新空乘人員的起薪低,工作時間長,但應付工時相對較少,而且自2019年以來,即使通脹率持續(xù)上升,他們也沒有機會就合同工資進行重新談判,在通往經(jīng)濟穩(wěn)定的職業(yè)道路上,他們歷盡坎坷。
美國航空公司出具了一封工作證明信,有人從中發(fā)現(xiàn)一些新空乘人員的起薪竟然如此之低,該證明信因而在Reddit上傳播開來,備受關注。信中指出,美國航空公司新空乘人員的預計年薪為27,315美元(扣除激勵薪酬和稅費前)。于是,人們開始討論空乘人員的公平工資問題,以及即使經(jīng)濟和勞動力市場在理論上看起來不錯,但通脹性物價上漲為何仍使許多美國人的生活不堪重負。
據(jù)美國有線電視新聞網(wǎng)(CNN)報道,作為美國航空公司工人代表的工會,職業(yè)空乘人員協(xié)會核實了該信的真實性。該信僅供空乘人員用于向潛在房東或其他服務機構證明其就業(yè)和收入情況。
雖然信中列出的工資高于聯(lián)邦貧困線,即單人家庭15,060美元,但這一數(shù)字并不能反映全國層面的真實生活成本,在大都市地區(qū),生活成本可能要高得多。
工會也一直在痛斥起薪過低,在包括馬薩諸塞州和紐約州在內(nèi)的幾個州,單收入家庭的起薪甚至達到了領取聯(lián)邦補充營養(yǎng)援助計劃(SNAP)或食品券的標準。
工會還將空乘人員的工資與公司首席執(zhí)行官羅伯特?伊索姆的收入進行比較,呼吁人們關注日益嚴重的“企業(yè)貪婪”問題。
新空乘人員的起薪約為每年27,000美元,這只是這位首席執(zhí)行官去年收入3,140萬美元的一小部分,后者高達新空乘人員收入的1,162倍。
美國航空公司并未立即回應《財富》雜志的置評請求。
可以肯定的是,代表美國航空公司空乘人員的工會與美國航空公司管理層之間存在著諸多挑戰(zhàn)。根據(jù)一項名為《鐵路勞工法》的聯(lián)邦法律,未經(jīng)政府許可,航空公司和鐵路行業(yè)的工人和工會成員不得罷工。但是,通過宣布美國航空公司和工會組織之間的談判陷入僵局,或允許工會進行可能的罷工,國家調解委員會等聯(lián)邦調解員組織可以批準這種罷工。
根據(jù)公會于11月發(fā)布的最新報告,工會談判的上一份合同于2014年簽署,但自2019年以來,工人們一直沒有加薪。
工會在一份聲明中寫道:“空乘人員是承受通貨膨脹重壓的一線工人,卻不能緊跟行業(yè)步伐得到同等報酬?!惫€補充說,空乘人員的生活質量“是可以通過新的集體談判協(xié)議得到改善的”。
最近,工會一直在攜手聯(lián)合航空、阿拉斯加航空和西南航空等其他航空公司的空乘人員,推動簽訂一份提高時薪的新合同。
考慮到空乘人員的工作模式包括許多無償工時,確??粘巳藛T獲得適當?shù)膱蟪暧葹橹匾F骄?,全職空乘人員每月只能獲得約75小時的時薪,而且有償工時通常只有在飛機艙門關閉后才正式開始計算,不包括空乘人員在機場或登機過程中在飛機上停留的時間。
工會在5月20日發(fā)布的一份總結報告中寫道:“登機過程是飛行經(jīng)歷中壓力最大的部分之一,但我們的工人卻沒有因此得到報酬?!?/p>
工會寫道,保證登機薪酬“是解決這一歷史性不公平問題的重要一步”;盡管進展緩慢,但顯然其他航空公司已進行了調整。2022年6月,在面對一次工會運動威脅之后,達美航空公司為空乘人員設立了登機薪酬,即在登機期間,工人可獲得相當于一半時薪的報酬。然而,達美航空是美國唯一一家空乘人員沒有加入工會的大型航空公司。
工會現(xiàn)提議在新合同的第一年加薪33%,最高時薪為91美元,在四年協(xié)議的其余年份,每年分別加薪5%、4%和4%。工會還要求根據(jù)過去五年談判期間空乘人員的工作時間追溯加薪。
工會在總結報告中寫道,美國航空公司“拒絕就最高時薪做出讓步,即只提供76美元的最高時薪,也不愿提供登機薪酬和其他改進措施”,但該公司在最近向工會提出的合同提案中,將登機薪酬、更高的401K匹配供款和分紅等福利納入了與飛行員相同的薪酬計算公式。(財富中文網(wǎng))
翻譯:郝秀
審校:汪皓
新空乘人員的起薪低,工作時間長,但應付工時相對較少,而且自2019年以來,即使通脹率持續(xù)上升,他們也沒有機會就合同工資進行重新談判,在通往經(jīng)濟穩(wěn)定的職業(yè)道路上,他們歷盡坎坷。
