inflight services · appendix d absence certificate appendix e medical follow-up letter appendix f...

Inflight Services

Flight Attendant

Leaves of Absence (LOA)

Packet

For the most current LOA packet, refer to the United Airlines intranet: Flying Together> My

Department> Flight Attendant Support Team> Leave of Absence

Revised 10/2015

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TABLE OF CONTENTS:

PRIOR TO LEAVE OF ABSENCE ...……………………………………………………………………………………………………… 2

EDUCATIONAL LEAVE OF ABSENCE ………………………………………………………………………………………………… 3

MATERNITY LEAVE OF ABSENCE ……………………………………………………………………………………………………… 5

MILITARY LEAVE OF ABSENCE …………………………………………………………………………………………………………. 10

MEDICAL LEAVE OF ABSENCE …………………………………………………………………………………………………………. 12

OCCUPATIONAL LEAVE OF ABSENCE ……………………………………………………………………………………………….. 15

PARENTAL LEAVE OF ABSENCE ………………………………………………………………………………………………………… 19

PATERNAL LEAVE OF ABSENCE ………………………………………………………………………………………………………… 19

PERSONAL LEAVE OF ABSENCE ………………………………………………………………………………………………………… 20

SPECIAL LEAVE OF ABSENCE ……………………………………………………………………………………………………………. 22

GENERAL POLICIES ………………………………………………………………………………………………………………………….. 26

DURING THE LEAVE OF ABSENCE …………………………………………………………………………………………………… 27

BENEFITS ………………………………………………………………………………………………………………………………………… 28

RETURN FROM LEAVE OF ABSENCE ………………………………………………………………………………………………… 32

APPENDIX ……………………………………………………………………………………………………………………………

APPENDIX A MEDICAL CERTIFICATION FOR PREGNANT FLIGHT ATTENDANT APPENDIX B 28TH WEEK CERTIFICATION OF PREGNANCY

30TH WEEK CERTIFICATION OF PREGNANCY APPENDIX C SICK BANK EXHAUSTION LETTER APPENDIX D ABSENCE CERTIFICATE APPENDIX E MEDICAL FOLLOW-UP LETTER APPENDIX F INSUFFICIENT MEDICAL INFORMATION LETTER APPENDIX G EMPLOYEE STATUS FORM APPENDIX H DESCRIPTION OF FLIGHT ATTENDANT JOB DUTIES APPENDIX I BENEFITS WHILE ON LEAVE OF ABSENCE (Reference Chart) APPENDIX J LEAVE OF ABSENCE RETURN TO WORK CHECKLIST APPENDIX K RETURN TO WORK LETTER APPENDIX L RESOURCE REFERENCE LIST

NOTE: Certain states/countries may provide additional leave benefits which are not discussed herein. Please contact your Human Resources representative for more information. Information on the following is not covered here: Family Medical Leave, Occupational Injury Medical Leave and Voluntary Furlough (info can be found in Flying Together). Also, Maternity LOA info for LHR and FRA can be obtained in the LHRSW and FRASW base offices only.

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PRIOR TO LEAVE OF ABSENCE (LOA)

Review LOA Policy Packet

Review the General Policies and applicable LOA section(s) in this packet. If you require additional clarification regarding this information please contact your supervisor. If based in a hub location, you may also see the Supervisor of Administration and Support.

Complete Request Form

To request an Educational, Military, Parental, Paternal or Personal Leave, complete the applicable request found via Flying Together > My Department > Flight Attendant Support Team > Leave of Absence Information.

Turn in Company Property

As you commence your LOA, you will be required to turn in your locally issued parking permit/badge and duty free key to your base.

You may retain your United crew badge for use during the LOA. Should it expire during the LOA, it cannot be renewed until return to active status. You will retain LINK and company issued accessories for the duration of your LOA. If your LOA extends past 90 days, LINK will be suspended until your return to active service.

DEFINITIONS

FA = Flight Attendant

FAST = Flight Attendant Support Team

FML = Family Medical Leave Policy

FMLA = Family Medical Leave Act

LOA = Leave of Absence

ONSL = On Sick Leave

OCSL = Occupational Sick Leave

MTSL = Maternity Sick Leave

OFSL = Off Sick Leave

SL = Sick Leave

*PLEASE NOTE: In addition to information pertaining to your specific LOA, also read the

sections beginning on page 26 containing facts pertinent to all leaves of absence with particular attention to ‘Return from Leave’ beginning on page 32

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EDUCATIONAL LEAVE OF ABSENCE

Qualifications and Conditions for Leave of Absence

The Agreement provides for an Educational LOA. Eligibility requirements include having completed probation with a satisfactory work and attendance record. You need to take at least twelve (12) credit hours per semester or the equivalent of a full course load and provide your transcripts to the FAST each semester as proof of your educational status. Notify the FAST of any changes to your education status after your leave has been approved.

You will receive written notification of the approval or denial of your requested Educational Leave.

Length of Leave of Absence

Educational leaves are granted for a period not in excess of one hundred eighty (180) days. Such period may be extended for additional periods not to exceed ninety (90) days each.

Transfer on File

Review your TRNREQ screen to determine if you still desire the requested transfer. If awarded, you will be required to decline the transfer or terminate your leave and return to active status to accept it. (Return to active status includes: attending required training and completing a contractual work assignment in your current base). Should you decline the transfer, it will be removed from your file with no penalty. A non-response to a transfer award will inhibit your ability to request a transfer for three (3) months. Upon return from your Educational Leave, you may resubmit a transfer.

Seniority Accrual

Per the Collective Bargaining Agreement, seniority accrues for the first 270 consecutive days of your leave. All leaves begin and end with the schedule month. Any number of days over the 270 consecutive days will cause your seniority to be adjusted by an equal number of days. Company, SW and Pay seniority will be adjusted upon return from leave.

Employee Pleasure Travel*

Pass travel is not permitted for co-workers (or their eligible pass riders) while on unpaid Personal or unpaid Educational leave.

Emergency Travel*

You are eligible for emergency travel for ninety (90) days from your last day worked. Eligibility for emergency travel requires a need to travel within 48 hours of a catastrophic event involving the employee or family members. Refer to the Company’s Travel policy for further details.

* Please note: As always, boarding priority, service charges and other elements of the pass travel

programs are subject to change at any time based on company policy.

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Medical Clearance

You will be expected to return as planned. If, however, you are unable to return due to your own health, an Absence Certificate will be required (see appendix).

Insurance

You have the opportunity to continue Medical, Dental and/or Vision insurance coverage for up to eighteen (18) months (known as COBRA) by paying the full cost of your coverage plus a 2% administrative fee. You will receive detailed information from the United Airlines Benefits Center within thirty days of the start of your Educational Leave.

If you did not elect COBRA while on Educational Leave, your insurance benefits are automatically cancelled on the last day of the month in which your leave begins. However, if your leave begins on the first day of the month, insurance benefits will be cancelled effective the last day of the previous month. If you return to work within the same plan year as your leave date, you will be reinstated in your benefits prior to your leave date. If your leave crosses into a new year, you will receive an enrollment packet upon your return to work and will have forty-five (45) days from the date on your Personal Enrollment sheet to enroll in benefits.

Should you have a “qualifying event” such as marriage, divorce, spouse losing medical coverage from his/her employer, having a baby, etc. you have forty-five (45) days from the date of the event to enroll for eligible coverage. You can complete a Qualified Status change on the website Flying Together>Employee Services>Your Benefits Resource or by contacting the United Airlines Benefits Center.

Company paid Basic Life Insurance and Accidental Death and Dismemberment Insurance continue for the entire period of your Educational Leave provided you pay the cost of the premium directly to MetLife. If you remain on leave longer than 180 days, you will be offered the option to convert your

life insurance to an individual policy starting with the 181st date of your leave.

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MATERNITY LEAVE OF ABSENCE

Qualifications and Conditions for Leave of Absence

As soon as you are aware of your pregnancy contact your supervisor. You will be unable to fly and placed on „no-fly‟ status until your physician reviews the Flight Attendant Job Description (Appendix H) and completes the Medical Certificate for the pregnant flight attendant (Appendix A) and faxes it to the FAST at 847-364-2445. If unable to fly or you elect not to fly you may continue utilizing your sick bank or be placed on leave of absence.

Upon receipt of the Medical Certification for Pregnant Flight Attendant form, you will receive a letter from your supervisor advising of the specifics of your Maternity Leave.

Please contact your supervisor if there are changes (delivery or termination of pregnancy) which would affect your leave status.

Please note: LHR and FRA based FA/s need to obtain Maternity packets and information in their respective bases.

Post Notification / Pre-Delivery

With your doctor’s certification, you may fly up to and including your 31st week of pregnancy. A pregnant FA must provide a written medical certification of her ability to continue safely flying in advance of her 28th and 30th weeks. The required forms (Appendix B) are to be faxed to the FAST

(847-364-2445) prior to the first scheduled ID of your 28th and 30th week. Failure to do so will result in removal from service until the form is received.

1. If your doctor certifies you should not fly for a specific period but are able to fly at a later date,

you may elect to be placed on a Maternity LOA or draw from your sick leave bank and return to active status at a later date**. Notify the FAST (FLT-Line 4-4) of your election when you submit the certification form.

**FMLA will run concurrently with Maternity Leave of any duration when taken prior to the 31st week of pregnancy through ninety (90) days after the actual delivery date.

2. All uniform appearance standards are followed during your pregnancy. You may order a

loaner maternity uniform to use as a loaner piece or you may purchase the maternity jumper with allotment points or a personal check. Allow two (2) weeks for delivery. Loaner maternity jumper is to be returned to the base in clean condition after use. If a larger overcoat is needed, you will need to purchase one. An additional coat is not provided. The coat is to be similar in style and color to the current uniform coat.

Availability of Reasonable Accommodation Program (RAP)

Based on your medical restrictions, the Reasonable Accommodation Program (RAP) is an interactive, optional process which involves the local management, Labor Relations team, Human Resources and the Employee Service Center (ESC) working together with you to identify reasonable accommodation options. This process is to determine if you can perform the essential functions of the flight attendant position with or without a reasonable accommodation.

You should consider the RAP process if: (1) your doctor certifies that you either cannot fly or cannot meet the essential functions of the flight attendant position for the remainder of your pregnancy; OR (2) you have reached the 31st week of your pregnancy. Your situation will be considered on an

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individual basis. If you are interested in participating in RAP during your pregnancy, please contact the RAP Administrator at the Employee Service Center or your supervisor.

Maternity Sick Leave

If you have sick hours in your sick bank when beginning the Maternity Leave, you will be placed on Maternity Sick Leave (MTSL). You may remain on this status until you exhaust your sick bank, until the 42nd day following birth or until you elect to be placed on a Maternity Leave of Absence (MLOA). You are an active employee while on Maternity Sick Leave and benefits are not impacted.

During this period, you may choose from the following Flight Time Credit options by selecting the

corresponding “Long Term Leave Option” listed on the bid screen as follows:

Flight Time Credit Long Term Leave Option

71 hour minimum MIN

100 hour maximum MAX

Value of your Line Award (Paper Award) BID

Should you choose to paper bid, use the bid screen (accessed via LOFBID in Unimatic) to select from the available lines at your base. When you display your LOFBID screen while you are on a Leave of Absence or Extended Illness Status, you should see an asterisk (*) in front of your name. This asterisk indicates you will not be awarded an actual Line of Flying (LOF). Rather, you are establishing the basis for your pay in that month. If the asterisk does not appear, you will be awarded a schedule as normal.

When you paper bid, complete the LOFBID screen as normal. During the award of schedules, you will be paid based on what you were paper awarded and what your seniority would normally hold. Should your bid be insufficient, you will be assigned a schedule based on the lowest numbered line available at your seniority and status as a line-holder status or reserve (A, B letter) and will be paid the value (projection) of that line. If you are paper awarded a premium position line, you will be paid the premium pay that applies.

