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IAM Contract
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IAM Contract

fly-to-win handbook

Probationary Period

IAM Contract

Six months, up to a maximum of 210 days (seven months) from date of hire or transfer.

Fly-to-win handbook

Six months, up to a maximum of nine months.

During probation:

Agent is eligible for Shift Differential, Health Insurance, Holiday pay, and Occupational Sick Time.

Trades are allowed as long as scheduled hours are maintained.

May go below hours with management approval.

During probation:

No Medical Benefits

Agent is not eligible for Shift Differential, Holiday Pay, or Occupational Sick Time.

Trades are limited to pickup hours only, after 30 days, and to give up hours after 90 days.

Hours of Work

IAM Contract

Shifts—Full-Time

Full-time shifts are forty hours per week, with no more than ten consecutive hours per day, exclusive of a thirty minute meal period.

Scheduled shifts to be five eight-hour days, or four ten-hour days.

Any hours after this would be overtime.

Fly-to-win handbook

Shifts—Full-Time

Full-time shifts are forty hours per week. No employee may work more than thirteen hours per day, excluding lunch period. Normal schedule is five consecutive work days followed by two days off, except relief shifts. Alternate schedules, including a ten-hour four-day week, may be approved by a local director for operational purposes.

Shifts—Part Time

Part-time shifts will be scheduled a minimum of sixteen, and a maximum of thirty hours per week.

A shift will be a minimum of four hours per day, and a maximum of ten hours per day, exclusive of a thirty minute meal period for those who work In excess of 4.5 hours.

Shifts—Part-Time

Part-time shifts will be twenty hours per week minimum, and either twenty-five hours (hired prior to 7/93), or thirty hours (hired 7/93 or after). Employees scheduled for more than five hours will have a thirty minute unpaid meal period.

Breaks

Employees who work four hours or more will have one rest period.

Employees who work more than six hours will have two rest periods.

An additional rest period is given for every additional four hours of work.

(This formula results in three breaks for ten-hour shifts)

Breaks

Employees will be given one break during each one-half of an eight- or ten-hour shift.

Part-time employees will be given one break per scheduled shift of less than eight hours.

If splitting a shift results in any shift segment of less than eight hours, the paid break is forfeited.

(This formula results in two breaks for ten-hour shifts, instead of three).

Meal Periods

IAM Contract

Meal Period Scheduling

Meal periods will be scheduled by mutual agreement, on a local basis, as close to the mid-point of the shift as practical.

Fly-to-win handbook

Meal Period Scheduling

Full-time shifts will schedule a meal period between the third and fifth hour after the start of the shift for eight-hour shifts. Ten-hour shifts will be scheduled between the fourth and sixth after the start of shift. Part-time employees scheduled for more than five hours in a day will be given an optional unpaid meal period.

No Lunch

If unable to take a meal period due to company requirements, employees scheduled eight hours or more receive one hour of pay at the time-and-one-half rate, and in addition, a paid thirty-minute lunch at straight-time pay. Those scheduled at less than eight hours will receive thirty minutes pay at straight-time rate, and in addition, a paid thirty-minute lunch at straight-time pay.

No Lunch

If unable to take a meal period due to company requirements, employees scheduled eight hours or more receive one hour of pay at the time-and-one-half rate, and in addition, a paid thirty-minute lunch at straight-time pay. Those scheduled at less than eight hours will receive thirty minutes pay at straight-time rate, and in addition, a paid thirty-minute lunch at straight-time pay.

Late/Early Lunch

Employees who are requested to take their meal period, because of requirements of the operation, more than thirty minutes before, or one hour after the their regularly scheduled meal period, will be allowed a thirty-minute meal period as close to regular meal time as possible, and be paid straight-time for the thirty-minute meal time, in addition to their regular compensation.

No Lunch

If unable to take a meal period due to company requirements, employees scheduled eight hours or more receive one hour of pay at the time-and-one-half rate, and in addition, a paid thirty-minute lunch at straight-time pay. Those scheduled at less than eight hours will receive thirty minutes pay at straight-time rate, and in addition, a paid thirty-minute lunch at straight-time pay.

Shift Scheduling

IAM Contract

Split Shifts

All hours worked are consecutive. Split shifts are not allowed.

Fly-to-win handbook

Split Shifts

Must have a minimum of two, and a maximum of four hours between shifts. Minimum hours worked on a segment is two hours. All split shifts will be completed within a twelve-hour period. Will not be utilized for shifts of less than six hours, unless operational needs require.

