US Contract - IAMAW District Lodge 141

TABLE OF CONTENTSARTICLEPAGEPreamble 21 Purpose of Agreement 32 Status of Agreement 43 Recognition and Scope 64 Classification 115 Hours of Service 156 Overtime 237 Seniority 338 Filling of Vacancies 379 Reductions in Force, Displacement and Recall 4510 Furlough Benefits 5411 Medical Examinations 5712 Leaves of Absence 5913 Sick Leave 6314 Holidays 6715 Vacation 6916 Limited Duty 7417 Probation 7518 Uniforms 7619 Shift Definitions 7820 Grievance Procedures 7921 System Board of Arbitration 8722 Insurance 9123 Pension 9524 Training and Travel 9825 Safety and Health 10126 Part-time Employees 10427 Union Shop & Dues Check Off Agreement 10528 General and Miscellaneous 11129 Amendments to the Agreement 11430 Compensation 11531 Duration 117Letters Of Agreements 118Attachment A 139Attachment B 1421

1 Preamble23 This Agreement is made and entered into this May 8, 2008 in4 accordance with the provisions of Title II of the Railway Labor Act,5 as amended, by. and between US Airways, Inc. (hereinafter referred6 to as the "Company") and the International Association of7 Machinists and Aerospace Workers (hereinafter referred to as the8 "Union").2

· 1 Article 1 - Purpose of Agreement23 A.45678910111213141516171819 B.2021222324252627282930313233343536373839404142C.D.E.The purpose of this Agreement is in the mutual interest ofthe Company and the employees, to provide for operation ofthe services of the Company under methods which willfurther, to the fullest extent possible, the safety of airtransportation, the efficiency of operation, and thecontinuation of employment under conditions of reasonablehours, proper compensation and working conditions. It isrecognized by this Agreement to be the duty of the Companyand of the employees to cooperate fully for the attainment ofthese purposes. To further these purposes, the Company mayrequest a meeting with the Union, or an InternationalRepresentative of the Union may request a conference withthe Company's Labor Relations Department at any time todiscuss and deal with any general condition that may ariseunder the application of this Agreement.No employee covered by this Agreement will be interferedwith, restrained, coerced, or discriminated against by theCompany, its officers or agents, because of membership inor lawful activity on behalf of the Union.It is understood wherever in this Agreement employees arereferred to in the masculine gender, it shall be recognized asreferring to both male and female employees.Should any part or provision of this Agreement be renderedinvalid by reason of any existing or subsequently enactedlegislation, such invalidation of any part or provision of thisAgreement shall not invalidate the remaining portionsthereof, and they shall remain in full force and effect.The Company and the Union agree to comply fully with allapplicable Federal and State statutes and regulationsprohibiting discrimination with respect to all aspects ofemployment with the Company. Further, the Company andthe Union agree that neither shall discriminate againstemployees covered by this Agreement on the basis of race,color, religion, sex, national origin, age, sexual orientation,disability, membership in a uniformed service, or status as adisabled veteran.3 Article 1

1 Article 2 - Status of Agreement23456789101112131415161718192021222324252627282930313233343536373839404142A.B.c.It is expressly understood and agreed that when thisAgreement is accepted by the parties and signed by theirauthorized representatives, it will supersede any and allAgreements existing or previously executed between theCompany and any Union or individual affecting the crafts orclasses of employees covered by this Agreement.The Agreement shall be binding upon the Company and anySuccessor, defined as a purchaser, assignee or transferee ofall or substantially all of the assets or stock of the Companyor US Airways Group. Neither the Company nor USAirways Group shall enter into an agreement with aSuccessor which creates a Successor Transaction unless theSuccessor agrees, in writing, as a prior condition of theSuccessorship Transaction, to cause the Company andUS Airways Group to continue to be bound by theAgreement, as it may be amended pursuant to the provisionsof applicable law, and to cause any operating airline whichobtains the assets of the Company to honor and be bound bythe Agreement as it may be amended pursuant to theprovisions of applicable law.If a Successor is an air carrier, and the Successor conductsan operational merger between the Company and theSuccessor or another air carrier, then the Successor willprovide the Company employees with a seniority integrationgoverned by Sections 2, 3 and 13 of the Allegheny-MohawkLabor Protective Provision.It is understood and agreed that the Company will not lockout any employees covered hereby, and the Union will notauthorize or take part in any strikes, sit-down, slowdown, orpicketing of Company premises during the life of thisAgreement until the procedures for settling disputes asprovided herein and provided by the Railway Labor Act, asamended, have been exhausted. The Company will notrequire the employees hereunder to cross picket lines of theCompany's employees legally established under contractualprovisions and the Railway Labor Act on or in front of thepremises. The individual or concerted refusal to pass such4 Article 2

1234567891011121314151617picket lines shall not constitute grounds for discipline,discharge, lay-off, or be considered a violation of thisAgreement.The Company shall not perform "Struck Work" of WhollyOwned Carriers and ofMDA. "Struck work" is Fleet Servicework traditionally and regularly performed by a WhollyOwned Carrier or MDA where and during the period theFleet Service employees of that Wholly Owned Carrier orMDA are engaged in a lawful strike, and where theCompany has not previously performed the work inquestion. There shall be no prohibition against a concertedrefusal of employees of the Company to perform StruckWork. Moreover, the Company will not hire employees ofWholly Owned Carriers or MDA to perform Fleet Servicework at the Company during a period when the Fleet Serviceemployees are engaged in a lawful strike.5 Article 2

1 Article 3 - Recognition and Scope23456789101112131415161718192021222324252627282930313233343536373839404142A.B.The Company recognizes that Company Fleet Service workdefined by this Agreement shall be performed by employeesas described in the Article entitled Classifications.Each station is identified as either a Class I or Class II for thepurposes of applying this Agreement. Changes inclassification of stations will based on the timeframeoutlined below. Stations classifications are defined asfollows:1. Class I stations shall be those stations that have onehundred forty (140) or more mainline scheduled jetdepartures weekly.(a)(b)(c)In Class I stations, work which comes withinthe Fleet Service Classification as describedin Classification Article, Paragraphs A.1,A.2, B., and C., will be performed byemployees covered by this Agreementexcept where such work has been contractedout as of the effective date of thisAgreement.In Class I stations, work coming within theFleet Service Classification as described inClassification Article, Paragraph A.3, maybe contracted out except that cateringfunctions as described in the ClassificationArticle, Paragraph A.3, may not becontracted out in PIT, CLT, PHL, DCA andBWL Effective May 8, 2008, normal andcustomary Cargo work as described inArticle 4.A.3 may not be contracted out inPHX, LAS and LAX.In Class I stations, work which comes withinthe Fleet Service Classification as describedin Classification Article, Paragraph AA,may be contracted out without restriction.6 Article 3

12345678910111213141516171819202122232425262728293031323334353637383940412.(d)When a Class II city becomes a Class I cityas provided for in Paragraph BA below, allwork which is described in the ClassificationArticle, Paragraph A.l, will be performed byemployees covered by this Agreementwithin ninety (90) days of the change ofClass. With regard to all other work, theprovisions of Paragraph B.1, will apply,except that work contracted out as of theeffective date of the change in station classmay continue to be contracted out.Class II Stations: Class II stations shall be thosestations that have fewer than one hundred forty (140)scheduled mainline jet departures weekly were theCompany currently has Fleet Service staffing.( a) The Company reserves the right to contractout work covered by this Agreement inClass II stations provided that suchsubcontracting does not directly result in thefurlough to the street of any full-time lAMrepresented employee whose name appearedon the seniority list as a full-time employeeon April 5, 1999. This provision will notapply to employees who fail to exercise theirseniority to the fullest extent possible to anyfull-time position offered on the system.(b)Other non-covered employees in Class IIstations may perform work which comeswithin the Fleet Service Classification,provided such work does not exceed twentyfivepercent (25%) of their scheduled workhours, on a quarterly basis. The Companywill not use this provision in a mannerwhich directly results in an increase in thenumber of positions in another craft or classand a corresponding decrease in the numberof Fleet Service craft or class positions.7 Article 3

1234567891011121314151617181920212223242526272829303132333435363738394041423.(c)(d)Stations established after April 5, 1999, maybe outsourced without restrictions.In Class II stations, work which comeswithin the Fleet Service Classification whichwas contracted out as of April 5, 1999, maycontinue to be contracted out withoutrestriction.Change in Station Classification:(a)(b)(c)Changes in city classification shall be basedon a twelve (12) month weekly average,with the average to be calculated each yearon April 5. All calculations for scheduledmainline jet departures will be based on USAirways, Inc., jet departures only, andexcluding any aircraft with a seatingconfiguration of sixty-nine (69) or fewerseats.Should a Class I station's scheduledmainline weekly jet departures be reduced toa level below one hundred nineteen (119) onan annualized basis, such station shallbecome a Class II station.Should a Class II station's scheduledmainline weekly jet departures increase tomore than one hundred seventy-five (175)on an annualized basis, such station shallbecome a Class I station.Should a Class II station's scheduledmainline weekly jet departures be reduced toa level of fifty-six (56) weekly departures onan annualized basis, the Company mayoutsource Fleet Service work in that stationexcept for the period of May 8, 2008 throughDecember 30, 2011, the Company will notoutsource normal and customary ramp workas described in Article 4.A.1 at any station8 Article 3

123456789101112131415161718192021222324252627282930313233343536373839404142C.D.E.(d)where that work is being performed by FleetService Employees of US Airways / AmericaWest on of May 8, 2008, providing suchstation maintains more than fourteen (14)scheduled jet departures weekly calculated onan annualized basis as described in (a) above.Effective December 31, 2011, workeddescribed in Article 4.A.1 performed at any ofthe following stations (ABQ, AUS, BUR,ELP, OAK, OMA, ONT, RNO, SJC, SLC,SMF, PDX, MSP, MCI, MKE, SEA, DENand SAN) may not be out-sourced unless thestation's mainline weekly jet departures arereduced to a level below twenty-eight (28)weekly departures on an annualized basis.Should an outsourced station's weeklymainline departures increase to more thanninety-eight (98) weekly departures on anannualized basis, such station shall becomea Class II station. For the period of May 8,2008 through December 30, 2011 theCompany will not be required to in-sourceany work or station that is out-sourced onMay 8,2008.It is understood that the Company reserves the right tocontract out work, subject to the terms of this Agreement,when the Company's personnel, equipment or facilities arenot sufficient or available.Fleet Service work covered by this Agreement will notinclude US Airways Express operations, or any regional jetoperations by the Company, except when and where sodirected.Except as otherwise provided in this Agreement, employeesnot covered by this Agreement shall not perform workcovered by this Agreement, other than in cases of irregularairport operations, emergencies, or for the purpose ofinstructing or training employees. A situation shall not bedeemed to be an emergency within the meaning of this9 Article 3

1234567891011121314151617F.G.Paragraph where scheduled· or overtime employees arereasonably available to adequately handle the requirement.The Union recognizes that the Company shall have solejurisdiction, subject to the terms of this Agreement, over themanagement and operation of its business, the direction ofits working force, the right to establish rules and regulations,to maintain efficiency in its place of employment, and theright of the Company to hire, promote, demote, select fortraining, discipline and discharge employees. It is agreed thatthe rights listed here shall not be deemed to exclude otherpre-existing rights of management not listed which do notconflict with other provisions of this Agreement.The Company may use contractors to perform Fleet Servicework where Company Charters are operated into non-lAMrepresented cities.10 Article 3

1 Article 4 - Classifications23 Fleet Service consists of the classification groups of Mainline and4 MDA. Each classification group consists of the classifications of5 Fleet Service Lead Agent (Full-time and Part-time) and Fleet Service6 Agent (Full-time and Part-time). Mainline and (Mid Atlantic Group)7 Fleet Service work consists of Ramp Service, Operations/Tower and8 Central Load Planning (CLP). Separate duty assignments may be9 established.10A. Ramp Service work includes:111213141516171819202122232425262728293031323334353637383940411.2.3.4.Normal and customary work associated with thehandling and transporting of luggage and material;the loading and unloading of aircraft; the delivery ofbaggage and Company material.Where not in conflict with the terms of the lAMMaintenance and Related Agreement: normal andcustomary work associated with receipt anddispatch.When and where so directed: normal and customarywork associated with the handling, transportationand processing of in-flight meal, beverage, snackand associated supplies including the packing ofbeverage kits; normal and customary workassociated with the handling of cargo office andwarehouse functions; normal and customary workassociated with the sortation and transporting of mailand cargo.When and where so directed and where not inconflict with terms of the lAM Maintenance andRelated Agreement: normal and customary work forboth through and RON flights associated withservicing aircraft, including lavatory and watersystems, cleaning aircraft interiors, arrangingpassenger service and galley equipment, trashremoval, changing of seat covers, performing minorpreventative maintenance on ground equipment;11 Article 4

123456789101112131415161718192021222324252627282930313233343536373839404142B.C.D.4.aircraft movement, performing GPU and airstart,. deicing aircraft, and other duties associated with theservicing ofline aircraft.When and where so directed: work associated withUS Airways Express aircraft and other non-companyaircraft, the operation of jetways, performingcatering security checks, and any other station work.Operations/Tower work includes normal and customarywork associated with the communication required tocoordinate station operations where such work is beingperformed by Fleet Service employees as of the effectivedate ofthis Agreement.CLP work includes normal and customary work associatedwith the weight and balance, take-off weights andcommunication of such information including preparationand distribution of necessary paperwork, and other CLPrelated work.Fleet Service Lead Agent work includes the same work asthat of a Fleet Service Agent. In addition, as a workingmember of the group, they may be required to lead anddirect the work of other Fleet Service Agents. Leading anddirecting may include but is not limited to:1.2.3.4.5.Providing verbal input to employees related to theirperformance and/or behavior.Providing verbal and/or written input tomanagement related to an employee's performanceand/or behavior.Temporarily resolving legitimate and seriouspersonnel emergencies when management is notpresent or available.Reasonable and customary administrative functions.Instructing and training other employees where sodirected.12 Article 4

1234567891011121314151617181920212223242526272829303132333435363738394041E.F.G.H.In stations where Fleet Service Lead Agents are utilized,there shall be a minimum of one Fleet Service Lead Agentfor every twelve (12) Fleet Service Agents. This calculationshall be based upon authorized station Fleet Serviceheadcount excluding assigned baggage runner (ABR). Thisassignment minimum shall not apply to Lead Agentsassigned to the CLP work area, where there shall be nommlmum.The classification of Lead Agent may include part-timeLeads in former America West stations where there werepart-time Leads or where the station has previously had parttimeLeads, not to exceed a combined total of sixty-eight(68) part-time Leads. Stations may include: AUS, RNa,DEN, ICT, ABQ, SFO, SNA, SEA, COS, SIC, PDX, OAK,SAN, ELP, PHX, and LAS.Duty assignments will be defmed based on the needs of theservice. A duty assignment may consist of a single jobassignment, or a combination of two or more jobassignments.Employees may be cross-utilized in or betweenclassifications and duty assignments under this Agreementbased on the needs of service.An open-time Agent is an employee who bids or is assigneda schedule, based on the needs of service and may beinclusive of any classification or duty assignment, or amixture of classifications and duty assignments under thisAgreement.Where not in conflict with the terms of the lAMMaintenance and Related Agreement, Fleet Serviceemployees may assist other employees not covered by thisAgreement in through and turn-flight cleaning.Fleet Service employees may be assisted by employees notcovered by this Agreement in through- and turn-flightcleaning to maintain on time performance. It is not the intent13 Article 4

12345I.of this sub-paragraph to remove through and tum-flightcleaning from Fleet Service.Deicing of aircraft and aircraft movement may be performedby Fleet Service or other employees or vendors.14 Article 4

1 Article 5 - Hours of Service23 A.45678 .91011121314151617181920212223242526272829303132333435B.363738394041For purposes of computing pay, the workweek shall begin at0001 hours Monday morning, and last through and until2400 hours Sunday evening and includes any tour of dutythat begins during this period. A standard work week willconsist of five (5) scheduled work days, and two (2)consecutive scheduled days off, except when as a result ofschedule rebids, employee shift swaps, open-time agents asdescribed in Item B below and employees whose scheduleddays off are Monday and Sunday.The Company, with mutual agreement from the Union, mayimplement work schedules in a station consisting of fourscheduled work days in a week ("four-day work week").Once the Company has agreement from the Union toimplement four-day work week schedules in a station, theCompany will, at its sole discretion, determine which linesof work in the station may have a four (4) day workweekschedule and the time frame for implementation of any four(4) day workweek schedule. The Company may utilize afour (4) day workweek schedule in any duty assignment orfor certain lines of work within any duty assignment whichmay be modified as determined by the Company. TheCompany may, at its sole discretion, discontinue the use ofany four (4) day workweek schedule line(s) of work. Shouldthe Company decide to discontinue the use of all four (4) dayworkweek schedules in a station, the Company will providethe Union a minimum of thirty (30) days notice. Whereutilized, a four (4) day workweek will consist of four (4)scheduled work days and three (3) consecutive scheduleddays off, except for those employees whose scheduled daysoff are Saturday, Sunday and Monday, or Sunday, Mondayand Tuesday.For open-time Agents, four (4) scheduled days off must beprovided within each two (2) week pay period, which mayormay not be consecutive. The Company will make everyeffort to post open-time lines of work with two (2)consecutive days off each week. Where four-day workweeks are implemented, open-time Agents may be scheduled15 Article 5

1234 C.567 D.8910 E.11121314151617 F.18192021222324252627282930 G.313233343536373839404142for four (4) scheduled days and three (3) consecutivescheduled days off.A work day shall be a twenty-four (24) hour periodbeginning at 0001 hours local time.All time worked shall be considered as time worked on theday during which the employee's regular shift began.Shift periods for full-time employees shall be, unlessotherwise specified herein, eight and one-half (8 112)consecutive hours, including a one-half (112) hour unpaidmeal period. Shifts for full-time employees working a fourdaywork week shall consist of ten and one-half (10 112)hours, including a one-half (112) hour unpaid meal period.Shift periods for part-time employees in Class I stations shallbe a minimum of three (3) and a maximum of six and onehalf(6 112) hours per day. When part-time employees arescheduled for three (3) or more continuous hours, that shiftmay be inclusive of a one-half (112) hour unpaid mealperiod. A part-time shift exceeding six (6) hours will beinclusive of a one-half (112) hour unpaid meal period. TheCompany will make every effort based on the needs ofservice to schedule part-time shifts of at least four (4) hours.Shifts for part-time employees working a four-day workweek shall consist of a minimum of three (3) and amaximum of six-and-one-half (6 1/2) hours per day.Shift periods for part-time employees in Class II stationsshall be a minimum of two (2) and a maximum of six andone-half (6 112) hours per day. When part-time employeesare scheduled for three (3) or more continuous hours, thatshift may be inclusive of a one-half (112) hour unpaid mealperiod. A part-time shift exceeding six (6) hours will beinclusive of a one-half (112) hour unpaid meal period. Splitshifts may be scheduled for part-time employees in Class IIstations. A maximum of two (2) duty periods covering nomore than fourteen (14) hours (from the beginning of thefirst duty period to the end of the second) may be scheduledwithin a twenty-four (24) hour period. A duty period must bea minimum of two (2) hours. There is no scheduled meal16 Article 5

1234567891011121314151617181920212223242526272829303132333435363738394041H.1.period within either duty period of the split shift. TheCompany will make every effort based on the needs ofservice to schedule part-time shifts of at least four (4) hours.Shifts for part-time employees working a four-day workweek shall consist of aminimum of two (2) and a maximumof six-and-one-half (6 1/2) hours per day.Employees will be granted one twelve (12) minute breakperiod during the first four (4) hours of their work shift andone twelve (12) minute break period during the second fourhours of their work shift. Employees working a four-daywork week will be granted one twelve (12) minute breakperiod during the first half of their work shift and one twelve(12) minute break during the second half of their work shift.Employees will be allowed an unpaid meal period not toexceed thirty (30) minutes as follows:1.2.3.The Company will make every effort to schedulemeal periods for full-time employees within ninety(90) minutes before or after the midpoint of theirscheduled shift. The Company will make every effortto schedule meal periods for full-time employeesworking a four-day work week within one hundredtwenty (120) minutes before or after the midpoint oftheir scheduled shift.Full-time employees, who are unable to take a mealperiod within the foregoing time span, will beprovided a thirty (30) minute lunch period as closeto the lunch period as possible. If unable to take ameal period due to Company requirements, theemployee will receive pay for the applicable mealperiod at a time and one-half (1 112 x) rate.Part-time employees entitled to a meal period asdescribed in Paragraphs F. and G. above, but whoare unable to take a meal period due to Companyrequirements, will receive an additional thirty (30)minutes pay at straight time rates.17 Article 5

123456789101112131415161718192021222324252627282930313233343536373839404142J.K.L.In the event that circumstances beyond the Company's control,e.g., acts of God, strikes, etc., cause the operation to bereduced or stopped, the Company may remove employeesfrom the payroll without obligation of payor severance. Incircumstances where the operation is reduced or stopped, theCompany will attempt to contact employees prior to the startof their shift to inform them not to report for duty. In theevent contact is not made prior to the start of the employee'sshift, full-time employees who have reported for work willbe offered up to four (4) hours of work before beingreleased. Part-time employees, who have reported for workunder the above provisions, will be offered up to two (2)hours of work before being released. Employees will be paidfor actual hours worked.Separate work schedules will be posted for each applicableduty assignment. Award of work shifts, including scheduledstart time, shift length and scheduled days off, shall be basedon classification seniority.Work schedules are posted for bid by active employees, asfar in advance as practical, or a minimum of seven (7)calendar days. The posting shall contain the scheduled starttime, shift length, scheduled days off and effective date.Once the bidding process is completed, schedule bid awardswill be posted a minimum of seven (7) calendar days prior tothe effective date of the new work schedule. Employeesunavailable to bid at their appointed bidding time, may bidby proxy, or by other means established locally.Active employees who fail to bid will be assigned byclassification seniority an available work schedule within theduty assignment after completion of the bid. Activeemployees who report late for bidding, but while the biddingprocess is ongoing, will be permitted to bid on remainingavailable lines at the time they report.An employee on an authorized leave of absence or off due tooccupational injury will be permitted to bid in a rebid of thework schedule provided the Company receives, prior to thestart of the bidding period, a notice certifYing his return towork date which must be within thirty (30) days of the18 Article 5

