2014 Fleet Service Discussion

[ograc]

Orgac i think one of the things we shld try for is unlimited swaps?

 
There are many more important issues to be resolved in JCBA talks IMO. What should we give up, or not get, in order to obtain unlimited swaps for the casual employee? An employee and member who's only agenda is to remain active, to reap medical and flying benefits, but not actually work. I have to respectfully disagree with you on this one robbed. Far too many credible issues need to be resolved in JCBA talks. This issue is low on my priority list.
 

 

[robbedagain]

I wld like to see all current ml cities grandfathered in with scope enhancements wages increase 401k w match just to name a few its ok orgac no harm intended just want an opin i concur w u bro

 

[ograc]

I wld like to see all current ml cities grandfathered in with scope enhancements wages increase 401k w match just to name a few its ok orgac no harm intended just want an opin i concur w u bro

 
The issues you raise are just a few that need fixed. The joint committee will have their work cut out for them. There are many battles to be waged. IMO... unlimited swaps for the casual employee should not be one of them. The priority should be for the employee / member that clocks in every day.
 

 

[robbedagain]

Agree orgac and no i dont think it shld be top priority either itll be a long battle but hope we can get a dam good jcba

 

[freedom]

I'm not in favor of unlimited DROPS..If you want to buddy bid OK that's fine ...

What I worry about is the health care. ..I hear that the AA guys pay significantly more , we need to focus on that ...

 

[737823]

I wld like to see all current ml cities grandfathered in with scope enhancements wages increase 401k w match just to name a few its ok orgac no harm intended just want an opin i concur w u bro

Robbed would you support getting rid of catering (US) and cargo (AA) to allow this to happen?

Josh

 

[robbedagain]

Nope keep catering in

 

[robbedagain]

Josh we being the largest airline and making profits like what they reported we shld not have to lose catering nor cargo

 

[Black Magic]

Who gives a flip if someone wants to drop most of their shifts!! It's more $$ for the people that pick them up doing doubles. Plus it allows unlimited flexibility in your scheduling.  Work one week on one week off..whatever you want.  Southwest has unlimited drops in their contract, we should have the same.  I do agree it's not the #1 priority but it needs to be in the mix and I doubt the union would have to give up anything for the company to agree to it.

 

[Tim Nelson]

I think the IAM's new Tentative with Southwest is something that everyone should look at. Using other contracts to compare, for future negotiations, is always prudent.
 
While I haven't read the entire contract, it seems as if all of the concerns and fears, of some, that management was going to rape the southwest unions, was unwarranted.
 
Some interesting language I noted below.  Feel free to post any negative things about the contract, when compared to the CWA agreement. At first glance, I didn't see any.
 
Scope:
I'll have to read it again, but it looked like all work is IAM work other than new stations. Supervisors can't regularly do work, as they have in the past, now can only assist in irregularity.
 
Profit sharing plan: Almost as good as Delta's.  Profit/productivity bonus plan as well
Holidays/free days:
12 a year
 
Vacation:
5 weeks at year 19
 
Sick time
1. Perfect attendance: $1,000 bonus.   Near perfect [4 days or less]  $500 bonus
2. 12 a year, full pay
3. Can use sick time as a medical bridge to 65, by purchasing a month of medical, starting at age 55.
This southwest sick leave plan is a real benefit. Actually serves as a accrued retirement bridge. Not bad.
 
Wage: 
$ 28.24 [2018].  Negotiated cash bonus in odd years.  So, they didn't really get any decent wage increases over the life of the contract.  Our joint contract talks could be able to rival their 2018 wage.
 
Overtime: 
Double time.  Triple time after 8 hours of overtime on holiday. Double time for all mandatory.
 
Part time rules:
25% part time.  Part time health care: same as full time for individual.
 
Retirement
9.3% match
 
Health Care
Also, a 'me too' if other groups get more favorable terms.
 
Ratification bonus: $1,700 tenured full timers

 

[robbedagain]

Tim that seems like a real good contract ill have to read more into it. That sick is something i wld like to see added into our jcba may be the OT as well. Gave u a plus 1 for that thanks for sharing

 

[WeAAsles]

I think the IAM's new Tentative with Southwest is something that everyone should look at. Using other contracts to compare, for future negotiations, is always prudent.

Agreed. All industry contracts should be looked at and considered as a basis for ideas in talks with the company.
 
While I haven't read the entire contract, it seems as if all of the concerns and fears, of some, that management was going to rape the southwest unions, was unwarranted.

That's just one TA so far and we would have to know all the items in the middle to make that assessment.
 
Some interesting language I noted below.  Feel free to post any negative things about the contract, when compared to the CWA agreement. At first glance, I didn't see any.
 