Flex Shifts

Not used.

Flex Shifts

Each bid may have a certain percentage of Flex Shifts, designated with a four-hour flex window. Start times can be adjusted up to two hours earlier or later, with forty-eight hours notice.

Relief Shifts

Seven days notice will be given to employees of changes in their schedule. Work schedules are posted for bid by relief employees.

Any change of one hour or more in start or end time will call for a rebid, except for relief agents.

Relief Shifts

If changes are necessary, relief shifts will be posted every month for bidding. Relief shifts may change on short notice. If changed, employees should be given notice of at least twenty-four hours before the change. Changes in excess of thirty minutes may be subject to the payment of a relief shift premium (Five dollars per shift for the rest of pay period for which the adjustment is made.)

Leave of Absence/Extended Illness

IAM Contract

Employees returning from an authorized leave of absence or extended illness status will be assigned to a shift and days off consistent with their Public Contact Seniority.

Fly-to-win handbook

Team members transferring, relocating or returning from a leave of absence may be assigned vacant shifts until the next shift bid occurs.

Unpaid Time Off—auto/ANP

IAM Contract

Advance No Pay (ANP) is covered under local agreements, made between local management and IAM committees. Agreements will only change when both parties agree to changes.

Fly-to-win handbook

Advance AUTO may be granted up to seventy-two hours in advance, and awarded in seniority order by shift times, work area, and classification. Day of auto will be awarded to those working overtime first, followed by those working a base shift.

Start Times

IAM Contract

There shall be no use of back-to-back part-time shifts to cover staffing needs that could otherwise be a single full-time shift.

Fly-to-win handbook

Not addressed.

Day and Shift Trades

IAM Contract

To maintain proficiency, local policies will require that employees work a certain number of hours each month.

Provided this requirement is met, employees may one-way trade a minimum of thirty times per calendar quarter.

Two-way Day Trades and two-way Shift Trades will be unlimited

Vacation days and holidays may not be traded, nor may any day already part of a trade be taken as a vacation day or holiday.

Additional flexibility in trade policies may be negotiated at the local level between management and the local IAM committee.

Fly-to-win handbook

On a monthly basis, each team member must work a minimum of fifty percent of their scheduled hours.

A trade cannot involve more than three team members. No more than two team members, in addition to the line holder, can work one shift.

Trading may not result in an employee working more than thirteen hours per day, excluding lunch. An employee must have at least eight hours rest between consecutive work days, and at least one day off per pay period.

All hours worked for another employee will be paid at straight time rate, including hours worked on paid holidays.

Overtime

IAM Contract

Overtime opportunities will be offered to those who have accrued the least number of overtime hours, without distinction between full-time, part-time, basic, or premium rates, i.e. straight-time, time-and-one-half, or double-time.

Fly-to-win handbook

Planned overtime will be offered first to those in Bid Seniority order, and paid at straight-time rate.

Generally, the company will not schedule or require an employee to work more than thirteen hours (or 13.5 hours if a lunch is taken).

Cancelling Overtime

Allowed

Cancelling Overtime

Not Allowed

Overtime Bypass Pay

An employee who is bypassed in violation of these overtime distribution procedures shall be paid at the applicable rate.

Overtime Bypass Pay

There is no Overtime Bypass Payment.

When a team member is erroneously bypassed for overtime, the team member will be given the option to work the same number of hours, within the same pay period—to the extent possible.

Time and a Half

There is no requirement for full-time employees to work forty hours in a week to receive overtime.

Overtime at the time-and-one-half rate shall be paid to all employees for the first four hours of work in excess of eight hours in a twenty-four hour period (or the first two hours in excess of ten hours for a ten-hour shift).

Full-time employees on their first Regular Day Off (RDO) are paid for the first eight hours worked (or ten hours worked for ten-hour schedules).

Part-time employees are paid time-and-one-half for hours in excess of forty hours In a calendar week, and in excess of 8 hours in a 24 hour period.

Time and a Half

All hours worked at company request in excess of forty in a scheduled work week will qualify for time-and-one-half overtime.

The work week is seven days, and starts on the first normally scheduled day after an employee’s two consecutive days off.

Double-Time

Double-time shall be paid to all employees for work in excess of twelve hours in a twenty-four hour period.

Full-time employee shall be paid double-time for work on a Regular Day Off (RDO) if any time was worked on any RDO in the same calendar week.

Full-time employees in excess of 8 hour on any RDO (in excess of 10 hours for 10 hour schedules).

