Alaska TA is out. Pay Rates.

[AKMD80GUY]

Pilots are now included in the Performance Based Pay (PBP) Program. The PBP Program has a targeted
annual payout of 5% of wages and has paid the following percentages of W2 since inception.​

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2006 7.485%​

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2007 1.06%​

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2008 2.595%​

Section 4 (Pay Guarantee)​

Negotiated long (11 hour call out) and short call (2 hour call out) reserve lines which resulted in 75 hour
& 79 hour pay guarantees respectively.​

Section 5 (Expenses)​

Negotiated an increase to Non​

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‐RON per diem rates to $2.00 per hour.
Negotiated language that gave some substance to the term ‘first‐class’ occupancy lodging by tying it to
definitions provided in the Hotel & Travel Index.
Secured meals for deadheading pilots.
Negotiated free wireless internet for deadheading pilots.​

Sections 6 (Moving Expenses)​

Negotiated the mileage rate for moving up from .20 cents to the current IRS rate.
Negotiated options for pilots regarding when they can take their moving days.
Negotiated moving days for new hires.​

Section 7 (Vacation)​

Negotiated improvements to the ‘failure to bid’ vacation language that prevents a pilots vacation award
from being chosen from available periods after all three rounds of vacation bidding are complete.
Negotiated language that removes the requirement for retiring pilots to bid for vacation they will never
use. This increases the availability of vacation blocks for other pilots.
Negotiated language that allows a pilot to sell all or part of his vacation in the event of a training conflict
or base position list change.​

Section 8 (Deadheading)​

Negotiated an improvement to the mandatory first​

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‐class deadhead language. This provision requires a
pilot be given a first‐class seat when consecutive deadhead segments exceed five hours and the
deadhead is followed by a flying segment.
Secured language that provides a seating type priority for deadheading pilots on segments less than five
hours.​

Section 9 (Passes & Jumpseat)​

Clarified language on the types of travel privileges afforded to active pilots.
Secured expiring grievance settlement language which provides guest passes for retired pilots.
Secured language that reinforces the Captain’s authority regarding the jumpseat, clarifies jumpseat
priority, allows the Captain to offer a First Class seat to jumpseaters when available, and captures the
multiple cabin jumpseat policy currently in place.​

Section 10 (Non​

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‐Flying and Supervisory Duty)​

Negotiated language that prevents pilots holding full​

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‐time supervisory positions from bidding and
restricts their ability to pick up open flying.
Negotiated language that restricts the ability of Technical Pilots, who are not bidding a line during a
specific month, to pick up open flying.​

Section 11

 

[AKMD80GUY]

Section 11 (Training)​

Negotiated language that allows pilots to bid for training slots. Additionally, pilots will be allowed to bid
for training slots outside of their base.
Agreed to the option of an eight hour ground school day with a higher pay guarantee. See below.
Negotiated distance learning language which requires mutual consent on curriculum and credit for a
training event. Pilots receive 58% of their hourly rate pay and credit up to the monthly max then pay
only.
Captured language that guarantees ALPA Day during new hire pilot indoctrination.
Negotiated the following pay for training days outside of extended training and distance learning.
Scheduled for < 6 hours = 3:30. Day shall not exceed 6 hours.
Scheduled for > 6 hours = 4:40. Day shall not exceed 8 hours.
Negotiated new pay language for all pilots in extended training.​

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15 days or more in a single bid period = 85 hours​

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Less than 15 days in a single bid period = the greater of​

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Credit for trips flown or reserve days + 2:50
or​

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Credit for trips flown or reserve days + the actual value of the training days (3:30, 4:40).​

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In no case will the pilot be paid less than the monthly minimum and he will not be assignable.
Negotiated language that increases pay for pilots who are scheduled to deadhead and train on the same
day when the training day is scheduled to exceed 6 hours. These pilots will receive 6:10.​

