2015 Fleet Service thread

[700UW]

We,

Explain how the guy was willing to throw cabin service under the bus BEFORE AA filed chapter 11.

 

[Kev3188]

Anyone read their current contract? How are the comparisons? SCOPE wise is this deal a step up, or a step backwards?

The scope language explicitly allows other work groups to perform ramp service work. I dunno what they have now, but this proposal is anything but progress...

 

[Kev3188]

The Delta guys would no doubt be scared having representation that does give backs at a time when record profits are made. Be better off having Moe Larry and Curly represent you. I would think that kind of deal will get voted to the garbage can, and have the members questioning or perhaps screaming at the negotiating committee.

You certainly can't use the UA CBAs or this HA T/A to make any sort of economic argument for represntation, that's for sure...

 

[Talos]

Anyone read their current contract? How are the comparisons? SCOPE wise is this deal a step up, or a step backwards?

The scope looked very bad from reading Tim's remarks. Mechanics loading planes and large ready reserve numbers. This must be a huge step in the wrong direction. I do not know how Hawaiian has done finance wise, but it has to be very good considering fuel prices. The way they treat the ready reserve people is a joke. It sounds like the management there is on another planet. The members there are surely insulted with this kind of offer. 

 

[700UW]

District Lodge 141 President Mike Klemm is at CLT again today visiting the break rooms, go see him and voice your concerns.

 

[700UW]

This is the contract language within the tentative agreement reached by the IAM with Hawaiian Airlines on December 8, 2015. Download (4.5mb; 179 pages)

 
IAM Reaches Tentative Agreement with Hawaiian Airlines December 08, 2015: Download Hawaiian Bulletin

IAM Districts 141 and 142 today announced tentative agreements with Hawaiian Airlines that covers the carrier’s 2,200 Mechanic and Related, Clerical, Office, Stores, Fleet and Passenger Service employees.
 
“These agreements provide our members the wages and benefits they deserve,” said Mike Klemm and David Supplee, Presidents of IAM Districts 141 and 142, respectively. Both went on to thank the negotiating committees for the long hours and the commitment on behalf of the membership.
 
The IAM negotiating committees unanimously recommend membership ratification.
The proposed five-year contract provides pay raises retroactively from October 1, 2015, enhances job security, holds the line on health care costs for employees, and secures profit sharing and incentive programs.
 
Negotiations between IAM and Hawaiian Airlines have been ongoing since December 2013. “Now the membership can be proud to share in the success of this growing Airline with Collective Bargaining Agreements that rewards their hard work,” continued Klemm and Supplee.
 
Finalized full-text language and a ratification schedule will be available soon on the District 141 and District 142 websites.
Clerical and Related Highlights
• Establish Classification of Customer Service Agent-Language Qualified with a premium of $1.00 per hour
• Establish New Classification of Central Reservations Control Agent
• Commitment to enter into negotiations 12 months prior to amendable date
• Chief Agents in Customer Service and Cargo move from Pay Group 3 to Pay Group 2. Includes testing language for new vacancies only
• Ramp Service moves from Pay Group 6 to Pay Group 5. Language to allow Line Service to assist Ramp with specific job functions only
• Add Grandchildren to Bereavement Leave
• Improved lunch period compensation
• Removal of sick leave accrual penalty
• Establish a replacement procedure for worn/damaged uniforms
• Increase Company paid hours to be used for Grievance Committee, Union Safety and EAP Representative
• Improved language for employees transferring between classifications. Employees transferring to a lower classification will no longer start at bottom of pay scale
• Add Retiree Pass Travel to Week-end PT, Reserve PT and Contract Service
• Improved benefits for Mainland Customer Service- Retiree Pass Travel, OT and Holiday pay for Holidays worked, add Grandchildren to Bereavement Leave and payroll deduction for sponsored insurance plans
• Establish Longevity Pay of $.20 cents for all full-time employees after 20 years of service
Increase wages:
5% increase effective October 1, 2015
2% Date of Signing + 12 months
2% Date of Signing + 24 Months
3% Date of Signing +36 Months
3% Date of Shining +48 Months
Increase B scale wages:
Employees making $10.00 or less will receive $1.50 increase effective October 1, 2015
2% Date of Signing + 12 months
2% Date of Signing + 24 Months
3% Date of Signing +36 Months
3% Date of Shining +48 Months
Medical
No Change in Medical plans and contribution structure for year 2016
Retain current Medical Plans after 2016 with change from three tier structure to four tier structure.
Employee
Employee + Spouse
Employee + Child / Children
Family
After 2016 Medical Plans remain the same and the following are changes to contribution:
20% contribution for Pre Existing Plans (Group 1 Plans) in current contract is reduced to 15%
1.5% and 2% monthly cap stays the same
Dollar Caps for the Pre Existing Plans (Group 1 Plans) are eliminated effective January 1, 2017
For the New Plans (Group 2 Plans) the Employee Monthly Contributions change to the following:
Year Employee Employee + Spouse Employee + Child / Children Family
2017 $15.00 $25.00 $25.00 $30.00
2018 $20.00 $30.00 $30.00 $35.00
2019 $25.00 $35.00 $35.00 $40.00
Employee will be required to pay $5.00 per month for Dental
Wage Increase effective October 1, 2015 for all hours worked
2015 Profit Sharing will be paid in March 2016 using W-2 Wages for the months of August, September, October, November and December of 2015