Part-time employees are paid double-time for all hours worked on the second RDO, provided the employee has worked forty straight-time hours, and any part of the first RDO was worked at time-and-one-half.

Part-time employees will also be paid double-time when straight-time hours worked plus hours worked on RDO’s exceed forty-eight hours in a work week.

Double-Time

None

Profit-Sharing 2010

IAM Contract

IAM Members: 5.9 percent

Fly-to-win handbook

Team members: 3.9 percent

E-Z Hour

IAM Contract

Employees are compensated for one full hour when working less than an hour of overtime immediately before or after their normal shift.

Fly-to-win handbook

No easy hour.

Shift Differential

IAM Contract

CSR’s AND Reservations

Fly-to-win handbook

Paid to Passenger Service ONLY
Reservations Shift Differential: NONE

Afternoon

Full-time 11:00–16:59 $0.48
Part-time 19:30–01:29 $0.48

Afternoon

  12:00–19:59 $ 0.12

Night Shift

Full-time 17:00-05:59 $0.54
Part-time 19:00-05:59 $0.54

Night Shift

  20:00–03:59 $ 0.13

Rotating and Combo Schedule

  Day/Afternoon $ 0.53
  Night/Day/Afternoon $ 0.57
 

Relief Shift

IAM Contract

Changes on short notice are not allowed.

Relief shifts may bid every month, or intervals of three months or longer.

Fly-to-win handbook

Changes on short notice are permitted.

Changes in excess of 30 minutes to a relief shift are subject to a five dollar payment per shift, for each shift worked for the remainder of the pay period.

Seniority

IAM Contract

There are two types of seniority.

Fly-to-win handbook

There are three types of seniority — Company, Class/Bid, and Pay Seniority.

Company Seniority

Company Seniority accrues from employee date-of-hire.

Company Seniority does not change in the event of an authorized leave, or a furlough.

Company Seniority shall govern in case of layoff, reemployment after layoff, and vacation.

Company Seniority

In the case of furlough, Company-offered Leave of Absence, Family/Medical Leave, or Unpaid Medical Leave, Company Seniority Stops Accruing After Ninety Days, and only resumes when active service resumes.

During educational leave, or personal leave, Company Seniority Stops Accruing After Thirty Days, and does not resume accrual until active service resumes.

Company seniority otherwise accrues from employee date of hire.

Company seniority is used to determine benefits eligibility, vesting in benefits programs, vacation accruals, pass travel, boarding priority, and service awards.

Class Seniority

Class seniority governs all employees in preferencing shift or start times, days off, full-time and part-time vacancies, bids within classifications, and the preference of work area assignments.

Anyone transferring into PCE classifications establish their Class Seniority date on the day they are awarded a vacancy.

Class Seniority does not change in event of an authorized leave or furlough.

Employees who accept a management position within the company will continue to accrue Class Seniority for six months. Afterwards, the employee retains but no longer accrues Class Seniority.

Class/Bid Seniority

Class/Bid Seniority is used for shift bids, vacation bids, awarding of overtime and holidays, force reduction and recall from furlough.

Management and non-union employees transferring into the classification carry full Class/Bid Seniority. Union employees transferring in do not keep their seniority.

Employees may lose Class/Bid Seniority during leaves and furloughs (see above).

Pay Seniority

Not used.

Pay Seniority

Pay Seniority determines the rate of pay on the division pay scale, as well as pay for vacation, sick and occupational injury accruals.

Pay Seniority is defined as company service less any time spent working in any union represented group at Continental Airlines or Continental Micronesia.

Time lost through leave or furlough may reduce Pay Seniority (see above).

Vacation

IAM Contract

The calendar year will be used for computing vacation allowances, and scheduling vacations. Vacation is earned and used in hours, and will be paid at the employee’s regular rate of pay in effect at the time the vacation is taken.

Fly-to-win handbook

each year, all full-time and part-time team members become entitled to paid vacation, the amount of which is dependant upon their company seniority and their active months of service in the prior year.

Vacation Payout When Leaving The Company

Employees who leave the company, shall be paid for all accrued but unused vacation credit for the preceding calendar year, regardless of the reason for leaving the company.

In addition, an employee having a full year or more of service with the company at the time of leaving will receive all accrued vacation credit in the current year, up to the end of the month preceding the separation.

In the event of the death of an employee after one year of service, pay for any unused vacation time will be given to their executor or heirs.

