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Rev. 1 – Effective February 8, 2017
SPIRIT AIRLINES Personal Responsibility Policy for Flight Attendants
The Personal Responsibility Policy is effective February 8, 2017 and covers all Spirit Airlines Flight Attendants. This
Policy supersedes and replaces the Spirit Airlines Inflight Service Performance Management Policy for NonProbationary and Probationary Flight Attendants dated July 22, 2009. However, all requirements of the Flight
Attendant Manual, the Employee Handbook, and the applicable Collective Bargaining Agreement continue to
apply.
Introduction
Spirit Airlines expects all Flight Attendants to be aware of all work place policies and rules for the well-being of our
team members, customers, and business partners. Throughout your employment you must conduct yourself in a
manner that reflects common sense, integrity, responsibility efficiency and good judgment. The following
information is provided to assist you in understanding the basic components of the Personal Responsibility Policy
and how Events covered by the Policy will affect your employment status and your overall work record with the
Company. This Policy sets out the process for addressing single and repeat Events of non-compliance with rules,
policies, or specific work place expectations for conduct. While every Event is clearly defined in this Policy, this is
not an all-encompassing list. The Company reserves the right to modify this Policy as it deems necessary;
including, but not limited to, adding or deleting items.
Progressive Discipline
A progressive discipline policy provides a range of responses to employee performance or conduct issues. In a
progressive discipline policy, disciplinary measures range from mild to severe depending on the nature and
frequency of the conduct. For example, a 1st Step in the progressive disciplinary process may be issued for a
minor first time uniform/appearance issue. On the other hand, the Company may issue a 2nd Step, Final Warning,
or even terminate a Flight Attendant if he/she has committed serious misconduct or does not improve a
performance issue after receiving the opportunity to do so.
The progressive discipline steps for non-probationary Flight Attendants are as follows:

Step 1 – the purpose is to clarify policies and expectations and is the first step in the formal disciplinary
process.

Step 2 – issued if conduct addressed by a Step 1 is repeated or if additional Events occur within a 12month period of active service. However, if a single Event is more serious, the Company may issue a Step
2 for an Event even if committed for the first time.

Final Warning – issued if conduct addressed by a Step 2 is repeated or if additional Events occur within a
12-month period of active service. However, a single Event of misconduct even if committed for the first
time may be so severe that, standing alone warrants issuance of an immediate Final Warning.

Termination – is the result of repeated or additional events occurring after the issuance of a Final
Warning within a 12-month period of active service. However, a single Event of misconduct event if
committed for the first time may be so severe that, standing alone warrants immediate termination.
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The progressive discipline steps for probationary Flight Attendants are as follows:

Final Warning – is the first step in the formal disciplinary process for probationary Flight Attendants.

Termination – is the result of repeated or additional events occurring after the issuance of a Final
Warning during the probationary period. However, a single Event of misconduct event if committed for
the first time may be so severe that, standing alone warrants immediate termination.
The below “Quick Reference” Chart includes each type of Safety, Work Performance, or Conduct Events listed in
the Definitions Section of the Personal Responsibility Policy for Personal Safety/Work Performance/Conduct.
Event #
3.1
3.2
3.3
3.4
3.5
3.6
3.7
3.8
3.9
3.10
3.11
3.12
3.13
3.14
3.15
3.16
3.17
3.18
3.19
3.20
3.21
3.22
3.23
3.24
3.25
3.26
3.27
3.28
3.29
3.30
3.31
3.32
PERSONAL RESPONSIBILITY POLICY FOR FLIGHT ATTENDANT
PERSONAL SAFETY/WORK PERFORMANCE/CONDUCT
Event
Not Following Onboard Services/vPOS Policy
Non-Compliance of Uniform/Appearance Standards
Required Duties Not Performed
Use of Personal Portable Electronic Devices
Required/Requested Reports or Documentation Not Submitted Within Required
Time Period
Reporting for Duty Without All Required Items
Unpaid Hotel Charges
Current Phone Number and/or Address Not on File
Customer, Team Member or Vendor Complaint
Non-Current Flight Attendant Manual
Failure to Follow Inflight FMLA Policy
Failure to Complete Online Distance Learning
FAA Safety Violation
Blogging and/or Use of Spirit Airlines Name or Photos on Public Site
Customer Intoxication Level Improperly Assessed
Mishandling of Unaccompanied Minor Protocol
Unnecessary Customer Removal
Crew Conflict / Fighting
Destruction of Property / Inappropriate Conduct at Crew Hotel
Professional Conduct
Not Passing Recurrent Training
Harassment
Dishonesty
Insubordination
Misuse or Abuse of Sick Leave
Misuse of Abuse of Non-Revenue Travel Privileges
Falsification of Family Emergency
Falsification of Documents or Company Records
Misuse of Company Technology
Sleeping or Giving the Appearance of Sleeping While on Duty
Theft or Unauthorized Possession
Violation of Company and/or DOT Drug and Alcohol Regulations
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Personal Safety / Work Performance / Conduct Event Definitions
The following Events typically will be handled through progressive discipline steps beginning with Step
1 (or a Final Warning for a probationary Flight Attendant). However, the impact of the Event will
always be considered in determining the appropriate disciplinary Step.