123456789101112131415161718192021222324252627282930313233343536373839404142M.N.o.P.Q.effective date of the bid. If the leave is for medical reasons,the certification of return to work must be signed by theemployee's treating physician.There shall be no rotation of shifts. All shifts will be fixed;however, each scheduled line of work may contain multiplestart times.Work schedules will be rebid based on the needs of theservice, approximately every one-hundred-twenty (120)days, or a minimum of three (3) times per calendar year.During a bid period, if it becomes necessary to temporarilyadjust employees' work schedules, duty assignments,scheduled start times or scheduled days off, the followingprocedures shall apply:1.2.3.When it becomes necessary to adjust scheduled daysoff; employees subject to adjustment will be given aminimum of five (5) calendar days notice.When it becomes necessary to adjust scheduled starttimes, employees subject to adjustment will be givena minimum of forty-eight (48) hours notice.Employees may be reassigned between duty assignmentsand job assignments on a given shift based onthe needs of the service.In the event that these adjustments are expected to exceedthirty (30) days in duration, within the first thirty (30) daysof such adjustment, the Company shall post the workschedule in the affected duty assignment for rebid asprovided in Paragraph Labove.The Company will establish as necessary the number ofLead Fleet Service Agents and Fleet Service Agents for theneeds of the service on each shift in all duty assignments atany station, subject to the terms of this Agreement.Employees returning to active duty from an authorized leaveof absence or occupational injury will be assigned to their19 Article 5

123456789101112131415161718192021222324252627282930313233343536373839404142R.S.T.previous duty assignment. Such employees who were notpermitted to bid the most current work schedule may beassigned a shift and days off within their duty assignmentconsistent with their seniority. If needs of service do notallow the employee to be assigned a shift and days offconsistent with their seniority, the Company will rebid thework schedule within thirty (30) days.Employees transferring or displacing into the classificationor duty assignment who were not permitted to bid the mostcurrent work schedule will be permitted to request, but maybe assigned an available work schedule (shift start times andscheduled days off) within the duty assignment until the nextwork schedule rebid.Employees temporarily assigned to a higher classificationshall receive the higher rate of pay for all time worked insuch classification. Employees temporarily assigned to alower paying classification shall not have their rates of payreduced.Shift TradesAn employee may trade shifts or days offwith another qualifiedemployee in accordance with the following provisions:1.2.3.The request must be in writing and signed by bothemployees involved (or submitted electronicallywhere a location utilizes workbrain or a similarelectronic reporting method). The request shall besubmitted for approval to the immediate supervisor,or his designee, of the employee who initiates theshift trade.The Company may at each location establishdeadlines for submitting shift swaps, but suchdeadline will not be more than twenty-four (24)hours prior to the shift to be worked.Employees who trade shifts become responsible towork the shift so agreed to as if it were part of theirregular work schedule.20 Article 5

123456789101112131415161718192021222324252627.2829303132333435363738394041424.5.6.7.8.9.10.11.Probationary employees are not eligible toparticipate under these provisions.No overtime payment will be paid to an employee asa result of working another employee's shift underthese provisions.No request under these provisions shall be honoredif found to be in conflict with state or federal law.This Paragraph shall immediately apply III anyjurisdiction which may hereafter impose restrictionsor require such overtime payment for such hours ofwork.An employee who has agreed to work for anotheremployee may not exchange this obligation with anyother employee.Shift trades resulting in an overlap of up to one-half(1/2) hour may be approved subject to the needs ofservIce.Employees may work a maximum of sixteen (16)hours during a twenty-four (24) hour period as aresult of shift trades, excluding meal periods.Employees will not be permitted to work doubleshifts (twelve (12) hours or more) on consecutivedays as a result of shift trades except as provided forin the Letter of Understanding regarding 'Back toBack Shifts' dated March 10,2003.Employees may shift swap off their regularlyscheduled shift up to twenty-six (26) times percalendar quarter. Local policy may be lessrestrictive. The number of shift swaps off affordedemployees covered by this Agreement will not bemore restrictive than those afforded other CustomerService Agents.Employee shift swaps between classifications maybe allowed subject to local policy.21 Article 5

12345678910111213141516171819202122232425262728293031323334U.12. Employees may trade their full shift or a portionthereof, with no more than two (2) employees. Theminimum partial-shift trade will be one hour. Partialtrades must be in full hour increments. Any partialshifttrade counts as one towards the allowablequarterly shift trade maximum.13. Shift trade start time exchanges on the same day willnot count toward the twenty-six (26) quarterly shiftswapes provided the starting times exchanged areboth within the same shift premium starting timeperiod (e.g., Shift 1 to Shift 1 or Shift 2 to Shift 2).14. In circumstances where shift trades have beenapproved and where any employee who is scheduledto work for another employee is unable to do so,(e.g., due to leave of absence, transfer, termination,jury duty, schedule rebid, training, etc.), theCompany reserves the right to cancel an approvedshift trade provided seven (7) days notice is given toaffected employees.In cases where an employee is required to work a shiftbeginning less than eight (8) hours subsequent to the end ofthe day immediately preceding, the employee may elect tohave the scheduled start time of his next shift adjusted toprovide an off-duty period of a minimum of eight (8) hours.Employees electing to adjust the start time of their next shiftmay elect to extend their shift to provide for a full shift or toend their shift at the original end time of their shift and willbe paid for hours worked. This Paragraph does not applywhen the reduced rest period is a result of schedule rebids,shift swaps or voluntary overtime.22 Article 5

1 Article 6 - Overtime23456789101112131415161718192021222324252627282930313233343536373839404142A.B.C.D.The Company shall determine the number of overtime hoursto be worked. Overtime hours are defined as additional hoursworked at the Company's request over and above anemployee's scheduled hours.Where the Company determines that overtime is required,such overtime will be offered to qualified employees on anequalized basis. All eligible employees will be consideredavailable for overtime.Employees will be equalized for actual overtime hoursworked and, if signed up on the overtime availability list, foractual overtime hours offered and refused and for thoseovertime hours for which the signed up and employee couldnot be contacted. Employees who do not sign up on theavailability list will not be charged any hours eligible towork for the purpose of equalization unless they work theovertime. Where availability lists are used, a list will beestablished for each duty assignment and only thoseemployees signed up will be contacted. Separate lists may bemaintained for Lead Agents.Shift extension is overtime which is anticipated to be four(4) hours or less and is not the result of a part-time vacancyor absence. Shift extension overtime will be offered to thoseemployees whose shift begins or ends closest to, but withinfour (4) hours, of the expected overtime need.Shift extension will be offered in the following order:1.2.••••••Employees in the duty assignment andclassificationSigned up on the availability list (where utilized)Having the lowest equalizationQualified employees in the classification butoutside the duty assignmentSigned up on the availability list (where utilized)Having the lowest equalization23 Article 6

12345678910111213141516171819 E.202122232425262728293031323334353637383940413.4.5.• Employees in the duty assignment but outsidethe classification• Signed up on the availability list (where utilized)• Having the lowest equalization• Qualified employees outside the dutyassignment• On a voluntary basis• Mandatory assignment as described in ParagraphU of this Article.Employees who are offered shift extension, which is notcontinuous with their regular shift and is separated by morethan one hour shall be offered four hours work.Overtime required as a result of full-time vacancies/absencesand overtime required when additional shifts are necessarywhich exceed five (5) work hours will be offered first to fulltimeemployees.Full-time overtime shall be offered in the following order:1.2.3.4.• Full-time employees in the duty assignment andthe classification• Signed up on the availability list (where utilized)• Having the lowest equalization• Qualified full-time employees in theclassification but outside the duty assignment• Signed up on the availability list (where utilized)• Having the lowest equalization• Full-time employees in the duty assignment butoutside the classification• Signed up on the availability list (where utilized)• Having the lowest equalization24 Article 6

12345678910111213141516171819202122232425 F.262728293031323334353637383940415.6.7.8.9.• Full-time employees outside of the classificationand duty assignment(within Mainline Group)• Signed up on the availability list (where utilized)• Having the lowest equalization• Part-time employees in the duty assignment• Signed up on the availability list (where utilized)• Having the lowest equalization• Qualified part-time employees outside the dutyassignment• Signed up on the availability list (where utilized)• Having the lowest equalization• Employees in the duty assignment• On a voluntary basis• Qualified employees outside the dutyassignment• On a voluntary basis• Mandatory assignment as described in ParagraphU. of this Article.Overtime required as a result of part-timevacancies/absences and overtime required when additionalshifts are necessary which are five (5) work hours or lesswill be offered first to part-time employees.Part-time overtime shall be offered in the following order:1.2.• Part-time employees in the classification andduty assignment• Signed up on the availability list (where utilized)• Having the lowest equalization• Qualified part-time employees in theclassification but outside the duty assignment• Signed up on the availability list (where utilized)• Having the lowest equalization25 Article 6

123 3.4 • Part-time employees in the duty assignment but5 outside the classification6 Signed up on the availability list (where utilized)7 • Having the lowest equalization8 4.9 • Qualified part-time employees outside the10 classification and duty assignment11 Signed up on the availability list (where utilized)12 • Having the lowest equalization13 5.14 Full-time employees in the duty assignment15 • Signed up oil the availability list (where utilized)16 • Having the lowest equalization17 6.18 • Qualified full-time employees outside the duty19 assignment20 • Signed up on the availability list (where utilized)21 • Having the lowest equalization22 7.23 • Employees in the duty assignment24 • On a voluntary basis25 8.26 • Qualified employees outside the duty27 assignment28 • On a voluntary basis2930 9. Mandatory assignment as described in Paragraph U of31 this Article.3233 G. Employees are considered eligible for overtime except when:3435 l. Not available to work the entire overtime period (A36 one-half (1/2) hour overlap of the scheduled shift37 and overtime period shall be permitted except when38 needs of service do not permit. The one-half (1/2)39 hour overlap will be paid as part of the regular shift,40 and will not be considered part of the overtime41 shift);26 Article 6

123456789101112131415161718192021222324252627282930313233343536373839404142H.1.2.3.4.5.Scheduled off for an entire shift for vacation,voluntary time off (VTO), training, authorizedCompany business, authorized Union business, juryduty or compensatory time. In these instancesemployees will be ineligible for the entire day exceptthat they may volunteer to work prior to mandatoryassignment overtime;On sick leave (paid or unpaid) for an entire shift, anytype leave of absence (paid or unpaid), disciplinarysuspension, bereavement leave, occupational injuryleave (paid or unpaid), mandatory reservist trainingwith orders. In these instances employees will beineligible from the time the absence begins andremain ineligible until they return to work;Not qualified to perform the overtime work offered;On a shift trade off for any hours that fall withintheir original scheduled shift (with managementapproval and based on needs of service, employeesmay be allowed a one-half (112) hour overlap of theovertime shift and the regularly scheduled shift thatwas traded off).Open-time employees, on scheduled work days, areconsidered for overtime within the classification and dutyassignment they are working. An open-time employee on ascheduled day off or an employee working as an "extra" willbe considered available for overtime offered within the dutyassignment the employee last worked on a regularlyscheduled work shift except that shift trades are notconsidered.Transferred employees including change of station, instationtransfers, part-time to full-time, full-time to part-timeand new employees, will use the average overtime hours intheir new duty assignment for the purpose of equalization.Employees absent for more than fourteen (14) consecutivedays will upon their return to work be assigned the average27 Article 6

123456789101112131415161718192021222324252627282930313233343536373839404142J.K.L.M.of the overtime equalization list or their previous overtimehours which ever is greater.If two or more employees have the same equalization withinthe provisions as outlined in Paragraphs D., E., or F. of thisArticle, the overtime will be offered to the senior employee.When operational conditions change which would no longernecessitate the overtime that has been awarded to anemployee, such overtime may be canceled, provided aminimum of four hours notice is given. In the event overtimeis canceled with less than four hours' notice, the employeeawarded the overtime shift will be offered a minimum offour (4) hours work at the applicable rate. This provision isnot applicable to shift extension overtime which may becanceled at any time.Employees who accept overtime will have sixty (60) minutesin which to relinquish the award. Following the sixty (60)minute period, employees will be responsible to work theovertime shift and may not trade this obligation with anotheremployee.Overtime equalization lists will be Re-set quarterly andmaintained by duty assignment. Employees' names shall belisted in classification seniority order on all overtimeequalization lists.1.2.Prior to making an overtime call, the Company willmake available to the Shop Steward or AssistantShop Steward a copy of the appropriate overtimedistribution list. When no Shop Steward or AssistantShop Steward is present, a copy of the list will bemade available to the Lead Agent. Once the list hasbeen made available, the Company will proceed tocall overtime.Employees will be contacted at the phone number onthe equalization list or the availability list (whereutilized). It will be the employee's responsibility toinsure that these lists have the correct phone numberindicating that the employee is to be contacted.28 Article 6

123456789101112l3141516171819202122232425262728293031323334353637383940N.o.P.3.4.In the event of "no answers" a second call will bemade prior to moving on to the next employee onthe list.When overtime is offered the Company will makeevery effort to advise the employee of the dutyassignment and where practical the work area withinthe duty assignment.An employee bypassed for overtime in violation of theseovertime procedures will be eligible to work a like period oftime on a scheduled shift at a time selected by the employee.The bypassed employee will be limited to only the employeewho should have been offered the overtime as provided forin this Article.The shift will be at the same rate of pay as bypassed, containthe same number of hours as those bypassed and must beworked within fourteen (14) calendar days of thedetermination that the bypass occurred. The Company willdetermine the work duty assignment.The Company may prohibit any employee from workingovertime where it would result in more than sixteen (16)continuous hours excluding unpaid meal periods. Employeeswho have worked sixteen (16) continuous hours may not beassigned additional overtime unless such overtime is due toan emergency situation.A daily overtime qualifier will be used to determinepremium rates on work days. Workdays are defined asregularly scheduled or "shift swap worked" days.1. There will be a minimum daily eight (8) hourovertime qualifier which must be satisfied prior tobeing eligible for overtime premium rates for hoursworked at Company request on a scheduledworkday.29 Article 6

123456789101112131415161718192021222324252627282930313233343536373839404142Q.Employees are paid straight time rates for regularlyscheduled hours worked and shift swap hoursworked, regardless ofthe length of the shift.2. The daily qualifier for determining overtimepremium eligibility will include all regularlyscheduled hours worked, plus any shift swap hoursworked, up to a combined maximum of eight (8)hours.3. After the daily overtime qualifier has been met,overtime will be paid at one and one-half times (1112 x) the regular rate.A weekly overtime qualifier will be used to determinepremium rates on days off. Days off are defined as"regularly scheduled" or "shift swap off' days.1. There will be a weekly forty (40) hour overtimequalifier which must be satisfied prior to beingeligible for overtime rates on any day off.2. The forty (40) hour weekly overtime qualifier willonly include regularly scheduled hours worked,additional hours offered by the Company worked atstraight-time rates, lost time hours for Unionbusiness, paid vacation hours, plus shift swap hoursworked not to exceed the total shift swap off hours.3. After the weekly overtime qualifier has been met,overtime will be paid at one and one-half times (1112 x) the regular rate for the first eight (8) hours ofovertime worked and two (2) times the regular ratefor all overtime hours worked thereafter except asprovided for in items 4 and 5 below.4. Employees must work a minimum of four (4) hoursat an overtime premium rate on their first regularlyscheduled day off in order to be paid two (2) timesthe regular rate for all overtime hours worked ontheir second (or third) regularly scheduled day off.30 Article 6

12345678910111213141516171819202122232425262728293031323334353637383940R.s.T.u.5. Employees who sift trade to be off and who work onthe day off, shall be paid a maximum rate of timeand on-half (1 112) for the first eight (8) hours ofovertime worked and two (2) time the regular ratefor all overtime worked thereafter.An employee who shift trades into a duty assignmentdifferent from their scheduled duty assignment will beconsidered for overtime based upon their originallyscheduled duty assignment.All overtime shall be computed to the nearest tenth of anhour in six (6) minute increments.A one-half (1/2) hour unpaid meal period will be provided toan employee working an overtime shift in excess of five andone-half (5 112) hours.Mandatory Assignment Of Overtime1. Required Coverage Period of Four Hours Or LessWhen the required coverage period is expected to befour (4) hours or less, the additional hours will beassigned to employees in reverse order of seniority,in the following order.• Part-time employees within the duty assignmentwhose shifts begin or end within one (1) hour ofthe required coverage period.• Full-time employees within the duty assignmentwhose shifts begin or end within one (1) hour ofthe required coverage period.• Qualified part-time employees outside the dutyassignment whose shifts begin or end within one(1) hour of the required coverage period.• Qualified full-time employees outside the dutyassignment whose shifts begin or end within one(1) hour of the required coverage period.31 Article 6

123456789101112131415161718192021222324252627282930313233342.3.• If no employees fall within the aboveparameters, then the distribution proceduredescribed in Paragraph U.2, will apply.In the above situations, employees may actually beassigned hours in excess of four as a result of thestart/end time of their shift and the start/end time ofthe required coverage period. When this occurs, it isnot a violation of this section ofthe policy so long asthe required coverage period was expected to be fourhours or less.Required Coverage Period In Excess Of Four HoursWhen the required coverage period is expected to bein excess of four hours, the additional hours will beassigned to eligible employees in reverse order ofseniority in the following order.• Part-time employees within the duty assignment.• Qualified part-time employees outside the dutyassignment.• Full-time employees within the duty assignment.• Qualified full-time employees outside the dutyassignment.Rotation of Mandatory AssignmentA rotation method for the assignment of mandatoryovertime may be established locally when theCompany determines that mandatory overtime maybe frequently required during specified periods oftime. The rotation method used will be mutuallyagreed to by the Company and the Union.32 Article 6

1 Article 7 - Seniority23456789101112131415161718192021222324252627282930313233343536373839404142A.B.C.D.Date of Hire Seniority is defined as continuous US Airwaysservice in any department and shall be applied to: vacationaccrual, boarding for on-line non-revenue space availabletravel, and service awards. Adjustments to Date of HireSeniority based on past seniority policies will remain inplace. After the effective date of this Agreement, there willbe no adjustments to Date of Hire Seniority.Classification Seniority is defined as continuous service inFleet Service, in any classification group and applies to bothFleet Service Agents and Fleet Service Lead Agents.Classification Seniority will be applied to bidding ofshifts/days off, bidding of vacation periods, filling ofvacancies, and displacements/recalls. Adjustments toClassification Seniority based on past seniority policies willremain in place. Employees who transfer into any FleetService Classification group will begin accruing FleetService Classification Seniority on the first day worked inFleet Service.Pay Date Seniority shall be the same as ClassificationSeniority except that Pay Date Seniority is adjusted for alltime lost due to an unpaid leave of absence; for all unpaidsuspensions extending beyond thirty (30) days. Militaryleave will not result in an adjustment to Pay Date Seniority.Adjustments to Pay Date Seniority based on past senioritypolicies will remain in place. Employees on involuntaryfurlough on May 31, 2008 shall forfeit all pay date seniorityexcept that an employee who is recalled to the station fromwhich he was furloughed (or their selected recall station)prior to November 3, 2008 will be placed in the pay scaleconsistent with their pay date seniority at date of furlough.When two or more employees have the same seniority date,the following method will be used to determine the seniorityorder:1. Identical Classification Seniority - the senioremployee will be the employee with the earliest Dateof Hire Seniority.33 Article 7

123456789101112131415161718192021222324252627282930313233343536373839404142E.F.G.2. Identical Date of Hire Seniority - the senioremployee will be the employee who has the highestfour digit number using the last four digits in hissocial security number.An employee covered by this Agreement will lose hisseniority status and his name shall be removed from theseniority list under the following conditions:1.2.3.4.5.6.He quits, resigns, or retires.He is discharged for just cause.He does not return from furlough within fifteen (15)days of receipt of notice, or within fifteen (15) daysof the mailing of such notice if the notice isundeliverable due to the employee's failure to keepthe Company apprised of his current mailing addressand telephone number.His recall rights expire.He does not return from a Leave of Absence withinthe scheduled period.As otherwise provided in this Agreement.All recall notices sent to furloughed employees will bedelivered via certified mail, return receipt, or via telegram tothe employee at the last address filed by the employee withthe Company.Shift Managers within the Customer Service group shallretain but not accrue all previous Fleet Service Classificationand Pay Seniority. These employees will be eligible toutilize all retained Classification Seniority to return to thebargaining unit in the event of a reduction-in-force, or failureto pass probation in the new position provided their retainedseniority places them senior to the junior full-time employeein the location. If not senior to the junior full-time employeein the station, these employees will be eligible to return to34 Article 7

123456789101112131415161718192021222324252627282930313233343536373839404142H.1.the bargaining unit on a system displacement. Additionally,with Director approval, these employees will be eligible touse accrued previous Classification and Pay Seniority to bidfor system vacanCIes in the event of a voluntary orinvoluntary demotion.Managers in positions within the Customer Service grouphigher than shift manager shall forfeit all previous FleetService Classification and Pay Date Seniority.Employees who transfer to positions outside the bargainingunit, other than those described in Paragraph G above, shallretain, but not accrue, all prevIOUS Fleet ServiceClassification Seniority and Pay Seniority for a period of six(6) months following such transfer. Employees who wish toreturn to a Fleet Service position within six (6) months of theeffective date of their transfer from Fleet Service or who areaffected by a reduction-in-force, demotion, or failure to passprobation in the new position within this six (6) monthperiod, will be eligible to utilize all retained ClassificationSeniority to return to their former position and locationprovided a vacancy exists in their former classificationgroup. Under this Paragraph a vacancy is deemed to existwhen the actual compliment of employees is below theauthorized number and no award has been made to fill thevacancy. When no vacancy in their former location exists,employees will be eligible to bid for system vacancies duringthe six (6) month period.Following this six (6) month period these employees shallforfeit all previous Fleet Service Classification and Pay DateSeniority.A furloughed Fleet Service employee who accepts a positionoutside of Fleet Service will continue to maintain but notaccrue all previous Fleet Service Classification and PaySeniority for the duration of their recall. Should their recallrights expire or they refuse recall, they forfeit all previousfeet service classification and pay seniority.A system wide Fleet Service roster will be posted twice ayear by no later than the last day of January and July each35 Article 7

12345678910111213141516171819202122J.year. Seniority lists will indicate the employee's name,payroll identification number, Classification Seniority, Dateof Hire Seniority, and last four digits of the employee'sSocial Security Account Number for each Fleet Serviceemployee and include their domicile city. Station senioritylists will be posted at each Fleet Service work location at thesame time as the system seniority roster reflecting localseniority order adjustments based on past policies that werein effect prior to this Agreement. Copies will be provided tothe lAM Assistant General Chairman.Employees who wish to protest any omission or incorrectposting of their seniority must do so by filing a writtengrievance within thirty (30) days of the date of the mostrecent seniority roster posting. Seniority protests will bestrictly confined to errors, changes or omissions whichoccurred on the most recent seniority posting only. Anyemployee on leave at the time of posting of the list shallhave a period of fifteen (15) days from the date of his returnto service to file a protest.36 Article 7

1 Article 8 - Filling of Vacancies23456789101112131415161718192021222324252627282930313233343536373839404142A.B.Full-Time Agent Vacancies1. Pennanent full-time Agent vacancies which theCompany decides to fill will be awarded in thefollowing order:(a)(b)(c)(d)Lead Agent VacanciesThe senior full-time agent within theclassification and group at the locationwhere the vacancy exists who has an instationtransfer bid on file to the availableduty assignment as outlined in Paragraph F.of this Article.The senior employee who possesses recall toa full-time position at the location.The senior full-time or part-time employeewith a system transfer bid on file to thelocation as outlined in Paragraph G. of thisArticle.A new employee.1. Pennanent full-time Lead Agent vacancies which theCompany decides to fill will be awarded in the orderbelow except that tower vacancies in PHL, CLT, LASand PHX will be filled through a company selectionprocess:(a)(b)The senior qualified full-time Lead Agentwithin the classification group at thelocation where the vacancy exists who hasan in-station transfer bid on file to theavailable duty assignment as outlined inParagraph F. of this Article.·The senior qualified full-time or part-timeemployee with a system transfer bid on file37 Article 8

