Aircraft maint issues

[WeAAsles]

Is the mechanic working on your next airplane certified? Listen to the scary trends occurring with outsourcing aircraft maintenance and how it's causing an uptick in aircraft issues and delays. (17:25 - 36:40) The Rick Smith Show-Where Working People Come to Talk #PowerofCaring

Gary Peterson
https://www.podbean.com/media/share/pb-nstuf-a94254#.XHdlHg-vyQQ.twitter

 

[Buck]

Not smart to post that.

Ok I retract that, is it ok if a certain group works safe?

 

[Buck]

Hey Buck, I think he misunderstood you in your post.

Ok

 

[D7571987]

OK Guys , as far as AA maintenance goes do you think you will have a new contract with a pay increase in effect in 2019? I hope so and yes I will admit that I ask also since it may help me at my airline.
Ref: at yet another airline - Delta back in 2016 giving their mechanics a big raise was the only reason my group got a good increase at UA.

 

[Rogallo]

OK Guys , as far as AA maintenance goes do you think you will have a new contract with a pay increase in effect in 2019? I hope so and yes I will admit that I ask also since it may help me at my airline.
Ref: at yet another airline - Delta back in 2016 giving their mechanics a big raise was the only reason my group got a good increase at UA.

NO

 

[Deleted member 14439]

OK Guys , as far as AA maintenance goes do you think you will have a new contract with a pay increase in effect in 2019? I hope so and yes I will admit that I ask also since it may help me at my airline.
Ref: at yet another airline - Delta back in 2016 giving their mechanics a big raise was the only reason my group got a good increase at UA.

NO

 

[WeAAsles]

OK Guys , as far as AA maintenance goes do you think you will have a new contract with a pay increase in effect in 2019? I hope so and yes I will admit that I ask also since it may help me at my airline.
Ref: at yet another airline - Delta back in 2016 giving their mechanics a big raise was the only reason my group got a good increase at UA.

UAL, CAL, CMI Mechanics Update

Dear Brothers and Sisters,

Many of you have inquired about some of our Letters of Agreements and where we currently stand regarding them; in particular Industry Reset (LOA #29), Offered Positions (LOA #21) and the Labor Management Cooperation (LOA #31).

The reset agreement assures that a measurement of annual wages and benefits of United must remain at least two 2% higher than the average of American and Delta Airlines. The economic model was completed and agreed upon shortly after the ratification of the Agreement. The model is kept on a server at the NMB for security. In addition, the Industry Reset Letter of Agreement states that the parties shall meet to commence the process six months in advance of the “Measurement Date”. This meeting has taken place in accordance with the Letter of Agreement, and our economist has been watching the industry since date of ratification in anticipation of the upcoming reset.

The one unresolved agreement is the Joint Collective Bargaining Agreement (JCBA) for American and USAirways. At this point, it appears unlikely that there will be a ratified agreement prior to the “Measurement Date.” Scope; which is a vital part of any agreement, along with pension, remain on the table and are vital for concluding that JCBA.

However; the other measured airline (Delta) has had improvements in their compensation package, which will most likely trigger the reset by the measurement date, as outlined in the agreement. As we get nearer to the measurement date and we are able to solidify information based on all the metrics outlined in the agreement a dispatch will be distributed explaining how the rest calculation will take place.

As a result of the amalgamated agreement “Offered Positions;” letters to those on furlough will be going out shortly in accordance with LOA #21. After these letters are sent, furloughed members will have six months to bid on the positions as described in the letter. Those members will retain their rights until they have been either offered and accepted, or declined, a position at their bid city(ies). Positions that are available will be offered to those in furlough status at hub locations of SFO, LAX, ORD, EWR and IAD.

Work continues on the Bylaws for the Labor Management Cooperation Committee and how best to effectively use this cooperation committee as we move forward. There is no timeline currently for completion of this LOA and as more information becomes available it will be reported in future dispatches.

In Solidarity,

Vinny Graziano

http://www.ualmechanics.com/assets/2016-11-2 Teamsters Concessionary UAL TA.pdf

 

[Deleted member 14439]

UAL, CAL, CMI Mechanics Update

Dear Brothers and Sisters,

Many of you have inquired about some of our Letters of Agreements and where we currently stand regarding them; in particular Industry Reset (LOA #29), Offered Positions (LOA #21) and the Labor Management Cooperation (LOA #31).

The reset agreement assures that a measurement of annual wages and benefits of United must remain at least two 2% higher than the average of American and Delta Airlines. The economic model was completed and agreed upon shortly after the ratification of the Agreement. The model is kept on a server at the NMB for security. In addition, the Industry Reset Letter of Agreement states that the parties shall meet to commence the process six months in advance of the “Measurement Date”. This meeting has taken place in accordance with the Letter of Agreement, and our economist has been watching the industry since date of ratification in anticipation of the upcoming reset.