Section 12 (Hours of Service)​

Negotiated the introduction of duty period limitations for duty during a pilot’s Window of Circadian Low
(WOCL). Rather than limiting duty periods based on report for times, duty period length will be limited
for any duty period which encroaches on the pilot’s WOCL (0200 — 0459 Local Domicile Time).​

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10 hours Scheduled​

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11 hours Maximum
Report for deadhead is now forty‐five minutes 45)
Moved the flex‐up provisions from LOA 97‐02 to Section 12. Removed the base leveling language,
allowed for flex‐up by seat and base, and increased from ten hours (10:00) per year to fifteen hours
(15:00) per year the amount of flex time available in each base and seat.
Provided the option for a bid block holder who is projected to exceed the monthly max plus five hours
(5:00) due to “overs” to depart his base.
Provided, at the pilot’s option, for a reserve pilot to remain assignable after he has accrued the monthly
maximum during vacation and training months.
Eliminated the “bank” system.​

Section 13 (Leave of Absence)​

Inserted a definition of “immediate family” for the purposes of emergency leave.
Modified the Military Service provision of this section to include those who volunteer for military
service.
Clarified the return to service provisions for those pilots on military leave who upon return require
extended training.
Provided the option of extending maternity leave for an additional year.​

Section 14 (Sick Leave)​

Clarified language on the type and amount of work required to accrue sick leave.
Negotiated an increase in the sick leave bank cap from 800 hours to 1000 hours.
Created a secondary sick leave bank for the purpose of rapid re​

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‐accrual.
Increased from 45 to 60 the number of days sick or injured required to trigger rapid re‐accrual of sick
leave. Although the number of days required to trigger rapid re‐accrual was increased, this time period
now includes vacation.
Removed the consecutive 240 hour limit for sick leave accrual for pilots on extended sick leave.
Sick Leave Make‐up will be on an hour for hour basis and any time in addition to sick leave used will be
for pay and credit.
Bid Block Holders will be allowed to use sick leave for up to one trip for the purposes of undergoing a
flight physical. Reserve Schedule Holders will be allowed to use sick leave for up to one contiguous
reserve block for the purposes of undergoing a flight physical.​

Section 15 (Physical Standards)​

No changes.​

Section 16

 

[AKMD80GUY]

Section 16 (Workers’ Compensation)​

Created the condition that sick leave returned under rapid re​

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‐accrual following a workers’ compensation
claim cannot be used for the same issue that created the workers’ compensation claim.​

Section 17 (Missing, Internment, POW or Hostage of War Benefits)​

No changes.​

Section 18 (Union Business)​

Negotiated drop language for the Grievance Chairman, Scheduling Committee, Hotel Committee, and
Training Committee to allow them to perform business on the Association’s behalf.​

Section 19 (Investigation & Discipline)​

No changes.​

Section 20 (Grievances)​

Modified grievance procedure.
Created monthly settlement meetings to hear grievances.
Negotiated a timeline for the implementation and payment of grievance awards.
Negotiated penalties which would be due to the grievant should management fail to meet the timeline
or comply with the award.​

Section 21 (System Board)​

Moved Expedited Arbitration from LOA to CBA.
Negotiated “loser pays” language for general expenses and expenses related to the “neutral.”​

Section 22 (Seniority)​

No changes.​

Section 23 (Furlough and Recall)​

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‐wrote 23.A.1 to clarify furlough mitigation programs which would automatically be triggered in the
event of a forecast furlough.​

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Negotiated a voluntary furlough program.​

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Reduced Bid Block Program (RBBP) patterned after the one currently in effect.​

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Reduced Reserve Schedule Program (RRSP) patterned after the one currently in effect.​

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We chose not to mandate the RBBP and RRSP as currently written because we may
learn things in the coming months that would require changes to make the programs
more effective.
Negotiated a specified time period during which the parties would meet to discuss additional furlough
mitigation programs and a reduction in bid block hours.
Clarified that the minimum monthly guarantee is 75 hours. With mutual agreement bid blocks could be
built as low as 65 hours with proportional adjustments to the open flying and reserve blocks.
Negotiated an increase in the length of time a furloughed pilot is eligible for pass travel from 3 to 12
months.​

