AA and Labor Negotiations-2020
- Thread starter Eagle
- Start date
That the dues continue to flow.
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I have done everything i could to help them and try to improve it. Its impossible the card drive is going well hopefully by june it will be wrapped upApparently, one of the Association negotiators was about to give an update but was called back by Sito...
canadian_bacon
Newbie
- Jan 19, 2020
- 3
- 0
when can we expect an update? Possibly today ?
Thats a good question, these idiots are just determined to piss off and alienate the membership to the best of their ability.
Talos
Senior
- Nov 23, 2013
- 444
- 70
They couldn't have done a better job of alienating the membership. A total clown act. The TWU will see what it gets them as they will lose the most members down the road.
robbedagain
Veteran
- Oct 13, 2003
- 11,125
- 2,676
Does the TWU represent more MTR than Fleet for LAA and if so is it similar to the IAM at LUS
They've been doing it for over four years. We are all numb to the fight. Now we are going around saying in the breakrooms just give us anything to vote on. Well this might be it if the whisperers are telling us so. After all this time a concessionarry contract will finally arrive. Was it really worth the four years? I am ready for the association updates that will claim we better vote yes or we will be out on the sidelines waiting until the pilots and flight attendants get their contracts. A big cop out. But the dues will continue to flow until we will get them next time. Let's see if the floor talk is true.
iluvaa
Veteran
- Mar 22, 2007
- 1,228
- 811
While I can understand that you don’t know what your talking about because you weren’t in Tulsa. So let me educate you and others on the process. It didn’t matter how much experience you had everyone hired in as a srp, yes ever single one of us. Then they didn’t care if you had aircraft experience if it was below a certain weight, and had a experience review panel to determine how much time they would give you. And lastly the junior mechanic classification was a joke, we didn’t work under senior people to learn per say, we in some cases had entire docks with 90% junior mechanics. This was all a way to keep wages down as long as they could. Today’s new hires are hired straight out of A&P school at 27$ and change, good for them but don’t tell us we weren’t screed for many years
No shite. When we fired the teamsters, A teamster steward and business manager shredded all existing grievances in work.
Hows that for working for the membership? Nope, not with these industrial unions. It's all about them and their dues coming in to pay their extremely overwhelmingly 6 figure paychecks. Watch out fellas, it's coming if a change comes.
By June? By wrapped up, I hope you mean done and voted on and AMFA won, by June.
Nope. But that was funny. Welcome to the threads...
Apparently, one of the Association negotiators was about to give an update but was called back by Sito...
That is so perfect.
And here is the latest update:
Oh wait, it's the same last update from 12-14-2019.
So sad, never mind, carry on, great video!!!
Negotiations Update
December 14, 2019
0 Comments
Sisters and Brothers,
Over the past several weeks, the Association, the NMB and American Airlines have been working to reach the tentative agreement our members have been promised and rightfully deserve. As most of you know, we also agreed to limit communications in a manner that would not create more rumor or inuendo from either side.
Management Negotiators are frequently absent from these negotiations which was the primary reason for not continuing face-to-face negotiations this week. We also had requested that the NMB allow us to negotiate the week of Thanksgiving, but the Company Negotiators passed on that opportunity as well. We have yet to see Robert Isom or Doug Parker, who we believe are calling the shots from Texas, engage in any negotiating session since the day negotiations started.
With that said, we felt it was imperative at this point to provide a fact-based update to our members about some of the key items that remain open. Below represents a few of the outrageous items Management Negotiators have not provided acceptable solutions to. Please keep in mind that while you may not see an issue listed, others are open, and we cannot agree to a Tentative Agreement until they are all resolved.
Compensation: Management negotiators have walked backwards from their previous public statements and are now only offering the Pay of Delta or Southwest, and with managements 2% out year raises, our members will fall behind in pay once again. This is something CEO Parker has stated would not happen.