美國航空公司出具了一封工作證明信,有人從中發(fā)現(xiàn)一些新空乘人員的起薪竟然如此之低,該證明信因而在Reddit上傳播開來,備受關注。信中指出,美國航空公司新空乘人員的預計年薪為27,315美元(扣除激勵薪酬和稅費前)。于是,人們開始討論空乘人員的公平工資問題,以及即使經(jīng)濟和勞動力市場在理論上看起來不錯,但通脹性物價上漲為何仍使許多美國人的生活不堪重負。
據(jù)美國有線電視新聞網(wǎng)(CNN)報道,作為美國航空公司工人代表的工會,職業(yè)空乘人員協(xié)會核實了該信的真實性。該信僅供空乘人員用于向潛在房東或其他服務機構證明其就業(yè)和收入情況。
雖然信中列出的工資高于聯(lián)邦貧困線,即單人家庭15,060美元,但這一數(shù)字并不能反映全國層面的真實生活成本,在大都市地區(qū),生活成本可能要高得多。
工會也一直在痛斥起薪過低,在包括馬薩諸塞州和紐約州在內(nèi)的幾個州,單收入家庭的起薪甚至達到了領取聯(lián)邦補充營養(yǎng)援助計劃(SNAP)或食品券的標準。
工會還將空乘人員的工資與公司首席執(zhí)行官羅伯特?伊索姆的收入進行比較,呼吁人們關注日益嚴重的“企業(yè)貪婪”問題。
新空乘人員的起薪約為每年27,000美元,這只是這位首席執(zhí)行官去年收入3,140萬美元的一小部分,后者高達新空乘人員收入的1,162倍。
美國航空公司并未立即回應《財富》雜志的置評請求。
可以肯定的是,代表美國航空公司空乘人員的工會與美國航空公司管理層之間存在著諸多挑戰(zhàn)。根據(jù)一項名為《鐵路勞工法》的聯(lián)邦法律,未經(jīng)政府許可,航空公司和鐵路行業(yè)的工人和工會成員不得罷工。但是,通過宣布美國航空公司和工會組織之間的談判陷入僵局,或允許工會進行可能的罷工,國家調解委員會等聯(lián)邦調解員組織可以批準這種罷工。
根據(jù)公會于11月發(fā)布的最新報告,工會談判的上一份合同于2014年簽署,但自2019年以來,工人們一直沒有加薪。
工會在一份聲明中寫道:“空乘人員是承受通貨膨脹重壓的一線工人,卻不能緊跟行業(yè)步伐得到同等報酬。”工會還補充說,空乘人員的生活質量“是可以通過新的集體談判協(xié)議得到改善的”。
最近,工會一直在攜手聯(lián)合航空、阿拉斯加航空和西南航空等其他航空公司的空乘人員,推動簽訂一份提高時薪的新合同。
考慮到空乘人員的工作模式包括許多無償工時,確??粘巳藛T獲得適當?shù)膱蟪暧葹橹匾F骄?,全職空乘人員每月只能獲得約75小時的時薪,而且有償工時通常只有在飛機艙門關閉后才正式開始計算,不包括空乘人員在機場或登機過程中在飛機上停留的時間。
工會在5月20日發(fā)布的一份總結報告中寫道:“登機過程是飛行經(jīng)歷中壓力最大的部分之一,但我們的工人卻沒有因此得到報酬。”
工會寫道,保證登機薪酬“是解決這一歷史性不公平問題的重要一步”;盡管進展緩慢,但顯然其他航空公司已進行了調整。2022年6月,在面對一次工會運動威脅之后,達美航空公司為空乘人員設立了登機薪酬,即在登機期間,工人可獲得相當于一半時薪的報酬。然而,達美航空是美國唯一一家空乘人員沒有加入工會的大型航空公司。
工會現(xiàn)提議在新合同的第一年加薪33%,最高時薪為91美元,在四年協(xié)議的其余年份,每年分別加薪5%、4%和4%。工會還要求根據(jù)過去五年談判期間空乘人員的工作時間追溯加薪。
工會在總結報告中寫道,美國航空公司“拒絕就最高時薪做出讓步,即只提供76美元的最高時薪,也不愿提供登機薪酬和其他改進措施”,但該公司在最近向工會提出的合同提案中,將登機薪酬、更高的401K匹配供款和分紅等福利納入了與飛行員相同的薪酬計算公式。(財富中文網(wǎng))
翻譯:郝秀
審校:汪皓
New flight attendants—faced with low starting wages, long days with relatively fewer payable hours, and no opportunity to renegotiate wages on their contacts since 2019, even while inflation has been steadily rising—need to weather a lot of turbulence en route to a financially stable career path.