Section 24 (Vacancies)​

Developed language that clarifies how supervisory pilots and pilots on leave participate in the position
bidding process.
Introduced the concept of a “special qualifications base” (e.g. ETOPS base within the SEA base). The
establishment and operations of any “special qualifications base” would require the consent of ALPA.
The Prior Claim provision was revised to clarify that if your position was reduced you would not have
prior claim rights.​

Section 25 (Scheduling)​

Negotiated a monthly standing bid for pilots.
Extended the time limit for pilots to turn in their medical certificate to Alaska Airlines Records to the 25​

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of the month.
Limitation on reserves to perform only one seat substitution per duty period.
Modified the Inadvertent Duplicate Assignment and Trip Displacement language to provide a pilot the
option of a double pay event.
Created the concept of OE Pairings with the goal of providing more time for regular line construction
and reducing the amount of time spent in training.
Required an earlier posting of monthly bids.
Included language to prevent scheduling from holding back open time.
Negotiated language that allows pilots to combine trips during step trading.
Maintained the monthly max of 85 hours for the purposes of line construction.
Negotiated language that allows pilots to pick up to the monthly max plus 5 hours during step trading.​

Negotiated

 

[Old School 737]

Override pay for ETOPS and international (Easy flying) but they did not get the override for backside of the clock flying or any thing for doing 5-6 leg day through the Arctic or S.E. (the tough stuff).

 

[AKMD80GUY]

Negotiated Short and Long Call Reserve language​

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Short Call – 2 hour call out/79 hour guarantee​

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Short Call Reserves can preference trips.​

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Long Call – 11 hour call out/75 hour guarantee​

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Long Call Reserve conversions are allowed but limited to 4 conversions per bid period
without pilot consent. Long Call Reserves receive 2 hours of pay the first time they are
converted and 1 hour of pay for each additional conversion.​

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Long Call Reserves can pick up trips from open time the day prior provided the trip
meets certain criteria.​

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Long Call Reserves can preference trips
Negotiated an additional day off for reserves for a total of 12 days off per bid period in the following
blocks.​

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One 120 hour block (inviolate)​

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One 72 hour block (inviolate)​

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Two 48 hour blocks (1 of which is inviolate)​

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A reserve scheduled into his day off will be provided the option of an additional 150%
pay for the duty period encroaching into his days off or having the day off restored.
Created language that limits Crew Scheduling’s ability to zone flip reserve pilots.
Reserve reassignment language was changed. A Reserve who is reassigned will receive an additional 2
hours of pay for each reassignment.
Negotiated new trip trading options for bid block holders including​

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Same day trades​

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Pilot to Pilot trades​

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Including out of domicile trades​

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The ability to combine trips​

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The ability to pick up (only) seat sub events from open time for pay only
Negotiated real‐time trip trading (See implementation timeline in Memorandum of Understanding 09‐​

05, the last document in the TA package).
Eliminated the requirement for a pilot flying VSA to reach the monthly max before receiving the
premium. All VSA flying will pay 150%.
Created premium trip designation for open time trips. Premium trips pay 150%.
Negotiated 150% pay for pilots who accept junior available trips.
Negotiated intent language for 25.V.2 (Return to Base Limitation) which clarifies the company’s use of
off line travel.
Created misconnect language.
Created the option for a bid block holder to accept a reassignment in base for 150% pay.
Negotiated Severe Irregular Operations language (SIO).​

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An SIO event cannot be determined to exist without the concurrence of the Association.​

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Bid Block Holders can be reassigned in base during an SIO provided they are scheduled to return
within 5 hours of their original trip.​

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Bid Block Holders who are reassigned will be paid 150% for the entire trip.​

Section 26 (General)​

Increased legal liability insurance from $1,000,000 to $5,000,000.
Negotiated language which provides a pay formula for non​