If you are ONSL for an entire month, you may contact the FAST via FLT-LINE 4/3 to change your pay option. However, if you wish to increase time above the value of your awarded schedule, premium pay will be for the value of the line to which you are assigned.

Maternity Leave of Absence

Once the Medical Certificate for Pregnant Flight Attendant is submitted and processed, a Maternity LOA is available to a FA: (1) whose sick bank is exhausted, or (2) chooses to be placed on Maternity

LOA, and/or (3) through the 90th day following the birth. Benefits while on this status are the same as those outlined in the Medical LOA section of this packet. A Flight Attendant may be transitioned to a Medical LOA if she is medically unable to return to work upon the expiration of the 90 day period following birth.

Following Delivery or a Termination of Pregnancy

Advise your supervisor of delivery or termination of pregnancy as soon as possible. Contact the United Airlines Benefits Center within forty-five (45) days of birth at 1-800-651-1007 (or Flying Together>Employee Services>Your Benefits Resource) to add your new dependent(s) to your personnel records. You may be asked to present a Birth Certificate.

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Your options depend upon the amount of time that has passed since the birth of the child. 1 – 42 days following birth

Without certification that you are medically ill, you may remain on Maternity Sick Leave and draw from your sick leave bank. If no sick leave bank is available, you will be placed on Maternity LOA status 17-days following the day you exhaust your sick leave bank. If you exhausted your sick leave bank in advance of the birth, you will be on Maternity Leave for this entire period. Family Medical Leave runs concurrently with Maternity Leave effective the date of delivery if you have the required qualifying hours and if you have not exceeded your allotted use of FMLA.

43 – 90 days following birth

You may remain or be placed on Maternity Leave / Medical Leave. Sick-leave payments are not made during this period unless you are medically ill and unable to work. If you are unable to work due to illness, an Absence Certificate completed by your health care provider needs to be faxed to OPCMD (847-700-2600). Where applicable, Family Medical Leave will run concurrently with Maternity Leave.

91 – 180 days following birth

a) If unable to return to work due to the health of your newborn, you may request a

Personal LOA (refer to the Personal LOA section). If approved for a Personal Leave, you will be contacted by your supervisor with a new return to work date. Certain states/countries may provide for additional time off in this circumstance. Contact your HR representative for more information (see „Resource Reference List‟ Appendix K at the end of this packet).

b) If you are medically unable to return to work, you will either continue to receive

available sick leave pay or continue on Medical LOA. An Absence Certificate (Appendix D) will be required from your treating physician. Non-Occupational LOA must be authorized by United Medical (OPCMD).

181 days and beyond

a) If unable to return to work due to the health of your newborn, the Company will

evaluate your request for additional time off as a Personal Leave. See Personal Leave section for further details. Certain states/countries may provide for additional time off in this circumstance. Contact your HR representative for more information. (see „Resource Reference List‟ Appendix K at the end of this packet).

b) If you are medically unable to return to work, you may continue to draw from available

sick leave pay or continue Medical LOA status with proper documentation (Absence Certificate – Appendix D).


Per the Agreement, Maternity LOA is available through the ninetieth (90th) day following birth of the child. You may remain on a Medical LOA if you are medically unable to return upon expiration of the ninety days following birth. You will then need to comply with the requirements of a Medical LOA.

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Transfer on File

Review your TRNREQ screen to determine if you still desire the requested transfer. If a transfer is awarded during your Maternity or Medical Leave and you are unable to clear OPCMD and report to your new base, your transfer will be rescinded without penalty. Transfer requests remain on file until removed accepted or denied by you. Transfers processed after a return to active service from any Leave of Absence will be processed in accordance with the language in Section 22.A.2 of the Agreement.


You remain eligible for non-revenue space available (NRSA) travel (except CJA) on United and United Express for the duration of the leave. The Company reserves the right to request documentation from your treating physician indicating travel will not hinder or exacerbate your injury/illness. Travel privileges include your travel eligible(s) and companions as well as Discount 20. Interline (except United Express) travel is not available to employees on a Leave of Absence including all reciprocal cabin seat agreements with other airlines.

Emergency Travel*

You are eligible for emergency travel (NRPS). Employee eligibility for emergency travel requires a need to travel within 48 hours of a catastrophic event involving the employee and/or family members. (go to Flying Together>Travel then enter “Emergency Travel‟ for more information).



Insurance

Medical, Dental, and/or Vision Insurance will continue for you and your dependents (if applicable) throughout your Maternity Leave, provided you pay your employee contributions. You will be responsible to pay the monthly amount that is normally deducted from your paycheck. You will receive notification from the United Airlines Benefits Center with payment details. (Note: If you fail to pay for your coverage by the invoice due date during your leave, your coverage will be terminated and you cannot re-enroll until one of the following criteria is met: (1) you return to active status or (2) the January 1 following the Annual Enrollment period).

If you opt not to continue coverage while on Maternity Leave, you will be eligible to re-enroll in your insurance benefits upon return to active status. If you return to work during or after the Annual Enrollment Period, you will have forty-five (45) days from the date on your Personal Enrollment sheet in which to make changes to your benefits.

Should you have a “qualifying event” such as a divorce, a spouse losing medical coverage from his or her employer, having a baby, etc. while on leave, you will have thirty (30) days from the date of the event in which to enroll for eligible coverage. You can complete a Qualified Status change on the website (Flying Together>Employee Services>Your Benefits Resource) or by contacting the United Airlines Benefits Center.

Company paid Basic Life Insurance and Accidental Death and Dismemberment Insurance continues for the entire period of your Maternity Leave. If your leave becomes a Personal LOA, you will be offered the option to continue this life insurance for up to 180 days by paying the premium directly to

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MetLife. If you remain on Personal Leave longer than 180 days, you will be offered the option to convert your life insurance to an individual policy starting with the 181st date of your leave.

Obtain Medical Clearance

Following a Maternity Leave, fax an Absence Certificate completed by your physician clearing you to return to work (training or active status) to OPCMD.

If you choose to visit a Concentra Medical Center or affiliate, where applicable, in lieu of submitting medical documentation, you will need to contact your home base to request an Authorization for Examination Form. A supervisor in your home base will help determine which authorized center is nearest your base, home or closest to your current location (i.e., if visiting family etc.). Once a location is determined, you need to take all applicable medical documentation from your treating physician to this visit. Once clearance is received at the FAST you will be contacted regarding TSA mandates and/or training requirements.

If unable to return to work after your pregnancy due to your own medical condition, you need to provide OPCMD with a completed Absence Certificate from your treating physician. Seniority accrues as outlined in Section 23.C. of the Agreement (Medical Leave) for a period not to exceed three (3) years. The three years commences on the first day you are medically unable to return to work following the Maternity Leave. An Absence Certificate will be required at specific intervals as determined by OPCMD.

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MILITARY LEAVE OF ABSENCE Qualifications and Conditions for Leave of Absence

Submit an automated Military request (Flying Together>My Department>Flight Attendant Support Team>Leave of Absence Information>Request Form). Fax a copy of your orders to the FAST at 847-364-2445 no later than fourteen (14) days prior to your requested commencement date. You will receive written notification from United of the approval of your Military LOA request prior to its commencement.


A Military Leave is granted for the length of service in the armed forces, plus additional time allowed for returning to work, in accordance with Federal Laws. The leave begins on the thirty-first (31st) day of your absence from work (During the first 30 days, you remain on active status and reflected as Military No Pay). Normally the maximum time is five (5) years and ninety (90) days, unless a greater period is provided by law.

Transfer on File

Please review your TRNREQ screen to determine if you still desire the requested transfer. If your transfer is awarded while on LOA, it will be held in abeyance. Upon return from LOA, you will be offered the option to accept or decline it. If accepted, a report date will be set once you are active at the current base (fly an ID, sit a day of reserve or engage in a contractual schedule adjustment of GWOP, WOP, trip trade, RDO trade, etc.). If the award is declined, you will be inhibited for 3 months from the date of decline before another request can be submitted.

Seniority Accrual

You will retain and accrue seniority only during the period in which you are reporting for Military duty plus ninety (90) days, not to exceed five (5) years plus the ninety (90) days, unless otherwise provided by law.



Emergency Travel*

You are eligible for emergency travel (NRPS). Employee eligibility for emergency travel requires a need to travel within 48 hours of a catastrophic event involving the employee and/or family members. (go to Flying Together>Travel then enter “Emergency Travel‟ for more information).



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Insurance

You will have the opportunity to continue your Medical, Dental and/or Vision insurance coverage for up to twenty-seven (27) months. The first three (3) months will be subsidized by United under active coverage. During these three (3) months you will be responsible to pay the monthly amount that is normally deducted from your paycheck. You will receive notification from the United Airlines Benefits Center with payment details for amounts due for coverage. (NOTE: if you fail to pay for your coverage by the invoice due date, your coverage will be terminated and you cannot re-enroll until one of the following is met: 1) you return to active status or 2) the January 1 following the Annual Enrollment period).

You may continue the remaining twenty four months (known as COBRA) by paying the full cost of your coverage. You will receive detailed information from the United Benefits Center within thirty (30) days of the start of your Military Leave. If you did not elect COBRA while on Military Leave, insurance benefits will be automatically cancelled on the last day of the month of the subsidized period. If you return to work within the same plan year as your leave date, you will be reinstated in your benefits prior to your leave date. If your leave crosses into a new year, you will receive an enrollment packet upon your return to work and will have forty-five (45) days from the date on your Personal Enrollment sheet to enroll in benefits.

Should you have a “qualifying event” such as a divorce, a spouse losing medical coverage from his or her employer, having a baby, etc. while on leave, you will have forty-five (45) days from the date of the event in which to enroll for eligible coverage. You can complete a Qualified Status change on the website (Flying Together>Employee Services>Your Benefits Resource) or by contacting the United Airlines Benefits Center.

Company paid Basic Life Insurance and Accidental Death and Dismemberment Insurance continues for the entire period of the Military Leave provided you pay the premiums directly to MetLife. If you remain on leave longer than 180 days, you will be offered the option to convert your life insurance to

an individual policy starting with the 181st date of your LOA. Medical Clearance

You will be expected to return as planned. If, however, you are unable to return due to your own health, an Absence Certificate will be required (see appendix). Seniority will accrue as outlined in Section 23.C of the Agreement (Medical Leave) not to exceed three (3) years. The three years begins on the first day you are medically unable to return to work.

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MEDICAL LEAVE OF ABSENCE – NON-OCCUPATIONAL Qualifications and Conditions for Leave of Absence

You are automatically placed on a Medical LOA for illness or injury on the 17th day after exhausting all applicable sick leave hours. (A sample letter is in Appendix C). You may, however, request a Medical LOA prior to exhausting sick hours. Except where not consistent with FMLA policy, an “Absence Certificate” (Appendix D) is to be provided to Company Medical (OPCMD) at your expense. Information includes medical facts, treatment plan, office visits, work status, etc. OPCMD will review this and either support your continued absence, request additional information or support a return to work. For medical confidentiality, fax the document to OPCMD – United Medical Department at 847-700-2600.


Per the Agreement the maximum time allowed for a Non-Occupational Medical LOA is three (3) years.

Communication during Leave of Absence

You are to remain under a physician’s care and provide OPCMD follow-up documentation at specific intervals according to your treatment plan. You will receive follow-up letters from United based on the medical information submitted by your physician to OPCMD (A sample Medical Follow-up Letter is in Appendix E). If OPCMD deems the medical documentation insufficient, a letter will be sent along with an Absence Certificate and a Review of Medical Documentation explaining what is required to substantiate your continued absence or a return to work (Appendix F).

Availability of Reasonable Accommodation Process (RAP)

If you are suffering a long-term disability (90-days or longer) you have the option to pursue the possibility of reasonable accommodation any time prior to the expiration of the three (3) year LOA period. You should contact the Employee Service Center or your supervisor. You will be asked to submit an updated Absence Certificate to OPCMD. After OPCMD has a clear understanding of your limitations or restrictions, an Assessment of Functional Capabilities (AFC) will be completed and you will be contacted to set up an appointment to discuss possible accommodations.

