![]() These cards won't be worth it if you're paying interest or late fees. We're focused here on the rewards and perks that come with each card. Depending on how often you fly American Airlines and your spending habits, one of these cards could be a better fit. To the no-annual-fee American Airlines AAdvantage® MileUp® Keep in mind American Airlines has four personal co-branded credit cards, ranging from the premium Citi® / AAdvantage® Executive World Elite Mastercard® Combined with a reasonable annual fee and an easy sign-up bonus, this card is an excellent option for a wide range of travelers. While the card's category bonuses aren't the most competitive, every dollar you spend will count towards AA elite status. This is by far the lowest minimum spending requirement of any airline credit card. The card comes with a generous welcome bonus offer of 50,000 AAdvantage® bonus miles after making your first purchase within the first 90 days. Perks include free checked bags, a 25% discount on inflight food and beverage purchases, up to $25 in annual credit towards inflight Wi-Fi, a $99 annual Companion Certificate when you meet a spending threshold, and priority boarding. The AAdvantage® Aviator® Red World Elite Mastercard® is best for frequent American Airlines flyers or anyone looking to give their AAdvantage balance a boost. Review: Is the AAdvantage Aviator Red Mastercard the best credit card for you? The annual fee of $0 intro for the first year, then $99 is manageable, and other benefits like travel insurance and discounts can save you money. Is well worth it for frequent or occasional American Airlines flyers. With a generous, easy-to-earn welcome bonus and elite-like travel perks, the AAdvantage® Aviator® Red World Elite Mastercard® Hessenthaler.įred Williams is a reporter for Pensions & Investments, a sister publication of Business Insurance.Show Pros, Cons, and More chevron down icon An icon in the shape of an angle pointing down. Between 85% and 90% of the large employers in the Towers Perrin database provide a company match, and 80% of those provide a 50% or greater match on the first 6% of employee contributions, said Mr. Most large employers have long since started providing a match, said Joe Hessenthaler, principal at Towers Perrin in Philadelphia. American uses a manager-of-managers approach in its funds.Īmerican was one of a relatively small group of large employers that didn't have a matching provision in its 401(k) plan. ![]() American also began offering non-American AAdvantage Fund choices for the first time.Īt the same time, four new American AAdvantage funds were added, including an emerging markets fund, international equity index fund, small-cap index fund and a large-cap growth fund. While the changes affect only non-union employees, American is willing to discuss similar changes with its unionized employees during contract negotiations, he added.Ĭhanges in American's 401(k) plan were part of an overall restructuring, in which the number of investment options more than doubled to 26 from 11 and moved to daily valuation from monthly. ![]() New employees will have access only to the 401(k) plan starting in 2002, he said. They extended the window, however, to gather more information on employee selection patterns, said Mark Johnson, managing director-benefits compliance and pensions at American Airlines. Originally, American officials were leaning toward putting all new hires in the 401(k) plan as of Jan. "It's really a recruiting tool more than anything," said Mr. ![]() For those opting out, accruals for credited service will be frozen but will remain subject to salary growth.Īmerican will add the company match to help its competitive position in a tight employment market. The defined benefit plan will remain in place and funded for employees who choose it. He said the cutoff date for employees to select one plan or the other was Sept. Newly hired non-union workers also are being given the same choice. Quinn, president of Fort Worth, Texas-based AMR Investment Services Inc., which manages the plans, said about 25% of the company's non-union employees have elected to switch to the revamped 401(k) plan. Nearly 29,000 non-union American Airlines employees are being offered a one-time choice of either opting out of the company's $6 billion defined benefit plan and into the 401(k) plan, or remaining in the defined benefit plan. All contributions to the $3.4 billion plan have come strictly from employee deferrals. 1, 2001, American will offer a dollar-for-dollar match up to 5.5% of salary. is joining the crowded skies of companies that match participants' 401(k) contributions.
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