123456789101112131415161718192021222324252627282930313233343536373839404142C.to the location as outlined in Paragraph G. ofthis Article. Employees on level two (2) orabove of the progressive discipline orattendance control programs are not eligibleto submit transfer bids for Lead Agentpositions.( c) A new employee.2. Successful Lead Agent bidders shall hold the job ona trial basis for a period up to one-hundred twenty(120) days in order to demonstrate their ability toperform the required work. Employees who fail todemonstrate sufficient ability will be returned to thelocation, classification and group previouslyoccupied.3. Successful Tower Lead Agent bidders shall hold thejob on a trial basis for a period up to two hundredseventy (270) days in order to demonstrate theirability to perform the required work. Employeeswho fail to demonstrate sufficient ability will bereturned to the location, classification and grouppreviously occupied.4. Lead Agents demoted for cause will be reducedwithin their station to the Agent classification withintheir classification group providing they are senior tothe most junior full-time Agent in the classificationgroup in the station. Lead Agents demoted for causewho are not senior to the most junior full-time Agentin the station, will be displaced within the Agentclassification and classification group as providedfor under Reductions In Force. These employees areineligible for bidding another Lead Agent vacancyfor a minimum of one (1) year.Part-Time Vacancies1. Permanent part-time vacancies which the Companydecides to fill will be offered in the following order:38 Article 8

123456789101112131415161718192021222324252627282930313233343536373839404142D.(a)(b)The senior full-time or part-time employeewithin the classification group at thelocation where the vacancy exists who hasan in-station transfer bid on file to theavailable duty assignment as outlined inParagraph F. of this Article.The senior employee who possesses recall toa part-time position at the location.( c) The senior full time or part time employeewith a system transfer bid on file for thepart-time position at the location.(d)A new employee.In PIT, PHL, CLT, DCA, BOS, LGA, MIA, FLL, TPA,MCO, LAX, SFO and DEN, the Company may establishReady Reserve employees not to exceed ten percent (10 %)of the total headcount or six (6) employees, whichever isgreater Ready Reserve employment will be offered asfollows:1. Ready Reserve employees will be paid either entryrate or at the Company's sole discretion, at the oneyear step of the pay scale. In the event that any readyreserve employee is paid at the one year step, thenall ready reserve employees at that location are paidat the one-year step.2. Ready Reserve employees will not be eligible forhealth and welfare benefits, pension, vacation,holidays or sick leave.3. Ready Reserve employees will be scheduled by theCompany based on needs of service up to amaximum of twenty (20) hours a week and are notsubject to the provisions of Article 5 - Hours ofService.4. Date of Hire Seniority for travel only will accrue forReady Reserve employees.39 Article 8

123456789101112131415161718192021222324252627282930313233343536373839404142E.5. Ready Reserve employees will not be eligible forovertime pay.6. Ready Reserve employees will be considered as anew employee for transfer purposes to otherpositions within the Company.7. Ready Reserve employees will be released whenthere is no work. These employees will not beeligible for furlough benefits or reduction in forceoptions to displace to other positions within theCompany.8. Ready Reserve positions will not be considered asavailable position for permanent employees affectedby a reduction in force.Temporary Full-Time Vacancies1. Temporary full-time Agent vacancies which theCompany decides to fill will be offered as follows:(a)(b)(c)(d)The senior qualified employee within theclassification group possessing recall to afull-time position within the classificationgroup in the location who is currentlyworking part-time within the classificationgroup in the location.The senior part-time employee within theclassification group and duty assignment.The senior qualified part-time employeewithin the classification group outside theduty assignment.The senior qualified employee within theclassification group possessing recall to afull-time position who is currently onfurlough and has an in-station bid on file forthe position.40 Article 8

123456789101112131415161718192021222324252627282930313233343536373839404142F.(e)Assignment of the junior qualified part-timeemployee within the classification group inthe location.2. Temporary Lead Agent vacancies which theCompany decides to fill will be offered as follows:(a)(b)The senior full-time employee within theclassification group and within the dutyassignment where the vacancy exists.The senior qualified full-time employeewithin the classification group and outsidethe duty assignment where the vacancyexists.3. Temporary full-time positions may be covered withtemporary upgrades for duration not to exceed onehundred eighty (180) days. By agreement of theCompany and the Union, employees occupyingtemporary upgrades may be extended for a periodnot to exceed an additional one hundred eighty (180)days.4. In the event it is necessary to eliminate a temporaryfull-time position, the junior employee occupying atemporary full-time position will be reduced to hisformer status. When the position eliminated is notoccupied by the more junior employee and arealignment between duty assignments is necessary,that realignment will be accomplished provided themore senior employee is qualified.In-Station Transfer Bid File1. Each covered station shall maintain a file for instationtransfer requests. Employees within thelocation desiring transfer to a different dutyassignment within the classification and within theclassification group are required to submit transferrequests on the appropriate Company form. In-41 Article 8

123456789101112131415161718192021222324252627282930313233343536373839404142G.station transfer requests will remain valid throughDecember 31 of the year in which they aresubmitted. Transfer requests will be accepted on orafter December 20 to be valid the next calendaryear.2. An employee with a bid on file will be awarded andrequired to accept the position and all other m­station transfer requests on file will be discarded.3. An employee awarded an in-station transfer isrequired to remain in the new position and/or dutyassignment for a period of six (6) months, but iseligible for system transfers.System Transfer Bid File1. The Director of Station Administration shallmaintain a file for system transfer requests.Employees desiring transfer to positions in differentlocations or classification groups are required tosubmit transfer requests on the appropriate Companyform. System transfer requests will remain valid fora period of one (1) year from the date the request isreceived.2. System transfer offers to other locations shall becommunicated to the employee's station management.Employees will have until 5:00 p.m. EasternTime the following business day to respond to thesystem transfer offer. Employees may file a proxyon the designated Company form with their StationDirectorlManager, or his designee. The proxy willgive the manager, or designee, the authority toaccept or refuse the transfer offer on the employee'sbehalf in the event the transfer offer is made and theemployee cannot be contacted within the time frameprescribed above. In the event the employee cannotbe contacted and does not have a proxy on file, theemployee will be bypassed and will be considered tohave refused the transfer offer.42 Article 8

1234567891011121314151617181920212223242526272829303132333435363738394041H.1.J.3.4.5.Employees refusing a system transfer offer will beprohibited from submitting a system transfer requestto any location or classification group for a period ofsix (6) months and all other transfer requests on filewill be discarded. The six (6) month restriction willbe lifted prior to considering applicants from outsidethe Company.Employees awarded system transfers to otherlocations or classification groups will be scheduledto report for work at the new location immediately,but no later than fourteen (14) calendar days afternotification of the award as determined by theCompany. Reasonable time off up to three (3) daysfor relocation purposes to a different location may berequested by the employee and will be grantedwhere appropriate as unpaid. These employees willpay all moving and settlement expenses.Employees awarded a system transfer are required toremain in the new location and classification groupfor a period of one (1) year and all other transferrequests on file will be discarded, except for fulltimeAgent and Lead Agent positions within theclassification group in the new location.An employee may submit as many in-station or systemtransfer bids as they wish except as otherwise provided for inthis Agreement. Employees may also withdraw in-station orsystem transfer bids by written request to the appropriateCompany official anytime prior to being offered a transfer.Employees on level three (3) of the progressive discipline orattendance control programs are not eligible for any systemtransfers.Employees transferring through the in-station or systemtransfer bid procedures will assume the available shifts/daysoff in the new location, position and/or duty assignment untilthe next schedule bid.43 Article 8

1234567891011121314K.L.M.Probationary employees are ineligible for in-station orsystem transfer, except that a probationary employee willreceive consideration before a new employee.Where the total complement of employees does not changewithin a station and classification within a classificationgroup, but a reallocation of employees is required betweenduty assignments there is no vacancy deemed to exist forsystem bidding purposes.The Union shall be notified in writing of the name, location,Seniority Date and effective date of each employee awardeda system transfer. The Company will post these awards at allstations on a monthly basis.44 Article 8

1 Article 9 - Reductions in Force, Displacements and Recall234567891011121314151617181920212223242526272829303132333435363738394041A. Station Workforce Realignment1.2.Lead AgentsWhen a station reduction requires a realignment ofthe existing Lead Agent workforce between dutyassignments, affected employees will be permitted tobid, in Classification Seniority order, available dutyassignments within the station where open LeadAgent lines exist within the classification group. Ifthere are no open Lead Agent lines, affected employeeswill be permitted to bid, in ClassificationSeniority order, the lines of work occupied by thestation's most junior Lead Agents within theclassification group. If the affected employee is thejunior Lead Agent, he will be covered by ParagraphA.2 of this Article.Full-time AgentsWhen a station reduction requires a realignment ofthe existing full-time Agent workforce between dutyassignments, affected employees will be permitted tobid, in Classification Seniority order, available dutyassignments within the station where open full-timeAgent lines exist within the classification group. Ifthere are no open full-time Agent lines within thestation, affected employees will be permitted to bid,in Classification Seniority order, the lines of workoccupied by the station's most junior full-timeemployee within the classification group.When a station Agent full-time reduction isaccomplished and a Lead Agent is among theaffected employees based on ClassificationSeniority, then the Lead Agent will be displaced bythe senior qualified full-time employee within theclassification group who submits an in-stationtransfer bid to the Lead Agent position and duty45 Article 9

12345678910111213141516171819202122 B.23242526272829303132333435363738394041assignment as outlined in Paragraph B.2 (c) of thisArticle.3. Part-time EmployeesWhen a station reduction requires a realignment ofthe existing part-time workforce between dutyassignments, affected employees will be permitted tobid, in Classification Seniority order, available dutyassignments within the station where open part-timelines exist within the classification group. If thereare no open part-time lines, employees will bepermitted to bid, in Classification Seniority order,the lines of work occupied by the station's juniorpart-time Agents within the classification group.4. Employees affected by Reduction in Force who donot elect a lower classification group (MDA) will beineligible to bid for those positions in their locationfor a period of twelve (12) months.System Displacements1. Individuals to be furloughed or displaced shall begiven at least fourteen (14) calendar days notice, orten (10) days pay in lieu thereof. However, suchnotice requirement may be waived in cases of an actof God, war emergency, revocation of theCompany's operating certificate, a grounding ofCompany aircraft, or any strike or picketing.2. Full-Time Employees(a)After station realignment of manpower hasbeen completed as outlined in Paragraph A.of this Article, the affected junior full-timeemployees in the classification group andlocation based on Classification Senioritywho have completed their probationaryperiods will:46 Article 9

123456789101112131415161718192021222324252627282930313233343536373839404142(b)(c)(d)(1)(2)(3)Be permitted to bid, IIIClassification Seniority order,available full-time Agent positionsIII other stations. If there areinsufficient available full-timepositions, employees may displace,in Classification Seniority order, themost junior full-time employees onthe system; orBe permitted to bid, IIIClassification Seniority order,available part-time positions at thestation. If there are insufficientavailable part-time posItions,employees will be permitted to bid,in Classification Seniority order, thelines of work occupied by thestation's most JUnIor part-timeAgents; orAccept furlough.Full-time employees may displace part-timeemployees in their station, as described inParagraph B.2 (a) (3) above, only if they aresenior to the part-time employee.In the event the system reduction includesemployees occupying Lead Agent positions,then the affected Lead Agent will bedisplaced by the senior qualified full-timeemployee within the classification groupwho submits an in-station transfer bid to theLead Agent position within three days of thereduction notice.Displaced full-time employees who areawarded full-time positions at other stationsand who refuse the award will be deemed tohave resigned from the Company.47 Article 9

12345678910111213141516171819202122232425262728293031323334353637383940413.(e)(f)(g)Furloughed employees will be prohibitedfrom submitting system transfers for aperiod of twelve (12) months from theeffective date of their furlough to anylocation offered during the displacementprocess that was not listed on theirdisplacement bid. These employees areeligible to submit bids for system transfersfor other locations. Employees will also beprohibited from submitting system transfersfor a period of twelve (12) months to parttimepositions in their location if they hadsufficient seniority to displace to part-time.Employees who have not completed theirprobationary period will be released.Displaced employees are immediately eligibleto submit bids for any system or instationvacancy.Part-Time Employees(a)(b)A reduction ill the part-time workforcewithin a location shall be in reverse order ofClassification Seniority. Part-timeemployees who have completed theirprobationary periods and are affected by areduction-in-force (or displaced by anaffected full-time employee from thestation) will:(1)(2)Be permitted to bid, illClassification Seniority order, foravailable part-time positions in otherstations; orAccept furlough.Displaced part-time employees who areawarded part-time positions at other stations48 Article 9

123456789101112131415161718192021222324252627282930313233343536373839404142C. Recall(c)(d)(e)and who refuse the award will be deemed tohave resigned from the Company.Furloughed employees will be prohibitedfrom submitting system transfers for aperiod of one (1) year from the effectivedate of their furlough to any location offeredduring the displacement process that was notlisted on their displacement bid. Theseemployees are eligible to submit bids forsystem transfers for other locations.Displaced employees are immediately eligibleto submit bids for any system or instationvacancy.Employees who have not completed theirprobationary period will be released.1. Recalls of furloughed and displaced employees shallbe in Classification Seniority order.2. Employees who are recalled from furlough shall berequired to report for duty within fifteen (15) daysfollowing the offer of recall.3. Furloughed employees shall maintain recall for aperiod of four (4) years. Displaced employees shallmaintain all recall rights. Furloughed employees willbe responsible to provide their Station Directors/Managerswith their current address and telephonenumber. Displaced employees who resignfrom any position with the Company shall forfeit allrecall rights and shall have their names removedfrom the seniority roster.4. Furloughed and displaced full-time employees shallhave recall rights to full-time position within theclassification group and station from which theywere displaced. Furloughed and displaced full timeemployees shall have recall rights to part-time49 Article 9

1234567891011121314151617181920212223242526272829303132333435363738394041425.6.positions within the classification group and stationfrom which they were furloughed/displaced only ifthey did not have sufficient seniority to displace topart-time.(a)(b)(c)Furloughed and displaced full-time employeeswho refuse part-time recall shall forfeitany further part-time recall, but shall notforfeit full-time recall.Displaced full-time employees who refusefull-time recall to the station from whichthey were displaced will forfeit all recallrights to that station.Furloughed full-time employees who refusefull-time recall to the station from whichthey were displaced shall be deemed to haveresigned their positions from the Companyand shall have their names removed fromthe seniority roster.Displaced part-time employees who refuse part-timerecall to the station from which they were displacedshall forfeit any further recall to that station.Furloughed part-time employees who refuse parttimerecall to the station from which they weredisplaced shall be deemed to have resigned theirpositions from the Company and shall have theirnames removed from the seniority roster.Employee's furloughed/displaced from a locationthat is closing will be given the option of selecting anew location for recall within the same classificationgroup. The new location is chosen at the time thelocation closes and may only be changed if theemployee is affected in the same classification groupas a result of another location closing. Employeesfrom closed locations will be placed on the recall listwithin their classification group for their newlocation, along with employee'sfurloughed/displaced from the location, in seniority50 Article 9

12345678910111213141516171819 D.2021222324252627282930313233343536373839404142order. These employees will also maintain all recallrights to the closed location.7. Employees affected by furlough, displacement or aReduction in Force who do not elect a lowerclassification (MDA) will be ineligible to bid forthose positions in their location for a period oftwelve (12) months.8. Furloughed employees whose recall rights haveexpired shall be deemed to have resigned theirpositions from the Company and shall have theirnames removed from the seniority roster.9. Employees returning from involuntary furlough willreturn to the first step of the pay scale if the periodof furlough is sixty (60) or more consecutive days.Voluntary FurloughEligibility• Full-time and part-time employees are eligible to applyfor voluntary furloughs when there are employeescurrently possessing recall rights to the location. or duringa displacement process.• Voluntary furloughs awarded by the Company will beawarded in seniority order within the location. Anemployee requesting voluntary furlough will be advisedthat the possibility of recall to their position depends onthe availability of an open position, their relativeseniority, and the duration of their recall rights.ConditionsEmployees awarded a voluntary furlough will:• Be placed on furlough and will retain recall rights for aperiod of four (4) years to a Fleet Service Agent positionat the location from which they were furloughed;• Accrue Date of Hire/Classification Seniority for a periodof four (4) years from the effective date of furlough;• Be advised that, the employee may be eligible forunemployment compensation s determined by their localunemployment agency;51 Article 9

1 • Be eligible for system transfers. Employees who are2 awarded system transfers to other locations will3 relinquish recall to the former location from which they4 took voluntary furlough;5 • Be eligible to bid for positions posted through the Career6 Opportunity Bulletin (COB) system. Employees on a7 voluntary furlough who are awarded a COB position will8 relinquish recall rights to their former classification and9 location;10 • Not be entitled to any furlough allowance;11 • Not be eligible to submit a request for a voluntary12 furlough for a period of twelve (12) months from the13 effective date of return to work from a previous voluntary14 furlough status;15 • Receive payment for or have applicable deduction for16 vacation;17 • Continue to be responsible for the employee's portion of18 applicable medical/dental and life insurance premiums for19 a period of ninety (90) days. The Company will continue to20 pay the Company's portion of the cost of the applicable21 medical/dental and life insurance for a period of ninety (90)22 days;23 • Receive on-line travel benefits for the employee and24 eligible family members for a period of twenty-four (24)25 months following the effective date of furlough. These26 employees are not eligible for travel benefits on other27 airlines and companion pass travel is not available during28 furlough.2930 Recall31 • Employees on voluntary furloughs will be placed at the32 bottom of the appropriate recall list for the location.33 • Employees may be recalled from a voluntary furlough if34 the needs of the Company dictate, in inverse order of35 seniority. Employees who refuse recall from voluntary36 furlough will be deemed to have resigned from the37 Company and have their name removed from the38 seniority roster.39 • Employees accepting recall to another location. will40 relinquish recall rights to the location from which they41 took voluntary furlough.52 Article 9

1 • Employees, with five (5) years or more of credited2 service, who are awarded a voluntary furlough and who3 reach age fifty-five (55), may retire from voluntary4 furlough status and receive retirement benefits (e.g.,5 medical, dental, and term pass benefits) provided that at6 the time of the retirement request there is an available7 system vacancy in the classification and status (full-time8 or part-time) that the employee occupied at the time they9 were granted the voluntary furlough and recall rights have10 not expired.53 Article 9

1 Article 10 - Furlough Benefits23456789101112131415161718192021222324252627282930313233343536373839404142A.B.Furlough Allowance1.2.3.4.Furlough allowance is paid to employees who arefurloughed as a result of a reduction-in-force and forno other reason. The Company shall not be liable forfurlough allowance where reductions-in-force arethe result of an act of God, war emergency,revocation of the Company's operating certificate, agrounding of Company aircraft, or any strike orpicketing.Full-time employees who have completed two (2) ormore years of service, based on Hire Date, on thedate furloughed will receive furlough allowance atthe rate of one (1) week's pay for each completedyear of service, up to a maximum of fifteen (15)weeks. A week of furlough allowance is computedon the basis of the employee's base straight timehourly rate at the time of furlough, multiplied byforty (40) hours.Part-time employees who have completed two (2) ormore years of service, based on Hire Date, on thedate furloughed will receive furlough allowance atthe rate of one (1) week's pay for each completedyear of service, up to a maximum of ten (10) weeks.A week of furlough allowance is computed on thebasis of the employee's straight time hourly rate,multiplied by the average number of regularlyscheduled work hours per week during the precedingfifty-two (52) weeks, excluding overtime hours,extra hours and shift swap hours on or off.Furlough allowance is paid in successive pay periodsimmediately following the effective date of thefurlough until the employee has returned to work orthe entitlement is exhausted, whichever occurs first.Furloughed employees will receive a lump sum payment foraccrued, unused vacation days. This payment will be made at54 Article 10

123456789101112131415161718192021222324252627282930313233343536373839404142c.D.E.F.the later of the employee's final paycheck or the employee'sfinal furlough allowance payment. Vacation days taken inadvance of accrual will be deducted from the employee'sfinal paycheck. Sick bank days are not paid.MedicallDental and Life Insurance Benefits1.2.3.Full-time: the Company will continue to pay theCompany's portion of the cost of applicablemedical/dental and life insurance for a period of timeequal to the sum of: (1) duration of the furloughallowance, if any, and (2) ninety (90) days.Part-time: the Company will continue to pay theCompany's portion of the cost of applicablemedical/dental and life insurance for a period of timeequal to the duration of the furlough allowance, ifany.Furloughed employees are responsible to continuepayment of the employee's portion of the cost ofapplicable medical/dental and life insurance duringthe extension periods as described in Paragraphs C.1and C.2 above.On-line travel benefits for the employee and eligible familymembers will extend for a maximum of three (3) yearsfollowing the effective date of furlough. Furloughedemployees are not eligible for transportation on other airlinesand companion pass travel is not available during furlough.Furloughed employees who have been returned to work andare again furloughed within a one-year period will receiveany unused furlough and benefits allowance remaining fromthe previous furlough.An employee who has returned to the service of theCompany and who has completed one (1) year ofcompensated service after such return and who is againfurloughed under conditions entitling him to furloughallowance as described in Paragraph A.2 and A.3 above,shall be entitled to:55 Article 10

123456789101112131415161718G.1. Any previously unused furlough allowance, or if itresults in a greater amount, up to five (5) weeks offurlough allowance computed as provided for in thisArticle based upon his total compensated serviceprior to his return.2. An amount computed on his years of compensatedservice with the Company beginning one yearfollowing the date of such return to the Company'sservice.Employees, with five (5) years or more of credited service,who are furloughed and who reach age fifty-five (55), mayretire from furlough status, provided recall rights have notexpired, and receive retirement benefits (e.g. medical, dental,and term pass benefits).56 Article 10

1 Article 11 - Medical Examinations23456789101112131415161718192021222324252627282930313233343536373839404142A.B.C.Employees may be required to submit to a Company paidmedical examination at the time of employment and anytime the Company determines that an employee's physical ormental condition may impair the performance of his dutiesor poses a safety hazard to himself, other employees, orcustomers. The employee, upon request, shall be furnished acopy of the Company's medical examiner's report.Any information obtained by or as a result of a Company'smedical examination shall be strictly confidential betweenthe Company, its insurance carriers, the Company's doctor,and the employee, and shall not be divulged to any otherperson without the written permission ofthe employee.Any employee who fails to pass a Company medicalexamination shall, at his option, have a review of his case asfollows:1.2.3.The employee may employ a qualified medicalexaminer, of his own choosing and expense, for thepurpose of conducting a physical/mentalexamination covering the problem(s) and/orconditions covered by the medical examineremployed by the Company which found theemployee unfit for duty.A copy of the findings of the medical examinerchosen by the employee shall be furnished to theCompany; and in the event that such findings verifYthe findings of the medical examiner employed bythe Company, no further review of the case shall beafforded.In the event that the findings of the medicalexaminer chosen by the employee shall disagreewith the findings of the medical examiner employedby the Company, the Company will, at the writtenrequest of the employee, ask that the two medicalexaminers agree upon and appoint a third qualifiedand neutral medical examiner, preferably a57 Article 11