Retro Pay: Company Negotiators have flat out insulted our members with their demand for a zero retro payout and have offered a “bonus” that will not cover the missing payday loan they are asking of nearly three quarters of the Association Membership. Remember, retro is a one-time payment to our members for the labor we provide that earns billions of dollars for this company. Our retro pay is no different than management’s stock buy backs of 3.8 billion in 2015, $4.5 billion in 2016, $1.4 billion in 2017 and $2 billion in 2018, except it is in the millions – NOT BILLIONS!
Payroll System: Management is also demanding our members who aren’t paid two weeks in arrears agree to a self-funded Company payday loan demand, so they can switch payroll systems. Obviously, we are fighting this demand since they must pay members weekly by law in some locations. We know the system will accommodate the way our members are currently paid, it just takes more effort on Management’s part to do. Management Negotiators have not offered any other solution to their payroll problem, other than demand our members accept the change to two weeks’ pay in arrears. Just this past week, they made another insulting attempt to convince us the switch was not as bad as we say. Later, Management finally admitted they are demanding TWU members, who are paid biweekly, would be funding an 80 hour payday loan to themselves in order for American to make the payroll change.
Scope Protection: We also remain apart on Scope Protection for our members. Management Negotiators continue to make demands that we accept their proposal that we do significantly less work in the future than we do today. These open items are Scope provisions that we currently have, and are fighting to protect, not additional items.
Vacation: Finally, we are so significantly apart on Vacation that every member should be disgusted with how American views us compared to Management. Their proposal insults all of us by demanding a 5th week of vacation at 25 years and a 6th week of vacation at 30 years, even though management enjoys a 5th week of vacation at 17 years “right now.” Our members have earned the 6th week of vacation at 25 years through the sacrifices made in the work we do.
We are in ongoing discussions with the NMB to solidify additional days and continue negotiations in person or by phone. We remain willing to meet anytime and anywhere, for as long as it is necessary, to achieve the long overdue JCBA our members deserve.
Please Post on All TWU- IAM Bulletin Boards
PDF Version: Association-Bulletin-12/13/19Download
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icebloodhockey
Member
- Oct 3, 2019
- 37
- 11
Email the union leaders demand a update
Sito email
[email protected]
Samueslsen email [email protected]
Garcia email
[email protected]
Sito email
[email protected]
Samueslsen email [email protected]
Garcia email
[email protected]
CremaDiLimone
Veteran
- Jun 8, 2016
- 1,817
- 154
you're asking me a question after you didn't answer my question about your probable favorable reaction to every fsc earning $24/hr, as to not 'punish' the new hires and not make them go through the progressions, as we did. so unfair.
i started at $6.80/hr, they will be starting at $15/hr. within 13 years (2 contracts), they will probably be approaching $40/hr. don't worry about them, they will make money.
how about all AMTs earning $38/hr? why are the new hires getting it in the shorts? your argument makes no sense to me.
the issue is a 'bonus' and established employees getting more than newer employees, not title 3 vs. title 2. odd spin you're attempting.
why do multi-million dollar athletes vote on distributing a 'bonus'...such as a bonus given to a championship team? late season call-ups get 20%? a trainer that left the club in june gets 5%? is that unfair? did the 50 hr guy get an equal bonus to the 5th infielder? yes. these guys are also union.
as far as title 3 vs. title 2 vs title 1. the bonus is irrelevant to the skill. your skill(s) is/are being compensated through contractual wages and benefits. a bonus is not contractual, it's a 'bonus'.
CremaDiLimone
Veteran
- Jun 8, 2016
- 1,817
- 154
what?
the BONUS. i said time - years of service, not pay.
RETRO - yes, that has always been based on the amount of your DOS raise x hours worked after contract became amendable. in our cases, DOS raise x hours worked since sept 2018.
the AMTs will be getting a hefty raise. maybe the company is balking at full retro, maybe partial. i'm not saying that will happen or should happen.