3.1 Not Following Onboard Services/vPOS Policy
An Onboard Services discrepancy occurs when any of the components of in-flight service found in the FAM (Flight
Routine – Cabin Service & Onboard Sales and any other applicable section) are not followed.
An onboard vPOS discrepancy occurs when one or more of the following takes place:
 Sales data not uploaded within two (2) hours of block-in at the end of each scheduled duty period
 A flight is not entered into the vPOS
 Not entering or inaccurately entering the opening or closing inventory, sales, or complimentary products
3.2 Not Complying with Uniform/Appearance Standards
A Flight Attendant is expected to report for duty in a complete Spirit Airlines Uniform worn in compliance with
current appearance and uniform standards.
Flight Attendants should only be in a full, compliant Spirit Airlines uniform any time on-duty (to include
Deadheading and sitting Ready Reserve), and/or when commuting to/from base and/or in compliance with other
airline cabin reciprocal/interline agreements.
3.3 Required Duties Not Performed
A Flight Attendant must be familiar and comply with all Company issued duties and/or directives included in, but
not limited to, the Flight Attendant Manual, Flight Attendant Read Files, or CrewTrac messages.
3.4 Use of Personal Portable Electronic Devices (PEDs)
Personal Electronic Devices (PEDs) must be stowed in an overhead bin and are prohibited for use anytime
customers are onboard the aircraft. Note: this excludes the use of the vPOS device; however, the vPOS device
must be properly stowed and not in the Flight Attendant’s hands for taxi, take-off, and landing.
3.5 Required/Requested Reports or Documentation Not Submitted within Required Time Period
A Flight Attendant is responsible for completing an Irregularity or Safety Incident Report, through the Company's
on-line system (Qpulse), for irregularities such as customer removal, medical events, and other unusual situations
or when requested/required by Inflight Management. All reports must be completed no later than 24 hours of
completing the particular trip pairing to which the event occurred unless directed otherwise by Inflight
management. Other requested documentation (i.e., bereavement leave, family emergency, management
approved trip removals) must be submitted within the specified time period.
3.6 Reporting for Duty without All Required Items
A Flight Attendant is required to report for a scheduled trip or Ready Reserve with each of the following required
items in his/her possession and may be removed from a trip if unable to secure the missing item prior to
scheduled report time to the gate/aircraft:
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Valid Spirit CREW ID Badge & Airport ID (If applicable)
Current Passport and other travel documents if applicable (i.e., VISA)
Current Flight Attendant Manual (FAM)
Working flashlight with spare batteries
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Watch
Fully charged Virtual Point of Sales (VPOS) device and Credit Card Sled & all accessories as outlined in the
Flight Attendant Manual.
Complete Spirit Airlines uniform worn in proper compliance
3.7 Unpaid Hotel Charges
A Flight Attendant is required to pay all incidental hotel charges prior to leaving the hotel.
3.8 Current Phone Number and/or Address Not on File
A Flight Attendant is required to maintain a current phone number and address on file with the Company at all
times. He/she is responsible for updating his/her contact information including address and phone number in ESS
and is also required to notify Crew Scheduling (phone numbers only).
3.9 Customer, Team Member or Vendor Complaint
Complaints or reports received of an inappropriate experience and/or interaction with a customer, Team Member
or vendor will be thoroughly investigated. Flight Attendants should refrain from engaging in unprofessional
and/or inappropriate conversations amongst themselves and with other crew members and customers anytime
on duty.
Flight Attendants will be required to submit reports in response to complaints which have been received. Based
on the facts and circumstances of the event, a Flight Attendant may receive an NOI and may be issued discipline
and/or subject to disciplinary consequences if the investigation confirms that misconduct occurred.