12345678910111213141516171819202122232425262728D.specialist, for the purpose of making a furthermedical examination of the employee to determinehis fitness for duty.4. The said neutral medical examiner shall then make afurther examination ofthe employee in question, andthe case shall be settled on the basis of suchfindings. Copies of such medical examiner's reportshall be furnished to the Company and to theemployee.5. The expense of employing a neutral medicalexaminer shall be borne one-half (112) by theemployee and one-half (112) by the Company.When an employee is removed from service by theCompany as a result of his failure to pass the Company'smedical examination and appeals such action under theprovisions of this Article, he must, in order to be consideredfor lost time, appeal within fourteen (14) days of receipt ofthe Company's medical examiner's report. If, under theprovisions of this Article, his removal from service isultimately found to be unwarranted, he will be paidretroactively for time lost in the amount that he would haveearned in his regularly scheduled work shifts, except to theextent he has unreasonably delayed the medical examinationprocess.58 Article 11

1 Article 12 - Leaves of Absence23456789101112131415161718192021222324252627282930313233343536373839404142A.A.c.D.Employees will be eligible for the following leaves ofabsences: family medical, medical, personal, adoption, jury,military, bereavement, Union and political. Such leaves willbe administered in accordance with Company policy. Theterms and conditions of the leave must be described inwriting and provided to the employee at the onset of theleave.Family Medical Leave: Employees will be eligible for leavefrom work pursuant to the terms of the Family MedicalLeave Act (FMLA) of 1993. Employees are required toexhaust all paid leave, including accrued vacation prior tobeing placed on unpaid medical leave for non on approvedFMLA. Employees may not use sick leave to supplementon FMLA but must use accrued vacation for FMLA onprior to being placed on unpaid medical leave and may useaccrued vacation for non FMLA OJI prior to being placed onunpaid medical leave.Medical Leave: An employee unable to work due to personalillness or injury, physical disability or pregnancy may applyfor a medical leave of absence, using the Company specifiedform. The Company may reqUire such leave to runconcurrently with Family Medical Leave. Such applicationmust be accompanied by a physician's explanation of thecondition, physical limitations, prognosis for recovery andthe length of time the employee will be out of work.Approved leaves will be for a period of not more than ninety(90) days. Extensions of ninety (90) day increments will beconsidered when accompanied by the requireddocumentation. Any employee who remains on leave statusin excess of three (3) years shall be deemed to have resignedhis position, and shall be removed from the seniority roster.Personal Leave: A request for a personal leave of absenceshall be considered on its merits, and balanced against theneeds of the service. The Company may require such leaveto run concurrently with Family Medical Leave. Applicationfor such leave will be made on the Company specified form59 Article 12

123456789101112131415161718192021222324252627282930313233343536373839404142E.F.and submitted to the Company, with a copy to the localUnion representative. Such leave of absence, if granted, willbe for a period of not more than ninety (90) days. Subject tothe same criteria, the employee may be eligible for one (1)ninety (90) day extension.Adoption Leave: An employee who chooses to adopt a childmay request an unpaid adoption leave of absence. The leavewill be granted if the adoption agency and/or adoption lawsgoverning the geographical location where the employeeresides require that the employee does not work for anadditional specified period of time after having takencustody of the child. Evidence of such requirement must bepresented to the Company at the time the written request forthe leave is made. The leave will commence on the date theemployee takes custody of the child and will continue until acourt of competent jurisdiction issues, or refuses to issue, adecree declaring the employee the legal parent of the child.The Company may require such leave to run concurrentlywith Family Medical Leave.Jury Duty: Employees will be granted time away from workfor jury duty, when such event is documented by submissionof a court notice. The employee will receive the differencebetween his regular pay and the actual payment received forjury duty (excluding expense reimbursement). Employeesmust provide proof of jury duty service and verification ofthe amount of payment received to the Payroll Departmentimmediately upon receipt of jury duty payment.Employees assigned to jury duty will not be required toreport for work on any day that the jury duty work requiresmore than two (2) hours. While serving on jury duty, shouldthe employee be released within two (2) hours of reportingfor such duty, he will be required to report for work tocomplete the remainder of his shift for the day.Employees will remain on their normal shift and scheduleddays off, except when jury duty extends beyond five (5)calendar days. In these instances, scheduled days off will bereassigned to Saturday and Sunday for the duration of thejury duty.60 Article 12

123456789101112131415161718192021222324252627282930313233343536373839404142G.H.1.J.Military Leave: Employees will be permitted unpaid leavefrom the Company for military service. Terms andconditions of the leave, and the return to duty, will be thoseestablished by law.Employees will receive a maximum of ten (10) paid workingdays off within a fourteen (14) calendar day period in acalendar year for reservist training that will not count againstthe employee's vacation. Employees working a four dayworkweek will receive a maximum of eight (8) paid workingdays off within a fourteen (14) calendar day period in acalendar year for reservist training that will not count againstthe employee's vacation. The Company will pay theemployee the difference between his regular pay, excludingshift premium, and the amount received from the military.Employees will be required to provide the Company with acopy of their reserve training orders and will be required tosubmit to the Company proof of the amount of pay receivedfrom the military within seven (7) days after the employeereturns. This amount (excluding expenses) will be deductedfrom the employee's next pay check.Bereavement Leave: Upon providing proper documentation,employees shall be allowed three (3) work days off withoutloss of pay if they suffer a death in their immediate family.Immediate family for the purposes of this Paragraph shallinclude: father or step-father (one only), mother or stepmother(one only), spouse, child, brother, sister, father-inlaw,mother-in-law, the employee's grandparents, theemployee's grandchildren or any legal dependent residing inthe employee's household.Union Leave: Employees accepting full-time employmentwith the Union shall, during such employment, be granted anindefinite unpaid leave of absence by the Company. Suchleave will not affect the seniority status of the employee. Theemployee selected as Assistant General Chairman shall haveall employee benefits continue in effect during such leave.An employee on a leave of absence who engages in otheremployment or uses the time of leave for purposes other than61 Article 12

123456789101112131415161718K.that for which it was granted without specific written consentfrom the Company or does not provide management withcurrent information as to their status upon request or doesnot return upon completion of the approved leave, will bedeemed to have resigned and his name will be stricken fromthe seniority roster.Political Leave: Any employee elected or appointed to afull-time Federal or State governmental office will begranted a political leave of absence not to exceed the term ofoffice, or subsequent reelection or reappointment. Theapplication for a political leave must be made in writing tothe Company, with a copy to the Union. An employeegranted a political leave will retain and accrue classificationseniority for the period of the leave, however, no otherCompany benefits or privileges will be granted or accrued.Employees granted a political leave must give thirty (30)days notice of intent to return.62 Article 12

1 Article 13 - Sick Leave23456789101112131415161718192021222324252627282930313233343536373839404142A.B.Employees earn sick leave per calendar month for themonths of January, March, April, May, July, August,September, November and December up to a maximum ofseventy-two (72) sick leave hours per year for full-timeemployees and nine (9) sick leave days per year for part-timeemployees. There will be a maximum accrual cap of onethousand, four hundred (1,400) hours for full-timeemployees, and one hundred seventy-five (175) days forpart-time employees in an employee's sick leave bank. To beeligible for sick leave accrual for the month, an employeemust be active (not on a paid or unpaid leave of absenceincluding occupational injury) for the majority of days in thecalendar month. Employees receiving furlough allowancewill not be eligible to accrue sick leave.1.2.Eligible full-time employees accrue eight (8) hoursof sick leave for each accrual month whetherworking a five (5) day, or a four (4) day workweekand regardless of the shift length. Sick leave is to beused in accordance with Paragraph B. below.Eligible part-time employees accrue one (1) day ofsick leave for each accrual month, whether workinga five (5) day or a four (4) day workweek, andregardless of the shift length. A sick day is to beused in accordance with Paragraph B. below.Accrued sick leave is used to compensate employees forabsences due to personal illness or injury only (off the job).Sick leave will not be used to supplement statutory benefitsfor OI. Employees eligible to use accrued sick time will bepaid at fifty percent (50%) of the employee's scheduledhours for the first three (3) days of each occurrence anddecremented at a fifty percent (50%) rate. Full-timeemployees who have eight hundred (800) or more hours intheir sick leave bank on the date of the sick leave occurrenceand part-time employees who have one hundred (100) ormore days in their sick leave bank on the date of the sickoccurrence will be paid one hundred (100 %) percent anddecremented one hundred (100 %) percent from their sick63 Article 13

123456789101112131415161718192021222324252627282930313233343536373839404142c.D.bank. Employees hospitalized overnight within the first three(3) days of any occurrence will have applicable sick leavedays paid at one hundred (100 %) percent.1.2.3.Full-time employees eligible to use sick leave, usesick leave in increments of full hours.Part-time employees, eligible to use sick leave, usesick leave for absences will use the following chartwhen converting pay hours to the number of days tobe deducted from his sick bank:Number of pay hours Number of days deductedLess than 3 hours0.5 day3 to 6 hours1.0 dayMore than 6 but less than 9 hours 1.5 days9 to less than 12 hours2.0 days12 to less than 15 hours2.5 days15 or more3.0 daysNotwithstanding Paragraph B.2 above, a part-timeemployee, eligible to use sick leave, with regularlyscheduled shifts of less than three (3) hours willhave one (1) sick leave day deducted from his sickleave bank when absent for his regularly scheduledshift.Sick occurrences under these procedures may subjectemployees to departmental attendance control procedures.An employee reporting off work sick is required to notifY hissupervisor ( or designee) and disclose the nature of theunscheduled absence as far in advance as possible, but nolater than the time established by local management.Employees will not be compensated when unscheduledabsences are not reported within the established timeframes,however, such absences will be considered an attendanceoccurrence.Employees covered by this Agreement and the Unionrecognize the obligations of employees of being truthful andhonest in preventing unnecessary absences or other abuses ofsick leave priVileges. Employees may be required to present64 Article 13

123456789101112131415161718192021222324252627282930313233343536373839404142E.F.G.H.confinnation of illness and the Company reserves the right torequire, when in doubt of bona fide claim, a physician'scertificate to confinn such sick claim. Abuse of sick leaveprivileges may subject the employee to disciplinary actionup to and including tennination.Employees are required to exhaust all paid leave prior tobeing placed on unpaid medical leave for non On( and non­FMLA), and are required to exhaust all paid leave, includingaccrued vacation, for non-On approved FMLA prior tobeing placed on unpaid medical leave. Employees may notuse sick leave to supplement on medical leave but must useaccrued vacation for FMLA on and may use accruedvacation for non-FMLA on.Employees ort a medical leave of absence will not continueCompany paid benefits beyond one hundred twenty (120)days from their last paid date, except that employees onmedical leave as a result of an occupational injury will havemedical/dental benefits extended for nine (9) months afterthe last compensated day provided the employee continuesto pay his/her portion of the cost.The employee's current Catastrophic Bank, if any, will beconverted to sick leave on January 1,2000. Employees whohave more than one hundred seventy-five (175) days in theircatastrophic bank to be converted to sick leave days willmaintain the higher amount and will not accrue sick leavedays until such time that the employee's available sick leavebank is reduced below the one hundred seventy-five (175)day maximum cap.Full-time employees transferring to part-time, or displaced topart-time, will have their full-time sick leave converted topart-time by dividing the number of full-time sick leavehours by four (4) on the effective date of the transfer. Theresult is the number of days in the employee's part-time sickleave bank. If the result exceeds one hundred seventy-five(175) days, the employee will maintain the higher amountand will not accrue sick leave days until such time that theemployee's available sick leave bank is reduced below theone hundred seventy-five (175) day maximum cap.65 Article 13

1234561. Part-time employees transferring to full-time, or recalled tofull-time, will have their sick leave converted to full-time bymultiplying the number of part-time sick days by four (4)hours on the effective date of the transfer. The result is thenumber of hours in the employee's full-time sick leave bank.66 Article 13

1 Article 14 - Holidays23 A.45678910111213 B.141516171819 C.2021222324 D.25262728293031 E.3233343536 F.373839404142The following days are designated paid holidays: NewYear's Day, Independence Day, Memorial Day, Labor Day,Thanksgiving Day, and Christmas Day. The holidaysaffected by the Federal Holiday Act are observed on the dateestablished by Federal Law. Employees receiving furloughwill not be eligible for holidays.Effective January 1, 2009, Martin Luther King Day will beadded as a designated holiday.When a full complement is not required on a holiday, theday off is offered on a basis of classification seniority withinthe classification, duty assignment, and starting time of theshift. Requests for the day off must be received at leastfourteen (14) calendar days prior to the holiday.For pay purposes the holiday period shall be the twenty-fourhour period beginning at 0001 local time and will include allconsecutive time worked for any shift begun during thisperiod.An employee on active pay status who is scheduled to workon a holiday and fails to work due to illness or injury shallreceive holiday pay computed at his straight time rate(excluding shift premium) for that day. There shall be nocharge to his accrued sick leave. The unscheduled absencewill be an attendance occurrence.If a holiday falls within an employee's vacation period, hewill receive eight (8) hours of extra pay at straight-time ratesin lieu of the holiday, whether working a five (5) day, or afour (4) day workweek and regardless ofthe shift length.Employees will receive straight-time pay for regularlyscheduled hours worked on a holiday. In addition eachemployee on active pay status will receive holiday pay forholidays at his regular rate of payor such employee mayelect to receive compensatory time as provided for belowand in Paragraph G. of this Article. Holiday pay is defined asfollows:67 Article 14

123456789101112131415161718192021G.1. For full-time employees holiday pay will be equal toeight (8) hours of pay, or converted to eight (8)hours of compensatory time, whether working a five(5) day workweek, or a four (4) day workweek andregardless of the shift length.2. For part-time employees scheduled to work, holidaypay will be equal to the number of paid hours theemployee was scheduled to work or converted to anequal number of compensatory time hours. For parttimeemployees not scheduled to work, holiday paywill be equal to the daily average of regularlyscheduled paid hours for the week.Compensatory time may be accrued up to a maximum offorty (40) hours as described in Paragraphs F.l and F.2above. Requests for compensatory time off must besubmitted subject to local policy and will be granted basedon the needs of service.68 Article 14

1 Article 15 - Vacations234567891011121314151617181920212223242526272829303132333435363738A.B.During the first calendar year of service, full-time employeesearn eight (8) hours of vacation, and part-time employeesearn one (1) day of vacation, for each full calendar month ofemployment, up to a maximum of eighty (80) hours for fulltimeand ten (10) days for part-time (no days are eatned inJune or October). In the first month of hire, credit will begiven if hired on or before the fifteenth (1Sth) of that month.Probationary employees are not eligible for vacation creditor accrual until completion of ninety (90) workdays ofservice, at which time accrual will be retroactive.Following the employee's first calendar year of service, theamount of vacation earned increases as the employee beginsthe years of service designated in IS .B.l and IS .B.2 below:1.2.Full-Time Employees - (effective January 1, 2009)When Empls. Begin Monthly Max. YearlyTheir Accrual Accrual1st yr of service 8 hours 80 hours5th yr of service 12 hours 120 hours14th yr of service 16 hours 160 hours(Note: Employees do not accrue vacation in the months of Juneand October.)Effective January 1, 2009, eligible part-timeemployees scheduled to work a five (S) dayworkweek for the majority of weeks in the vacationaccrual month, will accrue vacation as outlinedbelow for five (S) day workweeks. Eligible part-timeemployees scheduled to work a 4 (four) dayworkweek for the majority of weeks in the vacationaccrual month, will accrue vacation as outlinedbelow for four (4) day workweeks.Should the part-time employee work an equalnumber of four (4) day and five (S) day workweeksin the accrual month, the employee will accrueaccording to the five (S) day workweek chart below.For the purposes of this provision, workweeks shallbe considered within the month based on the firstday of the workweek (Monday). For example, a69 Article 15

12345678910111213141516171819202122232425262728293031323334c.D.workweek beginning on Monday, April 28, wouldbe considered an April workweek to determine theaccrual rate.PART-TIME EMPLOYEES WORKING 5 DAYWORKWEEKSWhen Empls. Begin Monthly Max. YearlyTheir Accrual Accrual1 st yr of service 1 day 10 days5th yr of service 1.5 days 15 days14th yr of service 2.0 days 20 days(Note: Employees do not accrue vacation in the months of Juneand October.)PART-TIME EMPLOYEES WORKING 4 DAYWORKWEEKSWhen Empls. Begin Monthly Max. YearlyTheir Accrual Accrual1st yr of service 0.8 days 8 days5th yr of service 1.2 days 12 days14th yr of service 1.6 days 16 days(Note: Employees do not accrue vacation in the months of Juneand October.)To be eligible for vacation accrual for the month, anemployee must be active (not on a paid or unpaid leave ofabsence including occupational injury) for the majority ofdays in the calendar month. Employees receiving furloughallowance will not be eligible to accrue vacation.Vacation pay is computed at the employee's regular rate ofpay. For full-time employees a vacation day will be equal tothe scheduled hours for the day.l.2.For part-time employees, the vacation day will beequal to the number of paid hours for which theemployee was scheduled to work.For part-time open-time employees, vacation pay foreach vacation day during the vacation period will beequal to the daily average of the regularly scheduledpaid hours the previous week. For a DAT vacationday, the day will be equal to the number of regularly70 Article 15

1234567891011121314151617181920212223242526272829303132333435363738394041E.F.G.H.scheduled paid hours for which the employee wasscheduled to work.In Class I stations, Vacations will be bid separately for fulltimeand part-time employees and will be awarded on aclassification seniority basis. In Class II stations, vacationsfor full-time and part-time employees may be bid togetherand will be awarded on a classification seniority basis. Thenumber of employees from each classification/dutyassignment permitted off at any time may be restricted basedon the needs of service. Vacation bids may be bid separatelyby classification and/or duty assignment.Vacations will be bid for the full calendar year and must beposted and bid by December 15 of the prior year. Vacationswill be bid in full week increments on a single round basisand will be posted with all weeks beginning on Mondays.Eligible full-time employees may elect to use up to eighty(80) hours, and eligible part-time employees may elect to useup to ten (10) days, of earned vacation time to be taken asDay-At-a-Time (DAT) vacation as provided for in ParagraphN. Prior to bidding vacation for the following year,employees will be required to designate the number ofvacation weeks they will bid and the number of DAThours/days they will set aside.Awarded vacations periods will be scheduled concurrentwith the employee's regularly scheduled days off. Thesevacation periods will be assigned before or after thescheduled days off, so that the majority of the vacation daysfall during the week that was awarded. Regularly scheduleddays off for an open-time employee for an awarded vacationperiod will be Saturday and Sunday. The Company willadjust an open-time employee's days off for the weekfollowing the vacation period to be Monday and Tuesday, ifthe employee was unable to successfully bid either Saturdayand Sunday off the week prior to the awarded vacationperiod or Monday and Tuesday off the week following theawarded vacation period.71 Article 15

1234567891011121314151617181920212223242526272829303132333435363738394041421.J.K.L.M.Vacations will be taken in the year earned. Employeevacation accruals in the current year may be taken inadvance of time earned. If an employee terminates before thevacation time is actually earned, the unearned time will bededucted from his final paycheck.Trading of vacation periods is not permit Article 15 r,during a calendar year, vacation periods of five (5) days ormore that are available or become available, may be awardedto the senior Agent with a preferential bid on file for thatvacation time period. This provision shall be subject to theneeds of service and will not apply when the Company hasless than 30 days notice of such vacated vacation period.Agents transferring to a different station or different vacationbid area or part-time employees awarded permanent fulltimevacancies or full-time employees awarded part-timevacancies or Agents promoted to premium classificationsshall be allowed to reschedule their vacation period(s) toavailable vacation weeks if their previous bid vacationperiods are not available. If sufficient vacation weeks are notavailable, the Company will designate additional vacationweeks sufficient to accommodate the employee's remainingvacation weeks.Vacation earned but not taken during the calendar year willbe paid during the first quarter of the following year. Thesedays will be paid at the employee's rate of pay on December31 of the calendar year in which they were earned.Prior to implementation of this Vacations Article in January1, 2000, employees with existing PD~/Reserve Bankbalances must choose one of the following options:1. Be paid for such balance at the employee's rate ofpay on their last active day with the Company; or2. Be paid for such balance as a lump sum payment inthe first quarter of 2000; or3. Convert the days to sick leave.72 Article 15

1 The above conversion will be accomplished on a one time2 basis and once the selection is made, changes after selection3 will not be permitted.45 N. Employees will be required to bid a minimum of two (2)6 weeks vacation annually. DAT vacation requests must be7 submitted in writing by the employee no later than three (3)8 days prior to the requested day off. DAT vacation requests9 will be granted based on the needs of service in seniority10 order within the classification, duty assignment and shift. An11 employee will not be eligible for DAT vacation when on a12 scheduled day off, a Company recognized holiday, during a13 scheduled vacation period, or during a shift swap to work.1415 O. Upon an employee's termination or retirement from the16 Company, unused accrued vacation will be paid at the17 employee's current rate of pay.1819 P. Employees who fail to bid will be bypassed. Bypassed20 employees who report late for bidding will be permitted to21 select from any remaining open vacation weeks at the time22 they report for bidding. Bypassed employees who fail to23 report for bidding during the bid process will be assigned24 vacation weeks from the remaining open vacation weeks.2526 Q. Employees who have a negative vacation balance at the end27 of the year or upon their resignation or retirement, will be28 required to repay the days through payroll deduction.73 Article 15

1 Article 16 - Limited Duty23 Limited duty may be offered to employees for up to a maximum of4 sixty (60) workdays per injury or disability, as determined by the5 Company's Customer Service Department Limited Duty policy. An6 occupationally injured employee is required to accept a limited-duty7 position provided he is qualified and the duties of the position do not8 exceed the restrictions provided by the employee's physician. The9 Company may assign a limited duty employee any work for which10 he is qualified.74 Article 16

1 Article 17 - Probation2A.34567891011121314151617B.c.D.An employee shall be on probation for the first ninety (90)active workdays.During probation, the employee's work schedule will be setby the Company.The Company has no responsibility to re-employ anyemployee separated for any reason during the probationaryperiod. Probationary employees separated from theCompany lose all accrued seniority.Probationary employees are not eligible for vacation or sickleave credit or accrual until completion of ninety (90)workdays of service, at which time vacation and sick leaveaccrual will be retroactive.75 Article 17

