AA and Labor Negotiations-2020

[CremaDiLimone]

Now with this heath crisis going on this is going to cause lost revenue and I for one am not willing to take a chance or wait another year for an improved agreement, which is unlikely.

i don't think you're a company guy, i believe you should just say you love the contract and leave it at that.

you're worried about revenues?

oil is now at $50/bbl.

last year, aa purchased 4.5 billion gallons (mainline & regional) of jet fuel at $2.07 a gallon. that comes to over $9.3 billion in 2019 for jet fuel. in 2019, aa spent $12.6 billion on everyone's salaries/benefits/profit sharing.

you see how close aa's #2 expense is to labor expense.

if aa can average just .22 cents less for jet fuel over an entire year, that's $1 billion more dollars that came out of nowhere.

don't worry..doug parker isn't worried and that's why.

 

[swamt]

I've been thinking about this "agreement in principal" for Fleet for over a day now. As time goes on I lean more and more towards a "No." Let me explain why. For perspective I'm a 21 year employee and, if it matters, LUS.

PAY: We were promised DL or UA (whichever is higher) +7%. Then they gave us profit sharing and said because of that it would be only +3%. A 4.8% raise tops us out at $32.28. UA (I don't know the DL number) is at $32.01 RIGHT NOW; UA +3% is $32.97. Oh, and BTW, UA is about to enter negotiations in a few months, so of course they'll be getting higher raises.

PROFIT SHARING: I get it, but what profit? You can't sell this as a benefit when there isn't profit to be shared. I've HEARD that if 2019 was paid out on the agreed to rules our PS would have been about double; that still puts at something like 20-25% of what DL got.

SIGNING BONUS: After what? Four years? You're going to give the people who have been here fo decades, some four or MORE decades $3000 along with the people who just walked in the door? Give the new guys $3000; those who have been here at least since the AA/US merger deserve more.

SCOPE AND JOB PROTECTION: There's a lot of questions here, but we do know some. Some known or questionable negatives from the agreement are...
Cargo: What work exactly is protected? Is it just going to be running cargo? Office work?
Catering (PHL/CLT): Gone at the end of this contract. Job loss.

MEDICAL: First off, while I know a lot of people like the 100% LUS insurance I think VERY few of them are likely to actually need that, if any. IT's just WAY overpaying for unneeded coverage. Because of that I don't object to getting rid of it. The 90% plan however, I do object to. It WILL be gone after 2025, and it's a reasonable step for many above the 80% plan. The "Me too" clause is borderline bait & switch; not that it's ONLY regarding the Standard and Core plans. Lastly, we're supposed to be bring LAA and LUS together; How the HELL do you do that by offering one group a better plan? HIGHLY OFFENSIVE TO LAA!
RETIREMENT: I'm going to set aside the pension arguments; they may well be moot if TWU can't get in them and I know many LUS (myself included) don't want to give them up. Because of that I'm going to assume (correctly or not) that the pension and 5% contribution are relatively equal. That leaves the 4% match and a (I think) effective 9% match for comparison. The FAs get I think 9.9% match and we're close to that. The pilots however get I think 14% contribution automatically, not a match, just 14%.
RETIREE BENEFITS: I really don't think I have an opinion here, so I'll just leave it alone.

VACATION: This is a mega sore spot because of where I fall. I've had four weeks for I think nine years now. If I was admin I'd have had a fifth week four years ago. The scale will fix that, BUT IN THREE YEARS. I need to wait ANOTHER three years for a fifth week, and then I just to six right after? Come on, split the difference!

HOLIDAYS: ASSUMING there's nothing shady, I have no complaints here. In fact I'd say the 2 1/2 rate is a good improvement.

OT: On it's face it seems all right, but I'd like to see the language before judging.

SICK LEAVE: Not much of a change here IMO coming from th eUS side. We get that tenth day back. Payout for unused time when leaving is still offensive though.

HOURS OF SERVICE AND TRAINING: Really can't comment here. The summary is just too vague.

Overall, I think I would vote for this contract. In 2017, maybe even early 2018. Now, it's simply a case of "After all that time THIS is all we get???" This falls far short of what we should get and even short of what we were promised by Parker. Barring spectacular things in the full language I'll likely be a no vote. I encourage everyone to vote what YOU think, but don't just look at the money. The money doesn't matter when you don't have a job, have to pay a lot more for insurance, get treated different than your coworkers, or could and SHOULD have had more.