3.10 Non-Current Flight Attendant Manual
A Flight Attendant is required to be in possession of a current Flight Attendant Manual (FAM) prior to the start of
any duty period or by the due date of any FAM updates/revisions, whichever occurs first. However, a Flight
Attendant who approaches an Inflight Supervisor, Inflight Compliance Specialist, or an Inflight Instructor for
assistance in ensuring that his/her manual is current prior to flight duty will not be considered to be out of
compliance.
3.11 Failure to Follow Inflight FMLA Policy
A Flight Attendant is required to notify Crew Scheduling if he/she will be absent from work in the same manner
that he/she would call out sick even if the Flight Attendant will be applying for an FMLA/I-FMLA qualifying event.
For additional information regarding the administration of FMLA, please refer to the Inflight Service FMLA Guide.
3.12 Failure to Complete Online Distance Learning
Online Distance Learning for any required training must be completed no later than one (1) hour prior to the start
time of the required classroom portion of training.
The following Events are more serious and will result in a higher level of discipline, up to and including
termination, even if committed for the first time.
3.13 FAA Safety Violation
A Flight Attendant is responsible for safety and compliance with regulatory requirements at all times. He/She is
also responsible for adhering to all Federal Air Regulations and to create and maintain a safe work environment.
3.14 Blogging, Use of Spirit Airlines’ Name or Photos on a Public Site
A Flight Attendant is prohibited from making public statements while in uniform or in a manner that would
identify Spirit Airlines, participating in blogging sessions regarding Spirit Airlines or knowingly appearing in videos
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on any public site such as Facebook, YouTube, etc. while wearing any insignia, uniform, etc. which represent Spirit
Airlines, unless prior approval is obtained from Human Resources.
3.15 Customer Intoxication Level Improperly Assessed
A Flight Attendant is responsible for following the guidelines outlined in the Flight Attendant Manual for assessing
customer behavior during all aspects of flight and must follow those guidelines.
3.16 Mishandling of Unaccompanied Minor Protocol
A Flight Attendant is required to follow the procedures outlined in the Flight Attendant Manual regarding the care
of unaccompanied minors. Not following those procedures and/or mishandling an unaccompanied minor will
result in the Flight Attendant being issued an NOI and may be subject to disciplinary consequences if the
investigation reveals non-compliance with the procedures or the mishandling of the unaccompanied minor.
3.17 Unnecessary Customer Removal
A Flight Attendant is responsible for knowing and using the proper defusing techniques as outlined in the Flight
Attendant Manual when dealing with customers to avoid unnecessary removal of customers from the aircraft. A
Flight Attendant may be issued an NOI and may be subject to disciplinary consequences if the investigation
reveals that the proper procedures were not fully followed and the removal of a customer was not warranted.
3.18 Crew Conflict / Fighting
A Flight Attendant is expected to be able to work cooperatively with other Flight Attendants, Team Members,
vendors, and local authorities. Should conflicts arise, the Flight Attendant is expected to attempt to resolve the
situation in a non-combative and professional manner. Threats of violence, physical fighting or verbal arguments,
especially in front of customers, and other Team Members are absolutely unacceptable and strictly prohibited.
3.19 Destruction of Property and/or Inappropriate Conduct at Crew Hotels
A Flight Attendant is expected to act professionally at all times while on scheduled layovers and while at assigned
crew hotels. All reports of misconduct and/or destruction of hotel property will be investigated. If reports of
misconduct or destruction of property are substantiated, the Flight Attendant responsible will be subject to the
disciplinary consequences, and held accountable for any charges for damage to hotel property.
3.20 Professional Conduct
Throughout your employment you must conduct yourself in a manner that reflects common sense, integrity,
responsibility efficiency and good judgment. It is expected that each Flight Attendant maintain conduct including,
but not limited to:
 Professional and courteous towards customers and fellow employees,
 Reflects positively on Spirit Airlines,
 Reflects superior work ethic, including:
 Promptness
 Preparedness
 Reports absences as far in advance as possible
 Uses only assigned equipment and machines for which proper training and authorization has been
received, and
 Obtains Company authorization before distributing/posting written or printed material and soliciting
funds on company property.
It is also expected that each Flight Attendant will abide by all:
 Safety practices and regulations,
 Smoking restrictions,
 Company security regulations, and
 Airport, city, state, and federal laws.
