity of the information used by the Company in issuing 10

attendance discipline. 11

12

E. Discipline Grievances not including Suspension or Discharge 13

14

In the case of any discipline not involving loss of pay (oral warning, 15

written warning and final warning), the following procedure shall apply. 16

17

1. No employee who has completed his/her probationary 18

period, as set forth in Article 9, will be disciplined without first being 19

advised of the charges and extent of discipline, in writing with a copy 20

to the local Union representative within twenty (20) calendar days of 21

the alleged incident, or twenty (20) calendar days of reasonable first 22

knowledge of the incident. The twenty (20) calendar days does not 23

include days in which the employee is not at work except for his/her 24

scheduled days off. Not later than seven (7) calendar days after 25

receipt of the above notice, the employee may request a hearing and 26

such hearing will be conducted no later than seven (7) calendar days 27

after the employee's request. The employee may be represented at 28

such hearing by the Local Shop Steward and/or the Union General 29

Chair or his/her designee. The Company representative conducting 30

such hearing shall not be the person preferring the charges. Oral and 31

written evidence may be introduced at such hearings and witnesses 32

may be required to testify under oath. The employee and the Union 33

may, upon request, examine the employee's personnel record prior to 34

such hearing. 35

36

2. Initial Hearing 37

Within ten (10) calendar days after the close of such 38

hearing, the Company shall render its decision in writing and shall 39

furnish the employee and his/her accredited Union representative a 40

copy thereof. The requirement for a written decision may be waived 41

by mutual agreement in writing. 42

43

3. Secondary Hearing 44

68

If not satisfactorily settled, the General Chair or his/her 1

designee may appeal for consideration to the appropriate Company 2

officer, or his/her designee, for review within // thirty (30) calendar days

3

of the date of the decision rendered in paragraph D.2. above. A 4

meeting will be held within ten (10) calendar days and a decision 5

rendered by the appropriate Company officer or his/her designee 6

within seven (7) calendar days. In the event the issue(s) is not settled 7

satisfactorily, the grievance may be appealed to the Grievance Review 8

Board as described in paragraph B. above. 9

10

F. Suspension and Discharge Grievances 11

12

In the case of an action involving discipline resulting in the loss of pay 13

(suspension and discharge), the following procedure shall apply. 14

15

1. No employee who has completed his/her probationary 16

period, as set forth in Article 9, will be disciplined without first being 17

advised of the charges and extent of discipline, in writing with a copy 18

to the local Union representative within twenty (20) calendar days of 19

the alleged incident, or twenty (20) calendar days of reasonable first 20

knowledge of the incident. The twenty (20) calendar days does not 21

include days in which the employee is not at work except for his/her 22

scheduled days off. Not later than seven (7) calendar days after 23

receipt of the above notice, the employee may request a hearing and 24

such hearing will be conducted no later than seven (7) calendar days 25

after the employee's request. The employee may be represented at 26

such hearing by the Local Shop Steward and/or the Union General 27

Chair or his/her designee. The Company representative conducting 28

such hearing shall not be the person preferring the charges. Oral and 29

written evidence may be introduced at such hearings and witnesses 30

may be required to testify under oath. The employee and the Union 31

may, upon request, examine the employee's personnel record prior to 32

such hearing. 33

34

2. Initial Hearing 35

Within seven (7) calendar days after the close of such 36

hearing, the Company shall render its decision in writing and shall 37

furnish the employee and his/her accredited Union representative a 38

copy thereof. The requirement for a written decision may be waived 39

by mutual agreement in writing. 40

41

3. Secondary Hearing 42

If not satisfactorily settled, the General Chair or his/her 43

designee may appeal for consideration to the appropriate Company 44

69

officer, or his/her designee, for review within thirty (30) calendar days

1

of the date of the decision rendered in paragraph F.2. above. A 2

meeting will be held within ten (10) calendar days and a decision 3

rendered by the appropriate Company officer or his/her designee 4

within seven (7) calendar days. In the event the issue(s) is not settled 5

satisfactorily, the General Chair may appeal to arbitration within thirty 6

(30) calendar days. Once Labor Relations receives the appeal, the 7

case will be scheduled for arbitration no later than twenty-one days 8

after receipt. The arbitration will be scheduled no earlier than thirty 9

(30) calendar days after the appeal is received, and heard within one 10

hundred twenty (120) calendar days from the date of the appeal, 11

unless no date in this time frame is available from an arbitrator 12

selected under paragraph I, below. In such instance, the hearing will 13

be scheduled at the first date available from a member of the panel. 14

15

G. If, as a result of a hearing, it is found the suspension or 16

discharge was not justified, the employee shall be reinstated without 17

loss of seniority and made whole for any loss of pay and benefits s/he 18

suffered by reason of his/her suspension or discharge and his/her 19

personnel records shall be corrected and cleared of such charge. In 20

determining the amount of back wages due an employee who is 21

reinstated as a result of the procedures outlined in this Agreement, the 22

maximum liability of the Company shall be limited to the amount of 23

normal wages and benefits s/he would have earned at straight time 24

pay in the service of the Company had s/he not been discharged or 25

suspended. 26

27

H. Grievances - General Information 28

29

1. If any dispute is settled in any of the steps as outlined in 30

this Article, the Union shall so advise the Company in writing. 31

32

2. When it is mutually agreed that a stenographic report is to 33

be taken by a public stenographer of any hearing provided for in this 34

Agreement, the cost will be borne equally by both parties to the 35

dispute. When it is not mutually agreed that a stenographic report of 36

the proceedings be taken by a public stenographer, the stenographic 37

record of any such hearing may be taken by either of the parties to the 38

dispute. A copy of such stenographic record will be furnished to the 39

other party to the dispute upon request at prorate cost. The cost of 40

any additional copies requested by either party shall be borne by the 41

party requesting them whether the stenographic record is taken by 42

mutual agreement or otherwise. 43

44

70

3. The time limits set forth in this Article may be extended by 1

mutual written agreement. 2

3

4. If either party fails to comply with the time limits set forth 4

in this Article, it shall result in the grievance being settled in favor of 5

the other party. 6

5. Stewards will be permitted, after reporting to their 7

supervisor, a reasonable and necessary amount of time during work 8

hours to investigate an issue or present grievances without loss of pay. 9

In the event it is necessary to go to another Department, they will 10

report in with the supervisor of the other Department. 11

12

6. Necessary hearings called by the Company shall, insofar 13

as possible, be conducted during regular business hours. Whenever 14

possible, all first step hearings will be conducted within the shop 15

steward’s scheduled shift. All stewards, and witnesses necessary for 16

a proper hearing will be compensated at straight time rate for all time 17

spent attending such hearing. 18

19

7. Disciplinary letters not involving a suspension in an 20

employee's personnel file will be removed from the personnel file and 21

will not be utilized for the basis of further disciplinary action if there 22

have been no further discipline letters within one (1) year. All letters 23

of discipline in an employee's personnel file will become null and void 24

and removed from the personnel file if a two (2) year period has 25

passed during which the employee receives no additional disciplinary 26

letters. 27

28

8. Rejected offers made by the Company or the Union for 29

settlement of employee complaints and grievances will be of no value 30

and will be inadmissible in any grievance or System Board of 31

Adjustment hearing. Settlements of complaints and grievances will 32

not, unless expressly so stated in writing and approved by the 33

President/Directing General Chair of the District Lodge and the 34

Company, be of any value in the interpretation of this Agreement, nor 35

will they set or be of any value as precedent for the handling of other 36

similar matters, and they will be without prejudice to either the position 37

of the Company or the Union on the issues raised. 38

39

9. Either party may withdraw or settle a grievance at any 40

time, and this shall not set a precedent on the merits of grievances 41

filed in the future on a similar matter. 42

43

71

10. Prior to taking any action under this Article, the Company 1

may withhold an employee from service without loss of pay. 2

3

11. If at any time during an investigation the Company 4

interviews an employee and the subject of that interview may lead to 5

discipline or discharge of that employee, s/he may request the 6

presence of the shop steward during that interview. If the shop 7

steward is not available, an appointed alternate may act in his/her 8

place. 9

10

I. System Board of Adjustment 11

12

1. In compliance with Section 204, Title 2 of the Railway 13

Labor Act, as amended, there is hereby established a System Board 14

of Adjustment, hereinafter referred to as "The Board," for the purpose 15

of adjusting and deciding disputes or grievances which may arise 16

under the terms of this Agreement, and which are properly submitted 17

to it after exhausting the procedure for settling disputes. 18

19

2. The Board shall be composed of a Company member, a 20

Union member and a neutral referee selected by the Company and 21

the Union. Unless the Company and the District Lodge agree upon a 22

combination of cases to be presented, each case presented to the 23

Board shall be treated as a separate case. The Board shall meet and 24

consider each Grievance properly appealed to it at a time and place 25

set by mutual agreement of the parties. If either party shall fail to 26

appear, the grievance shall be deemed settled in favor of the other 27

party. 28

29

3. The neutral member of the Board shall preside at 30

meetings and hearings of the Three (3) Person Board. It shall be the 31

responsibility of the neutral to guide the parties in the presentation of 32

testimony, exhibits and argument at hearings to the end that a fair, 33

prompt and orderly hearing to the dispute is afforded. The Board shall 34

meet in the city where the general offices of Alaska Airlines are 35

maintained unless a different place of meeting is agreed upon by the 36

Board and the parties. 37

38

4. The Board shall have jurisdiction over disputes between 39

any employee or employees covered by this Agreement and the 40

Company growing out of grievances or out of interpretation or 41

application of any of the terms of this Agreement. The jurisdiction of 42

the Board shall not extend to proposed changes in hours of 43

72

employment, basic rates of compensation or working conditions 1

covered by this Agreement or any Amendment hereto. 2

3

5. The Board shall consider any dispute properly submitted 4

to it by the General Chair of the Union or his/her designee, or by the 5

Representative of the Company. Disputes introduced by the Union 6

shall have been processed in accordance with the terms provided for 7

in this Article. 8

6. All disputes involving suspensions and discharges 9

referred by the Union to the Board for consideration shall be filed with 10

the Company's Vice President in charge of Labor Relations by a 11

Notice of Appeal which must be postmarked within thirty (30) days 12

after final decision in the last step of the grievance procedure set forth 13

in this Article. A copy of the submission as defined below will be 14

included with the notice of appeal sent to the Company's Vice 15

President in charge of Labor Relations. All disputes properly referred 16

by the Company to the Board for consideration shall be filed with the 17

President/Directing General Chair of the District Lodge by a Notice of 18

Submission which must be postmarked within thirty (30) days after the 19

Vice President in charge of Labor Relations knew or should 20

reasonably have been expected to know of the cause giving rise to the 21

dispute. Both parties will submit to the Board a statement of the case 22

which shall include: 23

24

a. Question or questions at issue. 25

b. Statement of facts. 26

c. Position of employee or employees and relief 27

requested. 28

d. Position of the parties: The Company shall submit 29

the Company’s position and the Union shall submit the Union’s 30

position. 31

32

7. Employees covered by this Agreement may be 33

represented at Board hearings by such person or persons as they may 34

choose and designate, in conformance with the constitution of the 35

Union, and the Company may be represented by such person or 36

persons as they may choose and designate. Evidence may be 37

presented either orally or in writing, or both. 38

39

8. A majority vote of all members of the Board shall 40

constitute a decision which shall be final and binding on the parties. 41

The decision of the Board shall be rendered within sixty (60) days of 42

73

the close of the hearing, or if briefs are filed, within sixty (60) days of 1

receipt of briefs. 2

3

9. Nothing herein shall be construed to limit, restrict or 4

abridge the rights or privileges accorded either to the employees or to 5

the Company, or to their duly accredited representatives, under the 6

provisions of the Railway Labor Act, as amended. 7

8

J. System Board of Adjustment Selection 9

The Company and the Union shall meet yearly, during the first 10

week of October, to agree upon the selection of neutral members to 11

sit with the Board in the consideration and disposition of pending 12

cases during the following year for both full and expedited arbitration 13

cases. A total of twenty (20) neutrals will be selected: ten (10) for full 14

arbitration cases and ten (10) for expedited arbitration cases. If the 15

number of panel members so selected does not equal a minimum of 16

ten (10), the parties shall select from the remaining names until a 17

minimum of ten (10) arbitrators have been selected. Any nominee 18

appearing on both lists will automatically be included on the list of ten 19

(10). The selection process shall be accomplished by the parties 20

alternately striking from the other parties list. The first strike shall be 21

determined by a coin flip. Upon selection of the panel, the parties will 22

contact the twenty (20) neutrals and reserve hearing dates mutually 23

agreeable for the Company, the Union and the neutral for the following 24

year. After a schedule of hearing dates is established for each neutral, 25

the Company and the Union will mutually agree during the Grievance 26

Review Board the particular case to be heard on each hearing date. 27

Said neutral shall be scheduled to hear the specific case (either for a 28

full or expedited arbitration) on his/her first available date. Either party 29

may terminate the services of a neutral by written notification to that 30

neutral with copy to the other party, except for cases already 31

scheduled before that neutral. If the number of neutrals falls below 32

twenty (20) the parties will meet to bring the total number to at least 33

twenty (20). 34

35

K. System Board of Adjustment - Miscellaneous 36

37

1. No matter shall be considered by the Board which has not 38

first been fully processed in accordance with the grievance and appeal 39

provisions of this Agreement. 40

41

74

2. The Board shall maintain a complete record of all matters 1

submitted to it for its consideration and of all findings and decisions 2

made by it. 3

4

3. Each of the parties hereto will assume the compensation, 5

travel expense and other expenses of the Board members selected by 6

it. 7

8

4. Each of the parties hereto will assume the compensation, 9

travel expense and other expenses of the witnesses called or 10

summoned by it. Witnesses who are employees of the Company shall 11

receive positive space transportation over the lines of the Company 12

from the point of duty or assignment to the point at which they must 13

appear as witnesses and return, to the extent permitted by law. 14

15

5. The Company Board member and the Union Board 16

member, acting jointly, shall have the authority to call witnesses and 17

to incur such other expenses as in their judgment may be deemed 18

necessary for the proper conduct of the business of the Board, and 19

such expense shall be borne one-half (1/2) by each of the parties 20

hereto. Board members who are employees of the Company shall be 21

granted necessary leaves of absence for the performance of their 22

duties as Board members. Board members shall be furnished positive 23

space transportation over the lines of the Company for the purpose of 24

attending meetings of the Board, to the extent permitted by law. 25

26

6. It is understood and agreed that each Board member shall 27

be free to discharge his/her duty in an independent manner, without 28

fear that his/her individual relations with the Company or with the 29

Union may be affected in any manner by any action taken by him/her 30

in good faith in his/her capacity as a Board member. 31

32

7. All time limits regarding system boards in this Article are 33

calendar days unless otherwise specified and may be extended due 34

to a substantiated emergency such as an accident, death, or serious 35

illness, or by mutual agreement in writing. 36

37

L. Expedited Arbitration 38

39

1. The Grievance Review Board will meet as outlined in 40

paragraph B. of this Article, and will identify specific cases which the 41

parties agree to arbitrate under the expedited rules contained in this 42

Article. 43

44

75

2. The parties shall agree to both a date(s) and a neutral to 1

hear these cases under the expedited rules. 2

3

3. No discharge or suspension case may be heard under 4

this procedure. 5

6

4. All decisions will be final and binding. 7

8

5. All decisions will be without precedent unless mutually 9

agreed to by the parties in advance. 10

11

6. Each party will be limited to a maximum of two (2) hours 12

of presentation in each case. This includes opening statement, direct, 13

cross, re-direct, re-cross, summation, etc. Each party may decide how 14

to allocate its own time. A stopwatch system will be employed. 15

16

7. No transcripts will be taken except in precedent setting 17

cases. 18

19

8. No written briefs may be filed. 20

21

9. Oral decisions will be rendered at the close of the hearing 22

day and written decisions will be rendered within three (3) business 23

days of the close of the hearing, with the exception of precedent 24

setting cases, but no longer than thirty (30) calendar days. 25

26

10. Executive sessions may be waived by mutual agreement, 27

but if conducted will be limited to thirty (30) minutes per case. 28

29

11. A Company appointed Board member and a Union 30

appointed Board member will hear these cases with the neutral. 31

32

12. The parties will meet after each expedited case session 33

to discuss the mutual benefit of adding to, deleting from, or amending 34

these rules to further expedite the proper resolution of cases 35

75-A

76

ARTICLE 17, SAFETY AND HEALTH 1

2

A. No employee will be required to lift weights beyond his/her 3

capability or to work under unsafe or unsanitary conditions and shall 4

not be subject to discipline if these conditions exist. 5

6

B. In accordance with System Regulations, local, state, and/or 7

federal laws and regulations, joint safety committees, composed of an 8

equal number of Union representatives and Company representatives 9

will be established at each location on the system, where employees 10

covered by this Agreement are employed. The purpose of the Safety 11

Committees shall be to hold monthly meetings and to provide a forum 12

for employees to bring forward their safety and health concerns and 13

work together toward hazard abatement, compliance with regulatory 14

requirements, the prevention of employee injuries/illnesses, 15

passenger injuries/illnesses and damage to company property or 16

environment. It shall be the duty of the Company to determine if 17

applicable State and Municipal safety and sanitary regulations are 18

complied with, and to make recommendations for the maintenance of 19

appropriate safety and sanitary standards. Safety Committee 20

meetings shall: 21

22

1. Review of safety/health and environmental inspection reports 23

and assist in correction of identified unsafe conditions and practices. 24

25

2. Evaluate accident investigations conducted since the last 26

meeting to determine if the cause of the unsafe acts or unsafe 27

condition involved was properly identified and corrected. 28

29

3. Evaluate accident and illness prevention program with a 30

discussion of recommendations for improvement where indicated. 31

32

Minutes of each committee meeting shall be prepared and filed for a 33

period of at least one year and shall be made available for review. The 34

subjects discussed and attendance of the members shall be 35

documented. Minutes shall be posted for all affected employees to 36

review. Copies of minutes shall be sent to the Company’s 37

Occupational and Operational Safety Department. (“OOSD”). Safety 38

Committee members shall be paid their normal straight time hourly 39

rate for their attendance at official joint safety committee meetings held 40

during their working hours. The General Chair shall be provided 41

copies of minutes upon request to the OOSD.

42

77

C. The Company will make available to employees a pair of 1

hearing protectors (earmuff type) at one-half (1/2) the Company's cost. 2

Replacements will be issued on a one-half (1/2) cost basis if the old 3

protectors are turned in. Also, the Company will make available to 4

employees a pair of ear plug type hearing protectors at no cost to the 5

employee upon request. 6

7

D. Employees entering the service of the Company may be 8

required to take a physical examination specified by the Company. 9

The cost of such examination will be paid for by the Company. 10

Thereafter, the Company may request an employee to submit to 11

further physical examination, with five (5) days written notice, during 12

the course of his/her employment or recall to service after a lay-off or 13

any absence of over six (6) months. The cost of such further 14

examination shall be paid by the Company. If it becomes necessary 15

to hold an employee out of service due to his/her physical condition, 16

the Union will, on the employee's request be fully informed of the 17

circumstances and every effort will be made to return the employee to 18

service at the earliest possible date. 19

20

E. Employees who are pregnant and operate Cathode Ray Tubes 21

in the normal conduct of their job shall be granted a leave of absence 22

for the duration of their pregnancy if they so request. 23

24

F. Employees will be subject to drug testing as outlined in the 25

Company's System Regulations governing drug and alcohol abuse. 26

27

G. The Company shall investigate the cause of any incidents which 28

result in work-related injuries to employees. Summaries of those 29

investigations and corrective actions taken (if any are necessary) shall 30

be made available to the General Chair upon request. 31

32

H. The Company will make every reasonable effort to create a work 33

environment free from violence and hostility. The Company will 34

provide employee training on conflict resolution procedures as they 35

may relate to incidents of violence and hostility. The training program 36

procedures and incident reporting system will be developed by the 37

Company. The Company shall work with the Union to identify possible 38

programs and mechanisms, which will further contribute to developing 39

a safe environment for all employees. Upon prior request from the 40

General Chair, incident reports will be made available.

41

78

ARTICLE 18, GENERAL AND MISCELLANEOUS 1

2

A. A personnel file shall be maintained for all employees by the 3

Company. In some instances, a location personnel file and a location 4

training file may also be maintained. An employee may review these 5

files as well as the Supervisor's Records of Discussion regarding job 6

performance and attendance upon request, within the confines of the 7

normal office hours. Nothing of a derogatory nature shall be entered 8

into an employee's personnel files without first giving the affected 9

employee the opportunity to sign such material and provide a copy of 10

the material to the employee. Customer complaint letters and 11

accounting discrepancy notices will be purged from the files after one 12

(1) year unless they were the basis of disciplinary action, in which case 13

they shall be removed from the personnel file at the same time as the 14

related discipline. 15

16

B. Any employee leaving the service of the Company will, upon 17

request, be furnished with a letter setting forth the Company's record 18

of his/her qualifications and stating his/her length of service. 19

20

C. 1. The Company shall provide the initial basic uniform and pay 21

all costs associated with the issuance, basic tailoring, required 22

exchange of unworn garments, shipping, etc. of such uniform. The 23

initial basic uniform allowance will be one hundred twenty five (125) 24

points at the time of hire or initial entry into the CSA classification. 25

Upon successful completion of probation, the Company shall provide 26

a uniform allowance of seventy five (75) points for additional pieces 27

and replacements during the remainder of the calendar year. On 28

January 1st of each year, the uniform allowance for all non 29

probationary uniformed employees will be reset to the full allotment of 30

one hundred twenty five (125) points to be used for replacements 31

during such calendar year. The normal life of the uniform pieces will 32

be considered to be two (2) years for the hard finish items and one (1) 33

year for blouses and shirts. The cost of any additional pieces or 34

accessory items in excess of the allowance shall be borne by the 35

employee. 36

37

2. The style of a uniform shall be considered to have a life 38

of two (2) or more years. Prior to changing a uniform, the Company 39

will consult with a committee representing the employees and the 40

committee's recommendations will be given consideration in the 41

selection process. In the event of a complete uniform style change, 42

the Company will provide each employee with a uniform allowance of 43

79

two hundred (200) points for the purposes of ordering the new basic 1

uniform pieces. 2

3

3. The basic uniform shall consist of any combination of the 4

following items and/or additional optional uniform pieces as defined in 5

the Customer Service Manual: 6

7

a. Uniform Piece Point Value Per Item 8

Jacket 25 Points 9

Trousers/Shorts 15 Points 10

Skirt 10 Points 11

Shirt 10 Points 12

Vest 15 Points 13

Belt 5 Points 14

Scarf or Tie 5 Points 15

16

b. Maternity Uniform pieces will be available as optional 17

pieces. 18

19

c. Optional uniform pieces will not exceed twenty five (25) 20

points unless the Company and the Union agree to an 21

exception. 22

23

4. All employees must comply with company approved 24

uniform combinations and guidelines as published in the Customer 25

Service Manual. 26

27

5. In locations where Station Agents are utilized, in addition 28

to the CSA uniform provided, Ramp Service Agent uniforms and 29

accessories will be provided, as needed, upon request, per IAMAW 30

ASA RSSA Contract – Article 18. 31

32

6. Employees may wear a Union insignia pin approved by 33

the Company. Pin placement for uniformed employees shall be 34

identified in the Customer Service Manual. 35

36

D. Employees shall notify the Company in writing of any change of 37

address or phone within ten (10) days of such change. 38

39

E. Each employee covered by this Agreement shall be issued a 40

printed copy of this Agreement. Any changes or additions from the 41

previous Agreement will be underlined. The cost of printing such 42

booklet shall be borne by the Company. The booklet shall be printed 43

80

and distributed within sixty (60) days of the signing of the Contract and 1

shall contain a Table of Contents and Index. 2

3

F. The Company agrees to pay employees on jury duty the 4

difference between the jury pay actually received and normal straight 5

time pay which would have been earned during the period of such 6

duty. Employees summoned for jury duty will be assigned to day shift, 7

not to exceed eight (8) hour work days, with Saturdays and Sunday 8

off unless otherwise mutually agreed upon by the supervisor and the 9

employee. On days when actual jury duty is performed, the 10

employee’s shift start time will be considered the employee’s court 11

report time. On days when the employee does not have to report for 12

jury duty, his/her start time will be the same as his/her report time for 13

jury duty. The weekend will commence at the beginning of the first 14

week of jury duty. Reasonable accommodation will be made prior to 15

the beginning of jury duty to ensure legal rest without loss of pay. 16

Employees agree to return to work on those days when excused from 17

jury duty prior to the midpoint of their shift with the total combination 18

of jury duty and work time will not be scheduled to exceed eight (8) 19

hours. At locations where state, county, city, borough, or local courts 20

have odd hours, irregular schedules, or where the jury duty obligation 21

is less than four (4) days a week, the Company will adjust the 22

employee’s daily work schedule so that they may perform their civic 23

duties. Employees will resume their regularly scheduled shift on the 24

Saturday following their release from jury duty. 25

26

G. The Company will provide inclement weather gear, where 27

required, for use by those employees required to meet or depart 28

aircraft. 29

30

H. The Company shall provide free parking for employees under 31

this Agreement at all locations where they are employed other than 32

City Ticket Offices. 33

34

1. The Company is required to meet with a committee

35

appointed by the PDGC or his/her designee to address parking

36

concerns, issues, and solutions. This committee will meet on a

37

quarterly basis, or more often as needed.