1 Article 18 - Uniforms23 Employees are required to wear a unifonn while on duty in compli-4 ance with Company unifonn dress code standards.5678910111213141516171819202122232425262728293031323334353637383940A.B.c.D.E.F.G.H.Employees are required to purchase the initial basic uniformissues, except where laws require the Company to pay forcosts of providing and replacing unifonns.Payroll deductions in the amount of $10.00 per pay periodfor full-time employees, and $5.50 per pay period for parttimeemployees, will be made for purchase of basic issueuniform items.Basic issue uniform pieces will be replaced at Companyexpense based on appearance and wear, or approximatelyevery eighteen (18) months.Employees may purchase unifonn pieces in addition to therequired basic issue at their own expense at any time.Uniform pieces, which are damaged beyond repair byaircraft fluids, cargo, cargo bins, etc., will be replaced withthe Company paying the full cost of replacement.Employees who lose unifonn pieces or damage unifonnpieces as a result of improper care/maintenance or cleaningor as a result of not wearing protective clothing will beresponsible to pay for replacement pieces.Uniform account balances for employees who are furloughedwill be frozen. Payroll deductions will resume when theemployee is recalled to active service.Employees who tenninate or resign are required to pay theoutstanding uniform account balance to the Company.The Company will detennine the required basic uniformitems.76 Article 18

1 1. Optional uniform pieces may be purchased by employees.2 Payment for optional uniform pieces will be a one-time lump3 sum payroll deduction.45 1. Protective clothing will be provided by the Company as6 follows:78 1. Parkas or coveralls (employee will select one only)9 will be provided to employees assigned to the ramp10 in locations where below-freezing weather occurs11 for frequent, extended periods of time. Employees12 who have previously been issued parkas, will be13 eligible to receive one pair of coveralls provided the14 parka being replaced is at least sixty (60) months15 old.1617 2. Rain gear is provided to employees assigned to the18 ramp.1920 3. Ear protectors are provided to and must be worn by21 employees assigned to positions exposed to aircraft22 nOIse.2324 4. Kneepads are provided to employees assigned to the25 ramp in an aircraft loading/unloading capacity.2627 5. Articles of protective clothing damaged by aircraft28 fluids, cargo, cargo bins, etc., will be replaced by the29 Company. Articles of protective clothing lost or30 damaged by the employee will be replaced by the31 employee.3233 6. Employees transferring outside the bargaining unit34 or who terminate or resign are required to return all35 articles of protective clothing to the Company.3637 K. The Company reserves the right to utilize vendor-provided38 uniforms and laundering. In the event the Company adopts a39 vendor uniform system Paragraphs A and F will no longer be40 applicable.4177 Article 18

1 Article 19 - Shift Definition23 A.4567891011121314Shifts are defined based on the scheduled starting time, asfollows:1.2.3.Shift 1: Employees scheduled to report to work at orafter 0500, but before 1200, are on Shift 1.Shift 2: Employees scheduled to report to work at orafter 1200, but before 1800, are on Shift 2.Shift 3: Employees scheduled to report to work at orafter 1800, but before 0500, are on Shift 3.78 Article 19

1 Article 20 - Grievance Procedure23456789101112131415161718192021222324252627282930313233343536373839404142A.B.Union RepresentativesThe Union will be represented by properly designatedcommitteemen in each station. Committeemen shall beallowed reasonable time required for authorized Unionbusiness during working hours, consistent with the needs ofthe service and shall be compensated for such time at theirstraight time rate. "Authorized Union business" is thatrelating to the investigation of grievances, disciplinaryaction, hearings, and grievance meetings with officials of theCompany. In the conduct of such authorized Union business,the committeeman shall notifY his supervisor of his desire toleave his work place, the reason therefore, and shall notifYhis supervisor of his return. When it is necessary for acommitteeman to enter a department other than his own, heshall report immediately to the supervisor of that departmentstating the nature of his business.The Union will be further represented at each point whereLocal Lodges exist by a Local Committee consisting of three(3) members elected by the Local membership; one of whomwill be known as the Chairman. This Committee will dealwith officials of the Company together with the AssistantGeneral Chairman, or other accredited representatives of theUnion. The Company and the Union will keep the otherparty advised through written notice of any change in authorizedrepresentatives.It IS understood that officials of either party havingresponsibilities under this procedure may delegate thoseresponsibilities to another authorized representative.The General Chairman, Assistant General Chairman, orother accredited representatives of the Union shall bepermitted at any time to enter departments or facilities of theCompany for the purpose of investigating grievances anddisputes after contacting the Company representatives Incharge and advising the purpose of their visit.Grievance Steps79 Article 20

123456789101112131415161718192021222324252627282930313233343536373839404142The procedure for the presentation and adjustment ofdisputes or grievances that may arise will be as follows:Oral StepAny employee or group of employees who believe that anyprovision of this Agreement has not been properly applied orinterpreted, may orally present the grievance to their immediatesupervisor within five (5) days of the occurrencethat leads to the grievance. The Supervisor shall give a oraldecision to the employee(s) within twenty-four (24) hours ofthe discussion. Employees may be accompanied by anaccredited representative of the Union at this step. Oral stepdecisions are non-precedential.Step 1If the employee is not satisfied with the verbal decision ofthe employee's immediate supervisor, the matter, through thelocal committee, must be reduced to writing on a standardgrievance form and given to his Station DirectorlManagerwithin five (5) days of the verbal decision. The StationDirector/Manager will render a decision in writing to theemployee within seven (7) days of receipt of the grievance,and a copy of the decision will be provided to the accreditedrepresentative of the Union. Step 1 decisions are nonprecedential.Step 2If no satisfactory adjustment is reached in the previous Step,the grievance may be appealed with or through the LocalGrievance Committee within ten (10) days of the receipt ofthe Step 1 decision to the Customer Service Director. TheCustomer Service Director may, at his discretion, establishhearing dates to assist in the timely resolution of suchgrievances. The Customer Service Director will render adecision in writing within fourteen (14) days of receipt of theappeal, or within seven (7) days of a hearing, whichever islater.80 Article 20

123456789101112131415161718192021222324252627282930313233343536373839404142C.Step 3If no satisfactory adjustment is reached in the previous Step,the decision may be appealed with or through the AssistantGeneral Chairman or his designee within fourteen (14) daysof the receipt of the Step 2 decision to the Vice President -Labor Relations, or his designee. The Vice President - LaborRelations, or his designee, shall schedule meetings consistentwith the availability of the Assistant General Chairman on afrequency that will assure timely resolution or disposition ofthe grievances. The Vice President - Labor Relations, or hisdesignee, shall render a decision in writing in the spaceprovided for it on the standard official grievance form assoon as possible, but not later than fifteen (15) daysfollowing the date of the Step 3 meeting.At the request of either party and by mutual writtenagreement between the Vice President - Labor Relations, orhis designee, and the Assistant General Chairman, the partiesmay elect to have the grievance by-pass Step 3 and submitthe grievance to the Mediation Process described inParagraph K.Step 4If no satisfactory adjustment is reached in the previous step,the decision may be appealed to the System Board ofArbitration by presenting it through the Assistant GeneralChairman. The written appeal must be submitted by theAssistant General Chairman to the Vice President - LaborRelations, or his designee, within thirty (30) days of thereceipt of the Step 3 decision.Issuance of DisciplineNo employee who has successfully completed hisprobationary period will be disciplined to the extent of lossof payor discharge without being advised in writing of thecharge(s) preferred against him leading to such action. Suchnotice, or notice of any other disciplinary action, shall bepresented to the employee not later than fourteen (14) daysfrom the time the Customer Service Department learns of the81 Article 20

1234567891011121314151617181920212223242526272829303132333435363738394041D.E.F.G.incident upon which such charge(s) is based, with a copy tothe local committee and Assistant General Chairman.Disciplinary Grievances Other Than DischargeIn cases of discipline other than discharge, the employeemay request a hearing at the Step 1 level. The request for ahearing must be submitted with the written grievance.The hearing will be scheduled within ten (10) days of theStation DirectorlManager's receipt of the grievance. TheStation Director/Manager will render a decision in writing tothe employee within ten (10) days of the hearing, and a copyof the decision will be provided to the accredited representativeof the Union, and thereafter Steps 2 and above shallapply. Step 1 decisions are non-precedential. The time framedescribed in this Paragraph is an exception to the normaltime frames within Step 1.Discharge GrievancesIn cases of discharge, the affected employee through theLocal Committee, shall file his initial grievance with theCustomer Service Director within seven (7) days of thedischarge. The Customer Service Director shall schedule ahearing on the discharge grievance within ten (10) days ofthe filing of the grievance. The written decision of theCustomer Service Director shall be issued within ten (10)days of the hearing, and thereafter Steps 3 and above shallapply.RemedyThe hearing officer of any suspension or discharge shallhave the authority to grant relief including back pay,seniority and record correction appropriate to cases where itis decided to reduce or eliminate disciplinary penalties determinedto be unwarranted under the standard of just cause.Time Limits82 Article 20

12345678910111213141516171819202122232425262728293031323334353637383940H.1.J.K.1.2.3.The time limits set forth in this Article may only bewaived by mutual, written agreement of the parties.Failure of the Company to answer grievances withinthe prescribed time limits at any step automaticallymoves such grievances to the next level of thegrievance procedure.Failure of the employee or his Union representativesto comply with any of the prescribed time limits willwithdraw any such grIevances from furtherconsideration.Probationary EmployeesProbationary employees may be disciplined or discharged atthe Company's discretion and no probationary employeeshall have the right to grieve any disciplinary or dischargeaction of the Company.HearingsAll hearings and investigations will be conducted duringregular day shift working hours, and Committee membersand necessary employee witnesses shall receive only straighttime rate while handling gnevances or attendinginvestigations.The Company official to whom a grievance appeal issubmitted under this section may designate another memberof management as hearing officer as necessary.Union ActivityNo employee selected as committeeman or officer of theUnion will be discriminated against for lawful activity onbehalf of the Union.Mediation Process83 Article 20

123456789101112131415161718192021222324252627282930313233343536373839404142When the Mediation Process is mutually agreed to in orderto bypass Step 3 of the grievance process, the following willapply:1.2.3.4.5.6.The issues mediated will be the same as the issuesthe parties have failed to resolve through thegrievance process. The presentation of evidence isnot limited to that presented at any previous step ofthe grievance procedure. The rules of evidence willnot apply and no transcript of the MediationConference shall be made.The grievant(s) will have the right to be present forthe presentation of the case. Other attendees willinclude those individuals needed to present theparties' positions and to reach agreement with theauthority to bind their respective parties. Nonparticipatingobservers will not be admitted exceptby mutual agreement of the parties.The Company and the Union shall each appoint aprincipal spokesperson for the MediationConference.The Mediator has the authority to meet both jointlyand separately with the parties; however, themediator has no authority to compel resolution ofthe grievance.Any grIevance settled during a MediationConference that is intended to be non-precedentsetting shall be so stated in a jointly executedsettlement agreement.If no settlement is reached during the MediationConference, the Mediator shall provide the partieswith an immediate oral advisory decision involvingthe interpretation or application of the collectivebargaining agreement, together with the reasons forhis decision, unless both parties agree that noopinion shall be provided.84 Article 20

12345678910111213141516171819202122232425262728293031323334353637383940417.8.9.10.11.12.The advisory decision of the mediator, if acceptedby the parties, shall not constitute a precedent, unlessthe parties agree otherwise.Any written material or documentary evidencepresented to the Mediator or to the other party shallbe returned to the party presenting that material atthe end of the Mediation Conference.In the event that a grievance, which has been thesubj ect of a Mediation Conference, is subsequentlyheard before the System Board of Adjustment, themediator may not serve as the arbitrator, nor may hebe called as a witness by either party in the Board'sproceedings. During the System Board proceedingson such a grievance, no reference will be made tothe fact that the grievance was the subject of aMediation Conference; nor will there be anyreference to statements made, documents provided,or actions taken by either the Mediator or theparticipants during the course of a MediationConference, unless the party offering such statements,documents or actions would have had accessor entitlement to them outside of the MediationConference.By agreeing to schedule a Mediation Conference, theparties are not waiving any procedural argumentsthat they may have regarding the case. Both theCompany and the Union reserve the right to raisejurisdictional or procedural issues notwithstandingtheir agreement to schedule such a conference.All parties in the Mediation Conference, includingthe Mediator, are barred from disseminatinginformation pertaining to the conference and/orindividual grievances to the public, the media or likesource.All mediation fees and expenses will be sharedequally between the parties. The Mediation Con-85 Article 20

1234567891011121314151617181920212223242526272829L.ference will be held in the same location, as would aSystem Board hearing.13. Mediators will be selected by mutual agreement ofthe parties. If the parties are unable to agree to amediator, then either party may write to the otherappealing the grievance to the System Board.14. If a mediated grievance is not resolved at themediation conference, that grievance must be appealedwithin thirty (30) calendar days to the SystemBoard of Adjustment.Stenographic ReportWhen it is mutually agreed that a stenographic report is to betaken by a public stenographer of any investigation orhearing provided for in this Agreement, the cost will beborne equally by both parties to the dispute. When it is notmutually agreed that a stenographic report of theproceedings be taken by a public stenographer, thestenographic report of any such investigation or hearing maybe taken by either of the parties to the dispute. A copy ofsuch stenographic record will be furnished to the other partyto the dispute upon request at a pro rata cost. The cost of anyadditional copies requested by either party shall be borne bythe party requesting them, whether the stenographic record istaken by mutual agreement or otherwise.86 Article 20

1 Article 21 - System Board of Arbitration23456789101112131415161718192021222324252627282930313233343536373839404142A.B.c.D.In compliance with Section 204, Title II of the RailwayLabor Act, as amended, there is hereby established a SystemBoard of Arbitration (the Board) for the purpose of adjustingand deciding grievances which may arise under the terms ofthis Agreement.The Board shall consist of three (3) members; a neutralreferee, a member selected by the Company and a memberselected by the Union. Upon timely receipt of appeal fromthe Union to the Company's Director of Arbitration, LaborRelations, or following submission of a Company grievanceby the Vice President of Labor Relations to the Union andCompany members of the Board, the Company's Director ofArbitration, Labor Relations or his designee shall contact thedesignated representative of the Union to select a mutuallyagreeable arbitrator to serve as the neutral member of theBoard.The neutral arbitrator shall be selected by the Company andthe Union from an established panel of neutrals as describedin Paragraph E. If the Company and the Union cannot agreeupon the neutral member, they shall select him/her by alternatelystriking names from the panel. The order of strikingshall be determined by coin toss for the first case in which aneutral member is chosen under these provisions and, insubsequent cases, the parties shall alternate taking the firststrike. Either the Union or the Company, as the partiesdetermine in each instance, shall contact the selected neutral,with appropriate notice to the other party, to determinehislher availability. Unless otherwise mutually agreed upon,if the neutral member selected for the particular case isunable to serve within ninety (90) days after his/her selection(or fifteen (15) days in the case of an expedited hearing), theneutral who remained on the list prior to the last strike shallbe contacted as noted above. Such a procedure will befollowed until a panel member is selected to hear the case.If the Company or the Union member of the Board considersa grievance which has been submitted to the Board to havesufficient urgency and importance, then that member shall87 Article 21

123456789101112131415161718192021222324252627282930313233343536373839404142E.provide written notice to the parties and the other Boardmember of the need for an expedited arbitration. The partiesshall select an Arbitrator in accordance with the provisionsof this Article as expeditiously as possible. The Boardhearing shall take place not more than fifteen (15) daysfollowing notice of the need for expedited hearing, or at suchlater date as the parties mutually agree.The panel of neutrals shall consist of nine (9) neutrals. Theparties shall agree on a panel of neutrals in the followingmanner:1. Each party shall provide to the other a list of eleven(11) neutrals within fourteen (14) days after thesigning of this Agreement. Any names found onboth lists will be deemed to be members of thepanel. Any other names from either list, which canbe agreed upon by the parties, will also be placed onthe panel.2. Should the parties fail to agree upon a panel of nine(9) neutrals within forty-five (45) days after thesigning of this Agreement, then either party maypetition the National Mediation Board (the NMB)for a list of candidates consisting of the requisitenumber needed plus a number of additional candidatesequal to three (3) times the number of remainingneutrals needed. Any candidate offered bythe NMB shall be a member of the NationalAcademy of Arbitrators. The parties will then use analternate strike process to arrive at the necessarynumber of neutrals, with the order of striking to bedetermined by coin toss.3. Each panel member shall serve for a mlllimumperiod of twelve (12) months, effective on the datethat the parties reach resolution on the first panel ofthirteen. After a panel member has served for atwelve (12) month period, either the Company or theUnion may serve notice to remove him/her bynotifying the other party. Within thirty (30) days ofsuch notification or if a vacancy occurs on the panel88 Article 21

1234567891011121314151617181920212223242526272829303132333435363738394041F.G.H.1.J.the parties will endeavor to select a replacement. Ifthe parties cannot agree on a replacement panelmember within thirty (30) days, either the Union orthe Company may petition the National MediationBoard to provide seven (7) names of arbitrators whoare members of the National Academy of Arbitratorsand the Company and the Union will select underthe procedures set forth in Paragraph C. above, one(1) of the seven (7) arbitrators as a replacementpanel member.Hearings of the Board will alternate between the Company'smam operating bases and the Company's corporateheadquarters unless the parties mutually agree otherwise.The Board shall have jurisdiction over grievances under thisAgreement. The jurisdiction of the Board shall not extend toproposed changes m hours of employment, rates ofcompensation or working conditions covered by thisAgreement or any of its amendments.The Board shall consider any grievance properly submittedto it by the Union or by the Vice President of LaborRelations when such grievance has not been previouslysettled in accordance with the terms provided for in thisAgreement.An employee covered by this Agreement may be representedat Board hearings by any person designated by him and theCompany may be represented by any person designated byit. Evidence may be presented both orally and in writing.The Board may summon any witnesses who are employedby the Company and who may be deemed necessary by theparties to the dispute.The decision of the System Board shall be rendered withinthirty (30) days after the close of the hearing. A majorityvote of the members of the Board shall be necessary to makea decision. The decisions will be final and binding upon theCompany, the Union and the grievant(s).89 Article 21

12345678910111213141516171819202122232425262728293031323334353637383940K.L.M.N.o.P.Q.The time limits specified in this Article may be extended bymutual agreement between the parties to this Agreement.Nothing contained in this Article will be construed to limit,restrict, or abridge the rights or privileges accorded either tothe employees, the Company, or their duly accreditedrepresentatives under the provisions of the Railway LaborAct, as amended.The Board shall maintain a complete record of all matterssubmitted to it for consideration, and of all findings anddecisions made by it.Each of the parties will assume the compensation, travelexpense and other expenses of the Board members selectedby them.Each of the parties will assume the compensation, travelexpense and other expenses of the witnesses called orsummoned by them. A witness who is an employee of theCompany shall receive free round trip transportation over theCompany system, so far as space is available from the pointof duty or assignment to the point at which he must appearas a witness, to the extent permitted by law.The Company and Union members, acting jointly, shall havethe authority to incur such other expenses as, in theirjudgment, may be deemed necessary for the proper conductof the business of the Board, and such expenses shall beborne one-half (112) by each of the parties. Board membersshall be furnished free round trip transportation over theCompany system so far as space is available for the purposeof attending meetings of the System Board, to the extentpermitted by law.A Board member shall be free to discharge his duty in hiscapacity as a System Board member in an independentmanner without fear that his individual relations with theCompany or with the Union may be affected in any mannerby any action taken by him in good faith.90 Article 21

1 Article 22 - Insurance23456789101112131415 .161718192021222324252627282930313233343536373839404142A.B.C.Active employees covered under this Agreement may electto participate in one of the three levels of medical and dentalcoverage described in Attachment A. Election to participatein the Company's insurance programs must be accomplishedduring the annual open enrollment period. Outside of theannual open enrollment, changes to benefits may be madewithin thirty-one (31) days of a work or family status change(as defined by Company policy).Employees will be eligible for medical and dental benefits asfollows:1.2.The following employees will be eligible for Familymedical and dental coverage;(a)(b)(c)Full-time employeesPart-time employees working III FleetService on April 5, 1999, who have recall toa full-time Fleet Service position and havenot turned down a recall to a full-time FleetService position.Employees working in Fleet Service onApril 5, 1999, who subsequently aredisplaced from a full-time Fleet Serviceposition to a part-time position, providingthey do not turn down recall to a full-timeFleet Service position.Part-time employees not eligible for coverage asdescribed in Paragraph B.l above will be eligiblefor individual or family medical and dental benefitsat two times the full-time rates as described inAttachment A.Coverage will cease when an employee begins unpaid leavestatus except that coverage may be extended to an employeeon Medical Leave as outlined below and also as provided forin the Furlough Benefits Article ofthis Agreement.91 Article 22

1234567891011121314151617181920212223242526272829303132333435363738394041D.E.A non-probationary employee on medical leave may extendhis medical/dental coverage for a period of up to onehundred twenty (120) days after his last compensated dayprovided the employee continues to pay his portion of thecost of the applicable medical/dental insurance except thatemployees on medical leave as a result of an occupationalinjury will have medical/dental benefits extended for nine(9) months after the last compensated day provided theemployee continues to pay his/her portion of the cost. Anemployee on Family Medical Leave may extend coveragepursuant to the provisions ofthe Family Medical Leave Act.Retirement1.2.3.Employees must have attained the age of at leastfifty-five (55) and have completed a minimum offive (5) years of credited service prior to their lastpaid day of employment to be eligible formedical/dental coverage during retirement asdescribed in Attachment B. Full-time employees willbe eligible for individual and family medical anddental benefits.Retiree monthly medical contributions will bededucted from monthly retirement benefits or will bepaid directly by the retiree.Should the Company extend the duration of COBRAbenefits to retirees of any other represented groupsuch extension will also be made available toemployees covered under the agreement.The following Basic Group Life Insurance is provided by theCompany.1. Thirty-five thousand dollars ($35,000) of lifeinsurance coverage for each full-time employee. Anequal amount of accidental death anddismemberment insurance coverage is included.92 Article 22

123456789101112131415161718192021222324252627282930313233343536373839404142F.G.2. Seventeen thousand, five hundred dollars ($17,500)of life msurance coverage for each part-timeemployee. An equal amount of accidental death anddismemberment insurance coverage is included.Each employee may purchase the following additionalGroup Life Insurance: Rates for various life insuranceoptions listed below may vary from year to year. Any changein rates will be communicated to all employees.1.2.Full Basic Life Insurance is equal to two (2) timesthe employee's basic annual salary. An equalamount of accidental death and dismembermentinsurance coverage is included. Premiums on theamount of coverage in excess of the first thirty-fivethousand dollars ($35,000) for a full-time employeeand the first seventeen thousand, five hundreddollars ($17,500) for part-time employees will bepaid by the employee choosing this additionalcoverage. Maximum coverage available IS twohundred thousand dollars ($200,000).An employee must have Full Basic coverage of twotimes his basic annual salary to purchase Option Iand must have Full Basic coverage of two times hisbasic annual salary and Option I coverage topurchase Option II coverage.(a)(b)Option I, optional life insurance equal to anadditional one hundred percent (100%) ofthe employee's basic annual salary.Maximum coverage under Option I is onehundred thousand dollars ($100,000).Option II, optional life insurance equal to anadditional one hundred percent (100%) ofthe employee's basic annual salary.Maximum coverage under Option II is onehundred thousand dollars ($100,000).Voluntary Group Accidental Death and DismembermentInsurance may be purchased in ten thousand dollar ($10,000)93 Article 22