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‐technical training (e.g. the security test).
This is the same formula for distance learning in Section 11. However, in no case will a pilot be paid less
than 30 minutes at his current hourly rate.​

Section 27 (Insurance)​

Eliminated Alaska Health plan.
Created an optional High Deductible PPO plan.
Pilot contribution for medical insurance plans will be 18% in 2009, 19% in 2010 and 20% in 2011. Though
2012, pilot’s 2009 employee health plan contribution may not increase by more than 20%.
Negotiated PPO language which provides in​

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‐network coverage for participants who receive, care “Outof‐​

Area” where there is no network provider.
Negotiated an increase in the PPO comprehensive lifetime maximum from $2 million to $5 million.
Increased Flexible Spending Account (FSA) employee annual maximum contribution and added language
offering a limited purpose FSA for High Deductible PPO plan participants.
Reduced Out​

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‐of‐Network PPO deductible.​

Emergency

 

[AKMD80GUY]

Emergency room deductible increased to $75.
Increased PPO maximum annual out of pocket Co​

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‐Insurance triggers.
Added prescription drug card with mail order option and changed coverage levels.
Clarified mental health coverage.
Increased yearly dental coverage maximum.
Multiple changes to vision coverage.
Increased coverage for hearing aids and chiropractic care.
Increased short‐term disability maximum weekly benefit limits.
Negotiated a new Long Term Disability (LTD) program which will replace the Disability Retirement Plan
for all incumbent pilots not disabled as of 1/1/2010 and all pilots hired after 12/31/2009. The LTD plan
provides the following benefits​

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Pilots are eligible for LTD benefits after 30 days of service.​

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Allows a pilot to remain on the LTD plan to age 65 while accruing service credit for purposes of
calculation of the Defined Benefit Plan (DB) benefit accruals.
Or​

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Upon reaching normal retirement eligibility, pilots will have the option to elect normal
retirement and receive their partial lump sum and lump sum payout from their unused accrued
sick leave bank.​

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A pilot who disables on or after age 60 will be provided the same options listed above.​

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Pilots who do not elect the partial lump sum option under the conditions provided above would
need to return to service for 365 days to be eligible for the partial lump sum and lump sum
payout from their unused accrued sick leave bank.​

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Pilots on LTD will be able to continue their company health care at active pilot rates for 10 years
and then at retired pilot rates.​

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Incumbent pilots who select the rebalance or voluntary soft freeze option, and new hire pilots
will receive PISP contributions while on LTD.​

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A captain who returns from LTD, and does not qualify for a first class medical, will be pay
protected as a captain.
Agreed to language that introduces a Third Party Administrator (TPA) to determine disability status. The
TPA will be selected by the Retirement Board.
Eligibility for Retiree and Survivor Health Care benefits requires 5 years of service and 45 years of age.
(Note: Above age and service requirement are not required for survivors of actively employed pilots and
survivors of pilots who die while receiving LTD benefits to receive continued health care.)
Increased company‐paid Life and Accidental Death & Dismemberment coverage to $150,000 each.
Increased War Zone Death Benefits to $250,000​

Section 28 (Retirement)​

Negotiated a new retirement plan for pilots hired after 12/31/2009.​

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13.5% DC only
Negotiated new retirement choice options for incumbents.​

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Status Quo​

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1.9% DB Multiplier​

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3% DC Contribution​

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Rebalance​

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1.9% DB Multiplier through 12/31/2009 1.0% DB Multiplier after 12/31/2009​

o DC Contribution increased based on years of service as follows

 

[AKMD80GUY]

Years of Credited Service
Company Contribution
Percentage​

Less than 5 8%
5 but less than 10 9%
10 but less than 15 10%
15 or more 11%​

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Voluntary Soft Freeze​

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1.9% DB Multiplier through 12/31/2009.​

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Years of service frozen as of 12/31/2009 but Final Average Compensation (FAC) can
increase.​