38

39

40

I. Employees covered by this Agreement stationed at Ketchikan, 41

who must commute from the ferry terminal on Revillagigedo Island to 42

the Airport terminal on Gravina Island, will receive a ferry pass. 43

44

81

J. The Company may establish reasonable personal standards for 1

appearance and safety. 2

3

82

ARTICLE 19, WAGE RULES 1

2

A. The minimum hourly rates set forth on Schedule "A" attached 3

hereto and made a part of this Agreement shall prevail on and after 4

the effective date of this Agreement. 5

6

B. No employee shall suffer any reduction in hourly rate as a result 7

of this Agreement, and nothing in this Agreement shall be construed 8

to prevent increases in individual rates or classifications over and 9

above the minimum specified. 10

11

C. Employees shall be paid on alternate Fridays during their 12

regular working hours. The payment on such Fridays shall include 13

normal wages due through the preceding Friday. Swing shift 14

employees, and employees whose shifts end at 4:00 p.m. or later, who 15

have Fridays as scheduled days off, shall receive their pay at the end 16

of their shift which commences on Thursday. Every effort will be made 17

to ensure the prompt re-issue of any missing paychecks. 18

19

D. Should the regular pay day fall on a legal holiday recognized by 20

this Agreement, employees will be paid on the day preceding such 21

legal holiday. 22

23

E. Paychecks will include a statement of all wages and deductions 24

made for the pay period, compensatory time balance, and balance of 25

vacation time. 26

27

F. Employees leaving the service of the Company with proper 28

notice will be given their final check within forty-eight (48) hours after 29

final clearance at points where payroll offices are located or mailed 30

within seventy-two (72) hours at other points, or earlier when possible. 31

32

G. Where there is a shortage equal to one-half day's pay or more 33

in the pay of an employee, and such shortage is the result of a 34

Company error, a special check will be issued at the Company's 35

General Offices by the Company within five (5) accounting working 36

days after notification to the Company regarding the shortage. 37

38

H. Employees working in a higher pay grade shall receive the rate 39

of pay for that classification for all time worked in that classification 40

with a minimum of two hours. 41

42

83

I. When an Accounting Manager is absent, the Company may 1

optionally appoint a Lead Accounting Specialist to perform the 2

Manager's functions. If a Lead is specifically appointed to perform the 3

Manager's functions during his/her absence, s/he will be compensated 4

an additional premium equal to the appropriate Lead Specialist rate of 5

pay as outlined in Schedule A for those hours s/he performed the 6

Manager's functions. 7

8

J. When an employee is reclassified s/he will commence receiving 9

the new rate of pay beginning on the first day s/he actually begins work 10

in the new classification. 11

12

K. When moving between divisions or classifications, current step 13

will be maintained. Employees who transferred previous to this 14

agreement will be placed in the appropriate step of their highest 15

seniority upon their next transfer between classifications. 16

17

1. Should there be future new hire wage exceptions, the

18

Company and the Union will meet and discuss a necessary exception.

19

Employees will progress from the step they are hired in on the pay

20

scale. In addition, any employee in such a location that may be at a

21

lower step on the pay scale will be raised to the new wage rate. If an

22

employee transfers from such a location, they will return to the step on

23

the pay scale based on seniority per Article 19.R. These wage rates

24

are not transferable should someone change location, regardless of

25

the reason.

26

27

L. Lead Differential 28

29

1. Effective on // August 10, 2019, the Lead Differential will

30

be // two dollar and // twenty-five cents (// $2.25) per hour.

31

32

2. // 33

34

M. After the May 20, 1995 signing of the agreement, current 35

employees as of that date (and new hires) who successfully bid (or 36

are hired) to the state of Alaska on or before July 4, 1995 will be 37

eligible to receive the Alaska Differential. Also, employees currently 38

receiving the Alaska Differential, who are involuntarily required to 39

relocate to the Lower 48, shall maintain their eligibility for the Alaska 40

Differential in the event they are subsequently successful in returning 41

to Alaska. Additionally, if current employees as of May 20, 1995, 42

involuntarily relocate to Alaska after July 4, 1995 due to a reduction in 43

force, they will be eligible to receive the Alaska Differential until they 44

84

can return to the Lower 48. The following Alaska differential rates 1

apply: 2

3

1. Employees hired prior to October 1, 1985 receive a 4

differential of one dollar and ninety cents ($1.90) per hour. 5

6

2. Employees hired between October 1, 1985 and July 4, 7

1995 receive a differential of one dollar ($1.00) per hour. 8

N. 1. Effective on January 1. 2014, the Trainer differential will 9

be one dollar and fifty cents ($1.50) per hour. 10

11

2. Effective on August 10. 2019, the Departure Coordinator 12

differential will be one dollar and // fifty cents ($1.50) per hour.

13

14

O. 1. All COPS employees at the Nome, Kotzebue, Barrow, 15

Cordova, Bethel, Wrangell, Petersburg, and Yakutat stations, shall

16

receive a location differential, which at the contractual wage start rate 17

will be // eight dollars and fifty cents ($//8.50) per hour. This differential

18

will be reduced by .25 cents ($.25) per hour beginning at step // two,

19

then reduced by .25 cents ($.25) per hour at step four, and then

20

reduced by .25 cents ($.25) per hour at each step beginning at step

21

five and will be// six dollars // ($//6.00) per hour at the // twelfth (12

th

) 22

step. When an employee transfers out of these stations, s/he shall 23

revert to the appropriate rate of pay for his/her classification under this 24

Agreement. (see chart in Schedule A)

25

26

2. All COPS employees at Oakland, San Francisco and San 27

Jose shall receive a two dollar ($2.00) per hour location differential. 28

When an employee transfers out of these stations, s/he shall revert to 29

the appropriate rate of pay for his/her classification under this 30

Agreement. 31

32

3. All COPS employees at the Los Angeles station, shall

33

receive a location differential which at the contractual wage start rate

34

will be two dollars ($2.00) per hour. This differential will be reduced

35

by .20 cents ($.20) per hour per hour at step 2, then reduced by .20

36

cents ($.20) per hour at step 4, and then reduced by .20 cents ($.20)

37

per hour at each step beginning at step five at each step until it

38

disappears into the basic wage scale.

39

40

P. Any employee who has been properly trained and is responsible 41

for and required to perform a Hazwoper Spill Clean Up shall receive a 42

pay premium of four dollars ($4.00) per hour for all time physically 43

85

accomplishing the clean up and related paperwork. Environmental 1

Affairs will be responsible for determining the appropriate method to 2

clean up a Hazwoper spill (i.e., in house or specialized spill 3

contractor).

4

5

Q. Employees under the COPS Agreement shall participate in the 6

Company’s Performance Based Pay (PBP) Plan as outlined in the 7

approved plan. 8

9

R. Schedule A, Wage Scales, list the pay progression steps under 10

this labor agreement for all classifications. For purposes of 11

progressing onto the next pay step in Schedule A an employee will 12

reach the next pay step by reaching his anniversary date within his/her 13

classification. This wage increase anniversary date will be adjusted 14

for any periods when the employee is off payroll status for ninety (90) 15

days or longer except: 16

17

1. Employees on Military Leaves and Union Business Leaves 18

will not be subject to the 90 day calendar limit for purposes of wage 19

progression.

20

21

S.

1. Effective // August 10, 2022, employees will be placed on the 22

appropriate new wage scale as listed on pages 166-171.

23

24

2. Effective // August 10, 2023, (first day of the pay period

25

closest to August 10) the pay scales will be amended as listed on 26

pages 166-171.

27

28

3. Effective // August 10, 2024, (first day of the pay period

29

closest to August 10) the pay scales will be amended as listed on 30

pages 166-171.

31

32

4. Effective // August 10, 2025, (first day of the pay period

33

closest to August 10) the pay scales will be amended as listed on 34

pages 166-171.

35

36

5. Effective // August 10, 2024 and 2025, (first day of the pay

37

period closest to August 10) the pay scales will be amended as listed 38

on pages 166-171 or per Letter of Agreement (wage review),

39

whichever is greater.

40

41

42

43

44

86

ARTICLE 20, SAVINGS CLAUSE 1

2

Should any part of provision of this Agreement be rendered 3

invalid by reason of any existing or subsequently enacted legislation, 4

such invalidation of any part or provisions of this Agreement shall not 5

invalidate the remaining portions thereof and they shall remain in full 6

force and effect. In the event of any invalidation, either party may, 7

upon thirty (30) days notice, request negotiations for modification or 8

amendment of this Agreement. 9

10

87

ARTICLE 21, SHIFT DIFFERENTIAL 1

2

A. Employees covered by this Agreement shall receive a shift 3

differential as set forth below: 4

5

First Shift None 6

Second Shift $.// 60 cents per hour

7

Third Shift $.// 75 cents per hour

8

// Fourth Shift $.// 80 cents per hour

9

10

B. For shift differential purposes, the three shifts shall be defined 11

as follows: 12

13

Commencing Between 14

First Shift 0500 - 1159 Local Time 15

Second Shift 1200 - 2059 Local Time 16

Third Shift 2100 - 0459 Local Time 17

18

C. // Fourth Shift: An employee who works a schedule of two or

19

more shifts during a work week will be paid the // fourth shift differential

20

for all hours worked during any work week in which s/he works such a 21

schedule. 22

23

D. Shift differential is part of the wage rate and therefore will be 24

included in the computation of pay for the hours of overtime, holiday 25

hours worked, but shall not apply to sick leave, holidays not worked, 26

vacations, jury duty, etc. 27

28

88

ARTICLE 22, UNION SECURITY 1

2

A. All employees subject to this Agreement shall become members 3

of the Union within sixty (60) days after date of employment and shall 4

thereafter maintain such membership in good standing as a condition 5

of employment. The employer will, within seven (7) working days after 6

receipt of notice from the Union, give any employee a discharge notice 7

who is not in good standing in the Union as required by this provision. 8

9

B. All new employees will meet with Union representative(s) for the 10

purpose of union orientation. Membership applications and 11

authorizations for initiation fees, dues and assessments forms will be 12

available.

Upon receipt by the Company of a signed authorization to 13

the Union of initiation fees, dues and assessments payable to the 14

Union, the Company will deduct from the employee’s initial check each 15

month such initiation fees, dues and assessments, as are uniformly 16

required as a condition for acquiring or retaining membership. This 17

assignment shall be revocable by the employee through written notice 18

after the expiration of one (1) year, such notice to be sent in duplicate 19

by certified or registered mail to the District Secretary-Treasurer of the 20

Union, or upon the termination date of the Collective Bargaining 21

Agreement, whichever occurs sooner. Such assignment shall specify 22

the amount of the initiation fees, dues and assessments, and shall 23

provide that the amount of such deduction for membership dues or 24

assessments will be subject to change upon receipt by the Company 25

of a written certification by the President/General Chair of the District 26

Lodge that such initiation fees, dues, or assessments, have been duly 27

changed and specifying the amount thereof. 28

29

C. Deductions provided for in the preceding paragraph shall be 30

remitted to the Secretary-Treasurer, District Lodge, International 31

Association of Machinists and Aerospace Workers AFL-CIO no later 32

than the end of the month in which the deductions were made. The 33

parties agree that check-off authorization shall be in the form which 34

shall be prepared and furnished by the Union. The Company will 35

supply the Secretary Treasurer, District Lodge or his/her designee a 36

monthly list of all employees by bid location. This list will show 37

employee name, bid location, status and any dues deducted. 38

39

D. In the event that the Union requires the discharge of an 40

employee for non-membership or lack of good standing in the Union, 41

the Union may be required to supply a qualified replacement within 42

sixty (60) days. The non-Union employee shall not be discharged until 43

the replacement is available. The Union does hereby agree to 44

89

indemnify the Company for any and all expenses of defense and 1

judgment liability incurred by the Company by reason of the discharge 2

of an employee at the Union’s request pursuant to this action. 3

4

E. The Union shall indemnify and hold the Company harmless for 5

any time or wage claims for any employees discharged by the 6

Company or for any dues deduction changes pursuant to a written 7

order by an authorized Union representative. The Company agrees 8

that the Union shall maintain the exclusive right to defend, settle, 9

mitigate damages, litigate and/or take whatever action is necessary or 10

it deems proper with respect to a person who sues the carrier under 11

the Railway Labor Act, through attorneys of its own choosing and at 12

its own discretion, but, in any event, if the carrier unilaterally 13

determines that it desires attorneys to represent it in defense of such 14

actions, it shall do so at its own cost and not at the cost of the Union. 15

It is further agreed that the carrier shall promptly notify the Union of 16

any such action when and if filed and the Union shall, at its own option, 17

defend such actions and/or settle under the circumstances above 18

described. 19

20

F. In order to provide for orderly and peaceful labor relations, the 21

Company acknowledges that Union representatives are an integral 22

part of the resolution of disputes between the Company and the Union 23

and are vital to the Company’s continued success. Therefore the 24

Company recognizes the following Union Representatives. 25

26

1. Two (2) properly designated stewards in each bid location 27

on the system on each shift. Three (3) properly designated stewards,

28

on each shift, in the following locations: Seattle Counter, Seattle

29

Reservations, Portland Counter, San Francisco Counter, San Jose

30

Counter, Anchorage Counter, San Diego Counter, Los Angeles

31

Counter, Boise Reservations, Phoenix Reservations. In the absence

32

of the Shop Steward, a Union-appointed alternate may act in his/her 33

place. 34

35

2. Properly designated Chief Shop Steward(s) from within 36

the Local Lodge’s representational area to cover all facilities and 37

locations in the following manner: three (3) Chief Stewards in Seattle, 38

one (1) Chief Steward in each Anchorage, Phoenix, San Francisco, 39

New York and Los Angeles.

40

41

3. The parties expressly recognize the need to have Chief 42

Shop Stewards or his/her designee regularly available. In 43

consideration of this, Chief Stewards will not be assigned to duties 44

90

within the operation, but rather assigned to perform Union 1

representational duties for their full weekly schedule at no cost to the 2

Union. When not performing Union representational duties, the Chief 3

Shop Steward shall perform the normal duties of his/her classification. 4

5

Definitions: 6

7

1. Shop Steward – A Shop Steward is a COPS employee 8

duly selected in accordance with official IAM procedures and vested 9

by the Union with the power to represent and to act on the behalf of 10

all COPS members in a given bid location. 11

12

2. Chief Shop Steward – A Chief Shop Steward is a COPS 13

employee duly selected in accordance with official IAM procedures 14

and vested by the Union with the powers to represent and to act on 15

the behalf of all COPS members in a combination of bid locations. 16

17

3. General Chair – An IAM employee duly selected in 18

accordance with official IAM procedures and vested by the Union with 19

the powers to represent and to act on the behalf of all IAM members 20

in an area defined by the IAM. 21

22

G. All orders or notices to an employee covered by this Agreement, 23

involving a transfer, promotion, layoff, or leave of absence, shall be 24

given in writing. In the event of the layoff of employees who have 25

completed their probationary period, two (2) weeks notice shall be 26

given by the Company, or pay in lieu thereof, and a copy of such notice 27

shall be furnished to the Union. 28

29

H. Bulletin boards, lockable if desired by the union, at least 22" X

30

32" will be provided by the Company in bid locations with fewer than 31

100 COPS employees, and bulletin boards, lockable if desired by the

32

union, at least 44" X 32" will be provided by the Company in bid

33

locations with 100 or more COPS employees for posting notices,

34

restricted to: 35

36

1. Notices of Union recreational and social affairs. 37

38

2. Notices of Union elections. 39

40

3. Notices of Union appointments and results of Union 41

elections. 42

43

4. Notices of Union meetings. 44

91

1

5. Official Union bulletins. 2

3

6. There shall be no other general distribution or posting by 4

employees of advertising or political matter, notices or any kind of 5

literature upon the Company's property other than herein provided. At 6

those locations where individual mailboxes are provided, unsealed 7

Union material may be placed in employees mailboxes by recognized 8

Union officials if it is: 9

10

a. A general distribution to all employees. 11

12

b. Meets the criteria established above for material on 13

the bulletin boards. 14

15

c. Is reviewed and approved prior to distribution by the 16

management supervisor or his delegate in charge of the 17

department. 18

19

Failure to meet these requirements will result in forfeiture 20

of this privilege to the Union for twelve months. This provision does 21

not require the Company to either provide or continue to provide 22

mailboxes. 23

24

I. Except in the case of unusual work loads, the following 25

elected Union officials may, with 24 hour prior notice given to their 26

supervisors, attend regular Union meetings which occur at their Lodge 27

while such officials are on shift: President, Financial and Recording 28

Secretaries, Chief Shop Steward(s), Shop Steward(s), and in periods 29

of contract negotiations, members of the Negotiating Committee. 30

Such attendance shall be without loss of pay for a period of up to two 31

(2) hours. 32

33

J. The company will provide a locking file cabinet if requested by

34

the union.

