CHICAGO- United Airlines (UA) and its flight attendants remain at odds over a new contract, with negotiations reaching a critical juncture. The National Mediation Board (NMB) has intervened as the two parties struggle to find common ground.
Flight attendants have overwhelmingly voted to authorize a strike, with 99% in favor. However, federal law mandates a 30-day cooling-off period after the NMB declares an impasse before any strike action can occur.
United Airlines Flight Attendants
Conflicting reports emerge regarding the progress of negotiations. Management sources claim most issues have been resolved, with only minor differences in numbers remaining.
Flight attendants, however, paint a starkly different picture, citing significant disagreements over compensation, leave time, healthcare, 401(K) contributions, and scheduling flexibility.
An internal document from the Association of Flight Attendants (AFA-CWA) union, shared by industry insider JonNYC, reveals the union’s current demands. These include an immediate 28% pay raise and subsequent 4% annual increases until a new contract is signed.
The union presented this offer during the 12th mediation session in San Antonio, Texas, on September 23, 2024.
United Airlines now stands as the last major U.S. carrier without a new post-pandemic contract for its flight attendants.
Deal Must be Done
The Association of Flight Attendants (AFA-CWA) proposes an immediate 28% pay raise followed by annual 4% increases until a new contract is signed.
This offer exceeds American Airlines’ recent deal by 3-4%. United’s expected higher profits could further boost flight attendants’ earnings through profit-sharing, even with an identical contract to American’s.
Industry experts deem United’s indefinite 4% annual raise demand unrealistic. The union’s aggressive stance aims to secure a more lucrative agreement than those at American Airlines (AA) or Delta Air Lines (DL).
Analysts predict United may concede to a 1-2% increase over competitor contracts. This potential agreement could lead to higher airfares and possible onboard service reductions as the airline seeks to offset increased labor costs.
Despite United’s theoretical ability to replace its workforce with lower-paid staff, current labor market conditions and union strength make such a move impractical. A significant pay raise for flight attendants appears inevitable.
The ongoing negotiations create tension between the airline’s financial considerations and the union’s push for improved compensation. Consumers may face the consequences of this labor dispute through increased ticket prices and potential service quality issues.
Industry observers urge both parties to expedite negotiations to prevent service deterioration stemming from employee dissatisfaction. Thus far, United flight attendants have maintained professional standards despite contract disagreements.
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