Transfer on File

Review your TRNREQ screen to determine if you still desire the requested transfer. If a transfer is awarded during your LOA and you are unable to clear OPCMD and report to your new base, your transfer will be rescinded without penalty. Transfer requests remain on file until it is removed, accepted or denied by you. Transfers processed after a return to active service will be processed in accordance with the language in Section 22.A.2. of the Collective Bargaining Agreement.

Seniority Accrual

Per the Agreement, Section 23.C. while on a Medical LOA a FA shall retain and accrue seniority for a period not to exceed three (3) years. That provision provides that if you are unable to return to active status within the three (3) year maximum allowance, your name will be removed from the Flight Attendant seniority list and you will be administratively separated from the Company.

Update Company Medical (OPCMD) Regarding your Condition

Company Medical is centrally located at OPCMD and Concentra Medical Centers (or affiliates) and are the contracted arm of Company Medical with facilities throughout the U.S.A. Medical information

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provided by your treating physician is to be submitted on an Absence Certificate and faxed to OPCMD at 847-700-2600. This is a confidential FAX seen only by medical professionals at OPCMD.

The Company reserves the right to require medical reports or a medical examination at regular intervals. You are to provide information and/or a report from your treating physician to OPCMD as requested during your leave. You bear the cost of your treating physician’s report or examination. Transportation will not be provided unless you are instructed to report to a specific Concentra location under the direction of OPCMD.

If you are U.S. based and choose to visit a Concentra Medical Center or affiliate, where applicable, in lieu of submitting medical documentation, contact your home base to request an Authorization for Examination. A supervisor in your base will help locate a center nearest your base, home or facility nearest your current location. Once a location is determined, take applicable medical documentation from your treating physician to this visit. Once clearance is received at the FAST, you will be contacted regarding possible TSA mandates (criminal history back-ground check and /or finger printing) and/or training requirements.

If your primary address is in the U.S.A and you are based in FRA, HKG, LHR or NRT, and choose to visit Concentra Medical Centers or affiliate, where applicable, refer to the above paragraph. There is no NRPS travel or expense reimbursement with this option.

If your primary address is in an International location and you are an international based flight attendant and you are directed by OPCMD or your supervisor to be seen by Concentra, you need to do the following:

Contact a supervisor in your home base to request an Authorization for Examination. Your

home base or OPCMD will help determine the authorized gateway center nearest your base or primary address.

Once the location is determined, take all applicable medical documentation from your

treating physician to this visit.

Make positive space (PS5B) travel from your base. Contact your base with your

appointment date, travel arrangements and record locator number.

United will bear actual and reasonable costs associated with this travel. Your supervisor will assist in ensuring you are reimbursed for out-of-pocket costs. Please meet with her/him for clarification on what is covered, any restrictions on amount (reasonable and actual) and the process for reimbursement.



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Emergency Travel* You are eligible for emergency travel (NRPS). Employee eligibility for emergency travel requires a need to travel within 48 hours of a catastrophic event involving the employee and/or family members. (go to Flying Together>Travel then enter “Emergency Travel‟ for more information).

* Please note: As always, boarding priority, service charges and other elements of the pass travel programs are subject to change at any time based on company policy.

Insurance

Medical, Dental, and/or Vision Insurance will continue for you and your dependents (if applicable) throughout your Medical Leave, provided you pay your employee contributions. You will be responsible to pay the monthly amount that is normally deducted from your paycheck. You will receive notification from the United Airlines Benefits Center with payment details. (Note: If you fail to pay for your coverage by the invoice due date during your leave, your coverage will be terminated and you cannot re-enroll until one of the following criteria is met: (1) you return to active status or (2) the January 1 following the Annual Enrollment period).

If you opt not to continue coverage while on Medical Leave, you will be eligible to re-enroll in your insurance benefits upon return to active status. If you return to work during or after the Annual Enrollment Period, you will have forty-five (45) days from the date on your Personal Enrollment sheet in which to make changes to your benefits.

Should you have a “qualifying event” such as a divorce, a spouse losing medical coverage from his or her employer, having a baby, etc. while on leave, you will have thirty (30) days from the date of the event in which to enroll for eligible coverage. You can complete a Qualified Status change on the website (Flying Together>Employee Services>Your Benefits Resource) or by contacting the United Airlines Benefits Center.

Company paid Basic Life Insurance and Accidental Death and Dismemberment Insurance continues for the entire period of your Medical Leave.


Following a Non-Occupational Medical Leave, you must be cleared by OPCMD before attending training and/or a return to active status. You may be asked to provide OPCMD with additional information from your treating physician to support a return to work.

If OPCMD requires you to visit Concentra, or affiliate, to obtain clearance to return to work, contact your supervisor or Company Medical (OPCMD) at 877-825-3729 (or email [email protected]) to request an Authorization for Examination form. OPCMD will schedule the appointment with Concentra and will forward the relevant medical documentation. You need to take all applicable medical documentation from your treating physician to this visit. After Concentra’s assessment, their findings will be faxed to OPCMD who will then advise the FAST of your RTW status. Once clearance is received at the FAST you will be contacted regarding TSA mandates and/or training requirements.

mailto:[email protected]

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OCCUPATIONAL LEAVE OF ABSENCE Qualifications and Conditions for Occupational Leave of Absence

You are automatically placed on an Occupational Leave of Absence for an approved injury/ illness claim on the 17th day after exhausting all applicable sick leave hours. You may, however, request an Occupational LOA prior to exhausting your sick hours. Once you have selected this option, however, you may not revert to the use of your personal sick bank. Occupational LOA‟s are managed by the Employee Service Center (ESC). The ESC will accept all paperwork from your initial evaluation. Information should include medical facts, treatment plan, office visits, work status, work restrictions, etc. After the initial evaluation, an Employee Status Form (ESF) is to be provided to the ESC after each doctor visit (see Appendix G). The ESC will review your documentation, forward to Gallagher Bassett, support your continued absence, request additional information or support your return to work. Please fax all documents to the ESC at (847) 700-9533. If you are located at a Base Hub, you will be reassigned from your Supervisor to the Supervisor of Administration and Support for the duration. Once you have been cleared to return to work, you will be reassigned to your supervisor.


Per the Agreement, the maximum time allowed for an Occupational LOA is three (3) years.

Communication during Leave of Absence

You are to remain under a physician’s care and provide the ESC follow-up documentation at specific intervals according to your treatment plan. You will receive follow-up letters from United based on the medical information submitted by your physician to the ESC. If the ESC deems the documentation insufficient, a letter will be sent along with an ESF explaining what is required to substantiate your continued absence or a return to work.

Income Protection

The following outlines the types of income protection and options you will be afforded during an Occupational LOA:

1. Initial Benefits – You will be paid sick leave from your personal sick-bank until Gallagher

Bassett (GB) investigates your claim and determines your amount of compensation. If your claim is accepted, you can continue to utilize your personal sick-bank to supplement your State Temporary or Total Disability (TTD) payments. If you do not have sick-bank hours available while your claim is being investigated, you will not have income protection during this period. TTD is calculated as a percentage of your average weekly wages up to a State mandated maximum. GB will inform you of the TTD amount you are eligible to receive.

2. Disability Benefits – If you are temporarily or permanently disabled as a result of a work

related injury/illness, we will provide you with disability pay as mandated by your State‟s Workers Compensation laws.

3. Supplemental Sick Bank Pay Options – You may use your personal sick-bank to

supplement your State TTD payments. To determine the amount of supplemental sick pay for which you are eligible, please refer to the Employee Pay Option Acknowledgment form (Appendix L).

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4. Direct Deposit – Effective March 1, 2012, Flight Attendants who will be out of work for more than thirty (30) days are eligible to receive their Worker’s Compensation and lost time benefits through direct deposit from GB. Direct deposit must be through a financial institution in the United States that accepts electronic deposits in U.S. currency. Please contact your assigned GB Adjuster for assistance with initiating this process.

Availability of Reasonable Accommodation Process (RAP)

If you are suffering a long-term disability (90-days or longer), you have the option to pursue the possibility of reasonable accommodation any time prior to the expiration of the three (3) year Occupational LOA period. If you would like to pursue this option, you should contact the Employee Service Center or your supervisor. You will be asked to submit an updated ESF form, as well as a Functional Capacity Evaluation form to the ESC. After OPCMD has a clear understanding of your limitations or restrictions, an Assessment of Functional Capabilities (AFC) will be completed and you will be contacted to set up an appointment to discuss possible accommodations.

Interim Vacation Bid

If you are on an approved Occupational LOA, and your vacation falls within your leave, you may use the interim vacation bid process to bid out of your vacation. In order to utilize this option, the following must occur: (1) your injury/illness claim has been accepted by Gallagher Bassett; (2) the Occupational LOA must cover the major portion the vacation period; and (3) you must bid during the next open interim bid period, as outlined in the Bid Packet Coversheet.

If you meet the above requirements, please contact the FAST team (FLT-LINE option 4 and 4), and inform them that you are on an approved Occupational LOA, and would like to submit an interim bid to move your vacation. You will be instructed to interim bid in the next period. Interim vacation bids are awarded by seniority. If your bid is successful, your vacation will be moved. If your bid is not successful, your vacation will remain as originally scheduled. As a reminder, please consult with the FAST team throughout this process.

Transfer on File

Review your TRNREQ screen to determine if you still desire the requested transfer. If a transfer is awarded during your Occupational LOA, and you are unable to obtain or receive clearance from your treating physician and/or the ESC in order to report to your new Base on the effective date of your transfer, your transfer will be rescinded without penalty. Transfer requests remain on file until they are removed, accepted, or denied by you. Transfers processed after a return to active service will be processed in accordance with the language in Section 22 A.2 of the Collective Bargaining Agreement.

Seniority Accrual

Per the Agreement, Section 23.C. while on an Occupational LOA a flight attendant shall retain and accrue seniority for a period not to exceed three (3) years. That provision provides that if you are unable to return to active status within the three (3) year maximum allowance, your name will be removed from the Flight Attendant seniority list, and you will be administratively separated from the Company.

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Update the Employee Service Center (ESC) Regarding your Condition

The Company reserves the right to require medical reports or a medical examination at regular intervals. You are to provide information and/or reports from your treating physician to the ESC as requested during your leave. You may receive treatment by a physician of your choice, however, please be aware that you are only allowed treatment by one physician at a time. You may also choose to treat with Concentra. Concentra Medical Centers (or Affiliates) is the contracted medical provider for the Company and has facilities throughout the United States.

Medical updates provided by Concentra or your treating physician are to be submitted on an ESF Form and faxed to the ESC at (847) 700-9533. The fax number is confidential and will only be used by the ESC Occupational Administrators and medical staff at OPCMD. If you choose to be treated by Concentra after your initial visit, you will not need to complete an additional “Authorization to Treat” form. Rather, you will need only to complete your treatment regimen with Concentra, and they will ensure that your status updates are forwarded to the ESC Occupational Administrators.



Emergency Travel*

You are eligible for emergency travel (NRPS). Employee eligibility for emergency travel requires a need to travel within 48 hours of a catastrophic event involving the employee and/or family members. (go to Flying Together>Travel then enter “Emergency Travel” for more information).


Insurance

Medical, Dental and/or Vision insurance will continue for you and your dependents (if applicable) throughout your Occupational Leave, provided you pay your employee contributions. You will be responsible to pay the monthly amount that is normally deducted from your paycheck. You will receive a notification letter from the United Airlines Benefit Center with payment details. (Note: if you fail to pay for your coverage by the invoice due date during your leave, coverage will be terminated, and you will be unable to re-enroll until (1) you return to active status, or (2) the January 1 Annual Enrollment period begins.

If you opt to decline coverage while on Occupational LOA you will be eligible to re-enroll in your insurance benefits either (1) upon return to active status, or (2) during the January 1 Annual Enrollment period. If you return to work within the same plan year as your leave date, you will be reinstated in your benefits prior to your leave date. If your leave crosses into a new plan year, you will have forty-five (45) days from the date listed on your Personal Enrollment sheet to make changes to your benefits.

