12 June 2025 UPDATE: Here’s an interesting update. The AFA-CWA reached out to clarify that many of these “questionable clauses” are not part of the deal, which is a story in and of itself. The info in my original story was shared by a reliable inside source. But why was it so wrong? (and we now have a copy of the tentative agreement to verify that) What motive, beyond sabotage, would someone have in deliberately sharing such detailed false information? Please see the updates in red below.
Several questionable clauses in the proposed new contract for flight attendants at United Airlines could torpedo the entire deal. Here are six sticking points that have raised the ire of flight attendants.
6 Things That Could Sink New Contract For United Flight Attendants
Last month, United Airlines reached a tentative agreement with the AFA-CWA, the union representing flight attendants, on a new contract. Until now, there have been questions about what concessions were made to secure lucrative pay raises and retro pay.
The full tentative agreement has now been shared by the AFA. Among the sticking points (as shared by Jon NYC):
1. §7 Layover Availability
The proposed contractual language says, “Flight Attendants are required to be reasonably available on layover, including acknowledging any calls from Crew Scheduling.” This would not apply during a federally mandated rest period, but could apply anytime after.
Essentially, it puts flight attendants on notice during the latter part of their layovers that they may be re-assigned. Practically, that means no drinking after the minimum rest period and the necessity of keeping an eye on their phones for reassignment.
AFA: This is entirely false. “Reasonably available” is not new to the contract.
2. §8.D Reassignment
Speaking of reassignment, United can reroute reserve flight attendants mid-trip with weaker pay protection due to an “operational necessity.” A flight attendant flying to Dubai might be assigned to London and might lose hours as a result.
AFA: This is false, and even the contract section referenced has no relation to the subject. Section 8.D. Covers reserve preferencing for their assignments, not reassignment. There is no reference to “operational necessity” in the entire tentative agreement or current contract. Flight Attendants serving on reserve are not “reassigned,” they are given assignments and provided the reserve guarantees or the value of the trips they fly – whichever is greater. This is how it works today and the Tentative Agreement doesn’t change it.
3. §11 Vacations
Holiday blackouts are proposed, meaning flight attendants with the most seniority might not be able to get their preferred time off. United also wants to outsource the processing of vacation requests to a third-party vendor, which could complicate requests for time off.
AFA: Entirely false.
3. §20 Surveillance Tech
“Tech-based monitoring” via apps and cameras may be used for surveillance and discpline without union approval.
AFA: Entirely false.
4. §23 Informal Discipline
Coaching and documentation may be added to the flight attendant’s record and be used against a flight attendant without their knowledge or any available recourse.
AFA: Entirely false.
5. §28 Emergency Reopeners
The contract can be renegotiated mid-term if United claims hardship. That does not mean that United can unilaterally suspend the contract, but it forces the union to the table before 2030 (when the contract would become amenable) if United claims an emergency, such a a recession or pandemic that could devastate demand for air travel. That said, United cannot force a new contract on its flight attendants.
AFA: Entirely false.
CONCLUSION
It’s interesting to see what sticking points are emerging and none strike me as deal-breakers (maybe the vacation clause), though admittedly, the flight attendants I am taking to are not happy about this contract. It’s typically customary for flight attendants to reject the first proposed contract, though this one is so delayed (nearly five years) that I figured flight attendants might ratify it quickly.
As members and groups comb over every word of the contract, it is not clear just what the deal-breakers are, if any.
image: United Airlines
On different note is anyone going for the 5 million Ethiad miles by flying to the 15 new destinations??
Would make a great review trip Matt
I like contests, but not races. SAS promo was genius because everyone could get it.
@matthew, under clause #: 1, 2nd paragraph, you write, “Essentially, it puts light attendants on notice”, I think you mean Flight Attendants.
I guess UA could be hiring folks just to change light bulbs, but Kirby Kwality says the cheapest option possible, which means let the light bulb burn out and stay burnt out.
It should come as no surprise that United is exchanging the pay that other airlines have been paying their FAs for weaker job provisions and security – and the AFA seems powerless to stop it.
They could shoot the whole thing down and then face even longer to claw back what they have lost and potentially lose even more.
and there are certainly some senior UA FAs that are waiting for the retro and then will walk away.
I’m guessing it will pass and the UA mechanics are sharpening their strategies to be played as bad as the FAs.
I will say it won’t pass by a large margin actually. Many seniors are telling juniors to vote no. The retro pay wouldn’t even be received until October and the second TA is more known for improvements not more concessions. So many asking for Ken Diaz to be recalled. They found a way to fck over senior and junior flight attendants with this TA
…not be played
A lot of these are wrong. They are not in the contract at all. This is fear mongering and should be removed.
Wait until the contract specifies how many seconds a FA can spend in the lavatory, 2 FA per hotel room, travel privileges for spouse and children only. Then the contract will look closer to what other airlines around the world offer.
….hmmm…. “Welcome aboard Draconian Air…”
… Aircraft lav retrofit to include timer, automatic toilet seat closure & door opener …,,.
..lol..
nope that’s the Chinese Airlines bro.
Sounds like UA is punching holes in the FA contract with nefarious goals:
– Irritate the most senior to take the cash (retro pay) and run
– Irritate the mid level by denying them the sole reason for super seniority (vacation scheduling during the holidays)
– Irritate the sophomore level with phantom notes and demerits in their employment files
– Irritate the freshmen to a point that they do not see this a a long term profession
I have dealt with union contracts in the past. This one is the most pathetic.