123456789H.increments, up to a maximum of three hundred thousanddollars ($300,000).The Company will not oppose the posting of any bulletinsoffering benefits provided by any insurance companysanctioned by the lAM & A W (excluding the current LTDPlan offered through the company by NGP) on lAM bulletinboards that US Airways does not offer under the currentbenefits for Employees covered under this Agreement.94 Article 22

1 Article 23 - Pension23 A.45671.891011121314151617182.1920212223242526272829303.31323334353637383940US Airways shall contribute to the LA.M. National PensionFund, National Pension Plan in accordance with thefollowing terms:Participation - All full-time and part-time FleetService personnel who are represented by theInternational Association of Machinists andAerospace Workers shall be eligible to participate inthe Plan effective January 1, 2003 or beginning onthe first day of employment if later. Notwithstandingthe above, contributions on behalf of probationaryemployees will be made retroactively after the·ninety (90) day probationary period has beencompleted.US Airways will contribute to the l.A.M. NationalPension Fund, National Pension Plan as follows:Full Time EmployeesHourly Pension Rate of $.95 centsHourly Pension Rate of$1.00 effective 7/4/05Hourly Pension Rate of$1.05 effective 7/2/07Part Time EmployeesHourly Pension Rate of$.60 centsHourly Pension Rate of$.65 cents effective 7114/08Benefit Levels and Other Terms - District Lodge141 and US Airways hereby adopt and agree to bebound by the Trust Agreement, dated May 1, 1960,as amended, creating the LA.M. National PensionFund and the Plan rules adopted by the Trustees ofthe LA.M. National Pension Fund in establishingand administering the foregoing Plan pursuant to thesaid Trust Agreement, as currently in effect and asthe Trust and Plan may be amended from time totime.95 Article 23

12345678910111213141516171819202122232425262728293031323334353637383940B.C.D.The Company is obligated to contribute at the agreedrate and does not guarantee that agreed rate willprovide the current benefit.4. Future - In the event the Trustees of the lAMNational Pension Fund terminate the Company'sparticipation in the Plan for any reason, other thanfailure to comply with the terms of this Agreement,the Company shall have the right to withdraw fromthe Plan and shall not be required to take any actionother than as required in this Agreement, to avoidtermination. If participation is terminated theCompany shall be required to make contributions tothe 401k Plan equivalent to the level required underthis Agreement.5. Construction - This Article contains the entireAgreement between the parties regarding pensionsand retirement under this Plan and any contraryprovisions in this Agreement shall be void. No oralor written modification of this Agreement shall bebinding upon the Trustees of the LA.M. NationalPension Fund. No grievance procedure, settlement orarbitration decision with respect to the obligation tocontribute shall be binding upon the Trustees of thesaid Pension Fund.The 401(k) account is established to allow employees todefer pay on a pre-tax basis. The employee contribution isvoluntary and is limited based upon Internal RevenueService regulations.In order to be eligible to participate in the 401(k) Plan, theemployee must be eighteen (18) years of age or older with atleast 90 days of continuous service. This includes part-timeand full-time employees.The following enhancements to the 401 (k) were agreed to aspart ofthe August 2002 Restructuring Agreement:96 Article 23

1234567891011121314151617• Pennit after-tax contributions to 401(k) Plan. USAirways will implement six (6) months from date ofsIgnmg.• Establish brokerage account in 401(k) Plan pendingapproval from the Pension Investment Committee whoseapproval shall not be unreasonably withheld. Alladministrative costs associated with the brokerageaccount will be borne by the employee.• Pennit catch-up contributions to 401(k) Plan pursuant toIRC Section 414(v). US Airways will implement duringthe second half of 2003.• Increase pre-tax elective deferrals in 401(k) Plan totwenty-two percent (22%) for non-highly compensatedemployees. Implementation will be effective January 1,2003.• Add periodic distributions to 401(k) Plan. US Airwayswill make this change effective January 1,2003.97 Article 23

1 Article 24 - Training, Travel Pay and Meal Per Diem23456789101112131415161718192021222324252627282930313233343536373839404142A.B.c.D.E.F.Employees are required to attend and successfully completetraining programs sponsored by the Company.The following provisions will apply to employees who fail tosuccessfully complete Fleet Service training programsrequired by the Company:1.2.If the training was required as a result of a voluntarytransfer, the employee will be returned to hisoriginal station and duty assignment and will beassigned a schedule.If the training was required as a result of an involuntarydisplacement, the employee may file an internalstation or system preferential transfer bid for transferto any other duty assignment within Fleet Service. Inthe event the employee is unable to successfullytransfer under these provisions, he will be placed onfurlough status.Employees who do not successfully complete training willbe prohibited from transferring to any vacancy requiring thesame training curriculum for a period of one (1) yearfollowing the employee's return date.The Company reserves the right to have employees attendtraining programs during their normal shift when it isoperationally possible.The Company may reassign employees to different shiftsand days off when required to attend training when aminimum of five (5) days notice is provided.Compensation for Training1. Full-time employees required to attend training on ascheduled workday will receive pay for the actualclassroom hours, plus any hours worked excludingan unpaid meal period. Where actual classroomhours, plus hours worked excluding an unpaid meal98 Article 24

1234567891011121314151617181920212223242526272829303132333435363738394041G.period, exceed the full-time employees regularlyscheduled paid hours for the day (8 or 10 hours),employees will be compensated at the applicablerate.2. Full-time employees attending training on ascheduled day off will be paid the number of actualclassroom hours, excluding an unpaid meal period,at the applicable rate.3. Part-time employees attending training on ascheduled workday or a scheduled day off will bepaid the number of actual classroom hours,excluding an unpaid meal period, at the applicablerate.Employees required to attend training away from thegeographic location of their station are compensated fortravel time as outlined below. Travel time includes allscheduled flight time; all required scheduled connectingtime; and required waiting time from the conclusion oftraining, excluding overnights.1. Full-time employees traveling to andlor attendingtraining away from the geographic location of theirstation on a scheduled workday will be compensatedfor a minimum of their regularly scheduled paidhours for the day (8 or 10 hours). If the travel timeplus actual classroom time plus any hours worked(excluding an unpaid meal period) exceeds theregularly scheduled paid hours for the day (8 or 10hours), travel time will be compensated at straighttimerates.2. Part-time employees traveling to andlor attendingtraining away from the geographic location of theirstation on a scheduled workday will be compensatedfor the minimum hours they were scheduled for thatday at the straight time rates. If the travel time plusactual classroom time plus any hours worked(excluding an unpaid meal period) exceeds the99 Article 24

12345678 H.910111213141516171819202122232425262728293031employees' regularly scheduled hours, they will becompensated at the straight time rates.3. Employees required to travel on a scheduled day offwill be compensated for travel time at the applicablerate.Meal Per Diem PaymentsWhen meals are not provided by the Company, per diempayments for meal expenses are provided to employeesrequired to attend training away from the geographiclocation of their station as outlined in this Article.Meal per diem payments are as follows:1. Breakfast - $5.00Breakfast per diem is provided only on those dayswhen employees are required to overnight the dayprior to the training session.2. Lunch - $6.003. Dinner - $12.00Dinner per diem is provided when an overnight stayis required and the employee's flight to thetraining/meeting site departs prior to 6:00 p.m., orwhose flight departs from the training/meeting site atthe conclusion of the training session after 6:00 p.m.100 Article 24

1 Article 25 - Safety and Health23456789101112131415161718192021222324252627282930313233343536373839404142A.B.The Company hereby agrees to maintain safe, sanitary andhealthful conditions in all facilities and to maintain at alltimes a registered first aid station to take care of itsemployees in case of accident or illness.The Company agrees to furnish good drinking water andsanitary fountains will be provided. The floors of the toiletsand break rooms will be kept in good repair and in a clean,dry and sanitary condition. The Union and employeesrecognize their duty and responsibility to assist inmaintaining safe, healthful and sanitary conditions. Breakrooms will be lighted, ventilated and heated in the bestmanner possible, consistent with the sources of heat,ventilation and light available. Individual lockers will beprovided for employees where facilities currently allow.The Company, Union and employees will cooperate towardsa prevention of work related accidents and the furtherance ofan aggressive safety program.A Safety Committee will be established at each locationwhere employees hereunder are based. Such Committeeshall be comprised of one Company and one Unionrepresentative. In any location with two hundred seventyfive(275) or more Fleet Service employees, there shall betwo members from both the Company and the Union. Unlessagreed to otherwise, the Safety Committee shall meet at leastonce a month to resolve safety issues and review correctiveaction taken for all lost time accidents which may haveoccurred.At Pittsburgh, a Union Safety Committee comprised of two(2) members shall be established to investigate and handlesafety complaints which are not properly resolved or cannotbe resolved by the Union Safety person and the managementfrom the shop or department where the condition exists.Reasonable time without loss of pay will be allowed Unionmembers of the local Safety Committee at PIT and otherlocations to investigate and handle safety complaints relatedto their location. Union Safety Committee members will101 Article 25

1234567891011121314151617181920212223242526272829303132333435363738394041C.request such time away from work from their immediatesupervisor, who shall authorize the leave, as the serviceallows. Committee members will return to their work placespromptly following conclusion of safety related activities.Within five (5) workdays following the investigation, theUnion members of the Committee shall provide a writtenreport of the investigation to their immediate supervisor witha copy to the Ground Safety Department.Union members of the Safety Committee will function in anadvisory capacity and will be informed of all lost time accidents.The Union Safety Committee will be given advancenotification of testing and will be provided with the resultsof environmental air, noise and contaminants testing. TheCompany will post such results in the appropriate location innon-technical terms. The Company shall continue to postOSHA Form 200 for review by the Union at each of itslocations.The Safety Committee may monitor the Company's applicationand compliance with State, Municipal and Federalsafety and sanitary regulations. The Safety Committee mayalso make recommendations for the maintenance ofappropriate safety and sanitary standards.Both the Union and the Company shall encourage employeesto utilize the Safety Committee for all umesolved safetyrelated matters.Both the Union and the Company shall cooperate in seekingresolutions to help reduce the accident frequency andseverity rates.Proper and modem safety devices shall be provided for allemployees working on hazardous or unsanitary work, suchdevices to be furnished by the Company. Employees will notbe required to use unsafe tools or equipment. However,employees will be expected to report unsafe tools orequipment to the supervisor before refusing to use suchdefective tools or equipment. The Company will furnishprotective apparel, equipment and devices to all employees102 Article 25

123456789101112131415161718D.E.required to work with acids or chemicals that are injurious toclothing or employees.Employees injured while at work shall be given medicalattention at the earliest possible moment, and employeesshall be permitted to return to work without signing anyrelease of liability pending the disposition of settlement ofany claims for damage or compensation. Such injuredemployees who are able to work will be allowed to obtainmedical attention without loss of time. It is the responsibilityof the injured employee to report an injury to his immediatesupervisor during the work period in which the injuryoccurred, if physically possible.The Company will provide noise abatement ear protection toemployees who work in areas where they are required. Eachemployee who desires noise abatement ear protection mustrequest same in writing.103 Article 25

1 Article 26 - Part-time Employees23 Permanent part-time employees may be employed by the Company4 based on needs of service as determined by the Company except that5 the number of part-time employees will not exceed forty percent6 (40%) of the total Fleet Service work force calculated on a system-7 wide basis. All provisions in this Agreement will apply to part-time8 employees unless otherwise specified.910 The Company will not regularly schedule part-time employees11 within the same duty assignment back-to-back where the work12 requirement can be covered by a single full time employee.104 Article 26

1 Article 27 - Union Shop and Dues Check-Off Agreement23 It is hereby agreed that there will be established a Union Shop under4 the Agreement as follows:567891011121314151617181920212223242526272829303132333435363738394041A.B.In accordance with and subject to the terms and conditionshereinafter set forth, all employees of the Company now orhereafter fully subject to the Agreement between the partieshereto shall, as a condition of their continued employmentsubject to such Agreement, become members of the Unionwithin sixty (60) calendar days after the date they firstperform compensated service as such employees after theeffective date of this Agreement, and thereafter shallmaintain membership in good standing in such Union;except that such membership shall not be required of anyindividual until he has performed forty-two (42) days (336hours) of such compensated service within a period oftwelve (12) consecutive calendar months. Nothing in thisAgreement shall alter, enlarge or otherwise change thecoverage ofthe Agreement.1.2.Employees who retain seniority under theAgreement and who are regularly assigned ortransferred to full time employment not covered bysuch Agreement, or are on leave, or are furloughedon account of force reduction, will not be required tomaintain membership as provided in Paragraph A. ofthis Article so long as they remain in such otheremployment, on leave, or furloughed as hereinprovided, but they may do so at their option. Shouldsuch employee return to any service covered by theAgreement, they shall, as a condition of theircontinued employment subject to such Agreement,be required to become and remain members in goodstanding in the Union within thirty (30) days fromthe date of their return to such service.The seniority status and rights of employees whoserve in the Armed Forces shall not be terminated byreason of any of the provisions of this Agreement,but such employees, upon resumption of105 Article 27

123456789101112131415161718192021222324252627282930313233343536373839404142C. 1.2.3.employment, shall be governed by Paragraph A. ofthis Article.Nothing in this Agreement shall require an employeeto become or to remain a member of the Union ifsuch membership is not available to such employeeupon the same terms and conditions as are generallyapplicable to any other member, or if themembership of such employee is denied, orterminated for any reason other than the failure ofthe employee to tender the periodic dues, initiationfees, and assessments (not including fines andpenalties) uniformly required as a condition ofacquiring or retaining membership in the Union. Forthe purpose of this section, dues, fees, and assessmentsshall be deemed to be "uniformly required" ifthey are required of all employees in the same workclassification at the same time in the same LocalLodge.For the purpose of this Agreement, "Membership ingood standing in the Union," shall mean that theemployee is a member of the Union and is not morethan sixty (60) days in arrears in the payment ofinitiation fees, assessments, and membership dues asreferred to in Paragraph C.I.When an employee becomes delinquent or not "ingood standing" within the meaning of ParagraphC.2. above, he shall be subject to discharge and thefollowing procedures shall apply:(a)The General Chairman of the Union shallnotifY the employee in writing, Certifiedmail, return receipt requested, and copy tothe Vice President of Customer Service ofthe Company, that he is delinquent in thepayment of initiation fees, assessments ormembership dues as specified herein, andaccordingly is subject to discharge as anemployee of the Company. Such letter shallalso notifY the employee that he must make106 Article 27

123456789101112131415161718192021222324252627282930313233343536373839404142(b)(c)the required payment to the FinancialSecretary of the appropriate local lodge ofthe Union within fifteen (15) days of thedate of mailing of the notice or be subject todischarge.If, upon the expiration of the fifteen (15) dayperiod, the employee still remamsdelinquent, the General Chairman of theUnion shall certifY in writing to the VicePresident of Customer Service of theCompany, with copy to the employee, thatthe employee has failed to make the requiredpayment within the fifteen (15) day graceperiod provided in sub-paragraph (a) above,and is therefore to be discharged. The VicePresident of Customer Service shallpromptly notifY the employee involved thathe is to be discharged from the service of theCompany, and shall so discharge him for hisfailure to payor tender the initiation fees,dues, and assessments as required under theterms of this Article unless he files anappeal.If the decision of the Vice President ofCustomer Service is not satisfactory to theemployee or to the Union, it may beappealed directly to the highest officer of theCompany designated to handle such appeals.Such appeals shall be taken within ten (10)calendar days of the date of the decisionappealed from, and if taken, shall operate tostay action on the termination of employmentuntil the decision on the appeal isrendered. The Company shall promptlynotifY the other party in writing of any suchappeal. The decision of such appeal shall berendered within ten (10) calendar days of thedate the appeal is taken and the employeeand the Union shall be promptly advisedthereof. If the decision on such appeal is that107 Article 27

123456789101112131415161718192021222324252627282930313233343536373839404142D.E.F.(d)the employee has not complied with theterms of this Agreement, his employmentand seniority in that class or craft shall beterminated within ten (10) calendar days ofthe date of said decision, unless theCompany and the Union agree otherwise inwriting.Such decision on appeal shall be final andbinding unless within seven (7) days thereofthe Union requests in writing that thedecision be reviewed in such jointconference by the Vice President ofCustomer Service or by his designated.representative, and the General Chairman, orby his designated representative. If suchrequest is made, the decision on appeal shallbe reviewed in such joint conference withinseven (7) days of the date such request isreceived, and any decision rendered withinsuch seven (7) day period shall be final andbinding. If the decision on such review isthat the employee has not complied with theterms of this Agreement, his employmentand seniority in that class or craft shall beterminated within ten (10) calendar days ofthe date of said decision, unless theCompany and the Union agree otherwise inwriting.An employee discharged by the Company under theprovisions of Paragraph C. shall be deemed to have beendischarged for non-payment of Union dues, and notation somade on his employment record.Time limits specified in this Article may be extended inindividual cases by written agreement of the Company andthe Union.The grievance procedure of the Agreement will not apply tocases arising under this Article.108 Article 27

123456789101112131415161718192021222324252627282930313233343536373839404142G.H.Other provisions of this Agreement to the contrary notwithstanding,the Company shall not be required to terminate theemployment of any employee until such time as the servicesof a qualified replacement are available. The Company maynot, however, retain any employee in the service under theprovisions of this Paragraph for a period in excess of ninety(90) calendar days from the date of the Union's originalnotice except by mutual agreement by the parties hereto.1.2.3.The Company will deduct from employees' wages,and turn over to the Union, the Union membershipfees of each employee who individually andvoluntarily authorizes the Company to make suchdeductions. Such authorizations shall be made upona card in a size and form mutually agreed to betweenthe Company and the Union. In order to becomeeffective, such authorization cards shall be deliveredby the Union to the Payroll Department of theCompany. Such authorizations shall not beirrevocable for a period of more than one (1) yearfrom their effective date or beyond the terminationof this Agreement, whichever occurs sooner.Deductions for dues shall be made from theemployee's paycheck for the first (1st) and second(2nd) pay periods ending in each month. Suchdeductions shall be made only in the event thatsufficient earnings remain for such deductions afterother deductions have been made for WithholdingTax, Social Security contributions, and otherdeductions required by law or by the Company.If sufficient earnings do not remain after otherdeductions as noted above for each pay periodduring the month, or if there are employees on thepayroll that do not have on file with the Company anauthorization for dues deductions as per ParagraphH.I., the Union shall be so notified. Notificationshall include employee number, name, classificationcode, department, city and the amount of deductionfor each period and total amount for the month. Andit shall thereafter be the responsibility of the Union109 Article 27

123456789101112131415161718192021222324252627282930311.1.K.L.4.to collect dues for that month and for any monthfollowing in which sufficient funds are not availablefor such deductions.The obligation of the Company to make suchdeductions shall terminate in the event an employeeshall cease to be an employee as defined in Article 1of this Agreement.Upon submission of the appropriate form, a single flat sumdeduction for an initiation fee shall be made from eachnewly hired employee's paycheck subject to Paragraph A.above. Such deduction shall be made only in the event thatsufficient earnings remain for such deduction after otherdeductions have been made for Withholding Tax, SocialSecurity contributions and other deductions required by lawor by the Company.The Union shall indemnity the Company and hold itharmless against any and all suits, claims, demands, andliabilities which arise out of or by reason of any action takenor not taken by the Company for the purpose of complyingwith any of the provisions of this Agreement.This Agreement shall become effective on the date ofsigning of the Agreement, and shall continue in full forceand effect concurrently with said Agreement.The Company will provide for voluntary employee contributionto Machinist Non-Partisan Political League (MNPL)through payroll deduction.110 Article 27

1 Article 28 - General and Miscellaneous2345678910111213141516171819202122232425262728293031323334353637383940A.B.c.D.E.Service records shall be maintained for all employees by theCompany. An employee and his Union representative will begranted access to the employee's individual personnelrecords when properly requested in writing by the employee.Management reserves the right to be present when employeepersonnel records are reviewed. This review may beaccomplished prior to any grievance hearing and copies ofrelevant documentation will be provided.Level I and II disciplinary letters issued to employeescovered by this Agreement shall not remalll III theirpersonnel record for a period of more than twelve (12) activemonths except when associated with a higher disciplinelevel. In such cases, the disciplinary letters will remain untilthe expiration of the higher discipline level.Level III disciplinary letters issued to employees covered bythis Agreement shall not remain in their personnel record forlonger than the effective period of discipline.A place shall be provided inside of each station marked"International Association of Machinists" where Unionnotices of interest to the employees may be posted.However, no political circulars, propaganda or advertisementswill be placed on these bulletin boards.The Company agrees to provide each employee covered bythis Agreement with a copy of the Agreement printed andadequately bound.Employees covered by this Agreement and their immediatefamilies will be granted the same transportation privileges onthe Company's system as may be established by Companyregulations for all personnel.The Company will authorize reasonable space positive travel(on a self-book basis) for up to five (5) union officials,providing that:111 Article 28

1234567891011121314151617181920212223242526272829303132333435363738394041F.G.H.1.1.• Such officials are employees or retirees of the Company,and• Are on full time union leave, and• Where the majority of their Union duties are related tothe Company.Such space positive travel is only authorized where thepurpose of the travel is all or substantially all related to theCompany. Space positive travel is not authorized forcommuting, or any union business including but not limitedto training and union conventions. Officials authorized spacepositive travel will be required to complete a monthlysummary (no later than 10 days from the close of theprevious business month) detailing all space positive travelin the applicable month.Fleet Service employees will be considered for vacanciesoutside the scope of this Agreement consistent with theCareer Opportunity Bulletin program or transfer policy ineffect at the time of the vacancy.The Company will provide parking for employees and paymonthly parking fees as assessed by the appropriateauthority. This provision will not apply to replacementcharges to employees for parking decals, stickers, gate keys,or similar items.Any full-time employee affected by a reduction in force whodisplaces to a full-time position in a different geographiclocation will be provided relocation assistance in accordancewith Company Policy. Relocation is not provided to affectedfull-time employees displacing to part-time positions, or toaffected part-time employees.In the event a payday falls on a Federal Reserve Bank legalholiday, the Company will make every effort to havepaychecks prepared and distributed on the day precedingsuch legal holiday.Employees will be paid bi-weekly on Fridays. An itemizedstatement will be included setting forth all wages, overtimeand listed deductions for the pay period.112 Article 28

123456789101112K.M.Fleet Service employees will be provided one hundredthousand dollars ($100,000) life insurance for loss of life,while on duty, where such loss of life occurs due to a bombexplosion. The insurance will be paid to the designatedbeneficiary on file with the Company. No employee will berequired to participate in a "bomb scare" investigationagainst his wishes.The Company shall modifY its policy regarding drug testingto provide that the first confirmed positive drug test will notautomatically result in termination.113 Article 28