&#56256;&#56451;​

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Example: If you retire in 2020 and your highest five years of compensation was
2015‐2020, compensation for those years will be used for purposes of FAC.​

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13.5% DC Contribution​

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Pilots electing this option will be 100% vested in the DB plan regardless of years of
service.​

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The Death Benefit Account for pilots who elect this option will be frozen as of
12/31/2009 but will continue to accrue interest.
Retained the definition of Normal Retirement as age 60 or 30 years of credited service, whichever
occurs first.
Negotiated a Sick Leave Buy Back Program which pays 25% of a pilots unused primary sick leave bank at
retirement.​

Section 29 (Union Security)​

No changes.​

Section 30 (Flight Data Recording Devices)​

Incorporated some Letter of Agreement attached to Contract ’97 into the body of this section.​

Section 31 (Duration)​

Negotiated a four‐year duration effective April 1, 2009.

 

[QCappy]

Override pay for ETOPS and international (Easy flying) but they did not get the override for backside of the clock flying or any thing for doing 5-6 leg day through the Arctic or S.E. (the tough stuff).

We've already had that for international/Hawaii, it just increased by a dollar in each seat.

 

[Old School 737]

We've already had that for international/Hawaii, it just increased by a dollar in each seat.

I don't fly the ETOPs but I did not think that the override was included in our current contract?

 

[QCappy]

I don't fly the ETOPs but I did not think that the override was included in our current contract?

Check out my post on the first part of this thread. We are paid override for anything other than domestic flying which is defined as flights within the contiguous 48 states, Alaska, and Canada except Hawaii.

 

[Beaver_Liquors]

Thanks for posting AK80Guy

 

[Old School 737]

Check out my post on the first part of this thread. We are paid override for anything other than domestic flying which is defined as flights within the contiguous 48 states, Alaska, and Canada except Hawaii.

Thanks, here I thought we were going to get something and I guess we already had it. Also why the hell does Canada not count as international, what did we get when we gave that one up???

 

[Dan Roman]

What does HAL get for ETOPs? Or for that matter, anyone else?

HAL just gets IRO overrides on the flights that require a third crewmember
$6Capt/4FO

 

[CGHercster]

Does anyone know why we promote/encourage VSA?

From section 25: Eliminated the requirement for a pilot flying VSA to reach the monthly max before receiving the premium. All VSA flying will pay 150%

Is this a good thing? I don't know all the history behind VSA, but I would feel dirty doing it, even though it's in the contract. I think it's a travesty that we can't even ditch VSA with 60 folks on the street!

 

[kg911]

I don't begrudge someone wanting to do overtime, but VSA needs to be suspended, while we have guys and gals on the street.

 

[Ih8AFYesmen]

Does anyone know why we promote/encourage VSA?

From section 25: Eliminated the requirement for a pilot flying VSA to reach the monthly max before receiving the premium. All VSA flying will pay 150%

Is this a good thing? I don't know all the history behind VSA, but I would feel dirty doing it, even though it's in the contract. I think it's a travesty that we can't even ditch VSA with 60 folks on the street!

No one with a soul "should" fly VSA when we have guys on the street and during contract negotiations, period.

VSA could be a good thing if you need extra cash, assuming everything is going well; ie. no furloughs, we are growing, singing cumbaya with company, etc.

Having said that, you are absoutely right. The NC should have put a clause in the contract to the effect of "no VSA when we have folks on furlough". Just vote "NO"!

 

[Wally]

How to vote

For non-Alaska types, VSA is our version of time and a half.

I think it's good to have options like this. And I don't think you remove a whole provision of a 4-year contract/TA because guys are out on furlough for an undetermined amount of time. That would be short-sighted in my opinion. However, it would have been great to see a restriction put in place that said "no VSA while any pilot is on involuntary furlough." (And for the record, I've never done VSA.)

On the signing bonus, I need more details--"up to $13,500 for most pilots." Also furloughees should get a slice of that upon their return to work.