35

36

92

ARTICLE 23, // RETIREMENT PLAN

1

2

A. COPS employees hired before July 19, 2006: 3

4

COPS employees hired before July 19, 2006 will be given the 5

opportunity to choose between the following options during a 6

“Retirement Choice Program” election period offered to eligible 7

employees during 2007. 8

9

1. Remaining with (and accruing future service under) 10

the current COPS Retirement Program, including participation in the 11

Retirement Plan for COPS Employees, and the current matching 12

provisions under the COPS, MRP, Dispatch 401(k) Plan providing a 13

50% company matching contribution in cash // up to the first // 9% of

14

participant’s pre-tax contributions (maximum company matching 15

contribution is // 4.5% of eligible compensation); or

16

17

2. Freezing participation in the Retirement Plan for COPS 18

Employees as of December 31, 2007 and becoming eligible for an 19

enhanced company contribution under the COPS/MRP/Dispatch 401 20

(k) plan beginning January 1, 2008 that will provide a company 21

contribution of 4% of eligible compensation in cash plus 50% 22

company matching contributions in cash of up to the first // 7% of

23

participant’s pre-tax contributions (maximum company contribution, 24

including match, is // 7.5% of eligible compensation). Participants

25

who choose this option will receive no additional credited service in 26

the COPS Retirement Plan after December 31, 2007. 27

28

B. COPS Employees hired on or after July 19, 2006: 29

30

COPS Employees hired on or after July 19, 2006 will be eligible 31

to participate in the COPS/MRP/Dispatch 401 (k) Plan with the 32

enhanced company matching contribution as described in A.2. above. 33

Those employees will not be eligible to participate in any company-34

sponsored defined pension plan. 35

36

C. In lieu of the cash out options described in Letter of Agreement 37

18 (sick leave cash out) upon retirement, employees may elect to roll 38

twenty five percent (25%) of their accrued sick leave into their 401k 39

plan with a Company match as outlined in Article 23.A.1 or 23.B. 40

41

D. Effective January 1, 1983, the existing retirement plan originally 42

instituted October 1,1962, for Clerical, Office and Passenger Service 43

Employees shall become inactive or "frozen" and be referred to as the 44

"old plan." Upon being frozen, the Old Plan's actuary shall determine 45

93

the level of Company funding necessary to provide the benefits 1

accrued by participants under the Old Plan. If insufficient funds are 2

within the Old Plan's Trust, the Company shall make the appropriate 3

payments within the next five (5) years to fund the Old Plan. If excess 4

funds are within the Old Plan's Trust, the Company may withdraw such 5

funds at any time, at its discretion. The actuarial evaluation shall be 6

subject to the following conditions: 7

8

1. No participant may withdraw his/her contributions to the 9

Old Plan except in the case of termination, retirement or death. 10

11

2. Participation under the "new plan" after January 1, 1983, 12

shall apply to vesting under the Old Plan. 13

14

3. "Final Average Earnings" under the Old Plan shall include 15

those five (5) years of earnings (or less than five years if the participant 16

had less than five years credited service under the plan) prior to 17

January 1, 1983, in which the participant had his/her highest earnings. 18

19

4. Any participant contributions made to the Old Plan after 20

January 1, 1983, shall be returned to the participant within thirty (30) 21

days after the signing of this Agreement, without interest. 22

23

E. Effective January 1, 1983, a new, non-contributory career 24

average retirement plan shall be instituted for Clerical, Office and 25

Passenger Service Employees similar to the plan covering Mechanic, 26

Ramp Service and Related employees. 27

28

1. The Company shall provide a retirement plan for all 29

employees covered by this Agreement. 30

31

2. Employees shall participate after one (1) year of service 32

with the Company, retroactive to date of hire, but not prior to January 33

1, 1983. 34

35

3. There shall be no past service credit under this plan. 36

Service credit shall commence January 1, 1983 or thereafter. 37

However, for vesting purposes only, service credit earned by 38

participants under the "Old Plan" shall apply to vesting under this New 39

Plan. 40

41

4. Monthly benefits paid at retirement shall be one and three 42

tenths percent (1.3%) of the employee's basic monthly average wage, 43

multiplied by the number of years of credited service from January 1, 44

94

1983 to May 6, 1995, plus one and four tenths percent (1.4%) of the 1

employee's basic monthly average wage multiplied by the number of 2

years of credited service earned after May 6, 1995. 3

4

5. Effective October 29, 1999, for active plan participants 5

who are age fifty (50) and have twenty (20) years of anniversary 6

service with the Company as of July 1, 1999, benefits paid at 7

retirement age shall be as follows: 8

9

a. For service earned prior to January 1, 1999, the 10

monthly benefit shall be equal to one and eight-tenths percent 11

(1.8%) of the employee’s “average pay” for the period of five (5) 12

calendar years beginning January 1, 1994 and ending 13

December 31, 1998, multiplied by “credited service” divided by 14

twelve (12). (“Average pay” for a calendar year will be the 15

Participant’s “basic hourly rate” multiplied by 2080 hours.); and 16

17

b. For service earned after January 1, 1999, benefits 18

at retirement age shall be one and four-tenths percent (1.4%) of 19

the employees basic monthly average wage, multiplied by the 20

number of years of credited service earned after January 1, 21

1999. 22

23

6. a. “Basic monthly wage" shall be defined as the 24

employee's basic hourly rate of pay multiplied by 173. "Basic 25

monthly average wage" shall be defined as the average of the 26

employee's basic monthly wages during his/her active service 27

with the Company after January 1, 1983 or after January 1, 1999 28

for the group described in B.5., above. 29

30

b. “Basic hourly rate” shall be the average determined 31

by dividing the participant’s straight time earnings for a plan by 32

the number of straight time hours worked by the participant 33

during such plan year. 34

35

7. Retirement age shall be: 36

37

a. Normal - 62 (no actuarial increase beyond age 62) 38

39

b. Early - 60 (actuarially reduced below 62) 40

41

c. Early with six months written notice - 55 (actuarially 42

reduced below 62) 43

44

95

8. A participant whose employment terminates for reasons 1

other than death or retirement shall have no benefit under this plan 2

unless s/he has completed five (5) years of vesting service, in which 3

case the employee shall be entitled to a deferred pension at retirement 4

age. 5

6

9. The full text of this plan will incorporate the basic 7

provisions herein outlined. A copy of the Plan Document will be 8

furnished to the District Lodge, IAMAW, who will also be furnished with 9

a copy of the annual actuarial report covering the plan. It is 10

understood that the District Lodge, IAMAW, shall bear no fiduciary 11

responsibility under the plan. 12

13

10. Information explaining the Plan will be made available

to 14

all eligible employees. 15

16

96

ARTICLE 24, LETTERS OF AGREEMENT 1

2

This Agreement shall succeed and take precedence over all 3

Agreements, Supplemental Agreements, Amendments, Letters of 4

Understanding, and any similar related documents executed between 5

the Company and the Union heretofore, except the following 6

documents listed below. Any such agreements between the parties 7

signed during the term of this Agreement shall be printed in the same 8

size as the pocket-sized Agreement booklet and be issued to each 9

employee under this Agreement. 10

11

1. Passenger Service Coordinators and Boardroom 12

Concierge 13

2. Chemical Dependency 14

3. // Crew Scheduler Transition Scale

15

4. Military Charters 16

5. Prudhoe Bay 17

6. Bilingual letter 18

7. Station Agent Classification 19

8. PULP Paid Union Leave Program 20

9. DPASA 21

10. Contract Service Lead 22

11. Resource Planning 23

12. Work // Security

24

13. Holiday Helpers 25

14. Inactive classifications 26

15. Information Technology

27

16. Staffing Adjustment 28

17. Health and Wellness 29

18. Sick Leave Buyout 30

19. Double-Dipping

31

20. Non-DOT Random testing

32

21. GSAP

33

22. Bridge Agreement

34

23. Wage Review

35

24. LAX Transition Scale

36

37

38

97

ARTICLE 25, INSURANCE 1

2

A. The Company shall provide a Basic Life Insurance Benefit and 3

a Basic Accidental Death and Dismemberment Benefit for regular 4

employees in accordance with the following schedule. The Accidental 5

Death and Dismemberment Benefit shall be on a twenty-four (24) hour 6

non-occupational basis. The premium shall be fully paid by the 7

Company. 8

9

Basic Life Basic 10

Monthly Earning Insurance AD & D 11

12

Less // than $2,000 $45,000 $45,000

13

$2,000 but less than $2,250 $54,000 $54,000

14

$2,250 but less than $2,500 $60,000 $60,000

15

$2,500 but less than $2,750 $66,000 $66,000

16

$2,750 but less than $3,000 $72,000 $72,000

17

$3,000 but less than $3,250 $78,000 $78,000

18

$3,250 but less than $3,500 $84,000 $84,000

19

$3,500 but less than $3,750 $90,000 $90,000

20

$3,750 but less than $4,000 $96,000 $96,000

21

$4,000 but less than $4,250 $102,000 $102,000

22

$4,250 but less than $4,500 $108,000 $108,000

23

$4,500 but less than $4,750 $114,000 $114,000

24

$4,750 but less than $5,000 $120,000 $120,000 25

$5,000 but less than $5,250 $126,000 $126,000

26

$5,250 but less than $5,500 $132,000 $132,000

27

$5,500 but less than $5,750 $138,000 $138,000

28

$5,750 but less than $6,000 $144,000 $144,000

29

$6,000 but less than $6,250 $150,000 $150,000

30

$6,250 but less than $6,500 $156,000 $156,000

31

$6,500 but less than $6,750 $162,000 $162,000

32

$6,750 but less than $7,000 $168,000 $168,000

33

$7,000 or over $174,000 $174,000

34

35

An employee may, at his/her option, increase his/her life insurance 36

coverage by purchasing at group rates, supplemental life and AD&D 37

insurance coverage. He may also purchase life insurance coverage 38

for his spouse and children 39

40

B. Short Term Disability- Company-paid coverage will be provided 41

in the amount of forty percent (40%) of weekly basic earnings up to a 42

maximum of five hundred dollars ($500.00) per week. The Company 43

shall offer an Optional Short-Term Disability Plan. The cost to the 44

98

employee of optional short-term coverage will be determined by the 1

Company and this amount may change from year to year. The 2

Optional Short-Term Disability plan will provide benefits, in addition to 3

Company-paid coverage, equal to twenty percent (20%) of the weekly 4

basic earnings up to a maximum benefit of two hundred dollars 5

($200.00) a week. All terms and conditions which apply to the 6

Company-paid Short-Term Disability Plan shall apply to the Optional 7

Short-Term Disability Plan. 8

9

C. Long Term Disability - In lieu of current LTD plan, the company 10

will provide for payroll deductions and onsite enrollment for an LTD 11

program. The union shall determine the design of the plan, 12

participation requirements, and will select the agent and underwriter 13

for the Plan. The cost of the plan shall be borne by the employees. 14

The union shall have the opportunity to offer an onsite enrollment 15

subject to coordination with the appropriate operational area and 16

payroll. 17

18

D. Health Care Benefits - The Company shall offer each active 19

eligible employee and his/her eligible dependents a medical, 20

prescription drug, dental and vision plan subject to employee 21

contributions. The plans and terms of coverage shall be the same as 22

the plans offered to management employees, subject to the following 23

minimum terms and benefits: 24

25

1. Participation 26

27

a. Eligibility: All active regular full time 28

employees, and active regular part-time employees, who 29

regularly work 16 or more hours per week, their spouse and 30

dependents up to age 26 or as otherwise required by law. 31

32

b. Enrollment: Effective the first day of the 33

month following one (1) month of active Company service 34

provided the employee is on active status on that date. 35

36

c. Discontinuance: Last day of month in which 37

the employee is no longer on the payroll (except for employees 38

on Workers' Compensation as stated in D.1.d below). 39

40

d. Employees on Workers' Compensation who 41

have expended all injury leave and sick leave as set forth in 42

Article 14, paragraph I., occupational injury, shall have their 43

group insurance (medical/dental/vision and life) premiums paid 44

99

by the Company for a period of ninety (90) days subsequent to 1

the expiration of their injury and sick leave benefits. After the 2

above coverage has been expended, the Life Insurance may be 3

converted to an individual plan within thirty (30) days and 4

Medical/Dental/Vision coverage may be continued under 5

COBRA provisions. Employees on leave of absence (including 6

medical leave) or layoff may elect to continue their Group 7

Medical/Dental/Vision benefits and Life Insurance coverage by 8

paying to the Company the monthly premium covering the cost 9

of such coverage according to COBRA but not less than a 10

period of up to three (3) months. 11

12

2. Contributions 13

14

a. // Employee monthly contributions for the PPO plan

15

will reflect //a //80%/20% //cost sharing. //

16

// 17

b. Annual increases will be no more than 10% higher

18

than the prior year’s contribution. 19

20

c. The amount of employee contributions required of

21

part-time employees for the Health Plan will be as follows: 22

23

Average Number of Hours Percent of Health 24

Compensated Per Week in Care Premiums 25

the Prior Payroll Month Employee Pays 26

27

16 through 20 50% 28

20.1 through 30 25% 29

30.1 or more Same as full time 30

employee contribution 31

32

d. The Company will contribute the same amount

33

towards the funding of any applicable HMO as it contributes 34

to the same tier of coverage for the PPO plan. 35

36

3. PPO Benefit Levels - Effective January 1, 2007, co-37

pays, deductibles and other terms under the PPO health care 38

plan will be fixed at the following levels: 39

40

a. In-network physician visit co-pay $15; Plan pays 41

remainder of the covered physician charges (no deductible). 42

Ancillary services in-network are covered at 80% (after 43

100

deductible). Plan pays 60% of reasonable and customary 1

covered charges for out-of-network providers (after 2

deductible). 3

4

b. Annual Deductibles: 5

6

Individual In- network: $250.00 7

Family In-network $500.00 8

Individual Out of Network: $350.00* 9

Family Out of Network $700.00* 10

* If an in-network provider is available. 11

12

c. Annual Out of Pocket Max: 13

14

Individual In- network: $1500.00 15

Family In-network $3000.00 16

Individual Out of Network $3000.00 17

*Family Out of Network $6000.00* 18

* If an in-network provider is available. 19

20

d. Emergency room co-pay: $ 75 per visit.

21

22

e. Prescription Drug Co-pays:

23

24

Retail (30-day supply): 25

Generic – $10 26

Formulary Brand Name - $25 27

Non-Formulary Brand Name – 50% 28

(with min. $40/ Max. $100) 29

30

Mail Order (90-day supply): 31

Generic – $20 32

Formulary Brand Name - $50 33

Non-Formulary Brand Name – 50% (with 34

min. $80/ Max. $200) 35

36

f. Co-insurance:

37

In-network – 80% 38

Out-of-network – 60%* 39

* If an in-network provider is available. 40

41

g. Comprehensive Medical Maximum: unlimited.

42

43

h. // Chiropractic care shall be limited to 24 visits per

44

person per calendar year.

45

101

1

i. Hearing Aid Expenses: Limited to three hundred

2

dollars ($300) per person per two years. 3

4

j. Quality of Care/Cost Management Program:

5

Hospitalization expenses which are not pre-6

certified, but determined to be medically necessary, 7

will be paid at 50%. Expenses for a second opinion 8

paid at 100%. 9

10

k. // A High Deductible PPO plan will be offered as an

11

option, with the same plan coverage and at the 12

same monthly employee cost, as offered to 13

management employees. 14

15

4. Dental Summary 16

17

a. Deductible: Twenty-five dollars ($25.00) per 18

individual, fifty dollars ($50.00) per family unit, per calendar 19

year. 20

21

b. Co-Insurance: Plan pays 80% of usual and 22

customary charges, including prosthetics and periodontal 23

procedures. 24

25

c. Maximum: Up to $1,750 per individual per calendar 26

year. 27

28

d. // Orthodontia: Maximum of $2,000 lifetime per

29

individual with separate $100 lifetime deductible and 80% of 30

reasonable and customary charges paid by the Plan. 31

32

5. Vision Summary 33

// 34

a. One examination in a twelve month period; subject

35

to a copay of $20 if provided by a VSP network provider.

36

The plan will provide reimbursement up to $45 for an

37

exam provided by a non-network provider.

38

39

b. The plan will provide coverage for lenses and frames

40

as follows:

41

42

102

Lenses:

1

2

Network - One pair every 12 months, subject to $20

3

copay.

4

Non-network - $45 reimbursement every 12

5

months, subject to allowance ($25 single vision,

6

$45 bifocal, $61 trifocal

7

8

Contacts:

9

Network - $75 reimbursement every 12 months

10

Non-network - $45 reimbursement every 12 months

11

Medically necessary – network covered in full (with

12

VSP approval) once every 12 months; non-

13

network, reimbursed up to $101

14

15

Frames:

16

Network - $150 reimbursement every 24 months

17

Non-network - $90 reimbursement every 24 months

18

19

6. When both // spouses work for the Company and both

20

have elected to be covered, there shall be coordination of 21

medical/dental and vision benefits for the spouses and eligible 22

dependents if they are enrolled in both employees’ coverage. 23

24

E. Savings Accounts - The Company will offer the same tax 25

qualified Health Care and/or Dependent Daycare savings accounts as 26

are offered to management employees. 27

28

// 29

30

103

ARTICLE 26, LONGEVITY PAY 1

2

Employees covered by this Agreement shall receive a length 3

of service adjustment. This bonus is part of the wage rate and, 4

therefore, shall be included in the computation of pay for hour of 5

overtime, holidays, vacation, sick leave, etc. Longevity shall be based 6

on // five cents ($.05) per hour, per year for all years after six (6) of

7

service to a maximum of // thirty-five ($.35) per hour. Increments will

8

increase by five cents each year up to a maximum of thirty-five cents

9

per hour.

10

11

104

ARTICLE 27, EFFECTIVE DATE AND DURATION 1

2

Except as may otherwise be stated, all provisions of this Agreement 3

shall become effective upon signing and shall remain in full force for the period 4

ending September 27, // 2026 and shall automatically be renewed under the 5

same terms and conditions for consecutive yearly periods thereafter unless 6

notice of intended change is served as provided herein. Either party desiring 7

to amend or modify any provision of this Agreement shall serve notice in 8

writing on the other party at least fourteen (14) months July 27, // 2025 9

preceding September 27, // 2026, or September 27,of any year thereafter; 10

specifically mentioning any amendments or modifications desired, and no 11

other provisions of this Agreement shall be affected by such notice, except to 12

the extent that other provisions must be revised to conform with the 13

amendments of modifications agreed upon. When any notice of desired 14

amendment or modification of any provisions hereof is served, the parties 15

hereto shall meet within thirty (30) days from receipt of said notice to negotiate 16

concerning such desired amendments or modifications. If an Agreement has 17

not been reached by May 27, // 2026, the parties will jointly petition the 18

National Mediation Board for mediation services. 19

20

IN THE WITTNESS WHEREOF, the parties hereto have signed this RSSA 21

Collective Bargaining Agreement this // 15

th

day of June, // 2022. 22

23

WITNESS: FOR ALASKA AIRLINES, INC 24

s/Sonia Alvarado s/Jenny Wetzel 25

26

WITNESS: FOR THE INTERNATIONAL ASSOCIATION 27

OF MACHINISTS & AEROSPACE WORKERS 28

s/Jason McAdoo s/John M Coveny 29

General Chairperson President – Directing General Chairperson 30

s/Dan Suafoa District 142 31

General Chairperson 32

s/Justin Bates 33

General Chairperson 34

35

36

105

ARTICLE 28, HOME AGENT 1

2

COPS members in call centers and COPS members performing 3

functions in other departments when agreed upon by the company 4

and the President - Directing General Chair or their designee may 5

participate in a program whereby they work from their homes. All 6

provisions of the COPS agreement apply to those persons choosing

7

to work from home, except as noted in this article. 8

9

A. // Reservations Sales Agents and Lead Reservations Sales Agents

10

holding classification seniority on or before // May 22, 2014 may

11

become a Home Agent on a voluntary basis. Employees hired after // 12

that date // may be directed to become a Home Agent. //

13

14

B. Eligibility Criteria 15

16

1. An agent’s home office must be // located in the same

17

state as their Company Designated Facility // or within the Anchorage,

18

Alaska Metropolitan area as defined by the U. S. Census Bureau. //

19

All Reservations Agents living in Anchorage will be home agents and

20

will be assigned to the same company designated facility.

21

22

// 23

24

C. Schedules 25

26

1. Home Agents will not be considered a separate bid 27

location. 28

29

2. Home Agents will bid a shift based on classification 30

seniority within their bid location. 31

32

D. Home Office Requirements 33

34

1. Supervisors, or another representative of the company, 35

and a union representative will be allowed to visit for an initial site 36

inspection, an annual privacy/security assessment and as required for 37

equipment or connectivity testing during an employee’s scheduled 38

shift within twenty-four (24) hours notice prior to the visit to both the 39

employee and the Shop Steward with a positive response from each. 40

Written and photographic documentation of the employee’s physical 41

environment may be made during these visits for safety and security 42

purposes. 43

44

106

a. A Shop Steward will be present at all visits to an 1

employee's home. Should the employee decline Union 2

Representation for such an inspection, the Union will be 3

provided documentation from the Company that the employee 4

declined representation. In the event a steward is not available 5

the company will advise the General Chair or their designee and 6

still conduct the visit. 7

8

b. The Company, in partnership with the Union, will 9

identify technical solutions and other technical enhancements to 10

communicate and engage with employees. These new 11

technologies and technical enhancements will be made 12

available for both the Union and the Company. 13

14

E. Equipment 15

16

1. The Company will provide agents with all required 17

equipment. 18

19

2. Each agent must subscribe to and pay for the installation 20

of the computer line, modem and maintenance fees for a continuous 21

high-speed internet connection such as Digital Subscriber Line (DSL), 22

broadband cable or fiber optic in the at-home office 23

24

F. Ready to Work 25

26

1. In cases of equipment or connectivity failure in the at-27

home office. home agents will be paid for troubleshooting/travel time.

28

Travel time will be determined by Google Maps with real time traffic or 29

a program mutually agreed upon by the Company and the District 30

President/Directing General Chair or his/her designee. 31

32

2. In cases of equipment or connectivity failure in the at-home 33

office, an agent may be required to report to the company designated

34

facility to finish the remaining time of their shift. 35

36

// 37

38

107

ARTICLE 29, FIELD SERVICE 1

2

A. A Field Service Assignment is work covered under the craft and 3

class of this Agreement that is performed away from his/her station. 4

Field Service is intended but not limited to the following: 5

6

1. Emergencies as defined in Article 7.I.4.b; 7

8

2. Immediate staffing needs not adequately covered by 9

temporary or permanent bid awards; or 10

11

3. Ground Service duties associated with charter flights 12

outside of the employee’s home station. 13

14

B. When employees covered by this Agreement are required to 15

engage in field or emergency work away from their station, they shall 16

be paid for such work on the same basis as at their bid location. 17

18

C. Upon completion of a field or emergency work assignment an 19

employee shall return to his/her bid location in accordance with the 20

orders received at the time s/he left his/her home station, or in 21

accordance with the orders s/he received from the person to whom 22

s/he was ordered to report in the field, and shall be compensated for 23

the return trip in accordance with the provisions of paragraph A. 24

above. 25

26

D. All time spent in traveling or waiting in connection with field 27

service will be paid at the applicable straight time and overtime rates 28

of pay. If such travel is interrupted or delayed for any reason and the 29

employee is released by an agent of the Company for a period of five 30

(5) consecutive hours or more, s/he shall not be paid for the time 31

released but in no event shall any employee receive less than their 32

regularly scheduled hours at straight time rates for any twenty-four 33

(24) hour period while away from his/her bid location on emergency 34

field service. When two (2) or more employees are assigned to a field 35

service trip the most senior qualified employee will be appointed as 36

lead if no lead is available at the station. 37

38

E. Each employee covered by this Agreement shall receive, when 39

away from his/her station on regular or special duty, actual and 40

reasonable expenses as defined in Systems Regulations. The 41

employee shall be entitled to draw an expense advance to be 42

accounted for in accordance with Company policy. The advance, 43

however, is not to exceed the allowance for the estimated number of 44

108

days s/he will be away from his/her bid location. Employees will not 1

be required to use their personal automobile for Company business. 2

3

F. When an employee is away from his/her station on a field 4

assignment he shall be paid straight time and overtime in accordance 5

with the provisions of this Agreement but in no event shall s/he receive 6

less than their regularly scheduled pay for each day; provided, 7

however, that the Company may schedule him/her to take his/her 8

regular day off without compensation except for the reasonable and 9

necessary expenses provided for in this Article. 10

11

G. An employee having completed a field assignment away from 12

his/her home station, beyond his/her regular shift, shall have at least 13

eight (8) hours rest before being required to report for work. An 14

employee having completed a field assignment shall not be paid less 15

money, exclusive of expenses, then s/he would have received had 16

s/he worked his regular shift at his/her bid location. 17

18

H. When employees are required to engage in field or emergency 19

work, luggage will be protected by the Company at a full dollar value 20

against fire, theft or damage. The Company may require the valuation 21

to be certified in advance of the employee departing. 22

23

I. Employees traveling or waiting in pay status are prohibited from 24

partaking of alcoholic beverages. 25

26

J. Any employee covered by this Agreement required by properly 27

designated Company authority to travel in connection with his/her job 28

for all hours away from his/her station shall be covered by standard 29

travel accident insurance policy with a death benefit of $100,000 at no 30

cost to the employee. The Group Insurance beneficiary will apply 31

unless the employee designates a beneficiary in a letter to the 32

Employee Services Department. 33

34

K. The Company and Union will establish a mutually agreed upon 35

policy(s) for all classifications regarding Field Trip employee selection, 36

at stations where such a policy becomes necessary. 37

109

ARTICLE 30, TRAINING

1

2

A. When a non-management training position is established 3

to train employees in the Agent/Clerical Division, such position will be 4

filled by employees in the Agent/Clerical Division. A COPS employee 5

selected as a trainer and those currently serving as trainers will 6

receive the appropriate Trainer rate of pay. Trainers will mirror a shift 7

that their seniority will allow them to hold. in accordance with Article 8

10.Q. within their job classification, unless they perform only training 9

duties for their entire shift, in which case, they will be allowed to have 10

a separate shift bid. Trainers may adjust their shifts when performing 11

training duties. 12

1. Notwithstanding paragraph A, representatives of

13

the Company and the Union at a station or location may agree to an

14

alternative arrangement(s) for trainers shifts provided such

15

arrangement is approved by the Union’s General Chair and the

16

Company’s Vice president in charge of Labor Relations. Any such

17

arrangement shall not be a violation of the labor agreement.