 
Incentive Program Payout will also be paid in March 2016 using W-2 Wages for the months of August, September, October, November and December of 2015. This payment has a target payout of 1%, but has a range for the Clerical and Related of (0% - 2%). Once this percentage is determined employees covered under this agreement will receive three time (3x) that percentage. If payout is 1% then employees will get 3% calculated using the 5 months W-2 as described above. Download
 

 

[Tim Nelson]

 

This is the contract language within the tentative agreement reached by the IAM with Hawaiian Airlines on December 8, 2015. Download (4.5mb; 179 pages)

 
IAM Reaches Tentative Agreement with Hawaiian Airlines December 08, 2015: Download Hawaiian Bulletin

IAM Districts 141 and 142 today announced tentative agreements with Hawaiian Airlines that covers the carrier’s 2,200 Mechanic and Related, Clerical, Office, Stores, Fleet and Passenger Service employees.
 
“These agreements provide our members the wages and benefits they deserve,” said Mike Klemm and David Supplee, Presidents of IAM Districts 141 and 142, respectively. Both went on to thank the negotiating committees for the long hours and the commitment on behalf of the membership.
 
The IAM negotiating committees unanimously recommend membership ratification.
The proposed five-year contract provides pay raises retroactively from October 1, 2015, enhances job security, holds the line on health care costs for employees, and secures profit sharing and incentive programs.
 
Negotiations between IAM and Hawaiian Airlines have been ongoing since December 2013. “Now the membership can be proud to share in the success of this growing Airline with Collective Bargaining Agreements that rewards their hard work,” continued Klemm and Supplee.
 
