THE SOLUTION

There are many solutions and many ways to go about doling out reserve.  I assume that several strong possibilities will eventually get to a vote so that it can then be presented to the company.

THERE IS A SIMPLE COMPROMISE. 

It does not have to be straight reserve OR rotating.   We can have a combination of straight and rotating reserves.  A few simple points I believe are imperative:

  1. Use percentages instead of years.
  2. Some percentage of the bottom has to be on straight reserve until they are bumped up and out of reserve by new hires regardless of years of service, someone has to be at the bottom.
  3. Eliminate 1-on-3-off.  Have only 1-on-1-off or 1-on-2-off, plus a percentage of straight reserves.

So now comes the numbers.  How to make it fair and reasonable for everyone?   No matter what, new hires or junior members will want as much rotation as possible, and no matter what, the senior members will push for straight reserve or minimal rotations.  So simply put, not everyone is going to be happy but hopefully the most will be happy.

Below is a concept, the percentages and numbers can be adjusted. This is based on the fact that Doug Parker has said that we can expect a need of 20% reserves.  If this number can be reduced great, it will make it better for everyone, and again, I believe the union and the company is trying to better this number.

These proposals are based on 20% reserves needed per base, it will vary each month but the algorithms will not be affected as they use percentages.   In fact only the straight reserve percentage (in these examples of 10% and 5% ) would need to be a hard set number as the rotating numbers will vary slightly based on how many reserves are needed, but assuming its 20% these proposals offer an estimated effect rate on the whole base body count.

 

PROPOSAL ONE:

THE 10-10-10 PLAN

  • Bottom 10% (at each base) straight reserve until new hires bump them up.
  • Next bottom 10% 1-on-1-off rotation
  • Next bottom 10% 1-on-1-off rotation

This is a total of the bottom 30 percent being affected.

 

PROPOSAL TWO:

THE 5-15-15 PLAN

  • Bottom 5% (at each base) straight reserve until new hires bump them up.
  • Next bottom 15% 1-on-1-off rotation
  • Next bottom 15% 1-on-1-off rotation

This is a total of the bottom 35 percent being affected.

 

PROPOSAL THREE: (Adjusts for a 1-on-2-off rotation)

THE 5-5-5-10-10-10 PLAN

  • Bottom 5% (at each base) straight reserve until new hires bump them up.
  • Next bottom 5% 1-on-1-off rotation
  • Next bottom 5% 1-on-1-off rotation
  • Next bottom 10% 1-on-2-off rotation
  • Next bottom 10% 1-on-2-off rotation
  • Next bottom 10% 1-on-2-off rotation

This is a total of the bottom 45 percent being affected.

Note, 1-on-2-off requires 10% x 3 to make a total of 10% full reserves (bodies) available for each month.

The above three proposals are easy to manipulate, the percentage numbers can be changed to best meet what we THINK is the most passable plan, however, this system relies on using percentages and NOT years to adjust the rotations.

 

EXAMPLES OF WHAT 30% (The 10-10-10 Plan) would mean for these bases.  This is based on February 2019 base numbers and is not an exact number because small variables in the number of reserves will always exist, but this is pretty close.

BASE SENIORITY DOH
LAX 17287 MAR01
PHX 18190 DEC04
DFW 18910 JAN13
CLT 18786 MAY12
PHL 19011 FEB13
ORD 21127 FEB14

 

This below table shows the actual reserve seniority for February 2019 with the current system.  As you can see, a new reserve rotation helps some bases but hurts others, this is because the number of one year or less (straight reserves) varies per base and they have a lower reserve participation number, BUT, this can change rapidly as soon as the one year FA’s finish their one year! (For example PHL still has 275 one year FA’s on straight reserve, as of March 2019, but they are dropping out of one-year monthly.)

 

BASE SENIORITY DOH
BOS 17673 01MAR01
CLT 8918 29MAY89
DCA 26079 19FEB18
DFW 14799 01DEC98
LAX 10891 18APR91
LGA 24119 29FEB16
MIA 13700 01MAR98
ORD 24696 05SEP16
PHL 22854 06OCT14
PHX 3278 23AUG84
RDU 834 17OCT77
SFO 9735 29OCT89
SLT 6804 20DEC87
UDC 25956 08JAN18

 

ITS IMPORTANT FOR JUNIOR FA’S TO UNDERSTAND, THAT ONCE YOU ARE BUMPED UP AND OUT OF RESERVE THEN YOU WILL BE FREE AND CLEAR, YOU WILL HAVE PAID YOUR DUES!

In addition, the percentages used are the percentage of the base seniority numbers, a similar percentage proposal could be formulated using a percentage of the needed reserve pool.  For example, if any given month the needed reserve pool number was say 400, then we could use a percentage of that number, for example, 40% of needed reserve pool be straight reserve, or 160 reserves, then the remaining 240 reserves would be 1-on-1-off which would require 480 persons for a total of 640 affected FA’s

Of course on top of these proposals there is the case that we should be able to vote on straight reserve, or one of the other Airlines’ systems.