18

19

B. When employees are required to attend formal 20

educational classes conducted by or for the Company at or away from 21

their station, they shall receive the applicable rate of pay for the period 22

they are in attendance and for published travel time from origin to 23

destination including scheduled connection time by the most direct 24

routing plus one (1) hour, away from their station. When employees 25

attend Company provided training as a prerequisite to meeting 26

qualifications for a classification for which they have a bid on file and 27

there is a reasonable expectation of a bid award, they shall receive 28

the applicable rate of pay for the period they are in attendance and for 29

published travel time from origin to destination including scheduled 30

connection time by the most direct routing plus one (1) hour, away 31

from their station. In either situation, employees may elect to take 32

compensatory time off in lieu of pay for travel time. No employee shall 33

receive less pay than s/he would normally receive when s/he attends 34

classes on his/her regularly scheduled work days or work week. 35

36

C. If an employee is required to attend classes on his/her day 37

off, s/he will be assured a minimum of four (4) hours pay at the 38

applicable rate of pay, or the employee may agree to adjust his/her 39

days off. 40

41

D. If training is held immediately prior to or after the 42

employee's regular shift, such time will be at the applicable rate of pay 43

unless the employee agrees to an adjusted shift. The Company may 44

change an employee's start time within a shift with five (5) days written 45

110

notice in order to facilitate training. 1

2

E. Employees attending classes away from their base or 3

station will have all reasonable expenses paid by the Company 4

according to System Regulation 5.150. 5

6

F. When new equipment is put into service by the Company, 7

all affected employees shall be given reasonable instruction to 8

become familiar with its operation. 9

10

G. After satisfactorily completing initial COPS 11

seniority requirements under this agreement single occupancy hotels 12

will be provided for employees attending training which requires an 13

overnight stay. 14

15

H. The Company will provide the required amount of time to

16

complete all training. Training time will be at the discretion of the

17

company, and may be adjusted for operational needs. The

18

responsibility to timely complete training remains with the employee.

19

20

111

P.S.C. & Boardroom Concierge LETTER #1 1

2

October 29, 1999 3

4

5

6

Mr. Donald Welch 7

General Chairman 8

International Association of Machinists 9

and Aerospace Workers 10

District Lodge 143 11

1355 Mendota Heights Road, Ste. 300 12

Mendota Heights, MN 55120 13

14

15

Dear Mr. Welch: 16

17

This will confirm our discussion during negotiations regarding the 18

Passenger Service Coordinators and the Boardroom Concierge. 19

20

It is agreed that in accordance with Article 2, Paragraph C., of the 21

current agreement, Passenger Service Coordinators and Concierge 22

are not to perform any work covered by the Agreement except as 23

provided in Article 4.E. 24

25

It is also agreed that any advance reservations or services the 26

Passenger Service Coordinator obtains for passengers during a flight 27

should be coordinated with the Senior Agent on duty. 28

29

Very truly yours, 30

31

Alaska Airlines, Inc. 32

33

34

s/Thomas R. O’Grady 35

Staff Vice President/Labor Relations 36

37

112

Chemical Dependency LETTER #2 1

2

Chemical dependency abuse is one of the leading health problems, 3

resulting in human tragedy and economic loss. We believe that 4

Chemical dependence is an illness, which can be successfully treated. 5

The Employee Assistance Program (EAP) will help any employee who 6

needs and accepts treatment. To accomplish this, the Employee 7

Assistance Program, in conjunction with the IAM and with the 8

cooperation of the Alaska Airlines management, offers a program to 9

diagnose and treat this disease. 10

11

YOUR JOB SECURITY WILL NOT BE JEOPARDIZED BY 12

REQUESTING 13

AND/OR ACCEPTING HELP AND TREATMENT 14

15

The benefits under our Group Hospitalization and Medical Insurance 16

Plan, as well as Alaska Airlines' Sick Leave benefits, will be provided 17

for those employees requiring treatment for a chemical dependence 18

problem. 19

20

The importance of this program to the afflicted individual cannot be 21

over-emphasized. The need for his/her cooperation in responding to 22

treatment by trained professionals also cannot be over-emphasized. 23

Guidelines for the establishment of such a program will be agreed to 24

between the representatives from the Union and representatives from 25

the Company. 26

27

THE ALTERNATIVE in failing to accept help and treatment could be 28

loss of job and, finally, life itself. Unfortunately, the problem may not 29

be obvious to the person struggling with this terrible disease. It may 30

be more evident to their family, friends and fellow employees. All 31

employees must accept a responsibility in the control of this disease 32

among their peers. 33

34

ALL INQUIRIES WILL BE HANDLED IN THE STRICTEST 35

CONFIDENCE. Should you desire assistance, please contact your 36

Employee Assistance Program Coordinator or the General Chair. 37

38

113

Crew Scheduler Transition Scale Letter #3

1

2

Any COPS member hired on or before September 27, 2019 who is

3

working in or transfers to a Crew Scheduling shall follow the Crew

4

Scheduling transition pay scale per Article 19.K.

5

6

Grade “A” Transition

7

8

Crew Scheduler

9

10

Step 8/10/2021 8/10/2022 8/10/2023 8/10/2024

8/10/2025

Start

$27.07 $31.79 $32.58 $33.40

$34.23

1 $27.07 $31.79 $32.58 $33.40

$34.23

2 $27.07 $31.79 $32.58 $33.40

$34.23

3 $27.07 $31.79 $32.58 $33.40

$34.23

4 $27.07 $31.79 $32.58 $33.40

$34.23

5 $27.07 $31.79 $32.58 $33.40

$34.23

6 $27.07 $31.79 $32.58 $33.40

$34.23

7 $27.95 $32.14 $32.95 $33.77

$34.61

8 $30.87 $33.62 $34.46 $35.32

$36.21

9 $31.11 $33.88 $34.73 $35.60

$36.49

10 $32.19 $35.06 $35.93 $36.83

$37.75

11 $33.00 $35.94 $36.84 $37.76

$38.70

12 $33.46 $37.54 $38.48 $39.44

$40.43

Start to first step takes six months 11

First step to second step takes six months. 12

All other steps take one year. 13

14

IN WITNESS WHEREOF, the parties hereto have signed this Letter

15

of Agreement this 27

th

Day of September, 2019. 16

17

FOR THE COMPANY: FOR THE IAM: 18

19

s/Shane Tackett s/Dave Supplee 20

s/Wayne Newton s/Jeff Tobius 21

22

114

1

Military Traffic LETTER #4 2

3

LETTER OF AGREEMENT 4

5

between 6

ALASKA AIRLINES, INCORPORATED 7

and the 8

INTERNATIONAL ASSOCIATION OF MACHINISTS 9

AND AEROSPACE WORKERS 10

hereby agree that: 11

12

1. The employees will continue to provide required services 13

in connection with all military traffic which the Company carries for the 14

United States Government even though any or all of such employees 15

withdraw from commercial airline service because of unresolved labor 16

disputes, including disputes arising out of the contract termination 17

date. 18

19

2. Pay and other benefits for employees providing services 20

within respective classifications in connection with military traffic 21

carried for the United States Government, pursuant to Paragraph 1 22

hereof, will: 23

24

a. For any period prior to the opening date of the 25

contract between the parties be governed by the then existing contract 26

unless modified by agreement of the parties, and, 27

28

b. after the opening date of the contract be governed 29

by either the contract that existed at or prior to the said labor dispute 30

or the contract negotiated as a settlement of such dispute, whichever 31

is more beneficial to the employees. 32

33

3. To assure the movement of a particular flight under such 34

circumstances, the Union will require certification by an appropriate 35

Company operating official designated by the Company for such 36

purpose that such flight is in accordance with the specifications set 37

forth in paragraph 1. above and will be exclusively for military flights 38

deemed essential to the national defense. 39

40

4. This understanding constitutes an amendment and 41

modification of the Collective Bargaining Agreement between the 42

parties hereto and, notwithstanding, any other provisions of said 43

Collective Bargaining Agreement shall run exclusive of the 44

Agreement. 45

46

115

Signed this 28th day of March, 1980. 1

2

FOR THE INTERNATIONAL FOR ALASKA AIRLINES, INC. 3

ASSOCIATION OF MACHINISTS 4

AND AEROSPACE WORKERS 5

6

s/Charles D. Easley s/Robert E. Gray 7

s/JoAnne Swansen s/Donald Downs 8

s/Walter Fitzgibbon s/Reece Gilstrap 9

s/Garey Davis 10

s/Walt Goodwin 11

12

116

Prudhoe Bay LETTER #5 1

2

LETTER OF AGREEMENT 3

between 4

ALASKA AIRLINES, INC. 5

and 6

THE INTERNATIONAL ASSOCIATION OF MACHINISTS 7

AND AEROSPACE WORKERS 8

for 9

CLERICAL, OFFICE AND PASSENGER SERVICE EMPLOYEES 10

at 11

PRUDHOE BAY, ALASKA 12

13

WHEREAS, it is the Company's desire to initiate a station at 14

Prudhoe Bay, Alaska; and, 15

WHEREAS, it is the Union's desire that its members be utilized 16

to staff that station; and 17

WHEREAS, the remote location of Prudhoe and the lack of 18

normal living facilities present unique working conditions not 19

contemplated in the Labor Agreement between the parties; 20

NOW, THEREFORE, it is agreed that the provisions of the basic 21

Labor Agreement shall apply to the Prudhoe Bay Station with the 22

following modifications: 23

1. Article 4, Classification of Work 24

a. It is contemplated that the classifications of Lead 25

Customer Service Agent, Customer Service Agent, Security Agent 26

and Operations Agent will be utilized. The Lead CSA and CSA may 27

perform all responsibilities in the classifications listed above. 28

b. Management personnel will not normally perform 29

work in the Classifications covered by the basic Agreement except for 30

assisting employees in those instances when due to an unforeseeable 31

peak period, where time is of the essence, and no other arrangement 32

is feasible to alleviate the situation, or if there are insufficient 33

volunteers for overtime, or in the case of an emergency. It is agreed 34

that the servicing of late flights, the performance of necessary work to 35

maintain flight schedules, or the protection of Company or customer 36

property against the elements may be considered emergencies. Each 37

emergency may be explained in writing to the local Union shop 38

committee or local shop steward when there is no shop committee, 39

upon receipt by the Company of a request in writing. The Company 40

will respond in writing within forty-eight (48) hours of the written 41

request, exclusive of Saturdays and Sundays. 42

c. The Company may not subcontract work normally 43

covered by the Basic Agreement except when specific skills, 44

equipment or facilities are not present at the station, when customers 45

117

require the use of their own or a subcontractor's employees, and in 1

emergency situations beyond the Company's control. 2

2. Article 5, Hours of Service 3

a. All shifts and work periods shall be fixed and will be 4

bid according to the basic Agreement and awarded by classification 5

seniority. 6

b. There shall be no shift differential. 7

c. Part-time employees (working less than twelve (12) 8

hours per day) may be utilized but shall work a minimum of six (6) 9

hours per day. 10

d. Vacation, sick leave and Workmen's Compensation 11

absences may be covered by relief shift employees working irregular 12

tours at normal compensation. 13

3. Article 7, Overtime 14

a. Overtime shall apply to any work performed in 15

excess of twelve (12) hours in any work day. It shall be paid at the 16

time and one-half (1-1/2) rate. 17

b. Employees unable to leave the station at the end of 18

their fourteen (14) day tour of duty because of lack of Company 19

transportation from Prudhoe to FAI/ANC will, for pay purposes, be 20

considered to be on actual duty. If required to work, overtime at the 21

time and one-half rate shall apply. Those employees unable to return 22

to work through no fault of their own because of a lack of Company 23

transportation from FAI/ANC to Prudhoe will be considered to be on 24

actual duty and will be paid at their normal rate of pay. 25

4. Article 8, Holidays 26

Holidays shall not apply to the station, except that Prudhoe Bay 27

employees who work the holiday shall be compensated at the double 28

time and one-half (2½X) rate for all hours worked. Prudhoe Bay 29

employees who are not on their tour of duty shall receive holiday pay 30

which is a daily average of the number of hours the employee worked 31

during their last tour of duty. 32

5. Article 10, Vacancies 33

a. The bidding of vacancies shall be by "permanent" 34

or "preference" bid. 35

b. When an employee covered by this Agreement is 36

not available to fill a vacancy, after exhausting procedure set forth in 37

the basic Agreement and after the Company has first asked for 38

volunteers to fill the vacancy temporarily until a new employee is hired, 39

management employees may perform any necessary functions for 40

thirty (30) days. 41

c. If an employee is unable to cope with the 42

environment or working conditions within ninety (90) days of being 43

awarded the bid, s/he will be allowed to return to his/her former 44

118

position (if his/her seniority so allows) with a thirty (30) calendar day 1

written notice to the Company. 2

d. For vacancies of thirty (30) days or less the 3

Company shall have the option of the following procedures in any 4

order: 5

1) Hire a new employee on a temporary basis. 6

2) Select any volunteer at any station on the 7

system. 8

3) Offer the position to those employees who 9

have preference bids on file for the Classification and station, in 10

seniority order. If none accept, the Company shall have the right to 11

assign the junior employee with a preference bid on file. 12

e. Any employee who is absent from the Prudhoe 13

station for reasons other than vacation or approved personal LOA for 14

more than three-hundred thirty six (336) hours in a twelve month 15

period shall be considered unfit for assignment to the station and shall 16

be furloughed. 17

6. Article 11, Transfers and Moving Expenses 18

This section shall not apply to the Prudhoe Bay Station. 19

7. Article 13, Vacation 20

Vacations shall be bid in increments of one-half (1/2) a 21

tour of duty, that is, seven (7) consecutive days. It shall be paid for on 22

the basis of twelve (12) hours per day and shall be accrued on the 23

basis of the same relative accrual as set forth in the basic Agreement 24

reduced to an hourly rate. 25

Accrual Rate in Minutes per 26

Straight Time Hour Worked Years of Service 27

2.50 0 - 4 28

4.65 5 - 11 29

6.94 12 - 20 30

7.50 21 and over 31

One year represents 2,184 hours.