Finalized full-text language and a ratification schedule will be available soon on the District 141 and District 142 websites.
Clerical and Related Highlights
• Establish Classification of Customer Service Agent-Language Qualified with a premium of $1.00 per hour
• Establish New Classification of Central Reservations Control Agent
• Commitment to enter into negotiations 12 months prior to amendable date
• Chief Agents in Customer Service and Cargo move from Pay Group 3 to Pay Group 2. Includes testing language for new vacancies only
• Ramp Service moves from Pay Group 6 to Pay Group 5. Language to allow Line Service to assist Ramp with specific job functions only
• Add Grandchildren to Bereavement Leave
• Improved lunch period compensation
• Removal of sick leave accrual penalty
• Establish a replacement procedure for worn/damaged uniforms
• Increase Company paid hours to be used for Grievance Committee, Union Safety and EAP Representative
• Improved language for employees transferring between classifications. Employees transferring to a lower classification will no longer start at bottom of pay scale
• Add Retiree Pass Travel to Week-end PT, Reserve PT and Contract Service
• Improved benefits for Mainland Customer Service- Retiree Pass Travel, OT and Holiday pay for Holidays worked, add Grandchildren to Bereavement Leave and payroll deduction for sponsored insurance plans
• Establish Longevity Pay of $.20 cents for all full-time employees after 20 years of service
Increase wages:
5% increase effective October 1, 2015
2% Date of Signing + 12 months
2% Date of Signing + 24 Months
3% Date of Signing +36 Months
3% Date of Shining +48 Months
Increase B scale wages:
Employees making $10.00 or less will receive $1.50 increase effective October 1, 2015
2% Date of Signing + 12 months
2% Date of Signing + 24 Months
3% Date of Signing +36 Months
3% Date of Shining +48 Months
Medical
No Change in Medical plans and contribution structure for year 2016
Retain current Medical Plans after 2016 with change from three tier structure to four tier structure.
Employee
Employee + Spouse
Employee + Child / Children
Family
After 2016 Medical Plans remain the same and the following are changes to contribution:
20% contribution for Pre Existing Plans (Group 1 Plans) in current contract is reduced to 15%
1.5% and 2% monthly cap stays the same
Dollar Caps for the Pre Existing Plans (Group 1 Plans) are eliminated effective January 1, 2017
For the New Plans (Group 2 Plans) the Employee Monthly Contributions change to the following:
Year Employee Employee + Spouse Employee + Child / Children Family
2017 $15.00 $25.00 $25.00 $30.00
2018 $20.00 $30.00 $30.00 $35.00
2019 $25.00 $35.00 $35.00 $40.00
Employee will be required to pay $5.00 per month for Dental
Wage Increase effective October 1, 2015 for all hours worked
2015 Profit Sharing will be paid in March 2016 using W-2 Wages for the months of August, September, October, November and December of 2015

 
Incentive Program Payout will also be paid in March 2016 using W-2 Wages for the months of August, September, October, November and December of 2015. This payment has a target payout of 1%, but has a range for the Clerical and Related of (0% - 2%). Once this percentage is determined employees covered under this agreement will receive three time (3x) that percentage. If payout is 1% then employees will get 3% calculated using the 5 months W-2 as described above. Download
 

 

spare us the highlight sheet where the iam claims this is wonderful.
over 50% of all the members will be making less than $15. but have to pay $72 a month in dues (5 hours gross pay) for this very very anti union bull S. 
As always, you leave out the brand new scope clause which allows DL142 crap dumpers to do ramp jetway work and even load bags on belt loader. what this will further do is keep every ramper in a bin without catching a break. Your highlight sheet also fails to mention the drop dead insurance letter releasing the company from increased cost due to the excise tax. Further, perhaps the biggest abomination is the new asshat language that abolishes profit sharing if any other union agrees to.
 
700, straight up....YOU are not a labor guy and only an IAM SHILL if you are not insulted by this BULL S... contract.
 
regards,

 

[Worldport]

You certainly can't use the UA CBAs or this HA T/A to make any sort of economic argument for represntation, that's for sure...

HA's TA looks worse then bankruptcy contracts from the past, it is beyond bad. I'll bet it only receives like 90 votes

 

[AANOTOK]

 

This is the contract language within the tentative agreement reached by the IAM with Hawaiian Airlines on December 8, 2015. Download (4.5mb; 179 pages)

 
IAM Reaches Tentative Agreement with Hawaiian Airlines December 08, 2015: Download Hawaiian Bulletin

IAM Districts 141 and 142 today announced tentative agreements with Hawaiian Airlines that covers the carrier’s 2,200 Mechanic and Related, Clerical, Office, Stores, Fleet and Passenger Service employees.
 
“These agreements provide our members the wages and benefits they deserve,” said Mike Klemm and David Supplee, Presidents of IAM Districts 141 and 142, respectively. Both went on to thank the negotiating committees for the long hours and the commitment on behalf of the membership.
 
The IAM negotiating committees unanimously recommend membership ratification.
The proposed five-year contract provides pay raises retroactively from October 1, 2015, enhances job security, holds the line on health care costs for employees, and secures profit sharing and incentive programs.
 
Negotiations between IAM and Hawaiian Airlines have been ongoing since December 2013. “Now the membership can be proud to share in the success of this growing Airline with Collective Bargaining Agreements that rewards their hard work,” continued Klemm and Supplee.
 