If I were you I would vote it down also. You took the time to read, evaluate, and really thought it out. I like the fact you didn't JUST look at the $$$ as most do. I understand your reasoning and respect your explanations for the "NO" vote and agree with it. Thx for sharing your reasons.

 

[ATD]

Please vote yes and get everyone you know to sign a card.
Do not send these douche bags back to negotiate for M&R.
Lets get out of this socialist union.
let rid ourselves of all of the TWU officers and shop stews that stood silent for 4 years and did nothing..
If we do not change this year it will never change....

 

[swamt]

Understand the sentiment but we have the highest override, including mechanics, in the system at $2.09...negotiating against ourselves...surprised we got anything here.

Not quite there Filter. Southwest has the highest override in the system. 6% above base rates for lead mechanics pay (CC in your case) when you have a 50-51 base rate 6% above adds over $3 override. All lead and CC overrides should always be put in by % just like your yearly increases are done. Now if you are referring to fleet boys, I am not sure how their prem pay goes, I was just using mechanics as you indicated.

 

[dfw gen]

So here is a question. It may have stated it and I missed it, or it might be in the "details. If a guy is hired after this JCBA is agreed to and he is hired in PHX (IAM stronghold), does he/she hire in with the better medical therefore having better medical than let's say a legacy AAer with 35 years?

Hes an iam member,.

 

[AMFAinMIAMI]

Please vote yes and get everyone you know to sign a card.
Do not send these douche bags back to negotiate for M&R.
Let's get out of this union.
let rid ourselves of all of the TWU officers and shop stews that stood silent for 4 years and did nothing..
If we do not change this year it will never change....

ATD; The members of this association are going to vote to affect their own pocket books, it has been that way forever here at AA. IGM..

I have highlighted in red what I totally agree with you on, but You must also understand that the IAM as well when it comes to M&R needs togo as well.
If you are part of one of the other work groups then do something for your group, find a way to replace the TWU/IAM association

 

[swamt]

Welcome to the IAM

If this really is true, get through this vote, fire this asso. and bring AMFA in. AMFA National gives all their mechanics a full month to cast the votes and it's through a third party so no conflicts of interest involved. The absolute lowest amount of time we had one time was due to a certain date involved with the new changes so the "membership" agreed to only allow a 3 week vote, but just once, and it was asked by the company and AMFA agreed to do so after discussing with membership.
You guys are controlled by this asso. dictatorship being led by the IAM.

 

[Rogallo]

"We'll get 'em next time, Brother"

"This is the best it's gonna get, the next one will be worse"

I've heard 'em all before.

Any I'm missing??

 

[robbedagain]

1 day to vote? No way! Got to be kidding me?? I hope this is not true. There should be 3-4 week time frame to cast the votes not 1 freakin day.

U know thats how itll pass. Esp among newbies who only want n see the green sticks

 

[robbedagain]

Just curious. How do we fix it??

Its not ILC. Its still seperate both laa n lus. Dl plus 7 is lost. Dl n ua will jump ahead in pay n other areas before long

 

[swamt]

U know thats how itll pass. Esp among newbies who only want n see the green sticks

Sad.

 

[JFK Fleet Service]

I must’ve missed the bullet points about holidays and shift differential...

Anyone seen anything? Or did LAA get the sandpaper handjob on that too?

 

[robbedagain]

10 holidays. Shift differential like 51. 58. 61 cents

 

[Rogallo]

I must’ve missed the bullet points about holidays and shift differential...

Anyone seen anything? Or did LAA get the sandpaper handjob on that too?

http://www.twulocal513.org/docs/Fleet Service JCBA Highlights - FINAL DRAFT.pdf

 

[Filter]

Not quite there Filter. Southwest has the highest override in the system. 6% above base rates for lead mechanics pay (CC in your case) when you have a 50-51 base rate 6% above adds over $3 override. All lead and CC overrides should always be put in by % just like your yearly increases are done. Now if you are referring to fleet boys, I am not sure how their prem pay goes, I was just using mechanics as you indicated.

I stand corrected...was this a result of your last contract?...at one time I think $2.09 was the highest for quite awhile.