32

33

8. Article 14, Sick Leave 34

a. Sick Leave shall be accrued at the rate of 2.75 35

minutes for each straight time hour worked and shall be expended at 36

the rate of twelve (12) hours per day, Paragraph D. of the contract 37

shall not apply. 38

b. Employees leaving the station prior to the 39

conclusion of their tours because of illness or injury must provide the 40

company with a telephone contact. Employees who are ill and unable 41

to report for their assigned tour shall contact the Customer Service 42

Manager at least 24 hours prior to the report time. 43

119

9. Article 15, Transportation 1

a. The Company will provide "Positive Space, Service 2

Charge Waived" transportation between Prudhoe and the employees’ 3

home of record on Alaska Airlines system for normal rotation of tours 4

of duty, any markets within the State of Alaska under a capacity 5

purchase agreement with Alaska Airlines. 6

b. Section 11, paragraphs A & B, shall not apply for 7

transfers to the Prudhoe Station. 8

c. The Company's Pass Policy, System Regulations 9

6.000-6.600, shall not apply to transportation to and from the Prudhoe 10

Station. 11

d. Transfer and moving expenses shall not apply to 12

the Prudhoe Bay Station. 13

10. Article 19, General and Miscellaneous 14

a. Parkas and gloves will be provided for all 15

employees required to work out of doors. The employee shall be 16

responsible for maintaining his/her uniform in a clean, presentable 17

condition. Cleaning facilities will be provided by the Company. 18

b. The Company may ask for volunteers for temporary 19

relief from all stations for vacation, sick leave, or other temporary 20

vacancies. 21

c. The Company shall prepare and maintain "Station 22

Rules" which shall govern the operation of the station and the conduct 23

of the employees at the station. The rules shall not discriminate nor 24

coerce the employee and shall not conflict with this Agreement or the 25

basic Agreement. Each employee shall receive and sign for a set of 26

these rules attesting his/her compliance prior to being awarded a 27

position at the station. 28

d. Room and board at Prudhoe shall be furnished to 29

employees assigned to the station at Company expense. 30

31

Signed this 29th day of October, 1999. 32

33

FOR INTERNATIONAL ASSOCIATION FOR ALASKA AIRLINES, 34

OF MACHINISTS & AEROSPACE INC. 35

WORKERS, District Lodge No. 143 36

37

s/Robert De Pace s/Thomas R. O’Grady 38

Bobby De Pace Thomas R. O’Grady 39

President/Directing General Chair Staff Vice President, Labor 40

Relations 41

42

s/Donald Welch 43

Donald Welch 44

IAM General Chair 45

46

120

Bilingual LETTER #6 1

2

LETTER OF AGREEMENT 3

BETWEEN 4

ALASKA AIRLINES, INC. 5

AND 6

THE INTERNATIONAL ASSOCIATION OF MACHINISTS 7

AND AEROSPACE WORKERS 8

FOR 9

CLERICAL, OFFICE AND PASSENGER SERVICE EMPLOYEES 10

11

The Company and the Union recognize the importance of Alaska 12

Airlines’ international service and the value of providing quality 13

customer service to our non-English-speaking passengers. All 14

employees, regardless of their shift designation, are expected to assist 15

each non-English speaking customer to the best of his/her ability. 16

17

1. Shift assignments at reservations and airport locations 18

will be bid separately from among language-qualified employees at 19

the respective location. 20

21

2. a. At Reservations locations, if the Company is 22

unable to staff bilingual shift assignments using qualified 23

bidders, junior bilingual agents may be assigned as needed to 24

ensure a reasonable level of coverage to meet the needs of the 25

service. 26

27

b. At airport locations with international departures 28

the Company will not, specifically to maintain bilingual language 29

qualification, junior assign more than two (2) bilingual agents per 30

flight. 31

32

3. In the event of a reduction in force, seniority shall be used 33

in accordance with Article 10. 34

35

a. At Reservations locations should circumstances 36

indicate that a reduction in force would result in the Company 37

losing its ability to provide desired bilingual customer service, 38

the Company would advise the Union that a reasonable number 39

of bilingual agents would be retained to meet the needs of the 40

service and that the reduction in force would be handled by 41

seniority among those employees affected, subject to the 42

bilingual qualifications. 43

121

b. At airport locations with international destinations 1

the Company will not, specifically to maintain bilingual language 2

qualifications, furlough out of seniority order except to the extent 3

necessary to assure two (2) bilingual agents per flight. 4

5

4. Agents at airport locations and/or Reservations locations 6

who are certified by the Company in the specific bilingual language 7

skills required, and who are awarded a shift which is designated for 8

bilingual service, will be paid a differential of $1.00 an hour for all hours 9

worked in that function. The Company will designate when and where 10

the bilingual differential will be utilized. 11

12

a. Bilingual agents who are not on a specific 13

bilingual defined schedule, but who are assigned bilingual 14

duties during the course of their work day, will receive the 15

bilingual differential pay for all time worked with a minimum of 16

two (2) hours. 17

18

b. New and existing bilingual agents covered by this 19

letter of agreement will be required to go through a certification 20

procedure prior to receiving the differential unless they are 21

currently working in that function or have worked in that function 22

in the past year. 23

24

IN WITNESS WHEREOF, the parties hereto have signed this Letter 25

of Agreement this15th day of February, 2011. 26

27

28

FOR ALASKA AIRLINES, INC 29

s/Kelley Dobbs 30

Kelley Dobbs 31

Vice President Employee Resources & Labor Relations 32

33

INTERNATIONAL ASSOCIATION 34

OF MACHINISTS & AEROSPACE WORKERS 35

s/Tom Higginbotham 36

Tom Higginbotham 37

President - Directing General Chair 38

39

122

Station Agent LETTER #7 1

2

April 17, 1994 3

4

5

6

7

Mr. Marvin E. Sandrin 8

President/Directing General Chairman 9

International Association of Machinists 10

and Aerospace Workers 11

Air Transport District Lodge 143 12

2600 Eagan Woods Drive 13

Suite 220 14

St. Paul, MN 55121 15

16

Dear Mr. Sandrin: 17

18

This will confirm the assurances I provided to you during these 19

negotiations that no employee under the COPS or MRP Agreements 20

will be laid off as a result of adding the Station Agent classification. 21

Future Station Agent classification vacancies which are established by 22

the Company at existing stations that previously were staffed by 23

Customer Service Agents (CSA) will be filled by attrition if there are no 24

incumbent qualified volunteers unless new positions are added. 25

Additionally, no current CSA will be required to lose their job if 26

physically unable to perform the requirements of the Station Agent 27

classification. Also, no CSA will be forced to become a Station Agent. 28

29

Sincerely, 30

31

32

s/ Nick McCudden 33

Nick McCudden 34

Assistant Vice President, 35

Labor Relations 36

37

38

I agree: 39

40

s/Marvin E. Sandrin May 20, 1995 41

Marvin E. Sandrin Date 42

43

123

P.U.L.P. LETTER #8 1

2

LETTER OF AGREEMENT 3

between 4

ALASKA AIRLINES, INC. 5

and 6

THE INTERNATIONAL ASSOCIATION OF MACHINISTS 7

AND AEROSPACE WORKERS 8

for 9

CLERICAL, OFFICE AND PASSENGER SERVICE EMPLOYEES 10

Paid Union Leave Program (P.U.L.P.) 11

12

13

This Letter of Agreement is made and entered into in 14

accordance with the provisions of the Railway Labor Act, as amended, 15

by and between ALASKA AIRLINES, INC. (hereinafter referred to as 16

the "Company") and the INTERNATIONAL ASSOCIATION OF 17

MACHINISTS AND AEROSPACE WORKERS (hereinafter referred to 18

as the "Union"). 19

20

WHEREAS, it is the desire of the Company and the Association 21

to enter into a Letter of Agreement establishing a procedure for the 22

Company to bill the Union for reimbursement in connection with the 23

release of employees from duty for authorized Union business. 24

25

NOW, THEREFORE, it is mutually agreed and understood by 26

and between the parties to this Letter of Agreement that: 27

28

1. An employee who loses time due to being released from 29

duty for authorized Union business will be paid for the time lost for 30

which they had been scheduled to work and the Company will bill the 31

Union for the time lost as a result of such release. 32

33

2. In addition to the amount of reimbursement determined in 34

Paragraph 1, above, an additional payment in the amount of thirty-six 35

point five percent (36.5%) shall be added for those fringe benefits 36

accrued by the employee while on Union leave. 37

38

3. An employee who is released for authorized Union 39

business shall accrue all sick leave and vacation benefits to which they 40

are entitled as if they had worked during such periods. 41

42

4. For purposes such as sick leave accrual, vacation 43

accrual, retirement, life/medical insurance, 401(k) and other 44

124

applicable benefits, as well as pass privileges, the employees covered 1

by this Letter of Agreement shall be considered active employees. 2

3

5. Authorized leaves for Union business shall only be 4

requested by the General Chair or his/her designee and a copy of the 5

Company's billing to the Union will be furnished by the Company to 6

the General Chair. The Assistant Vice President of Labor Relations 7

must be advised in writing by the General Chair of the name(s) of the 8

individual(s) who the Union has designated to act on behalf of the 9

General Chair to request Union leaves. 10

11

6. Either the Company or the Union may exercise their 12

independent right at any time for any reason to discontinue this 13

agreement with thirty (30) days written notice to the other party. 14

15

IN WITNESS WHEREOF, the parties hereto have signed this 16

Letter of Agreement this 29

th

day of October, 1999. 17

18

WITNESS: FOR ALASKA AIRLINES, INC. 19

20

s/Gail L. Neufeld s/Thomas R. O’Grady 21

s/Marcia Stock Thomas R. O’Grady 22

s/Bennie Johnson Staff Vice President, Labor 23

s/Karen Wells-Fletcher Relations 24

s/Stacie Butcher 25

s/Bob Hartnett 26

27

WITNESS: FOR THE INTERNATIONAL 28

ASSOCIATION OF MACHINISTS 29

AND AEROSPACE WORKERS 30

31

s/Joanne Robitaille s/ Robert De Pace 32

s/Lauren Lewis Robert De Pace 33

s/Don Anderson President/Directing General Chair 34

s/Jacki Belden 35

s/Marsha Cline Morgan s/Donald Welch 36

s/Bea Knott Donald Welch 37

IAM General Chair 38

39

125

DPASA LETTER #9 1

2

LETTER OF AGREEMENT 3

BETWEEN 4

ALASKA AIRLINES, INC. 5

AND 6

THE INTERNATIONAL ASSOCIATION OF MACHINISTS 7

AND AEROSPACE WORKERS 8

FOR 9

CLERICAL, OFFICE AND PASSENGER SERVICE 10

11

This Letter of Agreement is made and entered into with the intent to 12

outline a newly proposed procedure and for developing new duties 13

and responsibilities for bargaining unit classifications which will be 14

assigned to transfer Disabled Passengers at the Seattle station. 15

16

WHEREAS Alaska Airlines (“Company”) and the International 17

Association of Machinists and Aerospace Workers ( “Union”) have 18

mutually agreed to establish a procedure for Alaska Airlines to 19

interview, select, and assign employees based on the principal duties 20

and responsibilities described below, and 21

22

WHEREAS the shift assignment and selection process shall consider 23

the bidder’s qualifications and seniority in classification or with the 24

Company. The selection of candidates for the duties and 25

responsibilities described herein, will be at the discretion of the 26

Company. 27

28

NOW, THEREFORE, it is mutually agreed and understood by and 29

between the parties to this Letter of Agreement that: 30

31

1 Employees who are currently employed in a job classification 32

covered under the Clerical, Office, and Passenger Service 33

Employees’ Labor Agreement, at SEATR, may indicate their 34

desire to be considered as employees who shall perform duties 35

and responsibilities as a “Disabled Passenger and Aislechair 36

Service Agent” (hereinafter “DPASA”)and shall be assigned to 37

attend to the special needs of disabled passengers who are 38

traveling on Alaska Airlines. 39

40

2. If selected, the employee will be compensated at a $1.25 per hour 41

premium for the entire shift worked as a DPASA. 42

3. All DPASAs shall attend and be certified to have successfully 43

completed training classes for lifting, Image, PAL, and 44

126

electronic/electric wheelchairs. Alaska Airlines shall provide or 1

make available this training on a periodic basis to employees 2

selected for the DPASA duties. 3

4

4. For the purposes of maintaining a pool of trained employees who 5

will provide coverage for employees absent due to vacation, sick, 6

and other leave under the labor agreement or Company policies, 7

Alaska Airlines will maintain a base list of employees that are 8

eligible to perform the DPASA duties and responsibilities. 9

10

5. DPASA shifts shall be bid by classification seniority. 11

12

6. Employees working as DPASAs shall be considered eligible for 13

overtime opportunities in their regular job classification. 14

15

7. Overtime may be assigned to DPASAs and must be filled with 16

trained, qualified individuals from the Company list based upon 17

seniority. 18

19

8. Movement of disabled passengers to and from gate areas will 20

remain the primary responsibility of the Customer Service Agents 21

(“CSAs”) who are working as DPASAs. This provision shall not 22

be construed to operate as a bar to other CSAs being assigned 23

temporary DPASA duties and responsibilities when a DPASA is 24

not available. Such duties include moving aislechair and 25

wheelchair passengers from gate to gate or down the jetway. 26

CSAs who are required to transfer or move two or more full assist 27

aislechair passengers a day will get a premium of two hours (2 28

hours @ $1.25 = $2.50). 29

30

9. The parties to this agreement will make every reasonable effort to 31

secure special training which will be designed to facilitate the 32

identification of and proper transfer of full assist passengers. 33

34

10. Failure to meet the responsibilities and duties described below 35

shall result in an employee’s eligibility lapsing until the employee 36

requalifies and rebids as a DPASA. DPASA principal 37

responsibilities and duties shall include but not be limited to: 38

39

x Aislechair assistance and transfers. 40

x Electronic/electric wheelchair breakdown, battery storage, and 41

offloading. 42

127

x Ability to operate passenger assist lifting vehicle. 1

2

x Proficiency at accessing computer generated arrival/departure 3

information pertaining to special service requests. 4

5

x A professional, caring, and empathetic attitude towards disabled 6

customers. 7

8

x Assistance, as time allows, with additional disabled, special 9

needs, and aislechair passengers on outbound flights. 10

11

x Maintenance of recurrent training schedule and occupational 12

therapy certifications as required by Alaska Airlines. 13

14

x Five hours initial training from a Community Healthcare 15

professional organization designated by Alaska Airlines and 16

maintenance of annual recurrent training as may be required. 17

18

x Any other relevant training Alaska Airlines deems necessary. 19

20

11. Alaska Airlines reserves the right to determine whether or not an 21

employee is sufficiently physically fit to perform the 22

responsibilities of a DPASA. 23

24

12. Any DPASA who determines (within 90 calendar days of his/her 25

first day of work as a DPASA) that s/he is unable to cope with the 26

working conditions and/or physically unable to do the work will be 27

required to return to their previous position by exercising seniority 28

under COPS contract Article 10 A.4 (1999 to 2002 Agreement). 29

30

13. The term of this agreement shall be for 18 months from the date 31

of the union’s first signature. If the event either party wishes to 32

terminate this agreement, that party shall give the other party 33

written notice to meet and discuss the issue. The meeting shall 34

occur within fifteen (15) days’ mailing of the written notice. At the 35

conclusion of the meeting, either party may terminate the 36

agreement with fifteen (15) days’ written notice. Upon written 37

mutual agreement the terms herein may be extended. 38

39

14. Participation in the DPASA selection program is completely 40

voluntary. 41

128

IN WITNESS WHEREOF, the parties hereto have signed this Letter 1

of Agreement this 23

rd

day of August, 2006. 2

3

4

FOR ALASKA AIRLINES, INC 5

s/Dennis Hamel 6

Dennis Hamel 7

Vice President Employee Services 8

9

INTERNATIONAL ASSOCIATION 10

OF MACHINISTS & AEROSPACE WORKERS 11

s/Robert DePace 12

Robert DePace 13

President/Directing General Chair 14

15

129

Contract Service Lead Letter #10 1

2

LETTER OF AGREEMENT 3

BETWEEN 4

ALASKA AIRLINES, INC. 5

AND 6

THE INTERNATIONAL ASSOCIATION OF MACHINISTS 7

AND AEROSPACE WORKERS 8

FOR 9

CLERICAL, OFFICE AND PASSENGER SERVICE EMPLOYEES 10

11

Contract Service Lead 12

13

This Letter of Agreement is made and entered in accordance with the 14

provisions of Title II of the Railway Labor Act as amended, by and 15

between Alaska Airlines, Inc. (the “Company”) and the Clerical, Office 16

and Passenger Service employees in the service of the Company (the 17

“employees”) as represented by the International Association of 18

Machinists and Aerospace Workers (IAMAW). 19

20

This will serve to establish the duties, pay and protections for a 21

Contract Service Lead. 22

23

Duties include, but are not limited to the duties of a Lead Customer 24

Service Agent, the preparation and filing of documents and the 25

oversight of operational performance, examining and coding invoices 26

for payment, representing Alaska Airlines in required meetings with 27

Airport, Vendor, partner and business meetings. In addition, the 28

Contract Service Lead will act as a Customer Service Supervisor 29

responsible for supervising Customer Service, Ramp, Operations, and 30

Cargo Functions; oversee ticketing, enplaning/deplaning activities, 31

customer relations, passenger security, internal security, load 32

planning, weight/balance, baggage handling procedures, servicing 33

and implementing plans and schedules to assure the availability of 34

equipment; investigate and report delays and irregular flight activity 35

determining solutions for how to avoid such delays in the future; 36

involvement in customer relations including passenger complaints, 37

Lost and Found, and special passenger arrangements and ensure 38

company passenger service standards are maintained or exceeded, 39

and other duties as deemed appropriate (in bid locations where 40

permanent Alaska Airlines COPS members are not assigned). The 41

Contract Service Lead will not be responsible for Alaska Airlines 42

employment decisions and/or the administration of discipline. 43

130

The selection process shall consider the bidder’s qualifications and 1

seniority in classification or with the Company, the selection and de-2

selection of candidates for the duties and responsibilities described 3

herein will be solely at the discretion of the Company. 4

5

Any Contract Service Lead who determines (within 90 calendar days 6

of his/her first day of work as a Contract Service Lead) that s/he is 7

unable to cope with the working conditions and/or physically unable to 8

do the work will be required to return to their previous position by 9

exercising seniority under COPS contract Article 10.A.4. 10

11

Contract Service Leads who are deselected (after 90 calendar days of 12

his/her first day of work as a Contract Service Lead) will follow the 13

furlough procedures as set forth in Article 10.A. 14

15

Contract Service Leads will receive a // differential of $6.25 //. After

16

one year in the CSL position, the differential shall increase to

17

$8.25/hour. The Contract Service Lead differential will be paid above

18

the base classification (e.g., CSA, RSA) and will become part of the 19

Contract Service Lead’s base pay for sick leave, vacation, overtime, 20

etc. 21

22

23

24

IN WITNESS WHEREOF, the parties hereto have signed this Letter 25

of Agreement this 22nd day of May, 2014. 26

27

28

FOR ALASKA AIRLINES, INC 29

s/Shane Tackett 30

Shane Tackett 31

Vice President Labor Relations 32

33

INTERNATIONAL ASSOCIATION 34

OF MACHINISTS & AEROSPACE WORKERS 35

s/Tom Higginbotham 36

Tom Higginbotham 37

President - Directing General Chair 38

131

Resource Planning LETTER #11 1

2

LETTER OF AGREEMENT 3

BETWEEN 4

ALASKA AIRLINES, INC. 5

AND 6

THE INTERNATIONAL ASSOCIATION OF MACHINISTS 7

AND AEROSPACE WORKERS 8

FOR 9

CLERICAL, OFFICE AND PASSENGER SERVICE 10

11

Resource Planning: 12

The company may elect to utilize COPS members for the purposes of 13

assisting with staff planning. When it does so the following provisions 14

will apply: 15

16

For every six (6) vacancies, three (3) shall be made by the Company 17

selecting the most qualified candidate and three (3) shall be made 18

utilizing the bid processes as outlined in the COPS Contract Article 10. 19

It is further agreed that successful candidates, whether selected by 20

the Company or those to successfully bid into the department, will 21

receive three ($3.00) per hour differential on their base classification. 22

Should the Company wish to establish additional bid locations outside 23

of the current location of Seattle and the proposed location of 24

Anchorage, 30 days’ notice must be given to the District General Chair 25

in addition to the notification requirements outlined in the COPS 26

contract. 27

28

Each bid location established will have a separate list utilizing the 29

same three to three (3:3) ratio for the purposes of filling vacancies. 30

31

Should the need for a reduction in force arise in one of the bid 32

locations, COPS Article 10.A shall be utilized. 33

34

The Company will furnish a list to the District General Chair in January 35

of every year detailing each bid location’s personnel. The lists will 36

include the names, seniority dates, bid or selection status, bid or 37

selection date, and contract that each person came from. 38

39

FOR ALASKA AIRLINES, INC 40

41

s/Shane Tackett 42

Shane Tackett 43

Vice President Labor Relations 44

132

1

2

INTERNATIONAL ASSOCIATION 3

OF MACHINISTS & AEROSPACE WORKERS 4

5

s/Tom Higginbotham 6

Tom Higginbotham 7

President - Directing General Chair8

133

WORK SECURITY Letter #12

1

2

LETTER OF AGREEMENT

3

BETWEEN

4

ALASKA AIRLINES, INC.

5

AND

6

THE INTERNATIONAL ASSOCIATION OF MACHINISTS

7

AND AEROSPACE WORKERS

8

FOR

9

CLERICAL, OFFICE AND PASSENGER SERVICE EMPLOYEES

10

11

This Letter of Agreement is made and entered into in accordance with

12

the provisions of the Railway Labor Act, as amended, by and between

13

ALASKA AIRLINES, INC. (hereinafter referred to as the “Company”)

14

and the INTERNATIONAL ASSOCIATION OF MACHINISTS AND

15

AEROSPACE WORKERS (hereinafter referred to as the “Union”).

16

17

WHEREAS, the Union is the collective bargaining representative of

18

the Company’s Clerical, Office and Passenger Service Employees

19

(“COPS”) employees, and the Union and the Company are parties to

20

a collective bargaining agreement covering such employees (the

21

“COPS Agreement”) and

22

23

WHEREAS, the Union has proposed, and the Company has agreed,

24

that the parties enter into a Letter of Agreement providing for work

25

security for its COPS employees; and

26

27

THEREFORE, the Company and the Union enter into this Letter of

28

Agreement, as set forth below.

29

30

1. The Company agrees that, for the duration of this Letter of 31

Agreement, it will not outsource or subcontract work that, as

32

of September 27 ,2019, is exclusively performed at Company

33

locations by employees within classifications covered in

34

Article 4 of the COPS Agreement.

35

36

2. As an exception to paragraph 1, the Company may outsource 37

or subcontract work that, as of the September 27 ,2019 of this

38

letter, is exclusively performed by employees within

39

classifications covered in Article 4 of the COPS Agreement if

40

such outsourcing or subcontracting is through an Airport

41

consortium or as a result of other regulatory requirements,

42

and if such a consortium or regulatory requirement is

43

mandatory at a particular airport. Article 10 of the COPS

44

134

Agreement shall apply to any employee displaced as a result

1

of outsourcing or subcontracting under this paragraph.

2

3

3. It is agreed the following are examples of work that is not 4

“exclusively performed” by employees within classifications

5

covered in Article 4 of the COPS Agreement as of September

6

27 ,2019:

7

8

a. COPS

9

i. Wheelchair pushing

10

ii. Curbside

11

iii. Baggage Delivery (physical delivery of bag)

12

iv. Customer Care

13

14

15

4. This letter does not require the Company to bring in any work 16

that the Company currently outsources or subcontracts.

17

18

5. Except as specifically provided herein, this Letter of 19

Agreement does not alter either party’s rights under the COPS

20

Agreement, including but not limited to the Company’s ability

21

to introduce new equipment and technology and continue to

22

innovate as provided in Article 2.G.

23

24

This Letter of Agreement shall go into effect on September 27,

25

2019, and shall expire on September 27, // 2028. Once this Letter

26

of Agreement expires, the Company’s rights and responsibilities

27

with respect to the outsourcing or subcontracting of work will be

28

governed by the COPS Agreement in effect at the time of

29

expiration. The parties do not intend to create a status quo

30

obligation as it relates to the Company’s contractual right to

31

outsource or subcontract work beyond the expiration date of this

32

Letter of Agreement.