Finalized full-text language and a ratification schedule will be available soon on the District 141 and District 142 websites.
Clerical and Related Highlights
• Establish Classification of Customer Service Agent-Language Qualified with a premium of $1.00 per hour
• Establish New Classification of Central Reservations Control Agent
• Commitment to enter into negotiations 12 months prior to amendable date
• Chief Agents in Customer Service and Cargo move from Pay Group 3 to Pay Group 2. Includes testing language for new vacancies only
• Ramp Service moves from Pay Group 6 to Pay Group 5. Language to allow Line Service to assist Ramp with specific job functions only
• Add Grandchildren to Bereavement Leave
• Improved lunch period compensation
• Removal of sick leave accrual penalty
• Establish a replacement procedure for worn/damaged uniforms
• Increase Company paid hours to be used for Grievance Committee, Union Safety and EAP Representative
• Improved language for employees transferring between classifications. Employees transferring to a lower classification will no longer start at bottom of pay scale
• Add Retiree Pass Travel to Week-end PT, Reserve PT and Contract Service
• Improved benefits for Mainland Customer Service- Retiree Pass Travel, OT and Holiday pay for Holidays worked, add Grandchildren to Bereavement Leave and payroll deduction for sponsored insurance plans
• Establish Longevity Pay of $.20 cents for all full-time employees after 20 years of service
Increase wages:
5% increase effective October 1, 2015
2% Date of Signing + 12 months
2% Date of Signing + 24 Months
3% Date of Signing +36 Months
3% Date of Shining +48 Months
Increase B scale wages:
Employees making $10.00 or less will receive $1.50 increase effective October 1, 2015
2% Date of Signing + 12 months
2% Date of Signing + 24 Months
3% Date of Signing +36 Months
3% Date of Shining +48 Months
Medical
No Change in Medical plans and contribution structure for year 2016
Retain current Medical Plans after 2016 with change from three tier structure to four tier structure.
Employee
Employee + Spouse
Employee + Child / Children
Family
After 2016 Medical Plans remain the same and the following are changes to contribution:
20% contribution for Pre Existing Plans (Group 1 Plans) in current contract is reduced to 15%
1.5% and 2% monthly cap stays the same
Dollar Caps for the Pre Existing Plans (Group 1 Plans) are eliminated effective January 1, 2017
For the New Plans (Group 2 Plans) the Employee Monthly Contributions change to the following:
Year Employee Employee + Spouse Employee + Child / Children Family
2017 $15.00 $25.00 $25.00 $30.00
2018 $20.00 $30.00 $30.00 $35.00
2019 $25.00 $35.00 $35.00 $40.00
Employee will be required to pay $5.00 per month for Dental
Wage Increase effective October 1, 2015 for all hours worked
2015 Profit Sharing will be paid in March 2016 using W-2 Wages for the months of August, September, October, November and December of 2015

 
Incentive Program Payout will also be paid in March 2016 using W-2 Wages for the months of August, September, October, November and December of 2015. This payment has a target payout of 1%, but has a range for the Clerical and Related of (0% - 2%). Once this percentage is determined employees covered under this agreement will receive three time (3x) that percentage. If payout is 1% then employees will get 3% calculated using the 5 months W-2 as described above. Download
 

 

Was that a proud post or informative post?

 

[700UW]

spare us the highlight sheet where the iam claims this is wonderful.
over 50% of all the members will be making less than $15. but have to pay $72 a month in dues (5 hours gross pay) for this very very anti union bull S. 
As always, you leave out the brand new scope clause which allows DL142 crap dumpers to do ramp jetway work and even load bags on belt loader. what this will further do is keep every ramper in a bin without catching a break. Your highlight sheet also fails to mention the drop dead insurance letter releasing the company from increased cost due to the excise tax. Further, perhaps the biggest abomination is the new asshat language that abolishes profit sharing if any other union agrees to.
 
700, straight up....YOU are not a labor guy and only an IAM SHILL if you are not insulted by this BULL S... contract.
 
regards,

There you go again, insulting other classifications and personal attacks on myself.
 
Do you really want to go down that road?
 
You had no problem taking Crap Dumper Dues money to pay your salary at 141 and they even voted in the M&R Raid.
 
