Airtran 2007 Annual Report Download - page 13

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7
Computer Reservations
We are a participant in the major travel agency Global Distribution Systems (GDSs), including Amadeus, Galileo, SABRE, and
WorldSpan. These systems provide flight schedules and pricing information and allow travel agents to electronically book a flight
reservation without contacting our reservations facility. We pay booking fees for the completed transactions made in the GDS
systems. We also participate with a number of emerging distribution tools including G2 Switchworks and other internet based booking
tools. These companies generally have a lower cost for participation.
Employees
As of January 15, 2008, we employed approximately 8,500 employees representing approximately 8,100 full-time equivalents.
Both initial and recurrent training are provided for all employee groups. The average training period for new employees ranges from
approximately one to eight weeks depending on job classification. Both pilot and mechanic training are provided by in-house training
instructors.
Federal Aviation Administration (FAA) regulations require pilots to have commercial licenses with specific ratings for the aircraft to
be flown, and to be medically certified as physically fit to fly. FAA and medical certifications are subject to periodic renewal
requirements including recurrent training and recent flying experience. In December 2007, federal legislation was enacted increasing
the mandatory retirement age for U.S. commercial airline pilots from age 60 to age 65. Mechanics, quality-control inspectors and
flight dispatchers must be certificated and qualified for specific aircraft. Flight attendants must have initial and periodic competency
training and qualification. Training programs are subject to approval and monitoring by the FAA. Management personnel directly
involved in the supervision of flight operations, training, maintenance and aircraft inspection must also meet experience standards
prescribed by FAA regulations. Management personnel attend management training classes to meet government mandated
requirements as well as skills development training. All safety-sensitive employees are subject to pre-employment, random and post-
accident drug testing.
We have employee groups that are represented by labor unions and are covered by collective bargaining agreements. The Railway
Labor Act governs our relations with these labor organizations. The agreement with our dispatchers, who are represented by the
Transport Workers Union (TWU), was ratified in October 2004 and becomes amendable in January 2009. Our agreement with our
pilots, who are represented by the National Pilots Association (NPA), was ratified in August 2001 and became amendable in 2005.
During 2007, we reached a tentative agreement with the NPA; however, our pilots declined to ratify the tentative agreement. Our
negotiations with the NPA are currently in mediation under the auspices of the National Mediation Board.
We have four separate agreements with employee groups represented by the International Brotherhood of Teamsters (IBT). Our
agreement with our maintenance technicians and inspectors was ratified in October 2005 and becomes amendable in October 2009.
The agreement with our technical training instructors was ratified in March 2006 and becomes amendable in March 2011. The
agreement with our stock clerks was ratified in June 2006 and becomes amendable in June 2011. Our agreement with our ground
service mechanic employees was effective September 2006 and becomes amendable in September 2011. We have a collective
bargaining agreement with our flight attendants who are represented by the Association of Flight Attendants (AFA). Our agreement
with the flight attendants was ratified in June 2005 and becomes amendable in December 2008.
We also have many employees who are not represented by labor unions. Our customer service, ramp and reservations agents are not
represented by labor unions and rejected unionization, for the third time, by a substantial margin in December 2005. We are unable to
predict whether any of our non-union employee groups will elect to be represented by a labor union or become covered by a collective
bargaining agreement in the future. The election of a bargaining representative could result in employee compensation and/or working
condition demands that could impact operating performance and expenses.