33

34

35

IN WITNESS WHEREOF, the parties hereto have signed this Letter

36

of Agreement this 15

th

Day of June, 2022. 37

38

FOR THE COMPANY: FOR THE IAM: 39

40

s/Jenny Wetzel s/

John M Coveny 41

s/Sonia Alvarado s/Jason McAdoo 42

s/Justin Bates 43

s/Dan Suafoa 44

45

135

Holiday Helpers Letter #13 1

2

This will confirm our discussions during the course of Alaska COPS 3

negotiations in 2013 regarding the use of non-represented 4

(management) employees during the Holiday Season (“Holiday 5

Helpers”). 6

Prior to the Company utilizing Holiday Helpers, and with as much 7

advanced notice as feasible, the Vice President of Labor and/or the 8

Vice President of the responsible division(s) will notify the appropriate 9

General Chair of Air Transport District 142. The notification will 10

include the level of support staff that will be utilized, the approximate 11

duration of that support, and the nature of the support. 12

After the notification, the Manager of the Station that will be utilizing 13

Holiday Helpers and the Station’s Shop Steward(s) will meet to 14

discuss the proposed program and use. 15

This Memorandum of Understanding is intended to end the 16

miscommunication that has surrounded the use of Holiday Helpers. In 17

no way does this letter waive the Union’s right to seek remedy through 18

the grievance procedure if an agreement of the usage of Holiday 19

Helpers is not reached, nor does this letter waive the Company’s belief 20

that non-represented management employees may assist during 21

certain peak times. This letter is not meant to supersede either the 22

Company’s or the Union’s rights under the Collective Bargaining 23

Agreement (CBA). 24

25

If there is agreement to this letter, please indicate by signing below 26

and returning to me. 27

28

In Agreement: Witness: 29

s/Jeff Tobius s/Jackie Fay 30

General Chair General Chair 31

IAM District 142 IAM District 142 32

33

In Agreement: Witness: 34

s/Jeff Butler s/Shane Tackett 35

Vice President Vice President 36

Customer Service and Cargo Labor Relations 37

38

136

Inactive Classifications Letter #14 1

2

LETTER OF AGREEMENT 3

BETWEEN 4

ALASKA AIRLINES, INC. 5

AND 6

THE INTERNATIONAL ASSOCIATION OF MACHINISTS 7

AND AEROSPACE WORKERS 8

FOR 9

CLERICAL, OFFICE AND PASSENGER SERVICE EMPLOYEES 10

11

In order to preserve the work defined as covered by the COPS 12

agreement in classifications not currently in active use, the following 13

classifications will be considered to be COPS work in the event they 14

are reestablished. 15

16

ARTICLE 4, CLASSIFICATION OF WORK 17

18

B. Agent Division 19

5. Lead Security Agent 20

a. Security Agent 21

22

C. Clerical Division 23

2. Computer Operator 24

4. Lead Press/High Speed Print Operator 25

a. Press/High Speed Print Operator 26

d. Bindery/Collator Operator 27

6. Lead Desk Top Publishing Specialist 28

a. Desk Top Publishing Specialist 29

7. Receptionist 30

31

D. Job Descriptions 32

33

Receptionist - 34

Duties include, but are not limited to, receiving and directing 35

visitors. Requires routine knowledge of the organization to answer 36

inquiries. May also perform routine clerical duties. 37

38

Lead Desktop Publishing Specialist - 39

Duties include, but are not limited to, those of a Desktop 40

Publishing Specialist. In addition, will coordinate project work flow, 41

supervise and direct other Desktop Publishing Specialist and may be 42

required to train such employees when necessary. 43

137

Desktop Publishing Specialist - 1

Responsibilities include, but are not limited to, designing, 2

formatting, editing and proofing of company manuals, forms, 3

newsletters, brochures, flyers, posters, logos and other printed 4

materials using industry standard graphic design software applications 5

on both Macintosh and PC platforms. Operate and maintain scanners, 6

image setters, and film processors. 7

8

Computer Operator - 9

Responsibilities include, but are not limited to, operation of 10

computer as set forth in operating instructions; maintains card, tape 11

and disk file libraries and their production; keeps log and check control 12

totals, ensures completeness and accuracy of outputs prior to release, 13

coordinates with vendor concerning malfunctions. May be assigned 14

to irregular hours without penalty except for overtime as set forth in 15

Article 6. Supervisory employees may perform the above duties 16

including routine assignment to shifts in lieu of a computer operator. 17

18

Lead Press/High Speed Print Operator- 19

Duties include, but are not limited to, those of a press print 20

operator and bindery operator. In addition the lead position will 21

supervise, direct, schedule, and train employees on press, high speed 22

digital copier, and bindery areas for efficient operation of printshop. 23

Responsibilities include: scheduling all incoming jobs for presses and 24

bindery operators. Coordinating with desktop, customers, and outside 25

design firms on formatting, design, inks and papers for jobs performed 26

in the printshop. Assist with monthly printshop production reports and 27

may from time to time assist with quotes from vendors when requested 28

by his/her manager. 29

30

Press/High Speed Print Operator - 31

Responsibilities include, but are not limited to, operation of 32

multiple color offset press and digital high speed copier (including 33

digital networking, programming, and scanning), pre-press (includes, 34

camera operation, masking negatives, and burning plates) and also, 35

perform all bindery functions including, collating, cutting, drilling, 36

folding, numbering, binding, padding, perforating, laminating, shrink 37

wrapping, packaging, labeling and shipping via internal Company mail 38

and/or coordinating with common carriers. Maintain a neat and safe 39

working area; paper and chemical supplies. 40

41

138

Bindery/Collator Operator - 1

Responsibilities include, but are not limited to, setup, operation 2

and maintenance of a digital collator with finishing accessories, 3

specialty book binding equipment and a variety of automated folding, 4

perforating, scoring, cutting, numbering, laminating, binding, drilling, 5

shrink wrapping and padding equipment. Also included is packaging, 6

labeling and shipping of printed materials via Company mail and/or 7

coordinating with common carriers along with maintenance of a neat 8

and safe work area. Also assist Mail Room when needed with 9

handling, sorting and dispersing of Company mail. 10

11

Lead Security Agent - 12

Duties include, but are not limited to, the duties of a Security 13

Agent. In addition, the Lead Security Agent will supervise and may 14

train agents. Lead Security Agents will be utilized where mandated by 15

the FAA and at Company discretion. 16

17

Security Agent - 18

Duties include, but are not limited to, the security inspection of 19

passengers, freight and luggage, either visually or electronically; 20

direction of passengers to outbound flights; handling of Company mail; 21

checking inbound luggage tags in baggage claim area; and may 22

include assisting a CSA in baggage service. 23

24

25

FOR ALASKA AIRLINES, INC 26

27

s/Shane Tackett 28

Shane Tackett 29

Vice President Labor Relations 30

31

32

INTERNATIONAL ASSOCIATION 33

OF MACHINISTS & AEROSPACE WORKERS 34

35

s/Tom Higginbotham 36

Tom Higginbotham 37

President - Directing General Chair 38

39

139

Information Technology Letter # 15 1

2

LETTER OF AGREEMENT 3

BETWEEN 4

ALASKA AIRLINES, INC. 5

AND 6

THE INTERNATIONAL ASSOCIATION OF MACHINISTS 7

AND AEROSPACE WORKERS 8

FOR 9

CLERICAL, OFFICE AND PASSENGER SERVICE EMPLOYEES 10

11

Information Technology Support: 12

13

The company may elect to utilize COPS members for the purposes of 14

assisting and supporting the development and testing of new or 15

enhanced technologies at the direction of and as determined 16

necessary by company leadership. When it does so the following 17

provisions will apply: 18

19

Work may be performed in collaboration with other company 20

personnel, Horizon Air employees or third party vendors. Work 21

performed may include, but is not limited to, testing, quality assurance, 22

design development, requirements specification, and scoping. 23

24

For every ten (10) vacancies, seven (7) shall be made by the 25

Company selecting the most qualified candidate and three (3) shall be 26

made utilizing the bid processes as outlined in the COPS Contract 27

Article 10. It is further agreed that successful candidates, whether 28

selected by the Company or those who successfully bid into the 29

department, will receive a premium equal to the Lead differential in 30

addition to their current rate of pay. Should the Company wish to 31

establish additional stations outside of Seattle, 30 days’ notice must 32

be given to the District General Chair in addition to the notification 33

requirements outlined in the COPS and contracts. 34

35

Each station established will have a separate list utilizing the same 36

seven to three (7:3) ratio for the purposes of filling vacancies. 37

38

Should the need for a reduction in force arise in one of the stations, 39

COPS Article 10.A shall be utilized. 40

41

140

The Company will furnish a list to the District General Chair in January 1

of every year detailing each bid location’s personnel. The lists will 2

include the names, seniority dates, bid or selection status, bid or 3

selection date, and contract that each person came from. 4

5

6

FOR ALASKA AIRLINES, INC 7

8

s/Shane Tackett 9

Shane Tackett 10

Vice President Labor Relations 11

12

13

INTERNATIONAL ASSOCIATION 14

OF MACHINISTS & AEROSPACE WORKERS 15

16

s/Tom Higginbotham 17

Tom Higginbotham 18

President - Directing General Chair 19

20

141

Staffing Adjustment Letter #16 1

2

Dear Mr. Butler: 3

4

This will confirm our discussions regarding the use of earned vacation 5

time as (HAT) in conjunction with an agent being awarded Staffing 6

Adjust (commonly referred to as “SA,” or Day of LOA) – which is 7

unpaid leave time awarded on a scheduled working day. Staffing 8

Adjustment will be awarded by company seniority within the 9

classification in a bid location in accordance with COPS Article 12.F., 10

and RSSA Article 11.E. 11

When an agent has been awarded Staffing Adjust for a day or portion 12

of a day, it will be the individual agent’s discretion to utilize any earned 13

vacation time for the like time that has been awarded off. The time will 14

be considered to be unpaid unless the employee indicates at the time 15

of the award that they prefer to utilize HAT pay. Seniority will not be 16

bypassed in favor of awarding an agent time off that wishes to forego 17

pay; likewise, seniority will not be bypassed in favor of awarding an 18

agent time off that wishes to utilize earned vacation. Time off will be 19

awarded strictly based on seniority. However, once an agent has 20

made their determination to utilize earned vacation, or take the 21

awarded leave unpaid, and the time off has been awarded, the agent 22

may not switch their pay status (from paid to unpaid, and from unpaid 23

to paid). 24

Please indicate your agreement to this letter by countersigning and 25

returning to me at your earliest convenience. 26

27

In Agreement: Witness: 28

s/Jeff Tobius s/Jackie Fay 29

General Chair General Chair 30

IAM District 142 IAM District 142 31

32

In Agreement: Witness: 33

s/Jeff Butler s/Shane Tackett 34

Vice President Vice President 35

Customer Service and Cargo Labor Relations36

142

Health and Wellness Letter # 17 1

2

LETTER OF AGREEMENT 3

BETWEEN 4

ALASKA AIRLINES, INC. 5

AND 6

THE INTERNATIONAL ASSOCIATION OF MACHINISTS 7

AND AEROSPACE WORKERS 8

FOR 9

CLERICAL, OFFICE AND PASSENGER SERVICE EMPLOYEES 10

11

Health Care and Wellness 12

13

The Company and the Union will work jointly in quarterly meetings to 14

learn more about the challenges of providing a benefits plan that can 15

adapt with the market, fostering and encouraging quality care and 16

good outcomes at costs affordable to the Company and to our 17

employees. 18

19

The Company will develop and share medical plan claims data, at a 20

level that is compliant with privacy requirements, on a regular basis to 21

increase the awareness of trends and of the costs of our plan, and 22

explore specific recommendations to reduce or minimize the impact of 23

escalating health care claims costs. 24

25

We will share a willingness to explore, and if mutually agreed, test new 26

plan designs and new tools which will help incentivize informed and 27

thoughtful consumer behavior in our members’ choice of medical 28

providers and discretionary treatments as well as encourage informed 29

dialog with providers. These tools should promote and incentivize 30

wellness programs to maintain and improve the health of all of our 31

members and work to reduce wasteful medical treatments and 32

procedures. 33

34

We share a commitment to work together during the term of the 35

Agreement to implement agreed upon wellness programs and 36

incentives, cost containment and “value based” benefits with 37

applicable incentives and other mutually agreed affordable health care 38

programs with demonstrated good outcomes, with flexibility on the 39

part of both parties to remove, with mutual agreement, any contractual 40

barriers which might otherwise impede a successful enhancement of 41

such programs. 42

43

143

FOR ALASKA AIRLINES, INC 1

2

s/Shane Tackett 3

Shane Tackett 4

Vice President Labor Relations 5

6

7

INTERNATIONAL ASSOCIATION 8

OF MACHINISTS & AEROSPACE WORKERS 9

10

s/Tom Higginbotham 11

Tom Higginbotham 12

President - Directing General Chair 13

14

144

Sick Leave Buyout Letter #18 1

2

LETTER OF AGREEMENT 3

BETWEEN 4

ALASKA AIRLINES, INC. 5

AND 6

THE INTERNATIONAL ASSOCIATION OF MACHINISTS 7

AND AEROSPACE WORKERS 8

FOR 9

CLERICAL, OFFICE AND PASSENGER SERVICE EMPLOYEES 10

11

SICK LEAVE BUY-OUT //

12

// 13

14

Alaska Airlines, Inc. [“Company”], and IAMAW as representative of the 15

COPS members employed by Alaska [the “Association”] agree as 16

follows: 17

18

// 19

20

An employee retiring directly from active service at age 55 or older 21

who has ten (10) years of vesting service or twenty (20) years of 22

Company service will be paid a lump sum equal to the Employee’s 23

current rate of pay multiplied by the sum of the Employee’s accrued 24

sick leave balance multiplied by 25%. 25

26

Employees covered under this letter will receive the same increase to

27

the sick leave lump sum cash payout if another Company represented

28

workgroup receives an increase after the date of signing of this letter.

29

30

All other provisions of the collective-bargaining agreement remain in

31

full force and effect. //

32

33

IN WITNESS WHEREOF, the parties hereto have signed this Letter

34

of Agreement this 27

th

Day of September, 2019. 35

36

FOR THE COMPANY: FOR THE IAM: 37

38

s/Shane Tackett s/Dave Supplee 39

s/Wayne Newton s/Jeff Tobius 40

41

42

43

145

Double Dipping Letter #19

1

2

Letter of Agreement

3

Between

4

Alaska Airlines, Inc.

5

And

6

The International Association of Machinists

7

And Aerospace Workers

8

For

9

Clerical, Office and Passenger Service

10

11

Double Dipping

12

13

This Letter of Agreement is made and entered in accordance with the

14

provisions of Title II of the Railway Labor Act as amended, by and

15

between Alaska Airlines, Inc. (the “Company”) and the Clerical, Office

16

and Passenger Service employees in the service of the Company (the

17

“employees”) as represented by the International Association of

18

Machinists and Aerospace Workers (IAMAW).

19

20

21

Pursuant to the “Double Dipping” letter dated February 1, 2012, this

22

letter of agreement recognizes the issue of “Double Dipping”, as it

23

relates to the COPS Agreement.

24

25

The Company agrees that it will not issue an attendance occurrence

26

and withhold trade privileges due to a single trade violation. The

27

Company will have the option of issuing either an attendance

28

occurrence or restricting trade privileges due to a trade violation, as

29

outlined in the Company’s trade policy.

30

31

IN WITNESS WHEREOF, the parties hereto have signed this Letter

32

of Agreement this 27

th

Day of September, 2019. 33

34

FOR THE COMPANY: FOR THE IAM: 35

36

s/Shane Tackett s/Dave Supplee 37

s/Wayne Newton s/Jeff Tobius 38

146

Non-DOT Random Testing Letter #20 1

2

Letter of Agreement 3

Between 4

Alaska Airlines, Inc. 5

And 6

The International Association of Machinists 7

And Aerospace Workers 8

For 9

Clerical, Office and Passenger Service Employees 10

11

Non-DOT Random Drug Testing 12

13

This Letter of Agreement is made and entered in accordance with the 14

provisions of Title II of the Railway Labor Act, as amended, by and 15

between Alaska Airlines, Inc. (the “Company”) and the International 16

Association of Machinists and Aerospace Workers (the “Union”) in 17

representation of the Company’s Clerical, Office and Passenger 18

Service employees (the “employees”). 19

20

WHEREAS, it is the desire of the Company and the Union to enhance 21

the safety of the Company’s operation through a non-DOT random 22

drug testing program (“Program”). 23

24

WHEREAS, it is the desire of the Company and the Union to enter into 25

a Letter of Agreement providing for a second chance for employees 26

who fail a drug test under the Program. 27

28

NOW THEREFORE, the Company and the Union agree that the 29

following will apply to the Program and to employees covered by the 30

Program who fail a Program test and that the Company and the Union 31

agree to the following: 32

33

1. The Union agrees that the Company has the right to 34

implement and maintain the Program. However, the 35

Program will include a Last Chance Agreement (“LCA”) 36

rehabilitation program for employees who test positive 37

under the Program and who agree to and successfully 38

complete the second-chance process. This will be a one-39

time only option for an employee who tests positive under 40

the Program to retain his or her employment with the 41

Company under the conditional reinstatement pursuant to 42

an LCA. 43

147

1

2. An employee who executes a LCA may not test positive for 2

drugs or alcohol for the remainder of his or her career at the 3

Company and will agree to be subject to “no-notice” testing 4

at the direction of the Company under the terms of the LCA. 5

If the employee fails to comply with the provisions of the 6

LCA, he or she will be subject to immediate discharge. The 7

employee may challenge the discipline in the grievance 8

procedure, but only as to the question of whether the 9

charged offense occurred, and not the extent of the penalty. 10

11

3. An employee who does not execute an LCA will be subject 12

to immediate discharge under the Program. In this case, 13

the Union and employee will have the right to challenge 14

whether the Company had cause for the discharge under 15

the applicable labor agreement, but will not have a right to 16

challenge whether the Company violated the applicable 17

labor agreement by implementing the Program as approved 18

by the Arbitration award. 19

20

4. This Letter of Agreement and the second-chance process 21

called for under it is precedential for the Program only. This 22

Letter of Agreement is non-precedential with respect to any 23

other Company drug-testing program. For example, the 24

Alaska Airlines post-accident, reasonable suspicion, and 25

DOT drug and alcohol-testing programs are not covered by 26

this Letter of Agreement. The Company’s right to discharge 27

for an offense under those programs is maintained by the 28

Company, and the right of the Union and the employee to 29

grieve discipline or discharge under those programs is 30

maintained by the Union. 31

32

IN WITNESS WHEREOF, the parties hereto have signed this Letter

33

of Agreement this 27

th

Day of September, 2019. 34

35

FOR THE COMPANY: FOR THE IAM: 36

37

s/Shane Tackett s/Dave Supplee 38

s/Wayne Newton s/Jeff Tobius 39

148

Ground Safety Action Program (GSAP) for Ground Employees 1

LETTER #21 2

3

LETTER OF AGREEMENT 4

BETWEEN 5

ALASKA AIRLINES, INC. 6

AND 7

THE INTERNATIONAL ASSOCIATION OF MACHINISTS 8

AND AEROSPACE WORKERS 9

FOR 10

CLERICAL, OFFICE AND PASSENGER SERVICE EMPLOYEES 11

12

This Letter of Agreement is made and entered into in accordance with 13

the provisions of the Railway Labor Act, as amended, by and between 14

ALASKA AIRLINES, INC. (hereinafter referred to as the “Company”) 15

and the INTERNATIONAL ASSOCIATION OF MACHINISTS AND 16

AEROSPACE WORKERS (hereinafter referred to as the “Union”). 17

18

The Company and the Union enter into this Letter of Agreement to 19

incorporate the Alaska Airlines Ground Safety Program (GSAP) 20

Memorandum of Understanding and Commitment to a Continuously 21

Improving Safety Culture, dated February 1, 2018, signed by Dave 22

Supplee, President/General Chair, IAM District 142; Tom Nunn, VP 23

Safety; and Wayne Newton, VP Airport Operations and Customer 24

Service (AOCS). 25

26

GSAP-Commitment to a Continuously Improving Safety Culture 27

28

The Ground Safety Awareness Program (GSAP) is designed to foster 29

transparency and accountability by openly identifying issues that 30

impact the safety of our aircraft, customers, and employees. The goal 31

of this program is to gather information that otherwise might not be 32

available. Since GSAP was started in November of 2012, over 2,000 33

reports have been filed. These reports will provide us with data that 34

allows us to see trends and implement corrective actions to 35

continuously enhance the safety of our airline. 36

As we move forward, the GSAP program will be non-punitive in a 37

majority of cases. The Company will not take disciplinary action 38

against you for involvement in an incident or accident if you file a timely 39

GSAP report, which is subsequently accepted by the Event Review 40

Committee (ERC) as long as the following are not involved: 1) 41

intentional/willful disregard for safety, 2) repeat cases of reckless 42

behavior. 43

149

This is intended to ensure a fair and balanced safety culture, in which 1

we make improvements from lessons learned, and there is an 2

appropriate place for discipline. In cases where the ERC cannot come 3

to consensus on report acceptance, the Safety Division will conduct 4

an investigation in order to provide a neutral perspective regarding the 5

employee intentions, actions, and system factors. Per the MOU, if 6

willful or intentional disregard for safety is determined by the ERC, the 7

report will not be accepted, and company disciplinary action may be 8

involved. The same holds true for repeat cases of reckless behavior. 9

If the company determines the employee has a history of reckless 10

behavior, the employee may be disciplined regardless of whether a 11

GSAP was accepted. In either case, the content of the GSAP report 12

remains confidential and will not be used to initiate or support 13

company discipline, consistent with the terms of the MOU. 14

To follow the intent of our GSAP program, it is critical that you provide 15

detailed information on how and why the event occurred, that you 16

respond to requests for information as requested by the ERC, and that 17

you offer ideas regarding future prevention. Additionally, it is important 18

that anyone who has filed a report reply to phone and email requests 19

from an ERC member in a timely manner. In all reports accepted by 20

the ERC, constructive tools will be considered, such as coaching, 21

sharing of lessons learned, and refresher training. Employees who 22

report through the GSAP program are required to participate in these 23

constructive tools, per the MOU. It is also important to remember that 24

filing a GSAP does not replace the requirement to file an Irregularity 25

report. 26

The GSAP program and its voluntary nature have been a key element 27

in fostering the safest period in history for commercial airline 28

operations. Both management and the IAMAW remain fully committed 29

to the program’s success. 30

150

ALASKA AIRLINES 1

GROUND SAFETY ACTION PROGRAM (GSAP) FOR 2

GROUND EMPLOYEES 3

4

MEMORANDUM OF UNDERSTANDING 5

6

1. GENERAL. Alaska Airlines (AS) is a Title 14 of the Code of 7

Federal Regulations (14 CFR), air carrier operating under Part 8

121 engaged in Passenger and Cargo Air Transportation within 9

North and South America. AS operates approximately 218 10

aircraft, and employs approximately 5081 ground employees. 11

The ground employees are represented by the International 12

Association of Machinists and Aerospace Workers (IAMAW), 13

hereinafter referred to as "ground employees". 14

15

2. PURPOSE. AS and the IAMAW are committed to improving 16

safety. Each party has determined that safety would be enhanced 17

if there were a systematic approach for ground employees to 18

promptly identify and correct potential safety hazards. The 19

primary purpose of the AS Ground Safety Action Program 20

(GSAP) is to identify safety events, and to implement corrective 21

measures that reduce the opportunity for safety to be 22

compromised. In order to facilitate flight safety analysis and 23

corrective action, AS joins the IAMAW in voluntarily implementing 24

this GSAP for ground employees, which is intended to improve 25

safety through ground employee self-reporting, cooperative 26

follow-up, and appropriate corrective action. This Memorandum 27

of Understanding (MOU) describes the provisions of the program. 28

1

Ground employees include customer service, cargo,

29

ramp, operations, stores, crew scheduling, reservations,

30

accounting and records specialist agents.