Do you want to make this personal again?
 
I posted the highlight sheet, something you failed to do.
 
Many Rampers in 141 dump lavs, so are your union brothers and sisters crap dumpers?
 
You are not a unionist, and never have been, its been all about Tim, your ego, your quest for power and MONEY.
 
I suggest you stop now, unless you want me to rehash ALL your anti-union behavior and how you tried to profit of the union.

 

[700UW]

Was that a proud post or informative post?

Informative.

That is why it is quoted, sourced, linked and I made no comment on it at all.
 
See if you knew Timmy, he only posts his own narrative, not all sides.
 
Go ask some of your fellow TWU rampers in DFW, he tried to raid them and start his own union years ago, when he was a ramper at US and didnt work at AA.
 
Tim was tried and removed from office and also fired from DL 141 as Director of Organizing.

 

[700UW]

Instead of people who dont even work for HA as they pass judgement, people need to inform themselves, here is the current CBA in its entirety:

http://www.iam141.org/docs/HA2014clerical.pdf
 
And here is the new language.
 
http://www.iam141.org/Hawaiian/docs/IAM-Clerical-v14_v12.10.15.pdf
 
Read them both, compare then pass judgement.
 
Tim doesnt work for HA, never negotiated any CBA in the airline business, people that work for HA, and have participated in Collective Bargaining have, I am not passing any judgement on the TA, until I read the current CBA and new one.
 
But not posting the whole story, is typical Tim behavior.  Its his personal agenda to discredit any IAM leadership, especially DL 141 President Mike Klemm.

See Tim got Delaney elected and turned on him when Delaney wouldnt be Tim's puppet.

He did the same behavior for UA during TA2, he doesnt work for UA, tried to tell them how to vote, yet UA IAM members ratified the CBA.
 
Guess they dont care about Timmy and his quest for power and money, as he has lost EVERY single district office he has ran for and International Office.

 

[Tim Nelson]

Instead of people who dont even work for HA as they pass judgement, people need to inform themselves, here is the current CBA in its entirety:

http://www.iam141.org/docs/HA2014clerical.pdf
 
And here is the new language.
 
http://www.iam141.org/Hawaiian/docs/IAM-Clerical-v14_v12.10.15.pdf
 
Read them both, compare then pass judgement.
 
Tim doesnt work for HA, never negotiated any CBA in the airline business, people that work for HA, and have participated in Collective Bargaining have, I am not passing any judgement on the TA, until I read the current CBA and new one.
 
But not posting the whole story, is typical Tim behavior.  Its his personal agenda to discredit any IAM leadership, especially DL 141 President Mike Klemm.
See Tim got Delaney elected and turned on him when Delaney wouldnt be Tim's puppet.

He did the same behavior for UA during TA2, he doesnt work for UA, tried to tell them how to vote, yet UA IAM members ratified the CBA.
 
Guess they dont care about Timmy and his quest for power and money, as he has lost EVERY single district office he has ran for and International Office.

one doesnt have to work at hawaiian to know this contract blows. Just like you didnt have to work at delta to know their ready reserve sucks. So it seems as if ready reserve is actually ok with you as long as they are paying dues?
 
Over 50% of our bros at hal will make $15 or less even if they are topped out yet have to pay at least 5 hours of work for their dues. And ready reserve and weekender part time (good grief) haveno benefits at all...zero...but they still have to pay $72 a month to be on call. lmfao that you cant admit that this contract blows to high heaven. And anyone who does my work is scabbing. I dont care if its line service from dl142 at hal or a vender. Reagon negotiated scabs to take away work from rampers at hal and i could care less if they have a union button on. A scab is a scab.

 

[Tim Nelson]

btw im hearing the iam is goin to toss out catering scope and eff clt and phl but then bs them all and say they have job protections and will all be absorbed on the ramp. 

 

[700UW]

So how come no one at AA listened to you?
 
Why did no one at UA listen to you?
 
Why cant you get elected to District or International office?
 
Why were you tried, convicted and removed from Office at ORD?
 
Why did DL 141 fire you?
 
Why didnt the AGW, FSU or IBEW ever get on the property at US or AA since you were pimping them?