Should you have a “qualifying event” such as a divorce, spouse losing medical coverage from his or her employer, conceive/birth/adopt a child, or any other qualifying event while on leave, you will

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have forty-five (45) days from the date of the event in which to enroll for eligible coverage. You can complete a Qualified Status change on our website, Flying Together>Employee Services> 2012 Benefits>Your Benefits Resource, or by contacting the United Airlines Benefits Center.

Company paid Basic Life Insurance and Accidental Death and Dismemberment Insurance continues for the entire period of the Occupational Leave.


When you are ready to return to work from your Occupational LOA, you must be cleared by your treating physician and the ESC Occupational Administrators before attending training and/or returning to active status. You may be asked by the ESC to provide additional information from your treating physician to support attending training and/or returning to active status. Once you are cleared to return to work, the ESC with notify the FAST of your return to work status. When clearance is received by the FAST, you will be contacted to initiate your return to work, which includes, but is not limited to, validating all TSA mandates and/or training requirements.

GENERAL POLICIES

1. Vacation Pay

Please note that under the terms of Section 18.B.2. a flight attendant must accrue a minimum number of hours of paid activity in a designated quarter in order to accrue vacation. Please review carefully the terms of Section 18.B.2. to determine how your Occupational LOA will impact future vacation accruals. If you are on an Occupational LOA during the annual bidding process, which is October through December, you must submit a bid during the open bid periods, as outlined in Section 18. E. of the Agreement. The vacation bid package can be found on Flying Together>My Department>Scheduling>Vacations.

If you do not bid, an open vacation will be assigned as outlined in the Vacation Bid Package. Vacation occurring during your Occupational LOA will be paid consistent with the provisions of Section 18 of the Agreement. Payment occurs approximately forty-five (45) days after the scheduled vacation.

2. Returning from an Occupational LOA

If you are on an Occupational LOA, contact the Employee Service Center (ESC) Occupational Team thirty (30) days prior to your estimated return to work date, or as soon as you have been released by your treating physician to begin the process of returning to work. You are expected to return to work as soon as you are able. If you are unable to return to work due to a different medical condition, you will be transitioned to a Non-Occupational LOA.

3. Family Medical Leave Auto-Designation

The Company reserves the right to auto-designate Family Medical Leave (FMLA) to any absence (injury/Illness) that would normally qualify for FMLA under the Americans with Disabilities Act. If you qualify for FML and have hours available to use, these hours will run concurrently with your absence. Please note that you do not have to be on a leave of absence to have your absence auto- designated as FMLA.

If you have additional questions about the above information, please contact your supervisor or the ESC.

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PARENTAL LEAVE OF ABSENCE Qualifications and Conditions for Leave of Absence

You may request a Parental LOA through Flying Together>My Department>Flight Attendant Support Team>Leave of Absence if an adopted child has been legally placed in your care. This is applicable for both female and male flight attendants. After submitting the request, fax legal documentation supporting the adoption to the FAST at 847-364-2445 no later than fourteen (14) days prior to your requested leave of absence commencement date. Where applicable, Family Medical Leave will run concurrently with Parental Leave. After documents have been reviewed and approved, you will receive written instructions advising of the specifics of your Parental LOA.

Certain states/countries may provide additional leave benefits not covered here. Please speak with your Human Resources Representative for more information.


Parental Leaves are granted for a period not to exceed three (3) months from the date of adoption. The LOA must be used for a continuous block of time.

Medical Clearance If unable to return due to your own medical condition, you will accrue seniority as outlined in Section 23.C. of the Agreement (Non-Occupational Medical Leave) not to exceed three (3) years. The three years begins on the first day you are medically unable to return to work. An Absence Certificate will be required at specific intervals as directed by OPCMD or your supervisor.

PATERNAL LEAVE OF ABSENCE Qualifications and Conditions for Leave of Absence

If you are a male Flight Attendant and wish to remain home with your newborn baby, you may request a Paternal LOA through Flying Together>My Department>Flight Attendant Support Team>Leave of Absence Information. Submit the request and fax the hospital documentation supporting the live birth to the FAST at 847-364-2445 as soon as possible but no later than fourteen (14) days from the date of delivery. Where applicable, Family Medical Leave will run concurrently with Paternal Leave.

After your documents have been reviewed and approved, you will receive written instructions advising you of the specifics of your Paternal Leave.

Certain states/countries may provide additional leave benefits not covered here. Please speak with your Human Resources Representative for more information.


Paternal Leaves are granted for a maximum of thirty (30) days from the date of delivery of the newborn. The 30-days are taken consecutively versus intermittently.

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PERSONAL LEAVE OF ABSENCE Qualifications and Conditions for Leave of Absence

Submit a Personal LOA request found on Flying Together>My Department>Flight Attendant Support Team>Leave of Absence. In order to provide two (2) weeks‟ notice (per 23.A of the Agreement), FAX documentation to support your request to the FAST (847-364-2445) no later than fifteen (15) business days prior to the requested start date. Your request along with your documentation will be reviewed. The request will be approved or denied based on operational needs. If approved, the Company may terminate or shorten the leave, consistent with 23.A. of the Agreement. You will receive written notification regarding the approval/denial of your request.


A Personal Leave should be requested within the Flight Attendant schedule months and may be granted for a period of more than thirty (30) calendar days but not in excess of one hundred eighty (180) days. Such period may be extended but not to exceed ninety (90) days each.

Transfer on File

Review your TRNREQ screen to determine if you still desire the requested transfer. If awarded a transfer, it is your decision to decline the transfer or terminate the leave and return to active status. “Return” includes: attending required training and completing a contractual work assignment in your current base. Should you decline the transfer, it will be removed from your file with no penalty. A non-response to your transfer award will inhibit your ability to request a transfer for three (3) months. Upon return from Personal LOA, you may resubmit a transfer bid to the base of your choice.

ANP in Conjunction with a Personal Leave of Absence

Thirty day ANP may create a Personal Leave of Absence affecting benefits if: 1) awarded two consecutive months of 30-day ANP or 2) any ANP, whether taken in a block or trip-by-trip, which adjoins a Personal Leave of Absence is treated as an extension to that Leave. If 30-day ANP precedes a Personal LOA, the effective date of the leave is retroactive to the start of ANP.


Pass travel is not permitted for co-workers (or their eligible pass riders) while on unpaid Personal or unpaid Educational leave.

Emergency Travel*

You are eligible for NRPS emergency travel for ninety (90) days from your last day worked. Your eligibility for emergency travel requires a need to travel within 48 hours of a catastrophic event involving the employee or family members. (go to Flying Together>Travel then enter „Emergency Travel‟ for more information).


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Seniority Accrual Per the Agreement, your seniority accrues for the first 180 days of your Personal LOA. The 180 days will be counted in consecutive days. If there is a break in your Personal Leave, the 180 day countdown would begin again.

Insurance You have the opportunity to continue Medical, Dental and/or Vision insurance coverage for up to eighteen (18) months (known as COBRA) by paying the full cost of coverage plus a 2% administrative fee. You will receive detailed information from the United Airlines Benefits Center within thirty (30) days of the start of your Personal Leave.

If you did not elect COBRA while on Personal Leave, insurance benefits will be automatically cancelled on the last day of the month in which your leave begins. If your leave begins on the first day of the month, insurance benefits will be cancelled effective the last day of the previous month. You will receive an enrollment packet upon return to work and will have thirty (30) days from the If you return to work within the same plan year as your leave date, you will be reinstated in your benefits prior to your leave date. If your leave crosses into a new plan year, you will receive an enrollment packet upon return to work and will have forty-five (45) days from the date on your Personal Enrollment sheet to enroll for benefits.

Should you have a “qualifying event” such as a divorce, a spouse losing medical coverage from his or her employer, having a baby, etc. you will have forty-five (45) days from the date of the event in which to enroll for eligible coverage. You can complete a Qualified Status change on the website Flying Together>Employee Services>Your Benefits Resource or by contacting the United Airlines Benefits Center.

Company paid Basic Life Insurance and Accidental Death and Dismemberment Insurance continues for a maximum of 180 days for Personal Leave provided you pay the premium directly to MetLife. If you remain on leave longer than 180 days, you will be offered the option to convert your life

insurance to an individual policy starting with the 181st date of your leave. Obtain Medical Clearance

If unable to return from Personal Leave due to your own medical condition, you will remain on Personal Leave with all benefits as stated in this section (insurance, pass travel) with the exception of seniority accrual. Seniority accrues as outlined in Section 23.C. of the Agreement (Medical Leave) for a period not to exceed three (3) years. The three years commences on the first day you are medically unable to return to work following the Personal Leave. An Absence Certificate will be required at specific intervals as determined by OPCMD.

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SPECIAL LEAVE OF ABSENCE

Qualifications and Conditions for Special Leave of Absence When Special Leaves are offered by the Company, you may make a request through the LOAREQ screen in Unimatic and may submit multiple requests. The needs of the operation will determine the award process. You may cancel your request on the LOAREQ screen before your Special LOA is awarded. You will receive a letter regarding the approval of your Special Leave request.

Application for a Special Leave of Absence

Request for a Special LOA is made through LOAREQ Screen in FAIS in Unimatic.

Type: LOAREQ/File # (enter). FILE # LAST NAME FI DOM

LOAREQ/ ---------/-------------------------------------/--/---------

Type: SP= Special Start Date/End Date: enter desired dates.

1. Special LOA requests must be for a minimum of 2 schedule months and must begin and end on

schedule month start and end dates.

a. Requests to extend any non-medical related leaves must be requested for complete schedule months, not days.

b. If multiple requests are made and leave dates do not overlap, more than one leave may be awarded. (i.e., Leave Request #1 Jan-Mar and Leave Request #2 April-June. Both requests may be awarded since dates do not overlap).

2. If an extension is requested, type an “X” in the LOA extension box. 3. Type an “X” if you will accept a portion of any request. 4. Type an “X” to acknowledge you have read the Special LOA section.

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Removing a Special Leave of Absence Request

Display LOAREQ screen in Unimatic. In Unimatic, type LOAREQ (enter) FILE # LAST NAME FI DOM LOAREQ/ ---------/-------------------------------------/--/---------

Using spacebar, space over type of leave (SP) and start and end date of the leave(s) of absence you desire to remove. Be sure to leave all slashes (/) and dashes (-) then arrow to the bottom of the screen and enter.

Redisplay LOAREQ screen to ensure your request has been removed.

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Award Process

Special LOAs are awarded base by base in SW seniority order and from longest to shortest duration when more than one length is offered. If only a portion of your request is awarded, you may submit a request for the un-awarded portion. Once awarded, the LOA request is no longer on file. You will be notified regarding the award through a posting in your base. Any ANP adjoining a Special LOA is treated as an extension to the leave. If a 30-day ANP precedes a Special LOA, the effective date of the leave is retroactive to the start of the ANP.

Special LOA are requested a minimum of two (2) schedule months to a maximum of two (2) years.

Extending Your Leave

Requests for extensions of Special LOA must be submitted using the LOAREQ screen. Such requests will be considered during the normal award process.

Seniority Accrual

Per the Agreement, seniority accrues for the first 180 days of your Special LOA. The 180 days will be counted in any rolling 12-month period.

JUN

JUL

AUG

SEP

OCT

NOV

DEC

JAN

FEB

MAR

APR

MAY

30

31

30

31

30

31

30

31

30

31

30

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||||||||||||||||||||||||||||||||||||||| |||||||||||||||||||||||||||||||||||||||

91 Day Special LOA 91 Day Special LOA

182 Days in a 12-month period Seniority adjustment = 2 days

Any number of days over 180 will cause your seniority to be adjusted by that number of days.

Company, classification, pay and date of employment seniority will be adjusted in

accordance with the above chart upon return from a leave.