31

32

3. BENEFITS. The program will foster a voluntary, cooperative, 33

nonpunitive environment for the open reporting of safety 34

concerns. Through such reporting, all parties will have access to 35

valuable safety information that may not otherwise be obtainable. 36

This information will be analyzed in order to develop corrective 37

action to help solve safety issues and possibly eliminate 38

deviations from Company Policy. 39

151

1

4. APPLICABILITY. The AS GSAP applies to all ground employees 2

of AS and only to events that occur while acting in that capacity. 3

Reports of events involving apparent noncompliance with 4

Company Policy that is not inadvertent or that appears to involve 5

an intentional disregard for safety, criminal activity, substance 6

abuse, controlled substances, alcohol, or intentional falsification 7

are excluded from the program. 8

9

a. Events involving possible noncompliance with 14 CFR by 10

AS that are discovered under this program may be 11

handled under the Voluntary Disclosure Policy, provided 12

that AS voluntarily reports the possible noncompliance to 13

the FAA and that the other elements of that policy are 14

met. (See the current version of AC 00-58, Voluntary 15

Disclosure Reporting Program and FAA Order 2150.3B, 16

Compliance and Enforcement Program, Chapter 5). 17

b. Any modifications of this MOU must be accepted by all 18

parties to the agreement. 19

20

5. PROGRAM DURATION. This is a Continuing program and may 21

be terminated at any time for any reason by AS or the IAMAW. 22

The termination or modification of a program will not adversely 23

affect anyone who acted in reliance on the terms of a program in 24

effect at the time of that action; i.e., when a program is 25

terminated, all reports and investigations that were in progress 26

will be handled under the provisions of the program until they are 27

completed. Failure of any party to follow the terms of the program 28

ordinarily will result in termination of the program. 29

30

6. REPORTING PROCEDURES. When a ground employee 31

observes a safety problem or experiences a safety-related event, 32

he or she should note the problem or event and describe it in 33

enough detail so that it can be evaluated by a third party. 34

35

a. GSAP Report Form. At an appropriate time during the 36

workday (e.g. after the shift has ended for the day), the 37

employee should complete GSAP Report (electronic 38

form) for each safety problem or event and submit it 39

electronically. If the electronic reporting system is not 40

available to the ground employee at the time he or she 41

152

needs to file a report, the employee may contact the 1

ASAP Hotline (877-897-2727). 2

b. Time Limit. Reports will generally be accepted under the 3

GSAP, regardless of the timeframe within which they are 4

submitted, provided they otherwise meet the acceptance 5

criteria of paragraph 4 of this MOU. 6

c. Non-reporting employees covered under this GSAP 7

MOU. If a GSAP report identifies another covered ground 8

employee in an event involving possible noncompliance 9

with Company Policy and that employee has not 10

submitted a separate report, and the original report 11

otherwise qualifies for inclusion under GSAP, the ERC 12

may offer the non-reporting employee the opportunity to 13

submit his/her own GSAP report. 14

d. Non-reporting employees not covered under this GSAP 15

MOU. If a GSAP report identifies another AS employee 16

who is not covered under this MOU, and the report 17

indicates that employee may have been involved in 18

possible noncompliance with 14 CFR, the ERC will 19

determine on a case-by-case basis whether it would be 20

appropriate to offer that employee the opportunity to 21

submit a GSAP report. If the ERC determines that it is 22

appropriate, the ERC will provide that employee with 23

information about GSAP and invite the employee to 24

submit a GSAP report. 25

26

7. POINTS OF CONTACT. The ERC will be comprised of one 27

representative from AS management; one representative from 28

the IAMAW; and one representative from the Safety Division; or 29

their designated alternates in their absence. In addition, AS will 30

designate one person who will serve as the ASAP/GSAP 31

manager. The ASAP/GSAP manager (or designee) will be 32

responsible for program administration, and will not serve as a 33

voting member of the ERC. 34

35

8. ASAP/GSAP MANAGER. When the ASAP/GSAP Manager 36

receives the report, he or she will record the date and time of any 37

event described in the report and the date and time the report 38

was submitted through the electronic reporting system. The 39

ASAP/GSAP Manager will enter the report, along with all 40

supporting data, on the agenda for the next ERC meeting. 41

Reports should be provided to all ERC members prior to the 42

153

scheduled ERC meeting in accordance with guidance contained 1

in Advisory Circular 120-66, as amended. The ERC will determine 2

whether a report is submitted in a timely manner or whether 3

extraordinary circumstances precluded timely submission. To 4

confirm that a report has been received, the ASAP/GSAP 5

Manager will send a written receipt through the electronic 6

reporting system to each employee who submits a report. The 7

ASAP/GSAP Manager will serve as the focal point for information 8

about, and inquiries concerning the status of, GSAP reports, and 9

for the coordination and tracking of ERC recommendations. 10

11

9. EVENT REVIEW COMMITTEE (ERC). The ERC will review and 12

analyze reports submitted by the ground employees under the 13

program, identify actual or potential safety problems from the 14

information contained in the reports, and propose solutions for 15

those problems. The ERC will provide feedback to the individual 16

who submitted the report. 17

18

a. The ASAP/GSAP Manager will maintain a database that 19

continually tracks each event and the analysis of those 20

events. The ERC will conduct a 12-month review of the 21

GSAP database with emphasis on determining whether 22

corrective actions have been effective in preventing or 23

reducing the recurrence of safety-related events of a 24

similar nature. That review will include 25

recommendations for corrective action for recurring 26

events indicative of adverse safety trends. 27

28

10. ERC PROCESS. 29

a. The ERC will meet as necessary to review and analyze 30

reports that will be listed on an agenda submitted by the 31

ASAP/GSAP Manager. The ERC will determine the time 32

and place of the meeting. The ERC will meet at least 33

once a month, or the frequency of meetings will be 34

determined by the number of reports that have 35

accumulated or the need to acquire time-critical 36

information. 37

b. The ERC will make its decisions involving GSAP issues 38

based on consensus. Under the AS GSAP, consensus of 39

the ERC means the voluntary agreement of all 40

representatives of the ERC. It does not require that all 41

members believe that a particular decision or 42

154

recommendation is the most desirable solution, but that 1

the result falls within each member's range of acceptable 2

solutions for that event in the best interest of safety. In 3

order for this concept to work effectively, each ERC 4

representative shall be empowered to make decisions 5

within the context of the ERC discussions on a given 6

report. The ERC representatives will strive to reach 7

consensus on whether a reported event is covered under 8

the program, how that event should be addressed, and 9

the corrective action or any enforcement action that 10

should be taken as a result of the report. For example, 11

the ERC should strive to reach a consensus on the 12

recommended corrective action to address a safety 13

problem such as an operating deficiency or airworthiness 14

discrepancy reported under GSAP. The corrective action 15

process would include working the safety issue(s) with 16

the appropriate departments at the airline that have the 17

expertise and responsibility for the safety area of 18

concern. In the event there is not a consensus of the 19

ERC, the AS Director, Airports Operations and Customer 20

Service Safety will decide how the report should be 21

handled. 22

c. It is anticipated that three types of reports will be 23

submitted to the ERC: safety-related reports that appear 24

to involve a possible noncompliance with Company 25

Policy, reports that are of a general safety concern, but 26

do not appear to involve possible noncompliance with 27

Company Policy, and any other reports: e.g., involving 28

catering and passenger ticketing issues. All safety-29

related reports shall be fully evaluated and, to the extent 30

appropriate, investigated. 31

d. The ERC will forward de-identified non-safety reports to 32

the appropriate AS department head for his/her 33

information and, if possible, internal (AS) resolution. For 34

reports related to safety, including reports involving 35

possible noncompliance with Company policy, the ERC 36

will analyze the report, conduct interviews of reporting 37

ground employees, and gather additional information 38

concerning the matter described in the report, as 39

necessary. 40

e. The ERC should also make recommendations to AS for 41

corrective actions for systemic issues. For example, such 42

155

corrective action might include changes to AS operations 1

procedures, aircraft maintenance procedures, or 2

modifications to the training curriculum for ground 3

employees. Any recommended changes that affect AS 4

will be forwarded through the ASAP/GSAP Manager to 5

the appropriate department head for consideration and 6

comment, and, if appropriate, implementation. The 7

ASAP/GSAP Manager will track the implementation of 8

the recommended corrective action and report on 9

associated progress as part of the regular ERC 10

meetings. Any recommended corrective action that is not 11

implemented should be recorded along with the reason it 12

was not implemented. 13

f. RESERVED 14

g. Any corrective action recommended by the ERC for a 15

report accepted under GSAP must be completed to the 16

satisfaction of all members of the ERC, or the GSAP 17

report will be excluded from the program, and the event 18

will be referred to the appropriate department for further 19

action, as appropriate. 20

h. Use of the AS GSAP Report: Neither the written GSAP 21

report nor the content of the written GSAP report will be 22

used to initiate or support any Company disciplinary 23

action, or as evidence for any purpose in an FAA 24

enforcement action. The Company may conduct an 25

independent investigation of an event disclosed in a 26

report. 27

28

11. COMPANY ENFORCEMENT. 29

a. Criteria for Acceptance. See paragraph 4. 30

b. Informal Action. Possible noncompliance with Company 31

policy disclosed in GSAP report that is covered under the 32

program and supported by sufficient evidence may be 33

addressed with informal action (i.e., oral or written 34

counseling} by the ERC. 35

c. Reports Involving Qualification Issues. AS GSAP reports 36

covered under the program that demonstrate a lack, or 37

raise a question of a lack, of qualification of a ground 38

employee will be addressed with corrective action, if such 39

action is appropriate and recommended by the ERC. If 40

an employee fails to complete the corrective action in a 41

manner satisfactory to all members of the ERC, the 42

156

GSAP event will be referred to an appropriate 1

department within the Company for any additional 2

investigation and reexamination and/or enforcement 3

action, as appropriate. An ERC recommended corrective 4

action cannot be used to initiate or support Company 5

discipline. 6

d. Excluded from GSAP. Reported events involving 7

possible noncompliance with Company Policy that are 8

excluded from GSAP (see paragraph 4) will be referred 9

by the ERC to an appropriate department within the 10

Company for any additional investigation and re-11

examination and/or enforcement action, as appropriate. 12

e. Corrective Action. Employees initially covered under a 13

GSAP event will be excluded from the program if they fail 14

to complete the recommended corrective action(s) in a 15

manner satisfactory to all members of the ERC. Failure 16

of an employee to complete the ERC recommended 17

corrective action(s) in a manner satisfactory to all 18

members of the ERC may result in the reopening of the 19

case and referral of the matter for appropriate action. 20

f. Repeated Instances of Noncompliance with Company 21

policy involving the same or similar possible 22

noncompliance with the policies that were previously 23

addressed with informal action under GSAP will be 24

accepted into the program, provided they otherwise 25

satisfy the acceptance criteria in paragraph 4 above. The 26

ERC will consider on a case-by-case basis the corrective 27

action that is appropriate for such reports. 28

g. Closed Cases. A closed GSAP case involving a violation 29

which no action has been taken, may be reopened and 30

appropriate enforcement action taken if evidence later is 31

discovered that establishes that the violation should have 32

been excluded from the program. 33

34

12. EMPLOYEE FEEDBACK. The GSAP program will publish a 35

synopsis of the reports received, as well as pertinent data and 36

trend information derived from the ground employee reports, in 37

the GSAP Monthly Review publication. Specific event summaries 38

contained in the synopsis will not include employee names or 39

identify stations. Any employee who submitted a report may also 40

contact the ASAP/GSAP Manager to inquire about the status of 41

his/her report. In addition, each employee who submits a report 42

157

accepted under GSAP will receive individual feedback on the final 1

disposition of the report. 2

3

13. INFORMATION AND TRAINING. The details of the GSAP 4

Program will be made available to all ground employees and their 5

supervisors by publication in the AS Customer Service Manual. 6

AS ground employees, supervisors and managers will receive 7

instruction concerning the program during regularly scheduled 8

recurrent training. All new-hire ground employees will receive 9

training on the program during initial training. 10

11

14. REVISION CONTROL. Revisions to this MOU shall be 12

documented using standard revision control methodology. 13

14

15. RECORDKEEPING. All documents and records regarding this 15

program will be kept by the AS ASAP/GSAP Manager and made 16

available to the other parties of this agreement at their request. 17

All records and documents relating to this program will be 18

appropriately kept in a manner that ensures compliance with 19

Company policy and all applicable law. IAMAW and the Company 20

will maintain whatever records they deem necessary to meet their 21

needs. 22

23

16. SIGNATORIES. All parties to this GSAP are entering into this 24

agreement voluntarily. 25

IN WITNESS WHEREOF, the parties hereto have signed this Letter

26

of Agreement this 27

th

Day of September, 2019. 27

28

FOR THE COMPANY: FOR THE IAM: 29

30

s/Shane Tackett s/Dave Supplee 31

s/Wayne Newton s/Jeff Tobius 32

33

158

COPS/RSSA Bridge Agreement LETTER #22

1

2

LETTER OF AGREEMENT

3

BETWEEN

4

ALASKA AIRLINES, INC.

5

AND

6

THE INTERNATIONAL ASSOCIATION OF MACHINISTS

7

AND AEROSPACE WORKERS

8

FOR

9

CLERICAL, OFFICE AND PASSENGER SERVICE EMPLOYEES

10

AND

11

RAMPS AND STORES EMPLOYEES

12

13

This Letter of Agreement is made and entered into in accordance with

14

the provisions of the Railway Labor Act, as amended, by and between

15

ALASKA AIRLINES, INC. (hereinafter referred to as the “Company”)

16

and the INTERNATIONAL ASSOCIATION OF MACHINISTS AND

17

AEROSPACE WORKERS (hereinafter referred to as the “Union”).

18

19

WHEREAS, the Union is the collective bargaining representative of

20

the Company’s Clerical, Office and Passenger Service (“COPS”)

21

employees, and of the Company’s Ramp and Stores (“RSSA”)

22

employees; and

23

24

WHEREAS, the Union has proposed, and the Company has agreed,

25

that the parties enter into a Letter of Agreement to address the

26

circumstance when a COPS employee is hired into an RSSA position

27

(or vice versa);

28

29

THEREFORE, the Company and the Union enter into this Letter of

30

Agreement to establish the terms that apply when a Company COPS

31

employee is hired into an RSSA position (or vice versa), as set forth

32

below.

33

34

If a COPS employee is hired into an RSSA position (or vice versa), the

35

following provisions apply:

36

37

1. A COPS employee hired into an RSSA position will retain the

38

seniority that the employee had accrued under the COPS

39

Agreement, and shall continue to accrue seniority in the previous

40

position as if employed under the COPS Agreement for as long

41

as the employee holds a position covered under the RSSA

42

Agreement. Likewise, an RSSA employee hired into a COPS

43

position will retain the seniority that the employee had accrued

44

159

under the RSSA Agreement, and shall continue to accrue

1

seniority in the previous position as if employed under the RSSA

2

Agreement for as long as the employee holds a position covered

3

under the COPS Agreement.

4

2. The employee seeking to move from a COPS position to an

5

RSSA position (or vice versa) will be subject to the normal hiring

6

standards and process as set forth by the Company. If hired into

7

a new position, the employee shall be subject to initial probation

8

as set forth in COPS and RSSA Articles 9.

9

3. In addition to seniority, the employee would retain steps for pay,

10

their annual step increase date, and their existing vacation

11

accrual years of service. The employee’s accrual of vacation and

12

sick leave will be governed by the collective bargaining

13

agreement under which the employee is working. The

14

employee’s current vacation (earned and accrued) and sick

15

balances will transfer with the employee to the new position.

16

4. Retirement plan participation and eligibility in the Company

17

pension plan and/or 401(k) plan are governed by the

18

requirements and provisions set forth in the respective plan

19

documents. A COPS employee who is considering being hired

20

into an RSSA position (or vice versa) should contact the

21

Retirement Benefits to understand the consequences of such

22

move on his or her Company retirement benefits.

23

5. If an RSSA employee is hired into the COPS agreement, the

24

employee will not be subject to the language in RSSA Article

25

9.K.1.

26

6. If a COPS employee is hired into the RSSA agreement, the

27

employee will not be subject to the language in COPS Article

28

9.F.7.

29

7. In order for the employee to return to the other Agreement, a

30

vacancy must exist and the employee would be subject to the

31

normal bidding process under the collective bargaining

32

agreement under which they will be working after the employee’s

33

return.

34

8. If furloughed, the employee can exercise his/her furlough rights

35

into any classification where the employee holds seniority in the

36

agreement under which the employee is working at the time of

37

the furlough. In the event the employee cannot exercise seniority

38

under that agreement, the employee can then exercise furlough

39

rights into any classification where they hold seniority under the

40

other agreement.

41

Should any unanticipated or unintended issues arise between the

42

parties as the provisions of this letter are implemented, the Company

43

and Union agree to meet and discuss those issues and, if necessary,

44

160

amend this Letter of Agreement to clarify and mitigate them. At the

1

minimum, the parties will meet to discuss the status of this letter once

2

a year.

3

4

5

IN WITNESS WHEREOF, the parties hereto have signed this Letter

6

of Agreement this 27

th

Day of September, 2019. 7

8

FOR THE COMPANY: FOR THE IAM: 9

10

s/Shane Tackett s/Dave Supplee 11

s/Wayne Newton s/Jeff Tobius 12

161

Wage Review LETTER #23 1

2

3

4

LETTER OF AGREEMENT 5

between 6

ALASKA AIRLINES, INC. 7

and the 8

INTERNATIONAL ASSOCIATION OF MACHINISTS 9

AND AEROSPACE WORKERS 10

August 10, 2024 and 2025 Wage Review

11

12

This Letter of Agreement is made and entered in accordance 13

with the provisions of Title II of the Railway Labor Act, as amended, 14

by and between Alaska Airlines, Inc. (the “Company”) and the Clerical, 15

Office and Passenger Service Employees, Ramp and Stores

16

employees in service of the Company (the “employees”) as

17

represented by the International Association of Machinists and 18

Aerospace Workers (the “Union”). 19

20

To ensure Alaska employees are competitively compensated 21

relative to their industry peers, the company and the IAM agree that 22

on August 10, // 2024 and 2025 there will be an annual increase of //

23

2.5% to all wage steps or adjusted per the below, whichever is greater.

24

At least 30 days prior to August 10, 2024 and 2025 //, the Company

25

and the Union will meet for the purpose of reviewing base Clerical,

26

Office and Passenger Service Employees CSA // wage rates at the

27

major U.S. based passenger air carriers (American, Delta, United, 28

Southwest, JetBlue, Spirit and Frontier) and establishing the 29

appropriate adjustment for base scales in Schedule A. 30

31

The formula to determine the appropriate adjustment will be 32

as follows: 33

34

1. Identify the top of scale base wage rates at the above

35

referenced carriers.

36

2. Identify where the Alaska scheduled top of scale base

37

wage rate for Customer Service Agents would be relative

38

to these carriers.

39

3. Alaska CSA's // will not be paid less than fourth place at

40

the Top of Scale.

41

162

4. If they are not at least the fourth highest paid, the total

1

percentage needed to get to 4th will be applied in place of

2

the scheduled 2.5%.

3

4

a. This same percentage increase will be applied to all

5

steps, scales, and grades.

6

7

For 8/10/24 increase:

8

9

10

Example #1

11

12

8/10/23 Alaska TOS wage rate [30 days prior to review]- $34.85

13

Alaska 8/10/24 scheduled TOS wage rate (2.5%) -- $35.72

14

Delta TOS wage rate -- $37.00

15

Southwest TOS wage rate -- $37.50

16

American TOS wage rate -- $38.50

17

United TOS wage rate -- $40.00

18

19

In order to reach 4th in the industry, Alaska CSA’s need to make

20

$37.00 per hour. This would result in an 6.17% increase to the

21

8/10/23 Alaska TOS rate and this same percent would be applied to

22

all steps, scales, and grades.

23

24

25

Example #2

26

27

8/10/23 Alaska TOS wage rate [30 days prior to review]- $34.85

28

Alaska 8/10/24 scheduled TOS wage rate (2.5%) -- $35.72

29

Delta TOS wage rate -- $34.00

30

Southwest TOS wage rate -- $37.00

31

American TOS wage rate -- $38.00

32

United TOS wage rate -- $39.00

33

34

In this example, Alaska’s scheduled increase places them at 4th, so

35

the scheduled 2.5% wage increase would apply to the 8/10/23

36

Alaska TOS rate and this same percent would be applied to all steps,

37

scales, and grades.

38

39

40

41

42

43

44

45

163

Example #3

1

2

8/10/23 Alaska TOS wage rate [30 days prior to review]- $34.85

3

Alaska 8/10/24 scheduled TOS wage rate (2.5%) -- $35.72

4

5

Delta TOS wage rate -- $36.00

6

Southwest TOS wage rate -- $37.00

7

American TOS wage rate -- $37.00

8

United TOS wage rate -- $38.00

9

10

In order to reach 4th in the industry, Alaska CSA’s need to make

11

$36.00 per hour. This would result in a 3.3% increase to the 8/10/23

12

Alaska TOS rate and this same percent would be applied to all steps,

13

scales, and grades.

14

15

// 16

17

Differentials and other pay variables will not be considered in these 18

base wage rate calculations. 19

20

This letter will automatically expire following the August 10, 2025

21

review. 22

23

IN WITNESS WHEREOF, the parties hereto have signed this Letter 24

of Agreement this 15

th

Day of June, 2022. 25

26

FOR THE COMPANY: FOR THE IAM: 27

28

s/Jenny Wetzel s/Jason McAdoo 29

s/Sonia Alvarado s/Dan Suafoa 30

s/Justin Bates 31

32

33

164

LAX Transition Scale Letter # 24

1

2

Any COPS member hired on or before April 15, 2017 who is either

3

currently working at LAX or who transfers to LAX shall receive the

4

following differential.