The one unresolved agreement is the Joint Collective Bargaining Agreement (JCBA) for American and USAirways. At this point, it appears unlikely that there will be a ratified agreement prior to the “Measurement Date.” Scope; which is a vital part of any agreement, along with pension, remain on the table and are vital for concluding that JCBA.

However; the other measured airline (Delta) has had improvements in their compensation package, which will most likely trigger the reset by the measurement date, as outlined in the agreement. As we get nearer to the measurement date and we are able to solidify information based on all the metrics outlined in the agreement a dispatch will be distributed explaining how the rest calculation will take place.

As a result of the amalgamated agreement “Offered Positions;” letters to those on furlough will be going out shortly in accordance with LOA #21. After these letters are sent, furloughed members will have six months to bid on the positions as described in the letter. Those members will retain their rights until they have been either offered and accepted, or declined, a position at their bid city(ies). Positions that are available will be offered to those in furlough status at hub locations of SFO, LAX, ORD, EWR and IAD.

Work continues on the Bylaws for the Labor Management Cooperation Committee and how best to effectively use this cooperation committee as we move forward. There is no timeline currently for completion of this LOA and as more information becomes available it will be reported in future dispatches.

In Solidarity,

Vinny Graziano

http://www.ualmechanics.com/assets/2016-11-2 Teamsters Concessionary UAL TA.pdf

We are even hurting AMTs from other airlines. Our inability to get to a JCBA will continue to hold the average AMT wage down. We owe the UAL guys an apology. Maybe we can get closer to a deal next year. Meeting 3 days a month with a month in between meeting simply will not get a deal done in 2019.

 

[WeAAsles]

We are even hurting AMTs from other airlines. Our inability to get to a JCBA will continue to hold the average AMT wage down. We owe the UAL guys an apology. Maybe we can get closer to a deal next year. Meeting 3 days a month with a month in between meeting simply will not get a deal done in 2019.

It’s not an inability if you can’t get the Company to move on certain items. Do you think the industry would respect us if we agree to language that doesn’t set the bar and only looks to jump on wages ignoring the needed work to earn those wages?

American Management I’m sure is also well aware of this industry reset and that the Association will want a reset of their own especially since Management is currently still unwilling to match the Profit Sharing formulas set at Delta, UAL and SWA.

 

[Deleted member 14439]

It’s not an inability if you can’t get the Company to move on certain items. Do you think the industry would respect us if we agree to language that doesn’t set the bar and only looks to jump on wages ignoring the needed work to earn those wages?

American Management I’m sure is also well aware of this industry reset and that the Association will want a reset of their own especially since Management is currently still unwilling to match the Profit Sharing formulas set at Delta, UAL and SWA.

Yes, inability. Our inability as a membership to force the issue. The inability of the union/association to lead this membership and the "inability" of the company to negotiate in good faith and keep their promise of an industry leading JCBA. The rest of the industry has no respect for us as it is and I`m sure it would not surprise them for our representation to once again lower the bar in exchange for dues.

 

[WeAAsles]

Yes, inability. Our inability as a membership to force the issue. The inability of the union/association to lead this membership and the "inability" of the company to negotiate in good faith and keep their promise of an industry leading JCBA. The rest of the industry has no respect for us as it is and I`m sure it would not surprise them for our representation to once again lower the bar in exchange for dues.

The Company continues to maintain the position that the AMT’s at AA have more in-house work than the rest of the industry they compare to and have offered for that to continue only at a smaller percentage than exists today.

SWAPA President Jon Weeks even put out the percentages for some of those Airlines in their last letter of support for AMFA. Not comparing SWA but he did state that Delta outsources 43% where AA only outsources 33%

https://swaparesources.s3-us-west-2...omments_on_State_of_Operational_Emergency.pdf

Now I know that some of you guys have said to me that those numbers are deceptive but this is the President of the Pilots Union for SWA so I have to assume that he at least somewhat knows what he’s talking about.

My question hog is do you think we should relent to the Scope hits that the Company has asked for? Those Scope hits include all Groups in the Association. Just so we can get to the money that we all want?

BTW does anyone know if we would get an industry reset or do we all fall behind after one year of a 5 year agreement?

 

[WeAAsles]

Yes, inability. Our inability as a membership to force the issue. The inability of the union/association to lead this membership and the "inability" of the company to negotiate in good faith and keep their promise of an industry leading JCBA. The rest of the industry has no respect for us as it is and I`m sure it would not surprise them for our representation to once again lower the bar in exchange for dues.

BTW the bar would be lowered tomorrow if we accept what the Company has asked us to accept. But if you think the TWU is going to send you out a piece of crap to vote on and ask you to accept it, just make sure you share this Meme on all your Social Media accounts when that day comes.

 

[Deleted member 14439]

The Company continues to maintain the position that the AMT’s at AA have more in-house work than the rest of the industry they compare to and have offered for that to continue only at a smaller percentage than exists today.