You are eligible for ninety (90) days NRSA travel on United and United Express. Travel must be completed within the ninety (90) day period. Travel privileges include your travel eligible(s) and companions. Travel privileges include Discount 20. Interline, jump-seat (CJA) and reciprocal cabin seat agreements are not available when on a leave of absence.

Emergency Travel*

You are eligible for NRPS emergency travel for ninety (90) days from your last day worked. Your eligibility for emergency travel requires a need to travel within 48 hours of a catastrophic event involving the employee or family members. (go to Flying Together>Travel then enter „Emergency Travel‟ for more information).



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Transfer on File

Review your TRNREQ screen to determine if you still desire the requested transfer. If a transfer request remained on file, it will be by-passed and not awarded.

Insurance

You will have the opportunity to continue your Medical, Dental and/or Vision insurance coverage for up to eighteen (18) months (known as COBRA) by paying the full cost of your coverage plus a 2% administrative fee. You will receive detailed information from the United Airlines Service Center within forty-five (45) days of the start of your Special Leave.

If you did not elect COBRA while on Special Leave, your insurance benefits will be automatically cancelled on the last day of the month in which your leave begins. If your leave begins on the first day of the month, insurance benefits will be cancelled effective the last day of the previous month. If you return to work within the same plan year as your leave date, you will be reinstated in your benefits prior to your leave date. If your leave crosses into a new plan year, you will receive an enrollment packet upon return to work and will have forty-five (45) days from the date on your Personal Enrollment sheet to enroll for benefits.

Should you have a “qualifying event” such as a divorce, a spouse losing medical coverage from his or her employer, having a baby, etc. you will have forty-five (45) days from the date of the event in which to enroll for eligible coverage. You can complete a Qualified Status change on the website Flying Together>Employee Services>Your Benefits Resource or by contacting the United Airlines Benefits Center.

Company paid Basic Life Insurance and Accidental Death and Dismemberment Insurance continues for a maximum of 180 days provided you pay the cost of the premium directly to MetLife. If your Special Leave continues longer than 180 days, you will be offered the option to convert the Company paid basic life insurance to an individual policy.


If unable to return due to your own medical condition, you will remain on Special LOA with benefits as stated in this section (insurance, pass travel) except for seniority accrual. Seniority accrues as outlined in Section 23.C. of the Agreement (Medical Leave) not to exceed three (3) years. The three years begins on the first day you are medically unable to return to work following the Special Leave.

Early Return from Special Leave of Absence

Special Leaves are typically not rescinded but there may be unanticipated personal hardships warranting canceling or modifying the award. If there is a need, submit a written request to your Base Director/Manager. Indicate the dates and detail the reason for the request. Provide any documentation supporting the request. The reasons provided and needs of the operation are taken into consideration when determining if the request will be granted (Section 23.B of the Agreement).

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GENERAL POLICIES Probation

Per Section 7.B.2. of the Agreement: “A Flight Attendant who is absent due to illness or injury for a period of fourteen (14) consecutive days shall have her/his period of probation extended by the number of days in excess of the first fourteen (14) days”.

Outside Employment

With the exception of Maternity or Educational LOA, per Section 23 K. of the Agreement, a FA may not engage in employment for someone other than United without prior written permission from the United. Submit a written request to your supervisor with the name, address and phone number of the employer detailing your job responsibilities. Your supervisor will evaluate your request to ensure there is no conflict of interest between your new job and your employment with United (this includes self-employment and consulting services). If seeking employment with another airline, a written request must be submitted to United‟s Office of Ethics and Compliance (HDQLD). If you are on a Medical LOA, your supervisor will consult with OPCMD to ensure the employment will not impede your recovery or exacerbate your illness/injury. You will receive a written response to your request.

Uniforms

While on inactive leave status, you are not eligible to accrue uniform points or order uniform items from Cintas. You are, however, eligible to order uniform items sixty (60) days prior to your return. Your point allotment balance will be prorated based upon your most recent period of active status.

You will receive uniform points based on the following: (1) all unused uniform points as of the effective date of your inactive leave status; (2) any uniform points accrued prior to the effective date of your leave, while on active status; or (3) the combination of unused and accrued points will not exceed the yearly maximum points that can be accrued while on active status.

Note: Any items needed to be in regulation uniform, causing you to exceed your point allotment, will be purchased at your expense.

Union Dues

Per the AFA-CWA Constitution and Bylaws in effect at the time of the issuance of this packet, Flight Attendants on Leave of Absence are obligated to pay union dues for the first three (3) months of leave. The AFA-CWA Constitution and Bylaws controlling the duration of this obligation could be subject to change in the future. If you have questions concerning dues, please contact your Local Union Representative.

Credit Union

You may continue membership in the Credit Union while on LOA and should speak to a Credit Union representative to discuss any loan obligations. You may contact the Credit Union directly at (800) 328-1935 or call the Self-Service Telephone at (773) 462-2100 or (800) 482-5328. Physical access to the Credit Union office at some locations may require a personal escort.

Leave Status Change

You will not be able to transition from an LOA with unpaid-benefits (i.e. Personal or Special) to a LOA with paid-benefits (i.e. Medical, Maternity) without clearing OPCMD and returning to active status by completing a work assignment. This also applies to calling on sick leave subsequent to any inactive LOA. You will not receive paid sick time and will remain on the inactive leave status.

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DURING LEAVE OF ABSENCE Update Company of Personal Information Changes

During your LOA advise United as soon as possible of change of status, including name, address or phone number. Name changes should be directed to your supervisor. Prior to returning to work, provide a copy of your passport (with name change) plus supporting legal documentation to the FAST.

You are also responsible for reporting any changes that would affect the eligibility of family members for travel or insurance/HMO benefits for as long as the benefits continue under the terms and conditions of the leave. For life events such as birth, marriage, divorce, etc., contact the United Airlines Benefits Center at 800-651-1007.

Regularly Check Mailbox

You are to arrange receipt of the contents of your company mail-folder. It is advisable, but not required; to periodically check your corporate e-mail. If you do not have a current United Crewmember Badge, contact your base to arrange an escort into the office.

Attend Emergency Training While on Leave of Absence

You are permitted to attend emergency Continuing Qualification training (CQ) while on leave provided your LOA is a Personal, Maternity, Military, Paternal, Parental or Special. If you wish to attend while on a Maternity LOA, please submit an Absence Certificate from your physician.

United Crewmember Badge Policy

You may retain your United Crewmember badge throughout the Leave of Absence; however, it cannot be renewed if expiration occurs during the leave. The FAST will work with you to obtain an updated badge prior to your return or attendance at training

Link and Accessories You will retain your LINK and accessories for the duration of your Leave of Absence. If your Leave of Absence extends past 90 days, your LINK will be suspended until you return to active service.

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BENEFITS Although United expects to continue to offer these benefits, the Company reserves the right to modify, reduce, change or terminate any or all parts of the benefit(s) plan(s). This summary is not meant to supersede any plan documents which may govern these benefits. In case of conflict between a summary of the plan and an actual plan, the actual plan controls. This is subject to the terms of the Collective Bargaining Agreement.

Travel

Interline and jump-seat (CJA) travel is not available to employees on a Leave of Absence. Non-payment of fees by the invoice due date during any Leave of Absence applies as follows:

First failure to pay – Travel privileges will be reinstated when the service charges, taxes and

fees are paid in full along with an administrative reinstatement fee of $100.

Second failure to pay – Travel privileges will be reinstated only after payment is received in full of all outstanding service charges, taxes, and fees along with an administrative reinstatement fee of $100; and you return to active status.

For Educational, Personal or Special Leaves, you are responsible to pay service charges, taxes and fees by the invoice due date to maintain the 90 days of travel while on leave.

Contact the United Airlines Benefits Center at 1-800-651-1007 for questions regarding dependents‟ travel eligibility.


Cabin Jump Seat Authority

Flight attendants are not eligible for cabin jump seat authority while on leave of absence.

Sick Leave

Sick leave payments are not made nor are sick leave credit hours accrued while on LOA. Your sick leave balance, if any, will remain intact. Per Company policy, if you are on a LOA you may not revert to paid sick leave until you actually return to active status. This presumes, of course, you have hours remaining in your sick leave bank.

Vacation Pay

Vacation in the year following your LOA (other than Occupational LOA) will be reduced by 1/12th for each thirty (30) days of LOA, or major portion thereof (16 days or more) on a prorated basis. If you are on LOA during annual bidding, October–December, you must submit a bid during the Annual Vacation Bidding period as outlined in the Agreement, Section 18 E. (Enter a “key word” to allow another FA or bid service to bid for you). The vacation bid package can be found on Flying Together>My Department> Scheduling > Vacations.

If you do not bid, an open vacation period will be assigned. Vacation occurring during your LOA you will be paid consistent with the language in Section 18.K., currently 3.0 hours per vacation day. Payment occurs approximately forty-five (45) days after the scheduled vacation.

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Insurance – all Leaves of Absence If you participate in Group Universal Life (GUL) insurance, you may continue coverage on a direct bill basis within thirty-one (31) days from the effective date of your LOA by paying the premiums directly to the insurance carrier. MetLife will send you information regarding your portability options. If you do not hear from MetLife within twenty-one (21) days of the effective date of your LOA, contact MetLife at 800-GET MET8 (1-800-438-6388) to check on the status of your options letter.

If your spouse or domestic partner participates in the Group Universal Life (GUL) insurance plan, you may continue coverage on a direct bill basis by paying the premiums directly to the insurance carrier. If you are enrolled, MetLife will send a Portability Options letter directly to you advising of the options for continuing the GUL coverage. If you do not receive the letter within twenty-one (21) days of the effective date of your leave or have questions, please call MetLife at 1-800-GET-MET8 (1-800-438-6388).

When you return from you LOA and your coverage was previously cancelled or lapsed, you will automatically be enrolled in GUL coverage equal to four times your base annual salary (not to exceed $500,000) with a new effective date as if you were a new employee. If you wish to reduce or cancel the automatic coverage, contact MetLife by written notice at:

MetLife Recordkeeping Center P.O. Box 6169 Utica, NY 13504 1-800-438-6388

If you reduce or cancel the automatic coverage and wish to participate later, you will be required to submit evidence of good health. For detailed information please refer to the Sick and Disability Benefits/Life and Accident Benefits for Flight Attendants on Flying Together under Employee Services.

As of the effective date of your leave, you are no longer eligible to participate in the 24-hour Personal Accident Insurance plan and coverage is suspended until you return to work.

If you are enrolled in the Flight Attendant Long Term Disability plan, coverage is suspended effective the date of your LOA. If you are enrolled and incurred a disability prior to the effective date of your LOA, you may file a claim for disability benefits by contacting MetLife at 888-825-3368 and also filing the claim on Flying Together>Employee Services>United Subsidiary. The Insurance Carrier will determine eligibility for benefits.

If enrolled in the long-term care insurance plan for which you have payroll deductions, coverage may be continued on a direct-bill basis. Contact CNA at 1-800-339-9527 to provide them your current home address and to request to be placed on direct-bill status. You can also contact CNA with questions about your coverage.

401(k) Plan

During your leave of absence, employee deferral contributions and/or employer contributions to your 401(k) Plan account will only be made if you receive eligible earnings as defined under the 401(k) Plan. Upon return from LOA, your contributions will resume automatically once you receive eligible earnings.

If you are on any leave other than a Military LOA and have an existing 401(k) loan, loan payments will be suspended* for the length of your leave up to a maximum of twelve (12) months. After you

30

return to work, any outstanding loan balance will be re-amortized over the remaining original term of your loan.

If you are on any LOA other than a Military LOA for more than twelve (12) months, you will receive a letter from Fidelity advising that you must pay the amounts that were deferred during those twelve months in order to bring the loan back to its current status. If you do not make the specified payment by the designated date, the outstanding loan balance will be considered a taxable distribution and may be subject to an IRS tax penalty. You must also continue to make monthly loan payments for the duration of your leave until you either return from leave (at which time payroll deduction will resume) or the loan is paid in full.