With regard to the TA at large, I'm not sure how I'll vote. I'll go to a road show and listen before making a final decision.

 

[j41driver]

Are you kidding? Not even close. Our Captains top out at $152/hr.

Don't forget the FO rates...they top out at $79/hr on year 8.

 

[alaskaplt]

What I have been hearing all along from our mec was that this was going to be a better deal for the fo's. A 12 year capt gets around a $18 hr increase while a 7 year fo gets a $15 hr increase. The reason I use the 7 yr fo is because they were the ones that took the 34.3% cut under Kasher. The reason this is f'ed up is because of the less than 12 year capt rates. The industry average difference between a 12yr capt and 7 year capt is between $6 and $7. In this ta it is $18, 3 times the discrepancy of industry average. We do not have any 7 yr capts and won't anytime soon. The less than 12 year capt rates are really nothing more than for basing the fo rates off of them. The way the rates fall off a cliff from 11 years and below is basically fu@#ing the fo's once again. I am going to go to the roadshow before I totally make up my mind on how to vote. However, it is going to be an uphill battle to get me to vote for this!

 

[Dewey Oxberger]

Ouch, those pay rates suck. Not even close to pre-Kasher, and looking at those FO rates I guess CAL isn't the only place with a B scale. Agreeing to these rates isn't going to help our negotiations one bit, but I guess to each and his own.....

 

[Chief Pilot]

It sounds like the signing bonus will be given to retirees and will exclude or be lower for those on MIL Leave, etc. No retiree should see a dime, especially the ones who took the lump sum and punched out "early." This TA is very disappointing. Although I hate comparing apples to oranges, the proposed 12 year Capt. rate is far below the 1 year Capt. rate at SWA. What a crock! This is NOT the best we can get from a company that will post record profits over the next few years and wants to stick us with this for six or more years. NO vote from me.

 

[ImbracableCrunk]

I hear the TA will be mailed in roll-form. On a cardboard tube.

 

[qxpilot]

I'm pretty disappointed so far from what I've seen. And what's with not having a hard number for the signing bonus? Assuming its around the $13k mark, we'll see around half of that after taxes? No thanks. The FO pay needs to be higher in my opinion. There are a few things that are better, but I need to read the fine details in the reserve and scheduling section. As of right now, it's NO for me.

 

[Ih8AFYesmen]

Well, keep on reading. I'm almost done reading the 292 page TURD and nothing in the TA makes up for the $hitty pay and the misley $13k chump change. I would vote for it if it was a 1 year deal; even that would be stretch. Beware of the spin doctors at the road shows. I can't figure out why our MEC/NC is SO excited about this TURD. It neither benefits the captains nor the FOs. I'm searching hard to convince myself for a "yes" vote, but I'd have to sell my soul to Lucifer. I'm tired of getting my a$$ handed to me. Please.... we didn't wait 4 f u c k i n g years for this S H I T!

 

[turbodriver]

You've got your answer, don't you? The Section 23 grievance is dead if this is voted in. No making whole, no back pay and back to work.

.
If that's so, then what'd we get?? IS COBRA reimbursement still going to be under the ALPA assessment? Are we going to get any kind of signing bonus? If it really is 13K then I say no thanks. The furloughees will only get a percentage of that and taxes will eat whatever's left.

And I kept reading that FO pay was going to be pre-Kasher. What the he!! happened to that?!?!

 

[ImbracableCrunk]

.
If that's so, then what'd we get?? IS COBRA reimbursement still going to be under the ALPA assessment? Are we going to get any kind of signing bonus? If it really is 13K then I say no thanks. The furloughees will only get a percentage of that and taxes will eat whatever's left.

And I kept reading that FO pay was going to be pre-Kasher. What the he!! happened to that?!?!

It's all there, black and white, clear as crystal! You stole fizzy lifting drinks. You bumped into the ceiling which now has to be washed and sterilized, so you get *NOTHING*! You lose! Good day sir!