Scope:
I'll have to read it again, but it looked like all work is IAM work other than new stations. Supervisors can't regularly do work, as they have in the past, now can only assist in irregularity.
 
Profit sharing plan: Almost as good as Delta's.  Profit/productivity bonus plan as well
Holidays/free days:
12 a year

We used to have 10 paid at Double Time and a half.
 
Vacation:
5 weeks at year 19

We used to be 5 at 17 years.
 
Sick time
1. Perfect attendance: $1,000 bonus.   Near perfect [4 days or less]  $500 bonus

We used to get two free round trip pass travel per year. If you had 5 years it was an International pass.
 
2. 12 a year, full pay

Same as what we used to have before the 03 concessions.
 
3. Can use sick time as a medical bridge to 65, by purchasing a month of medical, starting at age 55.
This southwest sick leave plan is a real benefit. Actually serves as a accrued retirement bridge. Not bad.

UAL has a bridge in their contract as well. Absolutely something worth going for with hopefully maxing out our bank for the benefit for those who have used up a lot of sick time.
 
Wage: 
$ 28.24 [2018].  Negotiated cash bonus in odd years.  So, they didn't really get any decent wage increases over the life of the contract.  Our joint contract talks could be able to rival their 2018 wage.

We'll see but there are plenty of other items that need to be discussed as well besides those base rates.
 
Overtime: 
Double time.  Triple time after 8 hours of overtime on holiday. Double time for all mandatory.

Nice.
 
Part time rules:
25% part time.  Part time health care: same as full time for individual.

Very nice.
 
Retirement
9.3% match

Super nice.
 
Health Care
Also, a 'me too' if other groups get more favorable terms.

Should be standard in any contract language.
 
Ratification bonus: $1,700 tenured full timers

Never been a fan of the carrot on a stick. I prefer the contract to stand on it's own merit without the enticement. Short term cash causes people to make long term mistakes sometimes.

Some nice items I've been seeing in some of the more recent contracts to come out lately. Let's just hope our mutual leaders don't take too long to get us into that negotiating room. That emphasis is on them now after the NMB ruling comes out. 

 

[Tim Nelson]

Some nice items I've been seeing in some of the more recent contracts to come out lately. Let's just hope our mutual leaders don't take too long to get us into that negotiating room. That emphasis is on them now after the NMB ruling comes out. 

Of course, Southwest has had the luxury of not having a 'bankruptcy smart bomb' dropped on them that destroyed decades of negotiations.
 
Nonetheless, it seems like the sick time rewards is a benefit that should be a win/win for both the employee and management.  Based on a $28.24 wage, if an employee calls out sick just one time,  any resulting overtime to cover the sick call would come out to 8 x 42.36 [or more if double time] = $339 extra dollars, plus paying the sick pay.  I would guess most employees burn more than 1 sick day per occurrence and prolly a couple times a year.  Break-even for the company, even offering the $1,000 would be about 3 sick days a year.  The added benefit for the company would be that it would have a more dependable workforce and limit sick usage/FMLA usage as well.  That's a helluva lot smarter, on the business end, then offering Perfect Attendees, the ridiculous opportunity to have their names thrown in a raffle to see the Arizona Diamondbacks.  What the hell?   C'mon Doug!

 

[ograc]

Of course, Southwest has had the luxury of not having a 'bankruptcy smart bomb' dropped on them that destroyed decades of negotiations.
 
Nonetheless, it seems like the sick time rewards is a benefit that should be a win/win for both the employee and management.  Based on a $28.24 wage, if an employee calls out sick just one time,  any resulting overtime to cover the sick call would come out to 8 x 42.36 [or more if double time] = $339 extra dollars, plus paying the sick pay.  I would guess most employees burn more than 1 sick day per occurrence and prolly a couple times a year.  Break-even for the company, even offering the $1,000 would be about 3 sick days a year.  The added benefit for the company would be that it would have a more dependable workforce and limit sick usage/FMLA usage as well.  That's a helluva lot smarter, on the business end, then offering Perfect Attendees, the ridiculous opportunity to have their names thrown in a raffle to see the Arizona Diamondbacks.  What the hell?   C'mon Doug!

 
If Doug wants to proclaim to be the industry leading airline it's time to ante up. No more bankruptcy forced agreements. No more concessions. It's time for industry leading contracts at the new AA. C'mon Doug! If industry leading contracts are not offered this dream merger will not go so well.
Lock and Load Brothers and Sisters!  
 

 

[robbedagain]

on the DL thread  someone posted that AA could very well exceed DL in financial area   if so and if true  then theres no real reason why we cant get a JCBA with higher wages  better and improved scope medical bonuses etc etc etc in any JCBA contract