5

6

LAX Transition Differential

Start $2.00

Step 1 $2.00

Step 2 $2.00

Step 3 $2.00

Step 4 $1.80

Step 5 $1.60

Step 6 $1.40

Step 7 $1.20

Step 8 $1.00

Step 9 $0.80

Step 10 $0.60

Step 11 $0.40

Step 12 $0.00

7

IN WITNESS WHEREOF, the parties hereto have signed this Letter

8

of Agreement this 27

th

Day of September, 2019. 9

10

FOR THE COMPANY: FOR THE IAM: 11

12

s/Shane Tackett s/Dave Supplee 13

s/Wayne Newton s/Jeff Tobius 14

15

165

Agent: Grade A

Crew Scheduler/Operations Agent

Step 8/10/2021 8/10/2022 8/10/2023 8/10/2024 8/10/2025

Start $20.60 $24.19 $24.80 $25.42 $26.05

1 $21.21 $24.19 $24.80 $25.42 $26.05

2 $21.85 $24.69 $25.31 $25.94 $26.59

3 $22.51 $25.21 $25.84 $26.49 $27.15

4 $23.19 $25.97 $26.62 $27.29 $27.97

5 $23.87 $26.85 $27.53 $28.21 $28.92

6 $27.07 $29.48 $30.22 $30.97 $31.75

7 $27.95 $30.44 $31.20 $31.98 $32.78

8 $30.87 $33.62 $34.46 $35.32 $36.21

9 $31.11 $33.88 $34.73 $35.60 $36.49

10 $32.19 $35.06 $35.93 $36.83 $37.75

11 $33.00 $35.94 $36.84 $37.76 $38.70

12 $33.46 $37.54 $38.48 $39.44 $40.43

Start to first step takes six months 1

First step to second step takes six months. 2

All other steps take one year. 3

166

Agent: Grade B

Station Agent

Step 8/10/2021 8/10/2022 8/10/2023 8/10/2024 8/10/2025

Start $16.80

$19.73 $20.22 $20.73 $21.25

1

$17.22 $19.73 $20.22 $20.73 $21.25

2

$17.85 $20.17 $20.67 $21.19 $21.72

3

$18.11 $20.28 $20.79 $21.31 $21.84

4

$18.23 $20.42 $20.93 $21.45 $21.99

5

$19.32 $21.74 $22.28 $22.84 $23.41

6

$20.36 $22.17 $22.73 $23.30 $23.88

7

$21.61 $23.54 $24.12 $24.73 $25.35

8

$22.16 $24.13 $24.74 $25.36 $25.99

9

$22.65 $24.67 $25.28 $25.92 $26.56

10

$24.17 $26.32 $26.98 $27.66 $28.35

11

$26.31 $28.65 $29.37 $30.10 $30.86

12

$31.34 $35.16 $36.04 $36.94 $37.87

Start to first step takes six months 1

First step to second step takes six months. 2

All other steps take one year. 3

167

Agent: Grade C

Customer Service

Cargo Systems Control Agent

Central Reservations Control Agent

Reservations

Step

8/10/2021 8/10/2022 8/10/2023 8/10/2024 8/10/2025

Start $15.75 $18.50 $18.96 $19.43 $19.92

1 $16.17 $18.50 $18.96 $19.43 $19.92

2 $16.80 $18.98 $19.46 $19.95 $20.44

3 $17.06 $19.11 $19.59 $20.07 $20.58

4 $17.42 $19.51 $20.00 $20.50 $21.01

5 $18.49 $20.80 $21.32 $21.85 $22.40

6 $19.57 $21.31 $21.85 $22.39 $22.95

7 $20.81 $22.66 $23.23 $23.81 $24.41

8 $21.30 $23.20 $23.78 $24.37 $24.98

9 $21.84 $23.79 $24.38 $24.99 $25.61

10 $23.34 $25.42 $26.06 $26.71 $27.37

11 $25.50 $27.77 $28.47 $29.18 $29.91

12 $30.30 $34.00 $34.85 $35.72 $36.61

Start to first step takes six months 1

First step to second step takes six months. 2

All other steps take one year. 3

168

Clerical: Grade A

Work Control Specialist

Step 8/10/2021 8/10/2022 8/10/2023 8/10/2024 8/10/2025

Start $19.05 $22.37 $22.93 $23.50 $24.09

1 $19.72 $22.37 $22.93 $23.50 $24.09

2 $20.40 $23.05 $23.63 $24.22 $24.82

3 $21.14 $23.68 $24.27 $24.88 $25.50

4 $21.86 $24.48 $25.10 $25.72 $26.37

5 $22.64 $25.47 $26.11 $26.76 $27.43

6 $23.41 $25.75 $26.39 $27.05 $27.73

7 $24.26 $26.42 $27.08 $27.76 $28.45

8 $25.10 $27.34 $28.02 $28.72 $29.44

9 $25.98 $28.29 $29.00 $29.73 $30.47

10 $26.88 $29.28 $30.01 $30.76 $31.53

11 $27.82 $30.30 $31.06 $31.83 $32.63

12 $29.84 $33.48 $34.32 $35.18 $36.05

Start to first step takes six months 1

First step to second step takes six months. 2

All other steps take one year. 3

169

Clerical: Grade B

Accounting Specialist

Step 8/10/2021 8/10/2022 8/10/2023 8/10/2024 8/10/2025

Start $16.30

$19.14 $19.62 $20.11 $20.61

1

$16.85 $19.14 $19.62 $20.11 $20.61

2 $17.44 $19.71 $20.20 $20.70 $21.22

3

$18.07 $20.24 $20.74 $21.26 $21.79

4

$18.71 $20.96 $21.48 $22.02 $22.57

5 $19.37 $21.79 $22.34 $22.89 $23.47

6

$20.04 $22.04 $22.59 $23.16 $23.73

7

$20.73 $22.58 $23.14 $23.72 $24.31

8 $21.47 $23.38 $23.97 $24.57 $25.18

9

$22.22 $24.20 $24.80 $25.42 $26.06

10

$23.00 $25.05 $25.68 $26.32 $26.98

11 $23.80 $25.92 $26.57 $27.23 $27.91

12

$25.50 $28.61 $29.33 $30.06 $30.81

Start to first step takes six months 1

First step to second step takes six months. 2

All other steps take one year. 3

170

Clerical: Grade C

Mail/Manuals Specialist/

Crew Scheduling Specialist

Step 8/10/2021 8/10/2022 8/10/2023 8/10/2024 8/10/2025

Start $13.04

$15.31 $15.70 $16.09 $16.49

1 $13.79 $15.31 $15.70 $16.09 $16.49

2

$14.56 $16.45 $16.86 $17.29 $17.72

3

$15.39 $17.24 $17.67 $18.11 $18.56

4 $16.30 $18.26 $18.71 $19.18 $19.66

5

$17.23 $19.38 $19.87 $20.37 $20.87

6

$18.22 $19.84 $20.34 $20.85 $21.37

7 $19.27 $20.99 $21.51 $22.05 $22.60

8

$20.66 $22.50 $23.06 $23.64 $24.23

9

$21.39 $23.30 $23.88 $24.48 $25.09

10 $22.13 $24.10 $24.70 $25.32 $25.95

11

$22.90 $24.94 $25.56 $26.20 $26.86

12

$24.55 $27.55 $28.23 $28.94 $29.66

Start to first step takes six months 1

First step to second step takes six months. 2

All other steps take one year. 3

. 4

171

INDEX Article Par. Page

1

A

2

Accidents 17 A 76 3

Accounting Specialist 4 D 10 4

Address notification 5

laid off employees 9 G 39 6

change of address 18 D 79 7

Age 8

discrimination 1 D 2 9

seniority 9 D 38 10

faithful service 9 H 39 11

retirement 23 E.7-8 93 12

dependent/insurance 25 D 96 13

Alcoholism Letter Ltr #2 - 111 14

Allegheny-Mohawk 3 F 7 15

Anniversary Date 19 R 83 16

Annual Physical 14 D 60 17

Arbitration 16 I 71 18

Awarding Vacancies 10 H 45 19

written notification 10 G.7.a. 44 20

requirements 10 H 45 21

22

B

23

Bidding 4 A 9 24

part-timers 10 G.5.d 43 25

vacancy 10 H 45 26

while on lay off 10 G.5.e 43 27

preference form 10 G.1 43 28

use of preference 10 G.5 43 29

withdrawal 10 G.7 44 30

one year freeze 10 M 47 31

during realignment 10 G.4 43 32

Bilingual Letter Ltr #6 - 119 33

Breaks 5 D 19 34

Bridge Agreement Ltr #22 - 157 35

Bulletin Boards 22 H 89 36

37

C

38

Call out minimum 7 K.1 32 39

Cargo System Control Agent 4 D 14 40

Central Reservations Control Agent 4 D 14 41

42

172

INDEX Article Par. Page

1

Change of Address 9 G 39 2

laid off employees 10 A 40 3

notification within 10 days 18 D 79 4

Chemical Dependency Letter Ltr #2 - 111 5

Classifications of Work 6

Agent Division 4 B 9 7

Clerical Division 4 C 9 8

job description 4 D 9 9

job bidding 4 A 9 10

management performing work 4 E 16 11

non-management trainers 4 F 16 12

Committees 13

attend lodge meetings 22 I 90 14

copy of layoffs 10 A.2 41 15

discipline representation 16 D.2 67 16

E.1 67 17

F.1 68 18

negotiating 12 K 55 19

pass travel 15 C 63 20

safety 17 A 76 21

uniform 18 C.2 78 22

Compensatory Time 5 G 21 23

formal training program 30 B 108 24

Contract booklet 18 E 79 25

Contract Service Lead Ltr #10 - 129 26

Crew Scheduling Specialist 4 D 11 27

Crew Scheduling Transition scale Ltr #3 - 112 28

Crew Scheduler 4 D 12 29

Cross Utilization 4 F 16

30

Customer Service Agent 4 D 13 31

32

D

33

DAT vacation 13 F.1 58 34

Days off 35

changing 7 J.1 32 36

during negotiations 12 K 55 37

during vacation 13 F.1 58 38

holiday on 8 C.1 34 39

on pay day 19 C 81 40

part-time 6 A.2 23 41

standard work week 5 B.1 17 42

ten hour shift 8 C.2 34 43

trading 5 F 20 44

173

INDEX Article Par. Page

1

flex-time 5 F.2 20 2

working on 7 K.2 32 3

Defacing property 3 D 6 4

Dental Plan 5

union leave of absence 12 H.2 54 6

while on injury leave 25 D.1.d 97 7

plan coverage 25 D 97 8

Destruction of property 3 D 6 9

Differential 10

Workers’ Compensation 14 I.2 61 11

shift amount 21 A 86 12

Alaska 19 M 82 13

Arctic 19 O.1 83 14

Bay Area 19 O.2 83 15

Hazwoper 19 P 83 16

Denver/Fairbanks 19 T 85 17

Discharge 18

appeal to system board 16 I.6 72 19

exoneration from 16 G 69 20

failure to pay union dues 22 D 87 21

management right 3 C 6 22

notice of 16 F.1 68 23

seniority list 9 F.2 38 24

Discipline 25

management right 3 C-D 6 26

notification of 16 E.1 67 27

16 F.1 68 28

one year limitation 16 H.7 70 29

unsafe conditions 17 A 76 30

Discrimination 1 B 2 31

Disputes 32

appeal to Board 16 I 71 33

Board jurisdiction 16 I.4-5 71 34

grievance procedure 16 A 64 35

peaceful settlement 3 D 6 36

System Board of Adjustment 16 I 61 37

Double-Dipping Ltr #19 - 144 38

Double time 39

bypassing volunteers 7 F.2 30 40

holidays/8 hour shift 8 C.1 34 41

holidays/10 hour shift 8 C.2 34 42

in excess of work day 7 B.1-2 26 43

in excess of work week 7 I.4 31 44

174

INDEX Article Par. Page

1

DPASA Ltr #9 - 124 2

Drug Dependence 3

Letter Ltr #2 - 111 4

testing 17 D 77 5

Dues 6

authorization 22 B 87 7

union dues 22 A 87 8

Duration 27 - 103 9

10

E

11

Education 30 B 108 12

Efficiency 13

of operations 1 A 2 14

of employees 3 C 6 15

Eight hours of rest 5 H 21 16

Emergencies 4 E 16 17

Emergency 18

emergency room deductible 25 D.3.d 99 19

extending time limits 16 K.7 74 20

leave of absence 12 B 52 21

national war 10 A.2 41 22

overtime 7 I.1 30 23

vacation accrual 13 G 58 24

Equipment 25

Company rights 3 C 6 26

new technology 2 F-G 4 27

subcontracting 2 D 3 28

Ltr #12 - 132 29

training on new equip. 30 F 109 30

2 F 4 31

Expenses 32

customary medical 25 D.3.a 98 33

exclusion 11 A.2.c 51 34

medical 25 D 96 35

relating to System Boards 16 K 73 36

transfers 11 A 51 37

while attending classes 30 F 109 38

39

F

40

Facilities 41

Company rights 3 C 6 42

subcontracting 2 D 3 43

Ltr #12 - 132 44

175

INDEX Article Par. Page

1

Ferry Passes 18 I 80 2

Field Service 29 - 106 3

File, personnel 4

discipline letters 16 H.7 70 5

all employees 18 A 78 6

Forfeiting seniority 7

removed from list 9 F 38 8

reporting after Government off. 12 H.1 54 9

reporting after union leave 12 H.2 54 10

station lay off 10 B 42 11

Furlough 12

accrued vacation pay 13 I 59 13

leaves of absence 12 E 53 14

medical insurance 25 D 97 15

other jobs within company 10 F.1 42 16

part-time positions 6 B 23 17

preference bids 10 G.5.e 43 18

recalls of less than 90 days 10 D 42 19

shift realignments 10 Q.3 48 20

station furlough 10 C 42 21

transfer to avoid furlough 11 A.2.b 51 22

23

G

24

Gender references 1 C 2 25

General and Miscellaneous 26

address/phone number 18 D 79 27

appearance 18 J 80 28

Contract booklet 18 E 79 29

ferry passes 18 I 80 30

jury duty 18 F 80 31

parking 18 H 80 32

personnel file 18 A 78 33

references 18 B 78 34

safety 18 J 80 35

uniforms 18 C 78 36

weather gear 18 G 80 37

Grievance Resolution Procedure 38

Attendance 16 D 66 39

Chief shop steward 22 F 88 40

discharge/suspension 16 F 68 41

disciplinary letters 16 H.7 70 42

general procedures 16 A 64 43

grievance review board 16 B 64 44

176

INDEX Article Par. Page

1

hearing schedules 16 H.7 70 2

investigating grievances 16 H.5 70 3

notification of settlement 16 H.1 69 4

regular grievances 16 C 65 5

rejected offers 16 H.8 70 6

shop steward 22 F 88 7

stenographic reports 16 H.2 69 8

time limits 9

extensions 16 H.3 70 10

failure to meet 16 H.4 70 11

Grievances outside the Agreement 3 D 6 12

GSAP Ltr #21 - 147 13

Guiding Principles - - 1 14

15

H

16

Hangars 3 C 6 17

HAT vacation 13 F 58 18

Health & Wellness Ltr #17 - 141 19

Hiring from outside 20

new classification at station 10 J.3 47 21

Holiday Helpers Ltr #13 - 134 22

Holidays 23

banking options 8 C.4 34 24

call out 8 G 35 25

days observed 8 A 33 26

during vacation 8 E 34 27

eight hour shifts 8 C.1 34 28

falling in a vacation period 8 E 34 29

falling on a day off 8 D 34 30

hours restriction 8 H 35 31

modified work week 8 C.3 34 32

part-time 6 I 25 33

regular day off volunteers 8 B.2 33 34

selection of volunteers 8 B 33 35

ten hour shifts 8 C.2 34 36

volunteer sheets 8 - 35a-b 37

Home Agents 28 - 104 38

Hours of Service 39

compensatory time 5 G 21 40

eight hour shifts 5 A.1 17 41

hourly periods 5 A.4 17 42

meal periods 5 C 18 43

minimum hour guarantee 5 E 19 44

177

INDEX Article Par. Page

1

minimum rest 5 H 21 2

modified work week 5 B.2 17 3

relief shift 5 B.3 18 4

rest periods 5 D 19 5

shift starting times 5 B.3 18 6

standard work week 5 B.1 17 7

ten hour shifts 5 A.2 17 8

trading shifts 5 F 20 9

10

I

11

Inactive Classifications Ltr #14 - 135 12

Inclement weather gear 18 G 80 13

Information Technology Ltr #15 - 138 14

Injury 15

leave of absence 12 C 52 16

occupational leave 14 I 61 17

Insurance 25 96 18

coordination of benefits 25 D.6 101 19

dental 25 D.4 100 20

H.M.O. coverage 25 D 97 21

life insurance 25 A 96 22

medical 25 D 97 23

part time 25 D 97 24

retirement coverage Ltr #18 - 143 25

vision 25 D.5 100 26

27

J

28

Job descriptions 4 D 9 29

Junior assigning 7 I 30 30

Jury duty 18 F 80 31

32

K

33

Ketchikan Ferry passes 18 I 80 34

35

L

36

LAX Transition Scale Ltr#24 - 163 37

Lay off 38

awarding vacancy 10 H.1 45 39

notice 10 A.2 41 40

part-time employee 6 B.6 24 41

preference bid 10 A.1 40 42

seniority list 9 F.6 39 43

sick leave retention 14 B 60 44

178

INDEX Article Par. Page

1

Lead Accounting Specialist 4 D 10 2

Lead Cargo System Control Agent 4 D 14 3

Lead Central Reservations Control Agent 4 D 15 4

Lead Crew Scheduler 4 D 12 5

Lead Customer Service Agent 4 D 13 6

Lead Mail Specialist 4 D 11 7

Lead Operations Agent 4 D 12 8

Lead Pay 9

differential 19 L 82 10

managers functions 19 I 82 11

non-management trainer 4 F 16 12

Lead Reservations Agent 4 D 15 13

Lead Station Agent 4 D 12 14

Lead vacation allotment 13 L 59 15

Lead vacation bidding 13 C 57 16

Lead Work Control Specialist 4 D 10 17

Leaves of Absence 18

accruing seniority 12 C 52 19

awarding 12 B 52 20

duration 12 C 52 21

during furlough periods 12 E 53 22

gainful employment during 12 J 55 23

government employment 12 H 54 24

maternity 12 D.1 52 25

vacancy during 12 D.1 52 26

medical 12 C 52 27

negotiating committee 12 K 55 28

parental leave 12 D.3 53 29

pay 12 A 52 30

requesting 12 B 52 31

return from 12 I 55 32

Selective Service Act 12 G 54 33

Union Employment 12 H.2 54 34

Letters of Agreement 35

Bilingual agents Ltr #6 - 119 36

Bridge Agreement Ltr #22 - 157 37

Chemical dependency Ltr #2 - 111 38

Contract Service Lead Ltr #10 - 128 39

Crew Scheduling Transition scale Ltr #3 - 112 40

Double-Dipping Ltr #19 - 144 41

DPASA Ltr #9 - 124 42

GSAP Ltr #21 - 147 43

Health and Wellness Ltr #17 - 141 44

179

INDEX Article Par. Page

1

Holiday Helpers Ltr #13 - 134 2

Information Technology Ltr #15 - 138 3

LAX Transition Scale Ltr#24 - 163 4

Inactive Classification Ltr #14 - 135 5

Military charters Ltr #4 - 113 6

Non-DOT Random Testing Ltr #20 - 145 7

Prudhoe Bay Ltr #5 - 115 8

PSC's and Boardroom Concierge Ltr #1 - 110 9

Resource Planning Ltr #11 - 130 10

Sick Leave Buyout Ltr #18 - 143 11

Staffing Adjustment Ltr #16 - 140 12

Station Agent classification Ltr #7 - 121 13

Union Business Ltr #8 - 122 14

Wage Review Ltr#23 - 160 15

Work Security Ltr #12 - 132 16

Letters of Agreement List 24 - 95 17

Lock Out 3 D 6 18

Long and faithful service 9 H 39 19

Long Term Disability 25 C 97 20

Longevity pay 26 - 102 21

Lunch period 22

during overtime 7 E 28 23

graveyard/third shift 5 A 17 24

no lunch pay 5 C.3.b 19 25

off schedule pay 5 C.3.a 19 26

scheduling 5 C 18 27

ten hour day 5 A.2 17 28

29

M

30

Mail Specialist 4 D 11 31

Management performing work 32

exceptions 2 C 3 33

routinely 4 E 16 34

Management Rights Clause 3 C 6 35

Mandatory overtime 36

assignment 7 I 30 37

in excess of a work week 7 I.4 31 38

Manuals 2 E 3 39

Maternity 40

leave of absence 12 C 52 41

Meal Period (s) 5 C 18 42

off schedule lunch 5 C.3.a 19 43

no lunch 5 C.3.b 20 44

180

INDEX Article Par. Page

1

Military Charters Letter Ltr #4 - 113 2

Military Leave 12 C 52 3

Minimum 4

higher rate of pay 19 H 81 5

holiday call out 8 G 35 6

holiday hours 8 B 33 7

hourly rates 19 A-B 81 8

hours per week 5 E 19 9

realignment posting 10 Q 48 10

split shift hours 6 C 24 11

subsequent vac. hours.- bidding 13 J 59 12

training on days off 30 C 108 13

vacancy posting 10 P.5 48 14

vacation hours - bidding 13 C 57 15

Minimum rest 5 H 21 16

Modified work week 5 B.2 17 17

Moving expenses 11 - 51 18

19

N

20

Negotiating Committee 21

accruing benefits 12 K 55 22

union meetings 22 I 90 23

passes 15 C 63 24

New employee 9 B 36 25

No strike clause 3 D 6 26

Non-management trainers 4 F 16 27

O

28

Occupational injury leave 14 I 61 29

Operations Agent 4 D 12 30

Orders and notices 22 G 89 31

Overtime 32

advance notice 7 H 30 33

at end of shift 7 G 30 34

call back minimum 7 K.1 32 35

call out minimum 7 K.2 32 36

double time 7 B 26 37

emergency definition 7 I.3 31 38

junior assigning 7 I 30 39

mandatory assignment 7 I 30 40

part-time 6 F 25 41

premium for work on days off 7 D 26 42

schedule change 7 J 32 43

181

INDEX Article Par. Page

1

short paycheck 7 J 32 2

sick leave 7 D 26 3

time and one-half 7 A 26 4

trade days 7 C 26 5

volunteers 7 F.1 29 6

7

P

8

Parental Leave 12 D.3 53 9

Part-time employees 10

benefits 6 A.3 23 11

bidding to full time 10 G.5.d 43 12

establishment of positions 6 B 23 13

insurance 6 A.3 23 14

25 D 97 15

limitation 6 A.4 23 16

lists of union 6 E 24 17

percentage 6 A.4 23 18

seniority 6 A.3 23 19

split shifts 6 C 24 20

work day 6 A.1 23 21

work week 6 A.2 23 22

Pass privileges 15 - 63 23

Pay dates 19 C 81 24

during holiday 19 D 81 25

Pay shortage 19 G 81 26

Pension Plan 27

401(K) 23 A– B 91 28

age 50 with 20 years service 23 E.5 93 29

existing plan 23 E 92 30

retirement age 23 E.7 93 31

Performance Based Pay 19 Q 83 32

Personnel file 18 A 78 33

Physicals 17 D 77 34

Preamble - - 1 35

Preference bids 36

awarding 10 H 45 37

restriction 10 L 46 38

shift realignment 10 Q 48 39

vacancies 10 G 43 40

Pregnancy 12 D 52 41

Cathode Ray Tubes 17 E 77 42

Prescription Drug Co-pay 25 D.3.e 100 43

44

182

INDEX Article Par. Page

1

Probation 2

additional classification 9 C.1 37 3

new employees 9 B.1 36 4

purpose of 9 B.1 36 5

Promotion adjustments 19 K 82 6

Prudhoe Bay Letter Ltr #5 - 115 7

PSCs and Boardroom Hostess Letter Ltr #1 - 110 8

Purpose of Agreement 9

coercion of employees 1 B 2 10

discrimination 1 D 2 11

gender references 1 C 2 12

mutual interest 1 A 2 13

14

R

15

Railway Labor Act 16

privileges under 16 I 71 17

System Board of Adjustment 16 I 71 18

Realignment 10 Q 48 19

Recall from furlough 20

minimum recall 10 D 42 21

physical examination 17 D 77 22

preference bid filing 10 G 43 23

recall to laid off station 10 A.1 40 24

time limit 9 F.6 39 25

Recognition and Scope of Agreement 26

jurisdiction of work 2 B 3 27

management working 2 C 3 28

policies & manuals 2 E 3 29

recognition of bargaining agent 2 A 3 30

subcontracting 2 D 3 31

Records Specialist 4 D 11 32

Regular days off 5 B 18 33

Relief shift differential 21 A 86 34

Relief shift starting times 5 B.3 18 35

Representation 2 A 3 36

Reservations Sales Agent 4 D 15 37

Rest - Insufficient 5 H 21 38

Rest Period(s) 39

15 minutes 5 D 19 40

during overtime 7 E 28 41

Resource Planning Ltr #11 - 130 42

Right of allotment 13 L 59 43

Routes 3 C 6 44

183

INDEX Article Par. Page

1

S

2

Safety and Health 3

hearing protectors 17 C 77 4

safety committee 17 A 76 5

Savings clause 20 - 85 6

Schedule change 7

change of days off 7 J 32 8

Scheduled days off 7 J 32 9

Seniority 10

definition 9 A 36 11

faithful service 9 H 39 12

forfeiting seniority 13

accepting recall 10 E 42 14

leaves position voluntarily 10 L.2 47 15

leave position involuntarily 10 L.1 46 16

outside agreement 9 F.7 39 17

preference bid/lay off 10 C 42 18

refuse recall 10 B 43 19

seniority in another class. 9 C.4 37 20

station lay off 10 B 42 21

time limits 9 F.7 39 22

in another classification 9 C 37 23

lists 9 E 38 24

position by age 9 D 38 25

probation 26

new classification 9 C.5 37 27

new employees 9 B 36 28

protest 9 E 38 29

recall rules, loss of 9 F.6 39 30

recall rules, bid awards 10 H 45 31

reduction in force 10 A 40 32

removing names 10 A.2 41 33

sending notices 10 G.7 44 34

station closures 10 F 42 35

Service Charges 36

employee union obligation 22 B 87 37

authorization 22 B 87 38

Settlement of disputes 3 D 6 39

Shift bids 10 Q 48 40

Shift differential 41

computation 21 D 86 42

rates 21 A 86 43

relief shift 21 C 86 44

184

INDEX Article Par. Page

1

times 21 B 86 2

Shop Steward 22 F 88 3

Steward definition 22 F 88 4

Chief Steward definition 22 F 88 5

Short term disability 25 B 96 6

Sick Leave 7

abuse 14 F 60 8

accrual 14 A 60 9

additional sick leave 14 J 62 10

annual physical 14 D 60 11

chemical dependency Letter Ltr #2 - 11112

chemical dependency sick leave 14 F 60 13

death in the family 14 H.1 61 14

leaves of absence 12 D.2 53 15

occupational injury leave 14 I 61 16

overtime 7 D 26 17

posting accrual 14 G 61 18

rate 14 A 60 19

sick leave buyout Ltr #18 - 14320

spouse/child 14 H.2 61 21

trades 5 F 20 22

Sit-Down 3 D 6 23

Slowdown 3 D 6 24

Special checks 19 G 81 25

Special Project 10 R 49 26

Split Shifts 6 C.5 24 27

pay/differential 21 A 86 28

locations 6 C.5 24 29

Staffing Adjustment Ltr #16 - 140 30

Station Agent 4 D 12 31

Station Closure 10 F 42 32

Status of Agreement 33

management rights 3 C 6 34

new stations 3 A 6 35

settlement of disputes 3 D 6 36

successors or assigns 3 B 6 37

Stay-In 3 D 6 38

Stenographic reports 16 H.2 69 39

Stoppage 3 D 6 40

Strike clause 3 D 6 41

Subcontracting 2 D 3 42

Job Security Ltr #12 - 132 43

44

185

INDEX Article Par. Page

1

Suspension 2

grievance procedure 16 F 68 3

System Board of Adjustment 4

appointments 16 J 73 5

compliance of RLA 16 I.1 71 6

composition of board 16 I.2 71 7

discharge 16 I.6 72 8

disputes for consideration 16 I.5 72 9

employee representation 16 I.7 72 10

expenses 16 K 73 11

extensions 16 K.7 74 12

jurisdiction 16 K.6 74 13

neutral member 16 I.2 71 14

records 16 H.2 69 15

rights 16 I.9 73 16

rights of members 16 I.9 73 17

submissions 16 I.6 72 18

voting 16 I.8 72 19

System Regulations 20

attending classes 30 E 109 21

drug testing 17 F 77 22

expenses away from base 11 B 51 23

modification during agreement 2 E 3 24

moving expenses 11 A.1 51 25

26

T

27

Telephone 18 D 79 28

Temporary vacancies 10 P.1 47 29

Ten hour shifts 30

holidays 8 C.2 34 31

overtime 7 A.2 26 32

overtime on days off 7 D.2 26 33

work day 5 A.2 17 34

work week 5 B.2 17 35

Termination 36

during probation 9 B 36 37

grievance procedure 16 F 68 38

insurance 25 D 97 39

// retirement plan 23 91

40

vacation pay 13 I 59 41

Trades and overtime 7 C 26 42

Trading shifts 5 F 20 43

Flex-time 5 F.2 20 44

186

INDEX Article Par. Page

1

Trainers 30 A 108 2

Training 3

away from station 30 B 108 4

before or after work 30 D 108 5

expenses 30 E 109 6

on days off 30 C 108 7

on new equipment 30 F 109 8

Overnight accommodations 30 G 109 9

Transfers and Moving Expenses 11 - 51 10

Transportation 11

allotment/service charge 15 A 63 12

General Chair 15 C 63 13

moving 11 A.2.c 51 14

negotiating committee 15 C 63 15

Prudhoe Bay Letter Ltr #5 115 16

System Boards 16 K 73 17

transfers 11 A 51 18

19

U

20

Uniforms 18 C 78 21

Union dues 22 B 87 22

membership 22 A 87 23

non-membership 22 D 87 24

Union or Government employment 12 H 54 25

Union meeting attendance 22 I 90 26

Union membership 22 A 87 27

Union pin 18 C.6 79 28

Union Security 22 - 87 29

Union Shop 30

assignment of duties 22 B 87 31

furnishing replacements 22 D 87 32

indemnification 22 E 88 33

new employees 22 B 87 34

remitting dues 22 C 87 35

36

V

37

Vacancies 38

awarding 10 H 45 39

bidding procedure 10 G.5 43 40

central bidding procedure 10 G.3 43 41

from lay-off/furlough 10 G.5 43 42

preference bid awards 10 H 45 43

probationary period 10 G.8 44 44

187

temporary 10 P.3 47 1

transfer period 10 M 47 2

Vacations 3

accrual 13 B 57 4

bidding 13 C 57 5

canceling 13 L 59 6

commencement 13 F 58 7

computing allowances 13 A 57 8

day-at-a-time 13 F 58 9

holiday during 8 E 34 10

if canceled 13 K 59 11

odd days 13 F 58 12

pay advance 13 G 58 13

retirement or death 13 I 59 14

right of allotment 13 L 59 15

sick leave 13 H 58 16

vacation relief 5 B.4 18 17

18

W

19

Wage Rules 20

specialist as manager 19 I 82 21

higher pay grade minimum 19 H 81 22

minimum rates 19 A 81 23

pay dates 19 C 81 24

pay day on holiday 19 D 81 25

pay stub statements 19 E 81 26

preventing increases 19 B 81 27

reclassification 19 J 82 28

special checks 19 G 81 29

termination 19 F 81 30

Wage Review Ltr#23 - 160 31

Wage Scale 19 R 83 32

Wage rate charts 164-169 33

Waived Passes 15 C 63 34

Work Control Specialist 4 D 10 35

Work Day 5 A 17 36

Work Security Ltr #12 - 132 37

Work stoppage 3 D 6 38

Work week 5 B 17 39

Workers' compensation 14 I 61 40