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The following Events, even if committed for the first time, are so serious they warrant immediate
termination.
3.21 Not Passing Recurrent Training
A Flight Attendant who does not pass Recurrent Training on the first attempt will be placed on inactive, unpaid
status and scheduled for the next available Recurrent Training Class. The Inflight Training Department may deem
a first-time recurrent training failure as grounds for the issuance of a NOI based on the nature/severity of the
failure. However, points will not be issued for a first-time recurrent training failure. If the Flight Attendant does
not pass the second scheduled Recurrent Training class, he/she will be placed on inactive, unpaid status,
scheduled for an NOI and subject to termination.
3.22 Harassment
A Flight Attendant is prohibited from engaging in unwelcome behavior or conduct, whether verbal, physical or
visual, that is based upon a person's sex, color, race, religion, national origin, age, disability, sexual orientation or
any other protected status. Harassment will not be tolerated in the work place or in any other setting if it impacts
the workplace of fellow team members or customers and/or the Company’s operation or business.
3.23 Dishonesty
It is a basic requirement of a Flight Attendant's job to be honest and truthful in all aspects of his or her
relationship with the Company. Dishonesty of any kind in relation to the Company, including the failure to
cooperate in a Company investigation by providing false or misleading information, will not be tolerated and is
grounds for immediate termination.
3.24 Insubordination
A Flight Attendant is expected to comply with the instructions of an Inflight or Company management staff
member. A Flight Attendant must also refrain from engaging in any verbal or physical conduct toward his or her
supervisor that disrupts the Company's operations or tends to undermine the supervisor's authority or control.
3.25 Misuse or Abuse of Sick Leave
Sick leave is intended for the illness/injury of the Flight Attendant or to care for an ill or injured dependent minor
child. Sick leave may not be used for any other purpose. Events such as, but not limited to, sick calls made prior
to or immediately following a scheduled vacation period, following the denial of a request to drop, trade or use
float vacation, and during holiday periods will warrant an investigation. If medical or other documentation is
required and the Flight Attendant fails to provide the documentation or it is determined to be fraudulent, the
Flight Attendant may also be also be charged with insubordination and falsification of documents.
3.26 Misuse of Non-Revenue Travel Privileges
A Flight Attendant is prohibited from engaging in non-revenue pass travel during the time period in which he or
she is absent from work as a result of a sick call, FMLA absence, leave of absence, or an on-the-job-injury, without
the express approval of an Inflight Supervisor or an authorized Human Resources representative.
3.27 Falsification of a Family Emergency
A Flight Attendant who reports or claims to have a Family Emergency where one does not exist will be subject to
termination.
3.28 Falsification of Documentation or Company Records
A Flight Attendant is strictly prohibited from submitting documentation or information that is false or fraudulent.
Some examples include, but are not limited to, the following:
 Intentional inaccurate reporting of on-board sales activity
 Falsifying Company records or reports
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
Providing false documentation to substantiate the need for any type of leave of absence (doctor's note,
jury summons, obituary notice, etc.)
Providing false, inaccurate or misleading information during an investigative meeting
3.29 Misuse of Company Technology
The misuse of Spirit Airlines email or any other Company communications system (including the vPOS device) is
strictly prohibited. A Flight Attendant's use of any Spirit communications system to voice personal, religious,
political or inflammatory opinions is not authorized and considered misuse.
3.30 Sleeping or Giving the Appearance of Sleeping While on Duty
A Flight Attendant is strictly prohibited from sleeping or giving the appearance of sleeping while on duty. This
prohibition does not apply to deadheading crew members. If deadheading on a Spirit aircraft, a Deadheading
Flight Attendant who wishes to sleep must remove his/her wings and any Company logo or clothing items which
identify him/her as a Spirit flight crew member to avoid confusing customers.
3.31 Theft or Unauthorized Possession
Any act of theft is strictly prohibited. Theft includes, but is not limited to, the unauthorized possession of
Company property or the property of another Team Member, customer, or vendor and includes the removal of
onboard sales products from the aircraft with the exception of one (1) small opened bottle of water.
3.32 Violation of Company and/or DOT Drug and Alcohol Regulations
Violation of Company Policy regarding the use and/or possession of drugs and/or alcohol and/or DOT Drug and
Alcohol Regulations is strictly prohibited. Please refer to the Spirit Airlines’ Drug and Alcohol Policy for more
information.
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