If you are on a Military LOA and have an existing 401(k) loan, loan payments will be suspended* for the length of the leave. Upon return to work, your outstanding loan balance will be re-amortized and the term of your loan will be extended by the length of your military leave.

To obtain a loan pay-off balance at any time or to learn how to make manual loan payments, visit the 401(k) Plan website at www.401k.com. You can also contact the Fidelity Service Center for United Airlines at 1-800-245-9034.

* Note: If you previously had a 401(k) Plan loan default (meaning, due to non-payment, your outstanding loan balance was reported to the IRS as taxable distribution), you are not eligible to have loan payments suspended. Therefore, you must make manual payments according to your loan amortization schedule. If you choose not to make manual payments, your loan will default (the outstanding loan balance will be reported to the IRS as a taxable distribution and may be subject to an IRS tax penalty) at the end of the calendar quarter following the calendar quarter in which you first failed to make a scheduled payment.

Resignation from Leave of Absence

The new retiree travel policy provides that employees will receive retiree status for pass privileges only when an employee reaches the following age and active service requirements:

45-50 years of age and 20 years of service 51 years of age and 18 years of service 52 years of age and 16 years of service 53 years of age and 14 years of service 54 years of age and 12 years of service 55 years of age and 10 years of service

If you have at least twenty (20) years Company seniority but have not yet reached age 45 and you choose to resign, you may be required to provide six (6) months’ notice to be eligible for the following pass benefits:

Seven (7) North America including Hawaii SA passes per year with service charge (7 passes total to be used by employee and/or eligible(s))

One (1) Outside of North America excluding Hawaii SA pass per year with service charge (1 pass each for employee and eligible(s))

These passes are in lieu of any pass benefits you may have been entitled to under Company policy had you retired when normally eligible. Those eligible to use the pass benefits are the employee, spouse and dependent children as defined in Company policy.

http://www.401k.com/

31

Retirement from Leave of Absence Retiree Medical Benefits applicable to flight attendants who retire on or after July 1, 2003.

1. Eligibility: A FA (and eligible dependents and survivors) will be eligible for retiree medical

benefits if the FA, at retirement, meets one of the following:

EITHER: a. Age fifty-five (55) or older with ten (10) or more years of service, or

b. On May 1, 2003 was age fifty (50) or older with ten (10) or more years of service, and

c. In both cases above, retires from active status, voluntary furlough, or Medical LOA, and

d. Continues to make required contributions OR:

e. Employment is terminated, by exhausting the full period of Medical LOA (3-years); and

f. Years of service are equal to or greater than 25 years; and

g. Employee is collecting Social Security Disability Benefits; and

h. Continues to make required contributions

At least sixty (60) days prior to the end of your three (3) year Medical LOA, if you are collecting Social Security Disability Benefits contact your supervisor to review your eligibility for retirement status or your eligibility for retiree medical benefits. You will need to present the Notice of Award letter from the Social Security Administration to receive the retiree medical benefit if you are not eligible for retiree status.

If you are eligible to retire and you retire while on a Non-Medical Leave of Absence, you will be ineligible to receive retiree benefits. However, if you return to active status for two (2) months following your Non-Medical Leave of Absence you may retire with full benefits.

Pension Plan

Contact the Pension Benefit Guaranty Corporation (PBGC) for all information regarding pension plans. Visit the PBGC at www.pbgc.gov or call 1-800-400-7242 and refer to PBGC case number 19962800 for the United Airlines Flight Attendant Defined Benefit Pension Plan. The PBGC recommends you request an estimate before applying for your pension benefits. An estimate will provide you information about the amount of your benefit for each possible form of benefit available to you. To initiate the pension payment process, contact the PBGC and apply to begin receiving your pension benefit. United recommends employees submit their application to begin receiving their pension benefit at least four months before the desired date of the first pension payment.

Governmental Unemployment/Disability Benefits

Depending upon the state/country/city in which you live, you may be entitled to state/country/city unemployment or disability benefits while on a Maternity and/or Non-Occupational Medical Leave of Absence.

http://www.pbgc.gov/

32

RETURN FROM LEAVE OF ABSENCE

If you have been off work due to a medical or non-medical leave-of-absence, you will be required to complete a return-to-work process. The process includes:

Medical clearance (from a medical leave-of-absence), the Employee Service Center (ESC) contact 877-825-3729 or [email protected] .

Staffing Administration (background check, drug testing, fingerprints, etc.) contact 713-324-5300 or [email protected] .

FAOM contact [email protected] .

Badging contact [email protected] .

Depending on the length of your absence, you may not require some of the above processes. The Flight Attendant Support Team will contact you once your return to work clearance is received and all of the above processes pertaining to your return, have been completed. The FAST team will discuss Inflight requirements and schedule you for the first available training class.

If you are on a Personal, Special, Parental, Paternal or Educational LOA, contact the FAST a minimum of thirty (30) days prior to your return to work date to begin the process. You will not be returned to active status or awarded a LOF without confirmation from the FAST that all return to work requirements listed below are met.

If you are on a Military LOA, contact the FAST to give notice of your intent to return to work as soon as possible. You will be provided time off required by law after the expiration of your military service.

If your Military LOA is:

30 days or less – provide notice of your intent to return to work by reporting no later than the beginning of the first full regularly scheduled work period on the first full calendar day following: (1) the completion of military service; and (2) your return to your residence; and (3) an eight (8) hour rest period.

31-180 days – submit an application for reemployment* within fourteen (14) days of return from service unless a greater period is otherwise provided by law.

More than 180 days – submit an application for reemployment* within ninety (90) days of return from service.

United will consider extension of your leave if circumstances beyond your control prevent a return to work before your LOA expires. You will not be returned to active status without confirmation that all conditions for return to work are met. You will be returned to your assigned base, provided you return on or before the expiration date of your leave. Upon return, present documentation to the FAST which states you have satisfactorily completed your period of military service.

*Application for reemployment is governed by Uniformed Services Employment and Reemployment Rights (USERRA). A FA on Military LOA is guaranteed return to the FA position as if s/he remained continuously employed provided certain conditions are met. The application process is fulfilled via written or verbal advisement from the employee of her/his intent to return (and actual return) on a specified date.

If you are on a Medical LOA, contact the Flight Attendant Support Team (FAST) thirty (30) days prior to your estimated return to work date to begin the return to work process. You are expected to return to work as soon as able.





33

You cannot be returned to active status or awarded a schedule without confirmation that all conditions listed below have been met including obtaining medical clearance:

Obtain TSA Fingerprint Clearance

If your LOA exceeded one (1) year and your fingerprint clearance is more than a year old, your fingerprints must be resubmitted before return to work or training. If your last fingerprint submission was in a format allowing United to resubmit them on your behalf, FAST will do so. If prints are not in a format for resubmission, you will be contacted and advised on how to resubmit fingerprints. No action is required on your part for resubmission of your prints unless advised otherwise.

If required to retake fingerprints, the FAST will advise you of the fingerprint facilities. Two (2) forms of government issued ID are required (i.e. passport, driver’s license, certified birth certificate, or social security card) when prints are taken. The FAST will advise when your fingerprint clearance is

received. You then become eligible to receive your updated TSA Crewmember Badge. If any clearance issues occur during the process, you will be contacted by the FAST with additional instructions.

Update Passport / Visas

You are required to carry a valid passport and necessary visas on all flight assignments. If not already accomplished, obtain a valid passport prior to returning. If your PRC and/or Russian visa is expiring within forty-five (45) days, a MUST READ email was sent to your UAL corporate address with directions on renewal. The process for renewal (and a copy of the email) can be found in Flying Together>My Department>My Work Tools. Click Visa Letters and Process for Instructions. If you are returning from a Medical or Maternity LOA, you must have cleared UALMD (even if not yet returned) prior to submitting for renewal. If returning from any other type LOA, you need to be within forty-five (45) days of returning to duty prior to submitting for renewal. Ensure passport/visa information is on file at United prior to your first work assignment.

The TSA requires the name on your passport is identical to the name on Company information.

Update Your Flight Attendant Operations Manual (FAOM)

Prior to attending training or your first flight assignment, you need to ensure your FAOM and/or LINK is updated (revisions and bulletins were placed in your mail-folder during your leave). If you wish to purchase a new manual, email [email protected]. Allow fourteen work days for delivery. Your manual will be inspected upon return to training or flying to ensure it complies with FAR 121.137.

Comply With All Necessary Training Requirements

Per Section 23 J. of the Agreement, if on a LOA in excess of twelve (12) months you may not return to active status until successfully completing all necessary training. In order to return to active status, the following need occur: (1) If returning from Medical or Maternity status, FAST receives and processes medical clearance from OPCMD; (2) fingerprints are checked and cleared; (3) you are in possession of current United Crewmember Badge; and (4) you have an up-to-date FAOM and/or LINK.

If FAST is unable to provide you a training date within sixty (60) days of the date you notified United of your desire to be trained, you will be entitled to a sixty-five (65) hour minimum guarantee (prorated) commencing with the sixty-first (61st) day until the commencement of training. This does not apply if the delay in training is due to your unavailability.

Flight attendants on an Educational, Maternity (without medical complications), Personal or Special Leave for less than twelve (12) months who do not provide required advance notification to permit the scheduling of training will not return to pay status until all required training is completed.


34

Continuing Qualification Training (CQ)

The training that you will be required to attend before returning to active flying depends 1) upon the date you last attended training; 2) your training month and 3) the date your qualifications lapsed. For example, if you have a November training month you may attend training in October, November or December. In this example you last attended training in November. Your qualifications lapsed on January 1, which is one day after the last calendar day of your December “grace” month. When determining required training, calculate from the last calendar day of your training month in the year your qualification lapsed.

If you failed to attend training in your training month, during the 24 month period immediately following the last calendar day of your training month, you can re-establish your qualifications in one of two ways.

The first month in this 24 month sequence is known as your “grace” month. Attendance a CQ training during your “grace” month maintains your qualifications.

RQL1 (One-day training) If you fail to attend training in your “grace” month, your qualifications lapse and you must attend RQL1 training during one of the subsequent 23 months. For example, if you have a November training month and you last attended training in November 2008, your grace month is December and your qualifications lapse on January 1,, 2010. You may attend training in your grace month or you may use the subsequent 23 months of the two year period which began on the last calendar day of your training month or until November 30, 2011 to attend RQL1.

RQL2 (Three-day training) Once your qualifications have lapsed and you have not attended training during the 24 month period which began the last calendar day of your training month in the year your qualifications lapsed, you must attend RQL2 training on or before the last day of the 36th month of the period which began on the last calendar day of your training month in the year your qualifications lapsed. Using the same example above, your training month is November, you last attended training in November 2008, and your qualifications have lapsed. If you do not attend RQL1 during the period from January 1, 2010 through November 30, 2011, you will need to attend RQL2 during the period covered from December1, 2011 through November 30, 2012.

RQL3 (Eleven-day training) Once your qualifications have lapsed and you have not attended RQL1 or RQL2 and more than 36 months from the last calendar day of your training month in the year your qualifications lapsed has passed, attendance at RQL3 is required. Using the example above, your training month is November, you last attended training in November 2008 and your qualifications have lapsed, attendance at RQL3 is required on December 1, 2012 or later.

Note: CQ (one day training); if you return from a LOA within your current annual training requirement cycle, you will be scheduled for training based on your “must go” or “base month.”

Miscellaneous Additional Training

You are required to be equipment, service and ditching qualified on all aircraft flown by your base. Prior to November 30, 2011, if you did not complete the 767 IPTE or 777 IPTE e-learning courses, you are no longer qualified on those aircraft and will need to attend equipment transition training in order to be qualified to return to work. In addition, if you did not complete the 747 IPTE e-learning or the 747-400 IPTE hands-on training prior to November 30, 2011, you are no longer qualified and need to complete 747-400 equipment transition training in order to return to work.

The equipment transition training is in addition to RQL1 or RQL2. If you attend RQL3, you do not need separate equipment transition classes as you will complete all equipment classes at RQL3.