An employment verification letter from American Airlines is circulating on Reddit and collecting attention because of how low starting wages are for some newly hired flight attendants. The letter, which states that a new American Airlines flight attendant will have a projected annual salary of $27,315 before incentives and taxes are collected, has sparked conversations about fair wages for flight attendants and how inflationary price hikes are making life unaffordable for many Americans—even if the economy and labor markets look good on paper.
The union that represents American Airlines workers, called the Association of Professional Flight Attendants, verified the authenticity of the letter, CNN reported, which is issued for potential landlords or other services where flight attendants need to verify their employment and income.
While the salary listed in the letter is above the federal poverty line of $15,060 for a single-person household, that figure doesn’t reflect the true cost of living on a national level, which can be much higher in major metropolitan areas.
The union has also been calling out the low starting pay, which for a single-income household meets the qualification criteria for the federal Supplemental Nutrition Assistance Program (SNAP), or food-stamp benefits, in several states including Massachusetts and New York.
The union is also calling attention to a growing issue of “corporate greed” by drawing comparisons between the wages an flight attendant can earn as opposed to what the company’s CEO, Robert Isom, earns.
The starting salary for a new flight attendant is about $27,000 per year, which is just a fraction of the CEO’s $31.4 million earned last year—an amount 1,162 times greater than the earnings of a new attendant.
American Airlines did not immediately respond to Fortune’s request for comment.
To be sure, a concoction of challenges lie between the union representing American Airlines’ flight attendants and management. Under a federal law called the Railway Labor Act, workers and union members in the airline and railroad industries are not allowed to go on strike without permission from the government. Federal mediator groups, like the National Mediation Board, could authorize such permission by declaring an impasse in negotiations between American Airlines and the union group, or by allowing the union to pursue a potential strike.
The last contract the union negotiated was signed in 2014, according to a November update by the association, and workers have been without a raise since 2019.
“Flight attendants are frontline workers left shouldering the weight of inflation without the compensation needed to keep pace with the industry,” the association wrote in a statement, and added that attendants’ quality of life “could be improved with a new collective bargaining agreement.”
Recently the union has been pushing for a new contract to raise hourly wages, joining flight attendants from other airlines, including United Airlines, Alaska Airlines, and Southwest, which are making similar demands.
Ensuring flight attendants are properly paid is especially important considering their work model includes many hours of unpaid work. On average, full-time flight attendants only get about 75 hours of hourly pay each month, and pay often only officially begins once the plane’s doors close, rather than compensation that also accounts for hours when they need to be at the airport or on the plane during the boarding process.
“One of the most stressful parts of the flight experience is during the boarding process,” the union wrote in a May 20 summary, adding, “yet we are not paid for this work.”
Securing boarding pay, the union wrote, “is an important step in addressing this historic inequity”; other airlines have notably been making those changes, albeit slowly. In June 2022, Delta Air Lines instituted boarding pay for flight attendants, offering workers half their hourly rate during boarding, after facing threats of a union campaign. Delta, however, is the only major U.S. airline whose flight attendants are not unionized.
The union is now proposing a 33% pay raise with a cap at $91 per hour during the first year of a new contract, with pay raises of 5%, 4%, and 4% for the remaining years of a four-year agreement. It’s also calling for retroactive pay raises based on how much attendants worked during the last five years of negotiations.
American Airlines “refused to budge off a top rate of $76 per hour, plus boarding pay and other improvements,” the union wrote in the summary, but the company included benefits like boarding pay, higher 401K matching contributions, and profit sharing on the same formula as pilots in its most recent contract proposal to the union.