14th negotiation was on 5/24. Flight attendants the Mgmt. agreed on a minimum-60hour schedule that includes reserve shifts as "flight times" as well as compensation for the remaining hours if the 60-hour schedule is not met. In addition, they have agreed to give 2 flight hours(excluding time spent in a crew rest/uses door close to open time)=1 day annual leave(but with blackout dates, basically all the busy times are no-go for applications for annual leave).

They could not agree upon 123 days off a year(current labor law requires 116) because mgmt. claims that they get more than the regular office worker already with all the layovers(especially the long ones).
They also could not agree upon the per-diem(currently at 90, mgmt. offers 100, TFAU wants 150 to be in line with CI). BR says that the per diem is in line with local standards, and that if they give them any higher, they will transition to a CX per-diem system. Currently, CX only pays per-diem for flights that have layovers and the per-diem start/finish is different. BR pays when the duty time starts till the end when duty time ends back in TPE, no matter if there is a layover or not.

The pilots union(EPU) and mgmt. have escalated to forced mediation after BR refused to negotiate with them, claiming they are not a legitimate union since EVA Air Union has a pilot on its mgmt. team. BR has already agreed to give them more power in regards to flight decisions during typhoons.

Gate agents have gained larger lockers, an annual leave system that is done online, and a NT$10 dollar increase on their meal subsidy in addition to 10 stockings/year for female agents. That is pretty much all they asked for.

The ground staff(tarmac not gate agent) have begun negotiations with EGAS on improving pay/working conditions.

EGAT mechanics have no complaints(they are paid MUCH higher than their CI counterparts).

Also, the EVA Air Union applauds BR for treating employees on E(mployee) tickets well. BR's policy is to upgrade the staff whenever possible.