SWAPA President Jon Weeks even put out the percentages for some of those Airlines in their last letter of support for AMFA. Not comparing SWA but he did state that Delta outsources 43% where AA only outsources 33%

https://swaparesources.s3-us-west-2...omments_on_State_of_Operational_Emergency.pdf

Now I know that some of you guys have said to me that those numbers are deceptive but this is the President of the Pilots Union for SWA so I have to assume that he at least somewhat knows what he’s talking about.

My question hog is do you think we should relent to the Scope hits that the Company has asked for? Those Scope hits include all Groups in the Association. Just so we can get to the money that we all want?

BTW does anyone know if we would get an industry reset or do we all fall behind after one year of a 5 year agreement?

I will get blasted for this but we are going to have to choose. Maintain the headcount and scope or give on scope in exchange for pay and benefits. The hard truth is we can not have both. The truth is we have plenty of fat to cut in all departments both union and management. There is actually a guy at DWH, soon to be at DFW, that literally owns NO TOOLS. He is/was a career shop guy that has NEVER worked on an airplane! He is but one example of dead weight.

With all due respect to SWAPA he is wrong. We recently were informed at our local meeting that our current base out sourcing percentage is at 38% per the company. That is 3% above our contractual cap. Of course there is no mechanism in place to correct that or compensate us for the violation. To add to that the company has moved the acceptance check work of 100 LAA 321NEO to a LUS base. A clear violation of our CBA. A presidential 29d has been filed but we all know the end result.

In my opinion and speaking for myself, we are going to have to choose. One big problem as I see it , is we historically have not been able to craft language to protect us. Case in point is the 1995 CBA, "attrition". 1995 introduced the SRP classification. A lower paid mechanic classification to be used in certain shop work. The intent being that, thru attrition, as AMTs left those shops they would be replaced by the lower paid new classification. It was about 30 days after the CBA was signed when AMTs began to be moved out of these shops and replaced. Just another example of the company doing what they want and the chest thumping union failing to secure language to stop them.

 

[Deleted member 14439]

BTW the bar would be lowered tomorrow if we accept what the Company has asked us to accept. But if you think the TWU is going to send you out a piece of crap to vote on and ask you to accept it, just make sure you share this Meme on all your Social Media accounts when that day comes.

View attachment 14070

I tried to speak with samuelson at the first DFW protest. He wasn't having it. Grinning like a fat kid in a candy store. My impression of the man is a caricature of stereotypical union boss. He thrills at the fight with management and not so much the issues. I dare say he could not speak intelligently to anything specific to our fight or details of our CBA. First impressions carry a lot of weight for me. Ive learned to trust my gut and my gut tells me samuelson is not the guy to lead this fight and does not have our best interest at heart. As with all of them, their loyalty and priority lies with the union and not the members in my opinion.

 

[WeAAsles]

I will get blasted for this but we are going to have to choose. Maintain the headcount and scope or give on scope in exchange for pay and benefits. The hard truth is we can not have both. The truth is we have plenty of fat to cut in all departments both union and management. There is actually a guy at DWH, soon to be at DFW, that literally owns NO TOOLS. He is/was a career shop guy that has NEVER worked on an airplane! He is but one example of dead weight.

With all due respect to SWAPA he is wrong. We recently were informed at our local meeting that our current base out sourcing percentage is at 38% per the company. That is 3% above our contractual cap. Of course there is no mechanism in place to correct that or compensate us for the violation. To add to that the company has moved the acceptance check work of 100 LAA 321NEO to a LUS base. A clear violation of our CBA. A presidential 29d has been filed but we all know the end result.

In my opinion and speaking for myself, we are going to have to choose. One big problem as I see it , is we historically have not been able to craft language to protect us. Case in point is the 1995 CBA, "attrition". 1995 introduced the SRP classification. A lower paid mechanic classification to be used in certain shop work. The intent being that, thru attrition, as AMTs left those shops they would be replaced by the lower paid new classification. It was about 30 days after the CBA was signed when AMTs began to be moved out of these shops and replaced. Just another example of the company doing what they want and the chest thumping union failing to secure language to stop them.

I’m not going to blast you. As a matter of fact it could get to a point where I actually agree with you. And I’m thinking in my group as well. The Industry does seem to have areas of work where that work is still in-house and in the Unions hands but the work is not difficult work and because of that it has lower pay and lower benefits. I consider that work to be “Foot in the Door” work.

As far as stonewalling on Presidential grievances from what I hear this Management team has no problem stepping on and ignoring those filings. The APFA has been very vocal about that. This Management are total S Bags when it comes to honoring written agreements and the RLA process sucks for gaining a resolution going into Court.

But again back to what you were saying that’s why language and well written intent is incredibly important. I really don’t want that rushed, sloppy or ambiguous.