1 Article 29 - Amendments to this Agreement23 Either party hereto may, at any time, propose in writing to the other4 party an amendment(s), which they may desire. For such amendment5 to be valid there must be written agreement between the Vice6 President, Labor Relations, and the Designated Union official.7 Amendments made in any other manner will not be recognized. This8 would include letters of interpretation, whether local or system-wide.114 Article 29

1 Article 30 - Compensation23 A.45PaySeniorityCompletedStart1.2.3.4.5.6.7.8.9.10.11.12.Effective May 19, 2008, Fleet Service employees, includingCLP, will be paid on the following scale:NewScale$9.2910.2611.0611.7212.2114.2314.4915.3116.2217.4117.9518.3819.002%Jan2009$ 9.4810.4711.2911.9612.4614.5214.7815.6216.5517.7618.3118.7519.382%Jan2010$ 9.6710.6811.5212.2012.7114.8215.0815.9416.8918.1218.6819.1319.772%Jan2011$ 9.8710.9011.7612.4512.9715.1215.3916.2617.2318.4919.0619.5220.172%Jan 2012**$10.0711.1212.0012.7013.2315.4215.7016.5917.5718.8619.4419.9120.5768 Note: ** Two (2%) percent pay mcrease assumed beyond the9 amendable date.1011 B.12131415 C.1617181920212223 D.242526 E.27Step progression will become effective on the first Mondayof the first pay period following the employee's payanniversary date.Future year general increases to pay, already included inParagraphs A. and B. above, will be applied on the first dayof the first pay period following the effective date of theincrease as follows:• 11112009 2 % increase (included in A above)• 11112010 2 % increase (included in A above)• 11112011 2 % increase (included in A above)Lead Agents will receIVe $1.01 per hour above theapplicable Agent rate.The Company may hire a new employee at a rate above theminimum on the wage scale provided there is not a more115 Article 30

123456senior employee at that location who is paid less than suchnew employee at that location. The Company retains theright to pay the wage rates stated in the wage scale toemployees hired subsequent to any employee hired and paidabove minimum on the wage scale.116 Article 30

1 Article 31- Duration23 Except as otherwise noted, this Agreement shall become effective on4 May 8, 2008, and shall remain in full force and effect through5 December 31, 2011, and thereafter unless and until reopened in6 accordance with the Railway Labor Act.78 The parties will commence bargaining for a new Collective9 Bargaining Agreement no later than July 15, 2011. In the event the10 parties have not reached a tentative agreement during the status quo11 period following the amendable date, all base rates will be increased12 by two (2%) percent for all employees effective on the first (1st) day13 of the first (lst) pay period following July 1,2012.1415 In witness whereof, the parties have signed this Agreement this 8 th16 day of May, 2008.17IAMAWUS Airways, Inc.18192021222324sis Randy CanalePresident and Directing GeneralChairmanDistrict 141sis E. Allen HemenwayV ice PresidentLaborRelations117Article 31

1 Letter of Agreement23 Re: Flexible Spending Account45 AprilS, 199967 Thomas F. Brickner8 Grand Lodge Representative9 I.A.M.A.W.1011 Dear Mr. Brickner:1213 This will confIrm the Company's intent to continue the Flexible14 Spending Account (FSA) Program. The program will consist of two15 reimbursement accounts, one for eligible medical care expenses and16 the other for eligible dependent care expenses.1718 The FSA Program will be designed to permit Fleet Service19 employees to contribute a portion of their compensation through20 payroll deduction into one or both accounts on a pre-tax basis. These21 payroll deductions shall not reduce pay-related benefIts for the22 purposes of retirement, disability or life insurance benefIts, to the23 extent permitted by law. As employees submit claims for eligible24 expenses throughout the year, they will be reimbursed from their25 accounts. Elections by employees to contribute to FSA's must be26 made prior to the beginning of the plan year. No changes in elections27 are permitted during the plan year except in the event of a change in28 family status, as defIned under the USAir Medical Plan. Amounts29 not reimbursed and remaining in the FSA's at the end of the plan year30 will be used to reduce expenses incurred in the administration of the31 plan. Covered expenses are determined by the Company.3233 Maximums that may be excluded from tax during any taxable year34 will be established in accordance with Internal Revenue Code35 provisions. Periodic non-discrimination testing may impact plan36 participation.118

1 Sincerely,234 IslJohn M. Hedblom5 Vice President Labor Relations678 Accepted and agreed:91011 IslThomas F. Brickner12 Grand Lodge Representative13 on behalf of the lAMA W1415 Article Reference - NI A119

1 Letter of Agreement23 Re: US Airways Shuttle45 April 5, 199967 Thomas F. Briclmer8 Grand Lodge Representative9 I.A.M.A.W.101112 Dear Mr. Briclmer:1314 This is to confirm the understanding reached between US Airways,15 Inc. (the "Company") and the I.A.M.A.W. (the "Union") during16 negotiations for the initial 1999 Fleet Service collective bargaining17 agreement (the "Agreement"). The Company and the Union have18 agreed that: (1) the Company will integrate the Shuttle's operations19 and that upon integration, or earlier, Fleet Service employees will20 perform applicable fleet service work in Shuttle locations, and (2)21 this agreement will apply to the operations of the US Airways22 Shuttle (the "Shuttle") when integrated with the Company's23 operations.2425 Your signature below indicates the concurrence of the lAMA W to26 the terms of this letter.2728 Sincerely,2930 IslJohn M. Hedblom31 Vice President, Labor Relations3233 Accepted and agreed:343536 IslThomas F. Briclmer37 Grand Lodge Representative38 on behalf of the lAMA W394041 Article Reference - NI A120

1 Letter of Agreement23 Re: Labor Protective Provisions45 AprilS, 199967 Mr. Thomas F. Brickner8 Grand Lodge Representative9 LA.M.A.W101112 Dear Mr. Brickner:1314 This is to confirm the understanding reached between US Airways,15 Inc. (the "Company") and the LA.M.A.W. (the "Union") during16 negotiations for the initial 1999 Fleet Service collective bargaining17 agreement (the "Agreement), regarding employee protections in the18 event of a merger.19(1)2021222324252627282930313233343536373839404142(2)The Company agrees that, in the event of a mergerwith another air carrier (other than a carrier withinthe US Airways control group), where all orsubstantially all of the assets and operations of theother air carrier are integrated with those of theCompany, the Company shall provide to theCompany's employees covered by this agreementthe seniority integration procedures of Sections 3and 13 of the Allegheny-Mohawk Labor ProtectiveProvisions: provided, however, that said procedureswill not be provided, if and to the extent they are inconflict with contractual or legal obligations of theother carrier.If the Company's employees covered by thisAgreement are furloughed within six (6) months ofthe Company's merger with another air carrier, andthe furlough is a direct result of said merger, theCompany will pay to the furloughed employees, inlieu of the furlough allowance otherwise required bythis Agreement, a sum of money equal to two timesthe furlough allowance provided for under thisAgreement. To be entitled to this protection, an121

12345678employee must exercise his seniority to the fullestextent possible. For purposes of this Paragraph a"merger" shall mean a transaction where all orsubstantially all of the assets and operations of theCompany are integrated with another air carrier notwithin the US Airways control Group.9 Your signature below indicates the concurrence of the lAMA W to10 the terms of this letter.111213 Sincerely,14151617 IslJohn M. Hedblom18 Vice President, Labor Relations192021 Accepted and agreed:222324 IslThomas F. Brickner25 Grand Lodge Representative26 on behalf of the lAMA W272829 Article Reference - Art.2.B122

1 Letter of Agreement23 Re: Retirement Lump Sum45 AprilS, 199967 Mr. Thomas F. Brickner8 Grand Lodge Representative9 LA.M.A.W1011 Dear Mr. Brickner:1213 This is to confirm the understanding reached between US Airways,14 Inc. (the "Company") and the LA.MAW. (the "Union") during15 negotiations for the initial 1999 Fleet Service collective bargaining16 agreement (the "Agreement"). The following will apply:1718 Pension Supplement. (a) Any Fleet Service employee who (i) as of19 January 1, 1999, was age 60 or over and had five or more years of20 service with the Company; (ii) as of January 1, 1999 has an accrued21 benefit in the Retirement Plan for Certain Employees of US Airways,22 Inc. (the "Retirement Plan"); (iii) elects benefit commencement23 under the Retirement Plan on or after attaining age 62; and (iv) at the24 time of benefit commencement has a "total pension benefit" (as25 defined in subsection (b)) ofless than $51.00 per month per year of26 service, will receive a pension supplement of$5,000 when he or she27 commences benefits under the Retirement Plan.2829 (b) For purposes of this section, an employee's "total pension30 benefit" equals the sum of: (i) the monthly benefit payable in the31 form of a single life annuity under the Retirement Plan (the defined32 benefit plan), (ii) the monthly benefit payable in the form of a single33 life annuity under the US Airways, Inc. Employee Pension Plan (the34 money purchase plan), and (iii) the monthly benefit payable in the35 form of a single life annuity as a result of Profit Sharing36 Contributions under the US Airways, Inc. Employee Savings Plan37 (the 401(k) plan). The total pension benefit shall be calculated as of38 an employee's actual benefit commencement date under the39 Retirement Plan, based on the monthly benefits payable to the40 employee at that time.41123

1 (c) The Company will endeavor to pay the pension supplement2 provided in paragraph (a) into the employee's Profit Sharing account3 in the US Airways, Inc. Employee Savings Plan as a lump sum4 contribution. If the Company is unable to make such contribution to5 the Employee Savings Plan due to tax-qualification or other legal6 requirements, the Company will pay the pension supplement from its7 general assets.89 Your signature below indicates the concurrence of the lAMA W to10 the terms of this letter.111213 Sincerely,14151617 Is/JohnM. Hedblom18 Labor Relations19 Vice President202122 Accepted and agreed:23242526 Is/Thomas F. Brickner27 Grand Lodge Representative28 on behalf of the lAMA W2930313233 Article Reference - N/A124

1 Letter of Understanding23 Re: Probationary Transfers45 November 8, 1999678 Tom Miklavic9 Assistant General Chairman10 LA.M.A.W.1112 Dear Mr. Miklavic,1314 The following will confirm our conversation regarding the transfer of15 probationary employees pursuant to Article 8, paragraph J of the16 fleet service contract.1718 The Company will consider transfer requests on a case-by-case basis19 from probationary employees meeting the following criteria:20212223242526• Completion of 45 active workdays of the 90-dayprobationary period• Employee has maintained a good work record• The employee's transfer does not adversely affectstaffing requirements in the vacating position27 Based on these criteria, the Company reserves the right to approve28 transfers for probationary employees.2930 Sincerely,313233 IslE. Allen Hemenway34 Director-Labor Relations Ground3536 Accepted and agreed:3738 IslTom Miklavic39 Assistant General Chairman40 LA.M.A.W.41125

1 Letter of Understanding23 Re: Transfers45 June 1,20006 Tom Miklavic7 Assistant General Chairman8 LA.M.A.W.910 Dear Mr. Miklavic,1112 The following will confirm our conversation regarding the transfer of13 employees who have not completed the minimum stay of one (1)14 year for system transfers pursuant to Article 8, paragraph F.S ofthe15 fleet service contract.1617 The Company will consider transfer requests on a case-by-case basis18 from employees meeting the following criteria:19202122232425• Completion of at least six (6) months of the one (1) yearminimum stay requirement• Satisfactory performance• The employee's transfer does not adversely affectstaffing requirements in the vacating position andlordeplete company resources• The hiring location is recruiting/hiring outside the2627 company.28 Based on these criteria, the Company reserves the right to approve29 transfers for employees who have not met their one (1) year30 minimum stay requirement.3132 Sincerely,3334 IslE. Allen Hemenway35 Director-Labor Relations Ground3637 Accepted and agreed:3839 IslTom Miklavic40 Assistant General Chairman41 LA.M.A. W.126

23Letter of Understanding4 RE: Vacation Balances for Transferred Employees56 October 17,20017 Mr. Randy Canale8 President and Directing General Chairman9 District 141 - IAMA W1011 Dear Randy,1213 This letter will confirm our conversation regarding the vacation14 balances for employees who transfer from full-time to part-time or15 part-time to full-time.1617 Employees transferring from full-time to part-time or part-time to18 full-time will receive payment for the current year's vacation days19 accrued but not used as of the effective date of the transfer, or20 reimburse the company through payroll deduction for vacation days21 used but not accrued as ofthe effective date of the transfer.2223 The company will make every effort to allow employees to have a24 minimum of two (2) weeks of vacation time off in a calendar year. In25 the event that a fleet service employee who is paid for their vacation26 balance upon transfer, will be unable to accrue and take a minimum27 of two (2) weeks of vacation time offwith pay, the company will28 consider requests for vacation time off without pay to accommodate29 a minimum of two (2) weeks off in the calendar year.3031 Sincerely,3233 IslE. Allen Hemenway34 Director Labor Relations-Ground3536 Accepted and agreed:373839 Is/Mr. Randy Canale40 President and Directing General Chairman41 District 141 - IAMA W127

1 Letter of Understanding #02-0123 FlE: Insurance45 January 22, 200267 Randy Canale8 President and Directing General Chairman9 District 141 -LA.M.A.W.1011 Dear Randy,1213 This letter will confirm our conversation regarding the Company's14 agreement to enhance the benefits offered in Article 22, B.l.c15 regarding family medical and dental coverage for employees16 displaced from full-time Fleet Service positions to part-time17 positions.1819 Full-time employees working in Fleet Service on the effective date20 of the collective bargaining agreement, who are subsequently21 affected (from a non-closed station) will be eligible for family22 medical and dental coverage upon recall to part-time only if they23 listed part-time within their location on their displacement bid form24 at the time of their displacement but were not awarded part-time25 during the displacement exercise based on their relatively junior26 classification date. Full-time employees (except those in closed27 stations) who did not elect to list part-time in their location on their28 displacement bid form will not be eligible for family medical and29 dental coverage upon recall to part-time.3031 Full-time employees working in Fleet Service on the effective date32 of the collective bargaining agreement, who are subsequently33 affected as a result of the closure of their station, will be eligible for34 family medical and dental coverage upon recall to part-time in their35 new location.36128

1 In no cases are employees on furlough who transfer to part-time2 positions eligible for family medical and dental coverage.3 Additionally, pursuant to Article 22, B.1.c, employees who tum4 down recall to a full-time position in Fleet Service will not be5 eligible for family medical and dental insurance coverage.678 Sincerely,910 IslE. Allen Hemenway11 Director Labor Relations-Ground1213 Accepted and agreed:141516 IslRandy Canale17 President and Directing General Chairman18 District 141 - LA.M.A.W.129

1 Letter of Agreement23 January 22, 200245 Randy Canale6 President and Directing General Chairman7 District 141 - LA.M.A.W.89 Dear Mr. Canale,1011 The following will confirm our agreement regarding family medical12 and dental insurance for full-time employees recalled to part-time13 positions in Fleet Service.141.151617181920212223242526272.Notwithstanding Letter of Understanding #02-01, full-timeemployees working in Fleet Service on the effective date ofthe collective bargaining agreement, who were subsequentlyaffected (prior to the date of this agreement), will be eligiblefor family medical and dental insurance upon recall to a parttimeposition in their location, providing they do not tumdown recall to a full-time Fleet Service position.This settlement regarding eligibility for family medical anddental insurance as described in paragraph #1 will beapplicable from the date of signing this agreement and noretroactive relief or other relief will be granted.28 This agreement is made ona non-precedent basis.2930 Sincerely,3132 IslE. Allen Hemenway33 Director Labor Relations - Ground3435 Accepted and agreed:3637 IslRandy Canale38 President and Directing General Chairman39 District 141 - LA.M.A.W.4041 Article Reference - Art. 22.B.1.C130

1 Pursuant to the August 2002 Restructuring Agreement:23 Employment and other conditions at Wholly Owned Carriers456789101112131415161718192021222324252627282930313233343536373839404142A. US Airways shall request PSA, Piedmont, and Allegheny(hereafter "Wholly Owned Carriers") to make job offers andemploy furloughed Employees who apply for WhollyOwned Carrier Vacancies in accordance with the followingprovisions. It is recognized, however, that US Airways doesnot control the hiring and employment policies of theWholly Owned Carriers, and thus cannot be responsible fortheir compliance with these provisions. US Airways willrequest that the Wholly Owned Carriers indicate, in writing,within seven (7) days ofthe agreement between theCompany and the Union, whether they will comply with theprovisions below.1.2.Employees who are furloughed on or after theeffective date of this agreement who desire transferto a Wholly Owned Carrier Vacancy will be requiredto notify the Wholly Owned Carrier and submit theirapplication to the Wholly Owned Carrier.Employees who are on furlough as ofthe effectivedate ofthis agreement who are interested in applyingfor Vacancies at the Wholly Owned Carrier mustsubmit their application to the Wholly OwnedCarrier within forty-five (45) days ofthe date thatthe Wholly Owned Carrier notifies the Employeethat it will begin to accept applications. Applicationsmust include all locations for which the employee isapplying.The Wholly Owned Carrier will be requested tooffer employment to any qualified furloughedEmployee who has applied under the terms stated initem (1) above prior to employing anyone else inthat Vacancy. As employment opportunities becomeavailable, the Wholly Owned Carrier will berequested to offer such positions in relative seniorityorder to qualified Employees who have submittedapplications in accordance with this Agreement.131

1234567891011121314151617181920212223242526272829303132333435363738B.3. Furloughed Employees who accept positions at theWholly Owned Carrier under these terms will beentitled to such seniority and terms and conditions ofemployment as are applicable in the CBA oremployment policies of the Wholly Owned Carrier.Severance allowance, and any other benefits towhich these Employees are entitled under the USAirways CBA shall not cease, or be adverselyaffected, upon the effective date of hire at theWholly Owned Carrier.4. Wholly Owned Carriers will be requested to releaseFurloughed Employees who accept recall or transferback to US Airways positions in order to complywith report dates pursuant to the terms of the USAirways CBA.5. In addition to the above and as a condition to thisagreement between the Company and the Union thePresident of Mid Atlantic Airways ("MDA") will beasked to provide a letter to lAM addressing MDA'scommitments, if any, regarding union recognition,the bargaining process for a first contract and hiringprocedures. This letter will be provided to the Unionprior to concluding the agreement between theCompany and the Union. For Company employeeshired by MDA, Severance Allowance and any otherbenefits to which these Employees are entitled underthe US Airways CBA shall not cease, or beadversely affected, upon the effective date of hire atMDA.Furloughed Employees hired at a Wholly Owned Carrierafter the effective date of this agreement, will continue to beconsidered on furlough from US Airways and will continueto accrue US Airways seniority until recall to the status (fulltimeor part-time) the employee was furloughed from isaccepted or rejected.132

1 II. Definitions23 The following definitions apply to certain terms used in this4 Agreement.567891011121.2.Employees. The term "Employees" refers to FleetService employees of US Airways represented bytheIAM.Vacancies. The terms "vacancies" refers to vacantjob positions in Fleet Service craft or class.133

1 Employment and other conditions of Wholly Owned Carriers23 In addition to the above and as a condition to this agreement between4 the Company and the Union, the Union agrees that Mid Atlantic5 Airways ("MDA's") health and welfare benefits, including all6 elements (e.g. plan design and employee contributions), will be those7 currently in effect for MDA represented employees and the8 Company agrees that for employees who transfer/displace from9 mainline to MDA following the effective date ofthis agreement,10 applicable mainline seniority will count towards the six months wait11 required prior to being eligible for MDA benefits.134

1 Letter of Understanding234 RE: Use of Compensatory Time for Shift Swaps Off56 November 1,2002789 Randy Canale10 President and Directing General Chairman11 District 141 - LA.M.A.W.1213 Dear Randy,1415 This letter will confirm our understanding regarding the use of16 compensatory time for shift swaps off.1718 The Company, at its sole discretion, by location, may include a19 provision in the local policy regarding compensatory time off that20 allows fleet service employees who shift swap off to use accrued21 compensatory time as compensation for the lost hours.2223 The Company may revise the local policy regarding compensatory24 time off, by location, at any time to discontinue allowing the use of25 compensatory time for shift swaps off.2627 Sincerely,282930 IslE. Allen Hemenway31 Managing Director - Labor Relations Ground323334 Accepted and agreed:353637 IslRandy Canale38 President and Directing General Chairman39 District 141 - LA.M.A.W.40135

1 War/Terrorism Contingency23 In the event that (a) the U.S. invades Iraq (meaning that the U.S.4 initiates a sustained aerial bombardment of those parts ofIraq that5 are not within the current no fly zone or introduces substantial6 numbers of ground troops into the territory of Iraq), or (b) there is an7 act of terrorism which in either event has a material adverse impact8 on commercial aviation, there will be an immediate 5% pay deferral9 implemented for all employees for up to 18 months. The deferral will10 begin to be repaid starting in the first month following the end of the11 deferral and will continue to be repaid in as many monthly12 installments as were covered by the deferral. In the event that US13 Airways Group reports a pretax profit with respectto any quarter14 during which they pay deferral is in effect, the deferral will15 immediately stop and repayment will begin in the next month to16 continue for the same number of months as were included in the17 deferral.18136

1 Letter of Understanding23 Re: "Back to Back" Shift Swaps45 March 10, 200367 Tom Miklavic8 Assistant General Chairman9 DL 141-IAMAW1011 Dear Mr. Miklavic:1213 The following will confirm our understanding regarding the14 company and union agreement regarding the allowance of back to15 back double shift swaps. This agreement is cancelable by either party16 subject to a thirty- (30) day notification:1718 1. Employees may shift swap to work back to back double shifts,19 once per workweek.20 2. The company may disapprove any shift swap for any employee21 where the company fmds that there is evidence of a pattern of abuse22 and/or evidence that the employee's productivity, safety, or job23 performance is adversely affected as described in item 5 below.24 3. There must be a minimum of7 hours of rest between each of the25 double shifts worked back to back.26 4. Back to back double shift swaps will not be approved for any27 employee who is on a Level II or higher of the attendance28 control program.29 5. In the event that the company finds any evidence of an adverse30 impact on the employee's performance, productivity or safety,31 the employee's manager shall discuss the concerns with the32 employee. Following the discussion, should the company again33 find further indications of an adverse impact to the employee's34 productivity, safety, or job performance then the employee's35 back to back shift swaps will be suspended for six (6) months.36 Any grievance filed as a result of the suspension of back to back37 double shift swaps will be limited to the factual question of38 whether the employee was advised of the company concerns39 over the adverse impact to their performance, safety or40 productivity and such grievance will end prior to the System41 Board of Arbitration step of the grievance process.42137

1 Sincerely,23 IslE. Allen Hemenway4 Managing Director - Labor Relations Ground567 Agree and Concur:8910 IslTom Miklavic138