Vacation Payout When Leaving The Company

An employee who leaves the company only will receive payment for any unused vacation days credited from the previous year.

i.e., a team member leaves before December 31 this year; There will be no vacation accrual payout in the year of separation unless required by law.

Full-Time Vacation Accrual

During the first calendar year of employment, a full-time employee will accrue 3-1/3 hours of vacation for each calendar month of active service.

Thereafter, vacation accrual for each full year of active service will be based on the employees length of service, as determined by the employees date of employment as follows:

Full-Time Vacation Accrual

Vacation to be taken in the current year is based on team member full-time or part-time status, completed years of service, and the number of months the team member is actually paid in the previous year.

Team members must be at work, on paid leave (sick or occupational injury), on paid vacation, or on company offered leave of absence for more than one half of a month in order to be considered for vacation accrual purposes. (The actual vacation time lost is based on employee start date.

There are two tables in the F.T.W. handbook which state the actual days lost based on months worked.) Full weeks awarded based on full year worked as follows:

Less than
1 year
1 week
1–8 years 2 weeks
9–15 years 3 weeks
16–23 years 4 weeks
24–28 years 5 weeks
29 years or more 6 weeks
Less than 1 year “Up to” 1 week
(Pro-rated)
1–4 years 1 week
5–9 years 2 weeks
10–16 years 3 weeks
17–24 years 4 weeks
25 years or more 5 weeks

IAM Contract

Part-Time Vacation

A part time employee will accrue vacation hours based upon length of service, and the ratio of the employee’s scheduled hours to a full-time, forty-hour work week. For purposes of determining a part-time employees scheduled hours, the employee will be credited with the greater of scheduled or actual hours paid, including any ANP time (Authorized No Pay).

Fly-to-win handbook

_

IAM Contract

Purchased Vacation

You don’t pay for vacation. The company does.

Fly-to-win handbook

Purchased Vacation

Purchased vacation and/or deferred holidays will be treated as earned vacation for bidding purposes.

IAM Contract

Hour-At-A-Time Vacation

Employees are allowed to use DAT time in hourly units, per local agreements.

Fly-to-win handbook

Hour-At-A-Time Vacation

Use of partial time off is not allowed.

IAM Contract

Holiday Conversion

See fixed and floating holidays.

We have three fixed, and five floating holidays.

Fly-to-win handbook

Holiday Conversion

Team members who work a holiday may elect to defer the holiday for time off at a later date. If the holiday is deferred, the employee is paid time-and-one-half for holiday hours worked. Straight-time holiday pay is credited to the employee’s vacation fund, at the rate of four hours for part-time employees, and eight hours for full-time employees. A block of five holidays, used together, or up to four individual days, may be deferred.

IAM Contract

Vacation Bidding

Employees covered by this agreement will be permitted to select their vacation in accordance with Company Seniority.

Employees with two or more weeks of vacation may elect to split their vacation, and may exercise their seniority for a primary choice of no more than two segments of the split vacation at once. Each scheduled segment must be at least one calendar week. A secondary bid must await the primary bid of junior employees.

Fly-to-win handbook

Vacation Bidding

Team members select their vacation periods based on Class/Bid Seniority.

Team members may split their vacations into separate periods of no less than one week each. Multiple vacation weeks may be bid in any round if taken consecutively.

Remaining weeks will be bid in subsequent rounds in seniority order.

IAM Contract

Vacation Bid Lists

Vacation lists shall be compiled for each vacation scheduling group, beginning on November 15 preceding the vacation year, and shall be posted no later than the following January 15.

Dates may be modified by local agreement between the company and the Union.

Fly-to-win handbook

Vacation Bid lists

Local leadership will establish time limits to complete annual vacation bids.

In all cases, bidding and posting will be completed by November 30, the year before the vacation is taken.

IAM Contract

Floating Holidays

Floating holidays are defined as holidays that can be observed on a date chosen by the employee, subject to operational needs.

Floating holidays and DATS will be awarded with equal priority. The five floating Holidays are Good Friday, Memorial Day, Labor Day, Presidents Day, and the employee’s birthday.

An employee may observe a maximum of two floating holidays with a vacation week, provided they do so at the time of their vacation bid.

Pay rates are the same as fixed holidays.

Fly-to-win handbook

Floating Holidays

All non-probationary employees are entitled to select one day to be used as time off with pay. (Additional day added in 2011).

Compensation will be paid according to status. Full-time is paid eight hours, and part-time four hours.