 

[igneousy2]

I am still on the fence on this one.

On the one hand I am very disappointed at the pay rates at year 4. I feel/was expecting the rates at year 4 to at LEAST equal pre-Kasher.

That being said the rates at year 1 are higher than what I was anticipating. There is a big difference between 16%/1.5/1.5/1.5 (what we got) and 5.5/5.5/5.5/5.5 which is how I was expecting our raises to be structured.

The signing bonus is about half what I would have wanted...

In my opinion one of the big devils burried in the details is the fact that we are cutting out all future new hires from having the A-plan option. 30 years from now who is going to be on property to protect whatever benefit I may choose to take from it. Do you think a bunch of non DB'ers are going to give up any negotiating capital to help preserve our future DB benefits. Maybe that's just one more reason to pick option C...which, by the way, has a DC amount that is WAY to low considering the normal replacement for an A plan is about 15% + or - 1 or 2 and since we already HAD a 3% DC this means I would want to see an 17-19% DC for me to accept a soft freeze on my pension.

As far as the new reserve system...Aside from the obvious benefit of 3 hours of pay and an extra day off I don't think I'm liking this long call short call stuff. I wanted our reserve system fixed not gutted. I like the concept of the current system except I don't want to lose my 'R' days so easy, I want the order of assignments less arbitrary, and I want them to PAY if they take me out of my zone to give me an assignment (even with a 12 hour notice). This TA takes away all my R days and doesn't do anything to address the other two problems I mentioned.

This may seem like I should be a clear "no" from my posts, however the things that put me on the fence are...

1. Timing - the economy sucks and we are the first ones out of the gate. The solution is to either sit here and wait with these REALLY crap wages until a couple of other airlines get better rates and the economy improves, increasing our leverage or take this imperfect TA and wait 5-6 years at better wages that won't seem so much better by the time the 4 years are up. Unfortunately we work under the RLA and in spite of the rumors out there, I do not belive that the NMB will release any pilot group to self help while the economy is in the mess that it is in right now.

2. MEC recommendation - I wasn't at these negotiating sessions and I don't know what the exchanges were to get where we are with this TA...and the people that do know, who's pay is also going to be affected by this TA...are saying yes unanimously and haven't been given any reason to doubt their judgment.

Anyway...I guess you can count me as a definite maybe.

 

[Old School 737]

This and the Row44 internet =$$

This is how they are paying for our paltry pay rates!


Prices going up for onboard items

Meals and beverages will cost $1 more starting May 1

April 15, 2009

Customers seated in the main cabin on Alaska Airlines will pay a little more for inflight amenities beginning May 1. Northern Bites meals, Picnic Packs, and wine, beer and spirits will increase $1 to $6 each.

Additionally, the price to rent a digEplayer will increase from $5 to $6 on flights between Seattle and Anchorage, Fairbanks, Chicago, Dallas / Fort Worth and Minneapolis / St. Paul, and from $10 to $12 in other markets.

The move will help cover increasing costs that Alaska is paying to buy and board the items. The new prices put Alaska in line with other carriers.

“Even with this change, our food offerings remain a great value and our prices for beer, wine and spirits are at par or below most other carriers,” said Lisa Luchau, director of onboard food and beverage. “Our meal offerings are high quality and a great value — even at six dollars.”

The only carriers still charging $5 for beverages include Continental, JetBlue and Southwest, according to Luchau. American, Virgin and United charge $6 for beverages while the price on Delta and US Airways is $7. Food on these carriers costs $6 to $10.

Alaska Airlines will continue to provide complimentary water, soda, juice, coffee and tea. Red Bull brand drinks will remain at $3 each. Beverages, meals and digEplayers remain complimentary for first class customers.

 

[Old School 737]

April is National
Alcohol Awareness month
Help is available for employees who feel they may have a problem

After seeing the new pay rates ????
I think we all will have a problem.

 

[heywood jablome]

Imbracable C--

That was a CLASSIC post...Beautiful, Baby!!