Attachment A - Co-pays, Deductibles & OOP Maximums (From the January2003 Restructurin!: A!:reement)200880/60 PPO PlanIn-network $900Out-of-network $1,80090/70 PPO PlanIn-network $450Out-of-network $900100/80 PPO PlanIn-network $450Out-of-network $90080/60 PPO PlanIn-network $6,000Out-of-network $12,00090/70 PPO PlanIn-network $3,000Out-of-network $6,000100/80 PPO PlanIn-networkN/AOut-of-network $6,000Primary Care Physician $25Specialist $40RetailGeneric $15Formulary Brand $30Nonformulary Brand $50Mail OrderGeneric $30Formulmy Brand $60Nonformulary Brand $100Attachment A-I - US Airways Eligible Actives, Inactives, -Full Time-lAM Fleet(From the January 2003 Restructuring Agreement)PPO 80/60 - Flat 7.0%2008 Contribution BaseEmployee ContributionTrend12%Ee+Ch812.99 57.00Ee427.4330.00Ee+Sp854.8560.00Ee+Fam1,412.2599.002008 Contribution BaseEmployee ContributionPPO 90/70 - Flat 14.0%Trend Ee Ee+ Sp12% 462.6865.00925.36130.00Ee+Ch879.08123.00Ee+Fam1,529.04215.00PPO 100/80 - Flat 19.4%2008Contribution BaseEmployee ContributionTrend Ee12% 493.5196.00Ee+Sp984.83191.00Ee+Ch936.36182.00Ee+Fam1,628.16316.00139

Notes:A. Eligible Part Time rates are two times Full Time rates.B. Any applicable Defined Dollar Benefit (DDB) caps are suspended until the day prior tothe expiration of the Collective Bargaining AgreementC. Trends in 2006 were reduced by 3% to avoid double counting due to the indexing ofCO-Pays, Deductibles, and OOP maximums.Attachment A-2 - Split Families - Eligible Survivors of Retirees-Full-Time -lAM Fleet (From the January 2003 Restructuring Agreement)90% PlanSingle Coverage E +S Coverage E+C Coverage Famil), CoverageRet Ret Ret Ret65+ 65+

Attachment A-4US AirwaysManaged Dental Plan - Split Family Rates - lAM Fleet(From the January 2003 Restructuring Agreement)Full-TimeSingle CoverageE+S CoverageYear Ret Ret Ret 65+ Ret

1 Attachment B2 Retiree Medical3 lAM Fleet4 Pre-65 US Airways Employees who retire post 3/1/0556 1) Retired employees may apply thirty three (33) accrued sick pay7 hours per month up to a maximum of 1200 hours, valued at8 $11.26/hour, to your pre-65 medical premium9 Retired employees will be responsible for medical premium10 costs in excess of$371.58. Monthly contributions will be11 calculated as the total cost of the plan and level of coverage12 you elect less $371.58. Premium Equivalents will be13 recalculated annually based on the Plan's experience. The14 chart below compares monthly Premium Equivalents under.15 the current program to those currently estimated for the new16 program. Please note that the 2005 Current Program rates17 were developed using Active employee rates and the new18 program uses "true" pre 65 employee rates. It should also be19 noted that the new program costs for 2005 are estimated only20 and the actual 2005 rates may vary. The 2005 rates for the21 new program will be finalized by early December.222005 Current 2005 EstimatedProgram NewBase Program Base DifferenceOption 1Option 2Option 3Ee 304.36 413.00 108.64Ee+ Sp 608.51 826.00 217.49Ee+Ch 578.71 785.00 206.29Ee+Fam 1,005.30 1363.00 357.70Ee 329.35 448.00 118.65Ee+ Sp 658.70 896.00 237.30Ee+Ch 625.76 851.00 189.24Ee+Fam 1,088.42 1478.00 389.58Ee 351.30 477.00 125.70Ee+ Sp 701.04 954.00 252.96Ee+Ch 666.54 906.00 239.46Ee+Fam 1,158.98 1574.00 415.02142

1 Once accrued sick pay has been exhausted retired employees2 will have the option to move to an "access only" medical3 plan where they will be responsible for paying 100% of the4 medical premium until they reach age 65. The medical5 premium for this "access only" plan will be different than6 the medical premiums for those using accrued sick pay to7 purchase the benefit and will be based on plan experience for8 the "access only" group.9 2) In lieu of#l above, employees may receive a one-time cash10 payment in the amount equal to $9.20 times the number of11 accrued sick leave hours in their sick bank up to a maximum of12 1200 hours.13 - Choosing to receive this one-time payment means that the14 employee and their dependents will not be able to participate15 in the pre or post-65 health care programs, including the16 "access only" plan noted above.1718 3) At age 65 retired employees and their dependents will not be19 eligible to participate in or have access to any post-65 medical20 plan through US Airways.2122 4) Employees and their dependents will not be eligible for dental23 coverage when they retire effective 3/1/05.24143

1 Post-65 US Airways Employees who retire after 3/1/0523 1) From 3/1/05 through 12/31105 retired employees will have the4 opportunity to remain enrolled in the AdvancePCS pharmacy5 plan6 The monthly contributions charged for this coverage are7 based on a Defined Dollar Benefit (DDB) Cap of $950 per8 year, per individual and are as follows;9Premium EquivalentEmployee Contribution1011121314EeEe+Sp$127.50$255.00$48.33$96.6615 The DDB Cap is only used for the purpose of setting16 contribution rates annually and is not a limit on actual benefits17 paid in a year.18 Contributions will vary from the above if any covered19 dependant are not covered by Medicare20 After 12/31105 retired employees will be eligible for the new21 Medicare prescription drug benefit and will be responsible22 for the full cost of such coverage.144

1 Letter of Understanding23 RE: Fleet Bidding45 May 9, 200567 Randy Canale8 President and Directing General Chairman9 District 141 - LA.M.A.W.1011 Dear Randy,1213 Pursuant to our most recent discussions, the Company is willing to14 change past interpretation of Article 9.3.C, regarding bidding freeze15 while on furlough as follows:1617 Fleet Service employees who have currently received furlough notice18 awards, or going forward who receive furlough notice awards, but19 who remain active prior to their designated furlough date, will not be20 prohibited from filing system transfer requests while on active status21 to stations which were listed as available on their furlough notice.22 Such employees may submit bids for system transfers to any23 location, including locations offered during the displacement process24 which the employee did not list on their displacement bid.2526 This change in interpretation regarding the bidding freeze is27 applicable only while the employee is in an active status prior to28 furlough. Effective with the employee's furlough date, these transfer29 requests will not be considered for locations offered during the30 displacement process which the employee did not list on their31 displacement bid and such employee will be prohibited from32 submitting system transfers to these locations for a period of one (1)33 year from the effective date of their furlough.145

1 Sincerely,23 IslRon Harbinson4 Director Labor Relations-Ground5 USAirways Inc.6789 Accepted and agreed:1011 IslRandy Canale12 President and Directing General Chairman13 District 141 -I.A.M.A.W.146

1 Letter of Agreement #08-0123 Re: Seniority for furloughed fleet service employees45 July 14,200867 William Chandlee8 Assistant General Chairman9 lAMA W - District 1411011 Dear Mr. Chandlee:1213 The following will confirm our agreement regarding the application14 of Article 7, paragraph H for classification seniority for furloughed15 fleet service employees who transfer/accept positions outside of fleet16 service classifications other than shift manager.1718 The Union's position is that the provisions of Article 7.H. do not19 apply to fleet service employees furloughed to the street that20 transfer/accept positions outside of fleet service classifications other21 than shift manager. Therefore the Union and Company agree that a22 furloughed fleet service employee that accepts a position outside of23 fleet service will continue to maintain but not accrue all previous24 fleet service classification and pay seniority for the duration of their25 recall. Should their recall rights expire or they refuse recall, they26 forfeit all previous feet service classification and pay seniority.2728 Article 7.G. will continue to apply to furloughed fleet service29 employees that accept shift manager positions. Such employees will30 continue to maintain but not accrue all previous fleet service31 classification and pay seniority.3233 Sincerely,3435 Is/Ron Harbinson36 Managing Director- Labor Relations Ground37 Accepted and Agreed:3839 Is/William Chandlee40 Assistant General Chairman41 LA.M.A.W147

•12U·S AIRWAYS34 Randy Canale5 August 29, 20086 President & Directing General Chairman7 District 141 - lAMA W89 Letter of Agreement re: Four-Day Work Week Schedules1011 Dear Mr. Canale:1213 This will confirm our agreement to modify the collective bargaining14 agreement to permit shifts of more than eight-and-one-half(8 Yz) hours15 and a work week of four scheduled work days. Prior to the initial16 implementation of a four-day work week in a station after Operational17 Employee Integration (OEl), the Company must have mutual agreement18 from the Union. Once the Company has agreement from the Union to19 permit four-day work week schedules in a station the following applies:2021 1. Notwithstanding Article 5.A, the Company will, at its sole22 discretion, determine which lines of work in the station may23 have a four-day work week schedule and the time frame for24 implementation of any four-day work week schedule. The25 Company may utilize a four-day work week schedule in any26 duty assignment or for certain lines of work within any duty27 assignment which may be modified as determined by the28 Company. The Company may, at its sole discretion,29 discontinue the use of any four-day work week schedule line(s)30 of work. Should the Company decide to discontinue the use of31 all four-day work week schedules in a station, the Company32 will provide the Union a minimum of thirty (30) days notice.33 Where utilized, a 4-day work week will consist offour (4)34 scheduled work days and three (3) consecutive scheduled days35 off, except for those employees whose scheduled days off are36 Saturday, Sunday and Monday, or Sunday, Monday and37 Tuesday.38148

1 2. Notwithstanding Article 5.B, at the Company's discretion,2 open-time agent may be scheduled for four (4). scheduled work3 days and three (3) consecutive scheduled days off.45 3. Notwithstanding Article 5.E, shifts for a full-time employee6 who work week consists of four (4) scheduled work days and7 three (3) consecutive scheduled days off shall consist often-8 and-one-half (1 0-1/2) hours, including a one-half (112) hour9 unpaid meal period.1011 4. Notwithstanding Article 5.F, shifts for part-time employees12 whose work week consists of four (4) scheduled work days and13 three (3) consecutive scheduled days off shall consist of a14 minimum of three (3) and a maximum of six-and-one-half (6-15 112) hours per day.1617 5. Notwithstanding Article 5.G, shifts for part-time employees18 whose work week consists off our (4) scheduled work days and19 three (3) consecutive scheduled days off shall consist of a20 minimum oftwo (2) and a maximum of six-and-one-half (6-21 1/2) hours per day.2223 6. Article 5.H is modified to: Employees will be granted one24 twelve (12) minute break period during the first half of their25 work shift and one twelve (12) minute break during the second26 half of their work shift.2728 7. Article 5.1 is modified to: Employees will be allowed an29 unpaid meal period not to exceed thirty (30) minutes.3031 8. Article 5.U is modified to: The Company will make every32 effort to schedule meal periods for full-time employees within33 one hundred twenty (120) minutes before or after the midpoint34 of their scheduled shift.3536 9. Article 6.P.l will continue to apply in that employees must37 satisfy an 8-hour daily overtime qualifier in order to receive38 time-and-one-half (1-1/2) rates for hours worked at company39 request on a scheduled workday. With respect to flexible40 scheduling, employees are paid straight time rates for regularly41 scheduled hours worked and shift swap hours worked,42 regardless the length of the shift.43149

1 10. Notwithstanding Article 12.G, employees working a 4-day2 workweek will receive a maximum of eight (8) paid working3 days off within a fourteen (14) calendar day period in a4 calendar year for reservist training that will not count against5 the employee's vacation.67 11. Notwithstanding Article 13.A, full-time employees earn up to a8 maximum of 72 sick leave hours per year and part-time9 employees earn up to a maximum of 9 sick leave days per year.10 There will be a maximum accrual cap of 1,400 hours for full-11 time employees, and 175 days for part-time employees.1213 12. Article l3.A.l is modified to: Eligible full-time employees14 accrue 8 hours of sick leave for each accrual month, whether15 working a 5-day or a 4-day work week and regardless ofthe16 shift length.1718 Example 12-1: Full-time employee working 4-day workweek.19 Balance/used is in hours.20BeginningEndingMonth Balance Accrued Used BalanceJanuary 0 8 0 8February 8 . 0 0 8March 8 8 10 6April 6 8 0 14May 14 8 0 22June 22 0 0 22July 22 8 20 10August 10 8 0 18September 18 8 0 26October 26 0 10 16November 16 8 0 24December 24 8 0 32TOTALS 72 4021150

1 Example 12-2: Full-time employee working 5-day workweek.2 Balance/used is in hours.3BeginningEndingMonth Balance Accrued Used BalanceJanuary 0 8 0 8February 8 0 0 8March 8 8 8 8April 8 8 0 16May 16 8 0 24June 24 0 0 24July 24 8 16 16August 16 8 0 24September 24 8 0 32October 32 0 8 24November 24 8 0 32December 32 8 0 40TOTALS 72 3245 13. Article 13.A.2 is modified to: Eligible part-time employees6 accrue I day of sick leave for each accrual month, whether7 working a 5-day or a 4-day work week and regardless ofthe8 shift length.910 Example 13-1: Part-time employee working 4-day workweek (max 6.5II hour shifts). Balance/used is in days.12Beginning Days EndingMonth Balance Accrued Used BalanceJanuary 0 I 0 IFebruary 1 0 0 1March 1 1 I 1April 1 1 0 2May 2 I 0 3June 3 0 0 3July 3 1 2 2August 2 1 0 3September 3 I 0 4October 4 0 1 3November 3 1 0 4December 4 1 0 5TOTALS 9 4151

1 Example 13-2: Part-time employee working 5-day workweek (max 6.52 hour shifts). Balance/used is in days.3Beginning Days EndingMonth Balance Accrued Used BalanceJanuary 0 1 0 1February 1 0 0 1March 1 1 1 1April 1 1 0 2May 2 1 0 3June 3 0 0 3July 3 1 2 2August 2 1 0 3September 3 1 0 4October 4 0 1 3November 3 1 0 4December 4 1 0 5TOTALS 9 445 14. Article 13.H is modified to: Full-time employees transferring6 to part-time, or displaced to part-time, will have their full-time7 sick leave converted to part-time by dividing the number of8 full-time sick leave hours by four (4) on the effective date ofthe9 transfer. The result is the number of days in the employee's10 part-time sick leave bank. Ifthe result exceeds 175 days, the11 employee will maintain the higher amount and will not accrue12 sick leave days until such time that the employee's available13 sick leave bank is reduced below the 175-day maximum cap.1415 15. Article 13.1 is modified to: Part-time employees transferring to16 full-time, or recalled to full-time, will have their sick leave17 converted to full-time by multiplying the number of part-time18 sick days by four (4) hours on the effective date of the transfer.19 The result is the number of hours in the employee's full-time20 sick leave bank.2122 16. Notwithstanding Article 14.E, if a holiday falls within a full-23 time employee's vacation period, he will receive 8 hours of24 extra pay at straight-time rates in lieu of the holiday, whether25 working a 5-day or a 4-day work week and regardless ofthe26 shift length.27152

1 17. Notwithstanding Article 14.F.l, holiday pay for full-time2 employees will be equal to 8 hours, or converted to 8 hours of3 compensatory time, whether working a 5-day or a 4-day work4 week and regardless ofthe shift length.56 18. Notwithstanding Article 15.A, during the first calendar year of7 service, full-time employees earn eight (8) hours of vacation8 and part-time employees earn one (1) day of vacation for each9 full calendar month of employment, up to maximum of 8010 hours for full-time and 10 days for part-time (no vacation11 earned in June or October).1213 19. Article 15.B is modified to: Following the employee's first14 calendar year of service, the amount of vacation earned15 increases as the employee begins the years of service as16 designated in IS.B.1 and IS.B.2 below.1718 20. Article IS.B.1 is added: Effective January 1,2009, eligible full-19 time employees will accrue vacation based on the chart below,20 whether working a 5-day or a 4-day work week and regardless21 of the shift length:22FULL-TIME EMPLOYEESWhen Employees Begin Monthly Accrual Maximum YearlyTheirAccrual1 sl year of service 8 hours 80 hours5 1h year of service 12 hours 120 hours141h year of service 16 hours 160 hours2324 21. Article IS.B.2 is added: Effective January 1, 2009, eligible25 part-time employees scheduled to work a 5-day work week for26 the majority of weeks in the vacation accrual month, will accrue27 vacation as outlined below for 5-day work weeks. Eligible28 part-time employees scheduled to work a 4-day work week for29 the majority of weeks in the vacation accrual month, will accrue30 vacation as outlined below for 4-day work weeks. Should the31 part-time employee work an equal number of 4-day and S-day32 work weeks in the accrual month, the employee will accrue33 according to the 5-day work week chart below. For the34 purposes of this provision, work weeks shall be considered35 within the month based on the first day ofthe work week36 (Monday). For example, a work week beginning on Monday,153

123April 28, would be considered an April work week to determinethe accrual rate.PART-TIME EMPLOYEES WORKING 5-DAY WORK WEEKSWhen Employees Begin Monthly Accrual Maximum YearlyTheirAccrual1 st year of service 1 day 10 days5 tn year of service 1.5 days 15 days14 tn year of service 2.0 days 20 days4PART-TIME EMPLOYEES WORKING 4-DAY WORK WEEKSWhen Employees Monthly Accrual Maximum YearlyBegin TheirAccrual1 st year of service 0.8 days 8 days5 th year of service 1.2 days 12 days14th year of service 1.6 days 16 days56 Example 21-1: Part-time employee with 2 years seniority, working 4-7 day workweek (5.0 hour shifts). Vacation weeks awarded in April and8 October (1 each). Balance is in days.9Beginning Days Used EndingMonth Balance Accrued (weeks Balanceused)January 0 0.8 0 0.8February 0.8 0.8 0 1.6March 1.6 0.8 0 2.4April 2.4 0.8 4 (1 week) -0.8May -0.8 0.8 0 0June 0 0 0 0July 0 0.8 0 0.8August 0.8 0.8 0 1.6September 1.6 0.8 0 2.4October 2.4 0 4 (1 week) -1.6November -1.6 0.8 0 -0.8December -0.8 0.8 0 0TOTALS 8 8 (2 weeks)10154

1 Example 21-2: Part-time employee with 2 years seniority, working 5-2 day workweek (5.0 hour shifts). Vacation weeks awarded in April and3 October (I each). Balance is in days.4Beginning Days Used EndingMonth Balance Accrued (weeks Balanceused)January 0 1 0 1February 1 1 0 2March 2 1 0 3April 3 1 5 (1 week) -1May -1 1 0 0June 0 0 0 0July 0 1 0 1August 1 1 0 2September 2 1 0 3October 3 0 5 (1 week) -2November -2 1 0 -1December -1 1 0 0TOTALS 10 10 (2 weeks)5155

1 Example 21-3: Part-time employee with 2 years seniority, working2 varied schedule. Months noted with a (4) indicate months employee3 worked a 4-day workweek; months noted with a (5) indicate months4 employee worked a 5-day workweek. All schedules are 5-hour shifts.5 Vacation weeks awarded in April and October (1 each). Balance is in6 days.7Beginning Days Used EndingMonth Balance Accrued (weeks Balanceused)January (4) 0 0.8 0 0.8February (4) 0.8 0.8 0 1.6March (5) 1.6 1 0 2.6April (5) 2.6 1 5 (1 week) -1.4May (5) -1.4 1 0 -0.4June (5) -0.4 0 0 -0.4July (5) -0.4 1 0 0.6August (5) 0.6 1 0 1.6September (5) 1.6 1 0 2.6October (4) 2.6 0 4 (1 week) -1.4November (4) -1.4 0.8 0 -0.6December (4) -0.6 0.8 0 0.2TOTALS 9.2* 9 (2 weeks)8 * Employee due 0.2 pay910 22. Article 15.D is modified to: Vacation pay is computed at the11 employee's regular rate of pay. For full-time employees, a12 vacation day will be equal to the scheduled hours for the day.1314 23. Article 15.G is modified to: Eligible full-time employees may15 elect to use up to 80 hours, and eligible part-time employees16 may elect to use up to 10 days, of earned vacation to be taken as17 Day-At-A-Time (DAT) vacation provided for in paragraph N.18 Prior to bidding vacation for the following year, employees will19 be required to designate the number of vacation weeks they will20 bid and the number ofDAT hours/days they will set aside.2122 24. The last sentence of Article 24.F.l is modified to: Where actual23 classroom hours, plus hours worked, excluding an unpaid meal24 period, exceed the full-time employee's regularly scheduled25 paid hours for the day (8 or 10 hours), employees will be26 compensated at the applicable rate.27156

1 25. Article 24.G.l is modified to: Full-time employees traveling to2 andlor attending training away from the geographic location of3 their station on a scheduled workday will be compensated for a4 minimum oftheir regularly scheduled paid hours for the day (85 or 10 hours). lfthe travel time plus actual classroom time plus6 any hours worked (excluding an unpaid meal period) exceeds7 the regularly scheduled paid hours for the day (8 or 10 hours),8 travel time will be compensated at straight-time rates.910 26. Pursuant to the Transition Agreement, Article 13 (Sick Leave)11 and Article 15 (Vacation) do not apply to West employees until12 January 1, 2009, therefore any modifications to those articles13 contained in this letter of agreement do not apply to West14 employees until January 1, 2009 ..1516 Sincerely,17181920 IslRon Harbinson21 Managing Director Labor Relations-Ground22232425 Accepted and Agreed:262728 IslRandy Canale29 President & Directing General Chairman, District 141-lAMA W157

11=-U-SAIRWAYS12 October 6, 200834 William Chandlee5 Assistant General Chairman6 I.A.M.A.W.78 Re: LOA for distribution of Part-time overtime910 Dear Mr. Chandlee:1112 This letter will summarize our agreement regarding13 the order overtime is offered in Paragraph 6.F as14 outlined below. This agreement will become15 effective upon Operational Employee Integration as16 defined in the Final Transition Agreement ratified on17 May 8, 2008.1819 ModifY Paragraph 6.F to offer part-time overtime in20 the following order:2122 1.2324252627 2.••Part-time employees in the classification and dutyassignmentSigned up on the availability list (where utilized)Having the lowest equalization28 • Qualified part-time employees in the classification but29 outside the duty assignment30 • Signed up on the availability list (where utilized)31 • Having the lowest equalization32 3.33 • Part-time employees in the duty assignment but outside the34 classification35 • Signed up on the availability list (where utilized)36 • Having the lowest equalization158

123456789101112131415161718194.5.6.7.8.••••••••••••Qualified part-time employees outside the classificationand duty assignmentSigned up on the availability list (where utilized)Having the lowest equalizationFull-time employees in the duty assignmentSigned up on the availability list (where utilized)Having the lowest equalizationQualified full-time employees outside the duty assignmentSigned up on the availability list (where utilized)Having the lowest equalizationEmployees in the duty assignmentOn a voluntary basisQualified employees outside the duty assignmentOn a voluntary basis2021 9. Mandatory assignment as described in Paragraph U of this22 article.232425 Sincerely,2627 IslRon Harbinson28 Managing Director Labor Relations - Ground29 US Airways, Inc.303132 Accepted and agreed:333435363738IslWilliam ChandleeAssistant General ChairmanLA.M.A.W39 cc: Robert Weston40159Date