Floating holidays must be taken by December 31 of current year, or forfeited. Requests will be based on operational needs, and seniority.

Once granted, the floating holiday may only be cancelled by agreement between the employee and their manager.

IAM Contract

Day-At-A-Time Vacation (DAT, DATV)

Employees with two or more weeks of vacation may reserve the equivalent of one week of their vacation to be taken as DAT.

Employees with three or more weeks accrued vacation may reserve the equivalent of two weeks of their vacation to be taken as DAT.

DATs may be requested or cancelled by the employee per local Agreements.

Fly-to-win handbook

Day-At-A-Time Vacation (DAT, DATV)

Any employee who has at least ten days of paid or unpaid is eligible for DATV. Earned vacation, and deferred holiday vacation will count towards the ten days of vacation to qualify for DATV. Up to fifteen days (three weeks) can be requested for use as DATV, using any of your vacation weeks.

Employees bid all of the vacation weeks in the normal manner. At the time the employee requests DATV, they must designate which vacation block to deduct from.

Once the Employee has designated the week from which all DATV will be deducted, the week cannot be changed. Once approved, DATV must be taken as scheduled.

IAM Contract

Holidays

Fixed holidays are defined as holidays that are observed on the actual calendar date of their occurrence.

There are three fixed holidays:

New Years Day, Thanksgiving, and Christmas Day.

There are five floating holidays:

Good Friday, Memorial Day, Labor Day, Presidents’ Day, and the employee’s birthday.

Fly-to-win handbook

Holidays

The following holidays are observed:

New Years Day, Memorial Day, July 4, Labor Day, Thanksgiving, and Christmas Day.

There are two floating holidays

(The second floater was added in 2011).

IAM Contract

Holiday Hours of Pay

An employee who does not work on a fixed holiday which is a scheduled work day, shall be compensated for the day at their straight-time scheduled hours, and receive no additional time off.

An employee required to work on any of the holidays shall be compensated at the rate of two times the normal base rate, including shift differential. An employee will be paid straight time for any scheduled hours not worked.

When the holidays fall on a scheduled day off, and the employee does not work, a full-time employee receives eight hours of holiday pay, whether assigned to an eight- or ten-hour schedule.

Holiday pay for a part-time employee is equal to 1/10 of the hours the employee Is scheduled to work in the two week period containing the holiday. Employees are eligible for all holidays that occur after their date of hire.

Probationary employees receive holiday and/or holiday premium pay.

Fly-to-win handbook

Holiday Hours of Pay

Team members will be paid holiday pay at eight straight-time hours for full time, and only four straight-time hours for part-time.

Team members may opt to defer holidays.

Probationary employees do not receive holiday pay or holiday premium pay.

IAM Contract

Deferred Holidays

Not addressed.

Fly-to-win handbook

Deferred Holidays

There are two available plans. Each local office will determine which plan will be followed.

1) Defer a block of five, or none at all or;
2) Defer individual holidays up to a maximum of four.
(Note: Holidays in November and December may not be deferred for individual days.)

IAM Contract

Miscellaneous

By local agreement

Fly-to-win handbook

Miscellaneous

Team members assigned a vacation period must be scheduled to begin vacation following their regular scheduled days off, with a majority of the days off falling in the original week bid. Unless the team member requests otherwise, and leadership approves, team members will not be called for mando.

Jury Duty/Civic Duty

IAM Contract

An employee who is called for jury duty will be granted necessary time off to fulfill their responsibilities, in accordance with company policy.

An employee required by the court to report for jury duty will not also be required to work their regular shift the same day, including midnight shift prior to actually reporting for jury duty, or afternoon shift following serving jury duty. (Time off is paid by company; Jury pay is retained by employee).

Fly-to-win handbook

The company recognizes jury duty as a civic responsibility and will release employees for jury duty. The employee will not suffer any loss of pay for jury duty. The employees may retain payment received for jury service. An employee who receives a jury summons must give it to management as soon as possible.

The employees shift will be adjusted if necessary to accommodate him/her. An employee on jury duty for three days or more will be scheduled to work a day shift with Saturday and Sunday off during jury service. If the employee is temporarily released from jury service for a calendar week or more, the employee’s regular shift will be reinstated with Saturday and Sunday off.

When released from jury duty on a scheduled work day, the employee must report for work and to their scheduled number of hours (including time the time reported as jury duty), unless management grants AUTO.

When jury duty is completed, the employee must furnish management with a court validated “statement of attendance” indicating the dates of jury duty.

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