35

Uniform and Appearance

It is anticipated you will return to work with a complete uniform. Alterations/replacements are your responsibility unless a new uniform has been issued. Additionally, if you have an outstanding balance on uniform items the payments will be suspended while on LOA and reinstated upon return to active status.

Bid for Schedule Flight attendants are encouraged to submit bids via the LOFBID screen. Bid packages are available online in Flying Together: Flying Together>My Department> Scheduling>Bidding-Awards>Domicile Bid Packages. You will only be awarded a LOF if all the following are met:

1. Medical clearance has been received, approved and processed by the FAST prior to 16:30

Central Time on the 17th of the month preceding the primary award

2. Your clearance to RTW confirms a date prior to the first day of the schedule month

3. You are fully qualified to fly or, if training is required, have enrolled in a class and training will

be completed prior to the first day of the next schedule month Once you have completed the RTW process you are eligible to be awarded a schedule. If you did not bid, you will be assigned a LOF based on the lowest numbered line available at your seniority and status as a lineholder or reserve (A, B Letter).

If the end date of your LOA is the first day of the schedule month or later and your medical clearance has been approved and processed, you must contact the Advanced Schedule Planner for your base at 1-800-FLT-LINE (1-800-358-5463) option 5, 2 Monday-Friday 08:00–16:30 pm Central Time to have a line constructed.

If the end date of your LOA is prior to the first day of the schedule month and you have received clearance from OPCMD and you are fully qualified to fly, you will be awarded a LOF, whether you submit a bid or not.

If you are required to obtain clearance from OPCMD prior to your first scheduled work day and are unable to do so, you will be removed from schedule (DNF).

Failure to Return from Leave of Absence

Failure to return to active duty before the termination of your three (3) year Medical Leave of Absence will result in separation from the Company. You are expected to return to work at the end of any approved LOA. Failure to return may result in corrective action.

Medical Clearance

If returning from an LOA other than Medical or Maternity and unable to return due to your own health, you need to submit an Absence Certificate at intervals as specified by OPCMD (Appendix D). You will remain on the existing LOA with benefits as stated in that respective section except for seniority accrual. Seniority accrues as outlined in Section 23.C of the Agreement (Medical Leave) not to exceed three (3) years. The three years begins on the first day you are medically unable to return to work following the non-medical/maternity LOA.

Refer to Section 20.D of the Agreement for the negotiated process should there be a disagreement over your ability to work. Contact your base supervisor if you have any questions concerning this provision.

36

Inflight Services

Flight Attendant

Leaves of Absence Packet

Appendix A

Medical Certification for Pregnant Flight Attendant

Dear Doctor:

With appropriate medical certification, a United Airlines Flight Attendant may continue to work as a Flight Attendant through the 31st week of pregnancy. We require an initial medical certification upon notification of pregnancy and follow-up certifications at the 28th and 30th weeks.

The certification asks you to attest to the Flight Attendant‟s ability to safely perform the duties of the Flight Attendant position. To assist you in this evaluation, a copy of the current job description for the Flight Attendant position is attached.

------------------------------------------------------------------------------------------------------------- Initial Certification of Pregnancy This is to certify that is under my care for pregnancy. The expected date of delivery is _ _/ _ _/ _ _. Based on my examination of her, and my review of the job description for the Flight Attendant position:

She is able She is NOT able

To safely perform the essential functions of the Flight Attendant position.

File Number:

Signature of Health Care Provider/Title

This signature certifies that this form was completed by the Health Care Provider

Date

Printed or Typed Name of Health Care Provider Type of Practice

Address Telephone Number

Health Care Provider‟s Office Hours: Appointment Hours:

(To be completed by Health Care Provider)

Please fax to: United Airlines at (847) 364-2445

38

Inflight Services

Flight Attendant


Appendix B

Packet Last Revised July 2015 38

28th Week Certification of Pregnancy

This is to certify that is under my care for pregnancy.

The expected date of delivery is _ _/ _ _/ _ _. Based on my examination of her, and my review of the job description for the Flight Attendant position:


to safely perform the essential functions of the Flight Attendant position.

File Number:



Date



Health Care Provider’s Office Hours:

Appointment Hours:


Note: This form must be faxed to the FAST at 847-364-2445.

30th Week Certification of Pregnancy

This is to certify that is under my care for pregnancy.

The expected date of delivery is _ _/ _ _/ _ _. Based on my examination of her, and my review of the job description for the Flight Attendant position:


to safely perform the essential functions of the Flight Attendant position.

File Number:



Date



Health Care Provider’s Office Hours:

Appointment Hours:


Note: This form must be faxed to the FAST at 847-364-2445.

41

Inflight Services

Flight Attendant


Appendix C


DATE

ADDRESS

Dear NAME,

Our records indicate your personal sick leave bank hours depleted on DATE. If you remain medically unable to return to work, in accordance with Section 23 C. of the Agreement, you will be placed on a Non-Occupational Medical Leave of Absence beginning DATE.

Please disregard this letter if you called off sick leave and complete a work assignment prior to DATE. If you have been on sick leave for over six (6) calendar days you remain required to have an Absence Certificate completed by a Health Care Provider and faxed to OPCMD at 847-700-2600 by DATE. If OPCMD does not receive medical documentation substantiating your absence by the deadline the remainder of your schedule(s) will reflect DNF. To verify receipt of your medical documentation you may contact the Employee Service Center (ESC) at 1-877-UAL-ESC9 (1-877-825-3729).

Once you begin your Leave of Absence I will be your supervisor in lieu of your group supervisor. If, however, you are unable to meet the above deadline, please contact your original group supervisor prior to the deadline to discuss the circumstances.

As Company policy, and government mandates may change, the most current Leaves of Absence Packet is located in Flying Together My Department Flight Attendant Support Team Leave of Absence Information. The Leave of Absence Packet contains a summary of benefits affected by this status and should be read carefully.

Important information while on an inactive Medical Leave of Absence:

□ You are expected to remain under a physician’s care, as well as provide OPCMD with regular medical updates following each visit or as directed by UAL Medical.

□ Your UA-issued TSA crewmember badge may be retained. Should it expire during your leave of absence, it cannot be renewed until your return to active status.

□ You will retain your LINK and accessories for the duration of your Leave of Absence. If your Leave of Absence extends past 90 days, your LINK will be suspended until you return to active service.

□ Reasonable Accommodation Process (RAP), outside employment guidelines and information regarding seniority accrual is in the Leaves of Absence packet.

You are very important to United’s success. I wish you a speedy recovery and look forward to having you back to work soon. Please contact me if you have any questions.

Respectfully,

SUPERVISOR NAME [email protected] Supervisor of Inflight Service

Encl: Absence Certificate



43

Inflight Services

Flight Attendant


Appendix D


Inflight Services

Flight Attendant


Appendix E

DATE

ADDRESS

Dear NAME,

Based on the medical information provided by a Health Care Provider, United Medical (OPCMD) has authorized your medical incapacity to work until DATE.

If you need to extend your absence beyond that date or receive clearance to return to work, your physician must complete an absence certificate. The required documents containing the information on the Review of Medical Documentation must be completed by your Health Care Provider and faxed to OPCMD at 847-700-2600 by DATE. You may contact the Employee Service Center (ESC) at 1-

877 UAL-ESC9 (1-877-825-3729) to verify receipt of your documentation and/or to answer any questions regarding the specific information required.

Failure to provide sufficient information to support your absence from work may result in the absence being deemed unauthorized. This would be inconsistent with the Working Together Guidelines in regards to responsibility and dependability.

While you remain on your medical leave of absence I will continue to be your contact in lieu of your supervisor. If you are unable to meet the above deadline, please contact me at PHONE or email me at [email protected] prior to the deadline date.

If your medical limitations are long-term or permanent, you are invited to participate in the Company’s Reasonable Accommodation Process (RAP). The sole purpose of RAP is to engage you in a dialogue regarding long-term medical limitations and to determine whether there are reasonable accommodation options available that are consistent with those limitations. If you are interested in discussing this process, please contact me.

You are a valued member of the United family and your health and welfare continue to be important to us. If you have any questions, please feel free to contact me. Best wishes for a speedy recovery!

Respectfully,


Encl: Absence Certificate

Review of Medical Documentation form




Inflight Services

Flight Attendant


Appendix F

DATE

ADDRESS

Dear NAME,

United Medical (OPCMD) has received medical information for your current absence but it has been deemed insufficient. OPCMD has indicated on the enclosed Medical Status Form what additional information is required to substantiate your absence. Please complete one of the following no later than DATE.

Have the enclosed Absence Certificate completed by your Health Care Provider with the

required information as indicated on the Medical Status Form and faxed to OPCMD at 847- 700-2600.

If you are instructed on the enclosed Medical Status Form to visit a Concentra Medical Center

or affiliate, you will need to call OPCMD at 1-877-825-3729 to request an Authorization for Examination Form and ascertain what additional medical documentation from your treating physician will be needed at this appointment.

You may also contact the Employee Service Center (ESC) to verify receipt of your documentation and/or to answer any questions regarding the specific information required.

Failure to provide sufficient information to support your absence from work may result in the absence being deemed unauthorized. This would be inconsistent with the Working Together Guidelines in regards to responsibility and dependability.

If you are unable to meet this deadline, please contact me at PHONE or email me at [email protected] prior to the deadline date.

As always, you may contact the Employee Service Center (ESC) at 1-877 UAL-ESC9 (1-877-825-3729) to verify receipt and/or processing of your medical documentation.

If you have any further questions, please feel free to contact me.

Respectfully,


cc: Personnel file Encl: Absence Certificate

Review of Medical Documentation form




Inflight Services

Flight Attendant


Appendix G

ACTIVITY

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(/)

0:: ::::l 0 :I: N

0 1- Q.

::::l

(/)

0:: ::::l 0 :I:

"" 1- Q.

::::l

(/)

0:: ::::l 0 :I: 10

0 1- Q.

::::l

0 ...J ...J ::::l u.

Body Movements

Stand Walk Sit Bend /Twist! Tum

Kneel/ Squat I Crawl

Climb I Heights Head I Neck Mov ement Reach Outward* R each above Shoulder•

Driv e/Operate Company

EqUIP.

Crutches I Splint I Cast••

ACTVI ITY

0:: w > z

(/)

0:: ::::l 0 :I: N

0 1- Q.

::::l

(/)

0:: ::::l 0 :I:

"0" Q.

::::l

(/)

0:: ::::l 0 :I: 10

0 1- Q.

::::l

0

...J :u:::.l

Push !Pull

UQ to 10 lbs. Up to 20 lbs. Up to 30 lbs. Up to 50 lbs. Or

Greater

Lift /Carry

Up to 10 lbs. Up to 20 lbs Up to 30 lbs. Up to 50 lbs. Or

Greater

Grip"

Type I Keying* R epetitive Hand Use*

Other

UN I TED·

WORKERS' COMPENSATION EMPLOYEE

WORK STATUS FORM (ESF)

PATIENT'S NAME: -------------------

EMPLOYEE FILE#------------- COMPANY ADDRESS CODE --- DATE

OF SERVICE:--------------DATE OF INJURY:-------

DESCRIPTION OF INJURY/ILLNESS: ------------------------

Transitional Duty Available (Please list all restrictions (if any) to ensure proper placement on transitional duty)

PATIENT'S STATUS Choose one of the following:

1:1 PATIENT HAS NO RESTRICTIONS AS OF DATE : _

1:1 PATIENT HAS REACHED MAXIMUM MEDICAL IMPROVEMENT AS OF DATE: --------

1:1 PATIENT IS RELEASED WITH THE FOLLOWING PHYSICAL CAPABILITIES UNTIL DATE:-----

0 1- ...J

w w

*Note if restriction applies to left I right I both extremities

" Circle one

COMMENTS: _

Physician's Signature: Date: _

Physician's Name: Fax: Phone: _

Date of Next Examination: Anticipated RTWIMMI/P&S Date: -----

Employee: A completed ESF form must be faxed to the Employee Service Center at (847) 700-9533

immediately after each medical visit.