Maybe it’s time to remove the airlines from the Railroad act.
Let them bargain like any other business.
These extended negotiations and Cooling Off periods add no value in the current work environment.
Should be the “Railroad Labor Act” which has not been updated since the 1930’s.
Precisely,.,, Other than pilots & mechanics, other airline labor groups & their unions are virtually impotent…
The down side is more frequent, short term strikes ( Europe ) but what other leverage do unions have ?
+1
Interesting… When I worked @ crew sheds in the 1980’s, it wasn’t that uncommon to resked crews during the middle of a layover on a pattern. Than seems to be a basic & essential part of the airline operating environment and the myriad type of daily operational challenges..
Pay protection & transparent personnel accessibility should be sacred, bedroc elements of any labor contract.,
Interesting… When I worked @ crew sheds in the 1980’s, it wasn’t that uncommon to resked crews during the middle of a layover on a pattern. Than seems to be a basic & essential part of the airline operating environment and the myriad type of daily operational challenges..
Pay protection & transparent personnel accessibility should be sacred, bedroc elements of any labor contract.,
Except perhaps for #5, each of these are very potentially a deal breaker; in sum they’re unconscionable. I’m frankly stunned that the union would accept any of these non-starters.
The union seems to be trying really hard to make itself irrelevant here.
There are various issues with the things you mention here, but let’s just focus on one of them for a moment. Covert notes about employee conduct are a tell-tale sign of a failed corporate culture. The employee isn’t given an opportunity to improve, the union can’t scrutinise discrimination, favouritism or even simple inconsistent management, and the business is exposed to the risk of employees not fully applying themselves to their roles, or even showing creativity in difficult/ambiguous situations, for fear of being secretly prejudiced due to someone else’s inaccurate/biased unspoken perceptions.
The CHRO or whoever is responsible for coming up with that nonsense should be fired via an automated email sent through a tech-based monitoring app that’s been trained to flag obviously incompetent managers. Any union leaders who recommend accepting such a term should be ousted ASAP at an extraordinary general meeting.
No matter how this ends, it is hard to see that UA’s ascent in customer service will continue.
Employees are pretty savvy – unionized or not – at knowing how they are paid including work rules – compared to other people.
UA has benefitted for years by having an underpaid workforce relative to its competitors.
UA’s recent level of profitability simply is not sustainable by paying its employees industry competitive wages.
Airline employees are famous for taking out their frustrations w/ their employers out on their customers.
For decades AA and UA have been in a yin and yang competitive relationship.
Is it possible that AA, which has now embraced the need to become more premium, might be on the upswing at the cost of UA’s unwillingness to pay its people the industry leading wages and workrules they tout?
I agree United has underpaid its FA’s for years compared to Delta. The sad part is United gets to keep most of that money because the union failed to secure FULL RETO PAY.
Imagine what full reto pay would cost United Airlines.
Compared that to what the union agreed to which is 4% last 5 months of 2021, 4% for all of 2022, 4% for all of 2023, 14% for all of 2024, and finally 25% for the first 7 months of 2025. United is getting off easy here if this passes by only having to pay pennies on the dollar in retro pay.
It is “possible,” I will agree, and a good observation, Tim. The issue is that, historically, AA management always seems to get in its own way whenever presented with any competitive opportunity to improve the product. If, indeed, UA undercuts its current “premium” upswing by failing to incentivize its frontline employees (FAs) to deliver premium service, AA will only benefit from this by actually capturing premium revenue if management enables the customer service and marketing side of the operation to make strategic decisions, rather than simply listening to the overly cost-conscience bean counters that lack any modicum of forward-looking decision-making potential.
To some extent I get the gripes. But my practical self thinks take your cookies when they are passed.. Some will always be unhappy and that’s a shame
Ahh Matt… some of these are just wrong, I suggest you look at the TA, its published online…
Is there anything in the contract that restores widebody FA staffing to pre-pandemic levels? This would help Polaris service levels so, so, so much.
Unfortunately, no. The flight attendants wanted better staffing in order to provide faster, more attentive service for our customers. United shot that proposal down citing that it would cost them too much. Please know that the flight attendants advocated for enhanced staffing on international flights.
Those provisions would make it a hard no vote for me. Any one of them would be enough but in combination you’d have to be a gold plated fool to vote yes.
And their union leadership should all be fired for even agreeing to let something this bad go to a vote.
You should not give opinions about things you know nothing about. Are you a flight attentand? You are influencing the general population in a negative way for UA flight attendants. Is UA paying you?
Reassignment, including on layovers after minimum rest periods have elapsed, seems like a perfectly reasonable measure to improve the efficiency of operations. Undoubtedly some senior staff who are used to getting exactly what they want just because they joined the company during the first Eisenhower administration will be having an attack of the vapors, but they need to remember they work for the company, not vice versa. Likewise the times around major holidays are the busiest in the industry, and all hands need to be on deck.
Need more clauses to get the crabby “senior” attendants out.
Probably best to end the whole seniority system. If you pay people based on face-time rather than how good they are, services is going to suck. No surprise: United service sucks. Delta is way, way better.
None of these issues are the one’s that are really the issues. There’s way more than these things that make this a subpar TA. Not sure why you think these issues are the biggies. I will discuss it with those in “the need to know”.