Ladies and Gentlemen:

I am proud to announce that after an intensive and collaborative effort we have reached an innovative Agreement that provides for new programs, policies and processes related to resolving every day disputes arising in our work lives and which establishes a more objective Dependability Policy at United Airlines. 

Based upon your long standing concerns and an honest assessment of current dispute resolution processes we were compelled to find alternatives to current programs. Our review of the dispute resolution programs, including United’s discipline policies, yielded an assessment that they did not serve the interests of Flight Attendants.  Frankly, the current programs, policies and processes are broken, they do not serve anyone’s best interests, and they are not conducive to meaningful resolutions.

Since June of last year we have been involved in an intensive effort related to improving dispute resolution and discipline issues and have reached an Agreement that embodies innovative ways to address your concerns.  This Agreement is the result of work with professionals within our Union, from United and a neutral professional expert experienced in developing and implementing dispute resolution procedures.  We worked for a new program that benefits Flight Attendants in their daily work lives by resolving issues in a timely manner with efficiencies that accrue benefits to all parties.  We believe that this innovative and collaborative effort has produced an Agreement that when implemented properly will be fair, easily understood and produce timely resolutions.

Our current grievance process was established over 50 years ago when we were much smaller and the number of issues to be resolved were less. Today, it has proven to be overly complex, time consuming and burdensome.  This resulted in frustration, lack of confidence in the process and, ultimately, a myriad of issues we face on the line every day have gone unresolved.  The dependability program has left many disenfranchised due to the harshness of an obscure and arbitrary system that is fraught with complexity. 

Moving forward, disputes will now be resolved utilizing a positive problem solving approach.  Over time, this will lend itself to fewer disputes as the new process identifies issues, problems and concerns sooner and resolves them expeditiously.  We expect many day-to-day frustrations and concerns will be eliminated within a far more user friendly structure that will resolve issues in a more timely manner.

Before this new system becomes effective we will participate in a transition period that will enable all Flight Attendants to become familiar with the program.  In summary, the new dispute resolution process contains three key components:

1. Individual Contract Disputes
2. Attendance Program
3. Performance Program

Individual Contract Disputes

This provides a new process where individual, day-to-day Contract disputes are identified early and resolved in a prompt manner by Local Council and United representatives. It establishes a timeline for the identification and resolution of individual Contract disputes to assist both parties in achieving resolution once you have reported the dispute to your Local Council.  This will bring an end to the numerous issues you encounter that remain unresolved for long periods of time, such as payroll issues or crew desk assignments.  The process is designed to focus on solutions based upon an interest based problem solving model, encouraging a faster resolution. Those involved directly in the workplace dispute work together to resolve the issue through open communication and information sharing to the benefit of everyone.  The process also contemplates a review procedure that may result in sending Individual Contract Disputes that are not resolved at the local level to Expedited Arbitration.

Attendance Program

The uncertainty associated with United’s current “dependability” policies have left many with confusion and angst resulting from the lack of clear cut protections and expectations within a program that is overly subjective, confrontational and without meaningful regard for individual circumstances.  A new approach has been needed and an improved program has been achieved. 

The new program more objectively defines attendance expectations through a new point-based system.  The Attendance Program removes subjectivity and creates clear cut rules related to attendance and that will be applied uniformly and are easily understood.  It may ultimately reduce disciplinary action due to dependability.

Performance Program

A new Performance Management Program will be implemented that eliminates the confusion and confrontation associated with United’s discipline process. Performance issues such as complaint letters or appearance standards will be tracked and managed separately from attendance issues.

After the final development and implementation it will be necessary to transition these new programs, policies and processes.  It is expected that this will take approximately six to nine months.  During this time you will be provided a comprehensive guide to the process and Company and Union representatives will be trained.  Clear procedures and expectations will be critical to the success of this Agreement.

AFA and United will provide comprehensive information as we move forward in this new way to resolve Individual Contractual Disputes and the implementation of the Attendance and Performance Management Programs.  You will have many opportunities to become familiar with this new Agreement prior to implementation. 

In Solidarity,

Greg Davidowitch, President
United Master Executive Council