Revision update July 1, 2011

Inflight Services

Flight Attendant


Appendix H

DESCRIPTION OF

FLIGHT ATTENDANT JOB DUTIES

Overall Duties and Work Environment

Provides high quality customer service to passengers based on market specification and individual needs. This includes, but is not limited to, enroute cabin service and/or ground cabin service to delayed or canceled passengers.

Reads, interprets, demonstrates and provides safety briefings to passengers. Communicates and ensures compliance with company and government safety and security rules and procedures. Required to manage crew and passengers in any potential onboard event, including medical emergencies, assessment of security threats and a variety of difficult situations. Oversees cabin to ensure cockpit access is prevented by unauthorized personnel. Provides leadership, direction, and assistance to passengers and other crew members in stressful, emergency or evacuation situations.

Works in an environment subject to varying climatic conditions and air pressures, turbulence-induced variable positive and negative G loads, changing work locales, variable hours and shifts and working conditions, moderate noise levels, dim lighting, confining spaces and frequent contact with others. May be exposed to radiation levels of three to six millisieverts (mSB) per year at altitude, dry air ranging from 4% to 15% humidity, and ambient altitudes ranging from 4,000 to 8,500 feet. The frequent air pressure changes could predispose certain employees to ear and/or sinus barotrauma.

Specific Duties and Abilities

Proactively assists passengers with stowage (i.e., floor to above shoulder level) of carry-on bags, garments and other belongings. Serves or sells food, beverages and various other amenities in accordance with service standards. Picks up trash, keeps cabin and lavatories tidy. Provides assistance, which could include cardiopulmonary resuscitation, to ill or incapacitated passengers.

Operates mechanical and safety equipment such as oxygen systems, aircraft doors, evacuation slides, fire extinguishers, life rafts, galley equipment, communication and audio/visual equipment and lighting systems. Handles cash and credit transactions for liquor, audio equipment and other sales. Uses computers, including navigation within Windows environments and data entry and retrieval of information using company operated systems. Reads, comprehends, updates and uses technical or specialized information.

Interacts in a professional and friendly manner with clients, coworkers and customers of diverse backgrounds. Works with other crewmembers on a team to ensure all services meet company standards. Takes responsibility and is accountable for commitments and assignments.

Presents a professional image, including a neat, well-groomed appearance as described in the Flight Attendant Uniform Appearance Standards.

Must be able to speak in a clear, concise, and organized manner, loudly enough to be heard in an emergency. Ability to speak and understand English fluently. Proficiency in a second language highly desirable. Ability to hear all types and ranges of sound. Must meet hearing and vision requirements as established by the Federal Aviation Administration and the airline.

Ability to use time efficiently and productively. Ability to demonstrate assertiveness and influence, when appropriate. Ability to resolve difficult, emotionally charged or confrontational issues while maintaining composure and focusing on customer needs. Ability to make decisions with little or no

supervision, or in the face of rapidly changing events, stress, emergencies or crises. Ability to demonstrate flexibility and adjust easily to new conditions, changing needs and priorities.

Must complete Initial Flight Attendant Training, including Emergency Procedures and annual recurrent emergency training. May be required to complete other training as well.

Physical Requirements

Flight attendants are required to be able to perform a combination of physical activities in the course of their work day. The types and combination of physical activities that are required may vary from day to day, depending upon job tasks assigned. Some of those activities include the following:

Works in aircraft aisles and galleys for periods of up to 14 hours or more, performing duties which require standing, walking, climbing, stooping, crouching, squatting, kneeling, reaching, twisting and bending. Such duties may be complicated by unpredictable, and at times, air turbulence.

Pushes or pulls movable carts. Ergonomic studies show that the initial push/pull force (force required to put a beverage or food cart in motion, at a flat angle) is 29 pounds of force. On a 4 degree angle, the estimated required force is 45 pounds.

Frequently required to use force up to 25 lbs. to lift, push, or pull objects, such as beverage stowage bins. Occasionally required to use 25 to 55 lbs. of force to lift, push, or pull objects. At times, required to use forces greater than 55 lbs. to lift, push, or pull objects. Some of these push, pull, or lifting forces must be performed with the arms at or above shoulder level, such as in the case of closing or opening overhead bins.

Ability to perform tasks that require overall body coordination/balance. Vertical reach of at least 82 inches (2.08 meters) and maximum height of 76 inches.

Education

High school graduate or GED

Additional Qualifications

Qualifications: Must be able to complete company physical assessing capability to meet flight attendant essential functions with or without a reasonable accommodation, drug tests, background checks, the required initial and emergency procedures for flight attendants and other pre-employment checks required to obtain SIDA access. Must possess a valid passport prior to attending training with 30 months validity remaining prior to expiration.

Inflight Services

Flight Attendant


Appendix I

Sick Leave Accrual

Medical LOA

Maternity LOA

Personal LOA

Special LOA

Educational LOA

Military LOA

No

No

No

No

No

No

Travel Privileges UA

UAX 1 - Other

2 - Companion

Yes*

Yes*

90 Days

***

90

Days ***

90 Days

***

Yes*

1 – No 2 – Yes

1 – No 2 – Yes

1 – No 2 – Yes

1 – No 2 – Yes

1 – No 2 – Yes

1 – No 2 – Yes

Insurance Medical Dental Vision Company Paid Life

and Accidental Death & Dismemberment

Yes+

Yes+ Max

of 18 months if

you pay full cost

Max of 18 months if

you pay full cost

Max of 18 months if

you pay full cost

First 3 months at employee cost & an additional

21 months at full cost

Yes+

Yes+ Max

of 18 Months if you pay full cost

Max of 18

Months if you pay full cost

Max of 18 Months if you

pay full cost

First 3 months at employee

cost & an additional21 months at full

cost

Yes

Yes

Max of

18 Months

Max of 18

Months

Max of 18

Months

Max of

24 Months

Yes

Yes

Max of 180 days if you pay premium




BENEFITS WHILE ON A LEAVE OF ABSENCE – Reference Chart

Vacation Accrual

Seniority Accrual

401(k)

No 3 Years No

No** 3 Years No

No 180 No

Consecutive Days ****

No 180 Days in a No rolling calendar

month ****

No 270 Days No

See FA Agreement

No Section 23.F. No

* Travel privileges on UA and United Express only for duration of leave

*** Travel on UA and United Express must be completed within 90 days from effective date of leave

**** Company, SW, Pay and date of employment seniority will be adjusted after 180 days + Medical continues if you pay the monthly employee contribution.

++ Employee and/or Employer contributions will be made to your 401(k) Plan account if you receive eligible earnings

Note: Two consecutive 30-day ANP periods revert to a Personal Leave of Absence. Additionally, any ANP which adjoins a LOA is treated as an extension of the LOA. If a 30-day ANP precedes a Special Leave; the effective date of the leave is retroactive to the start of the ANP. This may affect seniority, employee pass travel and insurance.

The above summarizes how LOA status affects benefits. Although United expects to continue to offer the benefits, the Company reserves the right to modify, reduce, change or terminate all or any part of any of these plans (subject to the terms of the AFA collective bargaining agreement). This summary chart is not meant to supersede any plan documents which govern these benefits. In case of conflict, the actual plan documents always control.

Furloughed Flight Attendant: Refer to Section 21 of the Collective Bargaining Agreement. Voluntarily furloughed FA retains eligibility for on-line pass benefits the same as an active FA (except for CJA). S/he also retains Medical and Dental insurance coverage the same as an active FA and continues to accrue seniority.

Inflight Services

Flight Attendant


Appendix J

Leave of Absence Return To Work Checklist

You must contact your Supervisor at least 30 days prior to return to work date. The following actions need to be completed in order to return to work as scheduled.

Flight Attendant Functions Date Accomplished

Company Medical Clearance

(Send medical clearance to OPCMD at least 30 days prior to return)

Uniform Requirements

Ensure Passport is current & Obtain Required

Visa(s) (prior to return)

Ensure TSA Crewmember badge is current

Parking Badge / Secure parking badge/card

Ensure FAOM / LINK is up-to-date

Appearance Check with Base Supervisor

(In complete uniform prior to first trip)

Review numbers in FDUG/FDEM (for accuracy)

Return to Work Briefing (at Base)

Inflight Services

Flight Attendant


Appendix K

DATE «First_Name» «Last_Name» «FA_File_Nbr»SW «addrln» «addrln2» «city», «state» «zip» «Country» Dear «First_Name»

You have been cleared to return to work by Corporate Medical and/or your doctor effective

«CLEARED_RTW_Date».

Your return-to-work process will start with specific requirements that may include the submission of fingerprints, DOT forms (drug/alcohol/physical testing), background verification, I-9 certification, and badging. Human Resources will contact you if it is necessary for you to complete any of these processes, based on the amount of time you were away from work. If you have any questions about this part of the process, please contact 713-324-5300.

sUA

Once this part of the process is complete, you will be contacted by the Flight Attendant Support Team (FAST) to begin the next phase of the return to work process, which may include training and the creation of a Line of Flying. If your qualifications lapsed while on your Leave of Absence, you will be notified and scheduled in the first available training class by FAST.

sCO

Once this part of the process is complete, you will be contacted by the Base Administrative Supervisor to begin the next phase of the return to work process, which may include training and the creation of a Line of Flying.

sUA and sCO

You will also need to complete a CBT lesson within 14 days of your cleared return to work date printed at the top of this letter. You will be paid 1 hour of training pay for completion of the CBT lesson. Your Administrative supervisor will contact you with the specific CBT assignment. Ensure that you print and bring your wellness plan questionnaire that you complete at the end of the lesson with you to your return to work conference/ wellness discussion with your supervisor. This must be completed within 14 days of being cleared to return to work.

As a valid Passport and necessary visas are required to be carried on all flight assignments, please ensure accurate information for these documents is on file at United prior to your first work assignment.

Required company items (i.e., parking cards, duty free keys, etc.) will be returned to you during your return to work briefing with a supervisor at your base.

Please contact me if you have any questions concerning the return to work process.

Sincerely, «Spvr_Name» «SpvrEmail»@united.com Supervisor of Inflight Service cc: Personnel File

Inflight Services

Flight Attendant


Appendix L

Resource Reference List

Bid packet online: Flying Together >My Department>Scheduling> Bidding – Awards > Domicile Bid Packages

Company Medical (OPCMD) – 847-700-2600 (FAX)

(All Medical documentation excluding Family Leave paperwork and ESF forms)

CNA – 1-800-339-9527 (Long Term Care Insurance Plan)

Credit Union at Self-Service Telephone – 773-462-2100 or 1-800-482-5328

Credit Union at Telecenter – 1-800-328-1935

FAOM Coordinator – [email protected] (To order a new FAOM prior to training)

Flight Attendant Support Team (FAST) – 1-800-FLT-LINE (1-800-358-5463) –

Option 4, 4

Flight Attendant Support Team (FAST) – 847-364-2445 (FAX)

(Military Orders, Maternity Pregnancy Certificate)

Fidelity Service Center for United Airlines – 1-800-245-9034 or www.401k.com

MetLife – 1-800-Get-Met8 (1-800-438-6388) Group Universal Life Insurance Plan

United Airlines Benefits Center – 1-800-651-1007 (Insurance, travel eligibility,

COBRA, medical or dental benefits)

Pension Benefit Guaranty Corporation (PBGC) 1-800-400-7242 (Refer to case #19962800)

Inflight Services Human Resource representatives are located in IADSW,

ORDSW, LAXSW and SFOSW. If based elsewhere, contact any base supervisor or manager for the name and number of your specific HR support individual.

This booklet can be obtained through:

Flying Together >My Department> Flight Attendant Support Team > Leave of Absence

UPDATED BY UNITED AIRLINES INFLIGHT SERVICES JULY 2015


http://www.401k.com/

inflight services · appendix d absence certificate appendix e medical follow-up letter appendix f...

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