Thx, not my greatest post, but you know what’s like talking to some of these guys won’t face reality of what the airline industry has turned into, or how much more reliable the fleet is. Since the F100, 727, and S80 have left the fleet our workload has decreased a lot.
Aircraft maint issues
- Thread starter conehead777
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WeAAsles
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I can’t understand why you don’t feel you can’t at the very least keep the language for work that you already own today?
Yes of course with newer planes you have less work to perform currently but as those planes age over time that work will begin to return.
BTW you do realize that Gary Peterson did say that they were prepared to give the Company language they can work with but just not as much as they’re asking for today.
I hope we get all that, but I'm not sure what union is asking for. I want it all, I'm just sure we are going to get what the company is prepared to offer us and nothing more. I want it all too, and I wish the NC the best.
Well said sir. This is one of the top postings of reality.
I too hope your NC is successful in using our T/A as an example at the table. Yes some more outsourcing would have to be part of it, but as you clearly stated you guys will still remain at the top as far as outsourcing %'s go IMO. I also hope you guys will leap over us with a new ILC. The largest airline in the word deserves to be at the top.
Hope you guys get some movement next week in nego's. Also hoping you guys get more dates set and not put on ice, but if that's what the co. wants they will get it from the mediators, just like in our case when we were put on ice for months.
This info on the RLA affects us all in this industry. SWA used it to drag out our nego's and I expect no less from AA to use it the same to drag out their nego's just like SWA did. An interesting read indeed...
What Led Us To A Deal With Southwest Airlines, Nearly 7 Years Later
A brief history of transportation labor relations, and how it relates to our deal
AMFA National
Apr 11
On Saturday March 16, AMFA (Aircraft Mechanics Fraternal Association) and Southwest Airlines "); background-size: 1px 1px; background-position: 0px calc(1em + 1px);">came to an Agreement in Principle on a new contract. We"); background-size: 1px 1px; background-position: 0px calc(1em + 1px);"> now have that Tentative Agreement out for our members to vote on.
So how did we reach this point? Here is some background on the process in general, and our process in particular:
Under the RLA, a collective bargaining agreement does not expire — it becomes amendable and remains in force until modified by management pursuant to contractual authority, by agreement of the parties, or by unilateral implementation during a period of lawful self-help.
The collective bargaining process begins when parties exchange notices indicating a desire to change wages, hours and working conditions. Thereafter, the RLA imposes on the parties the duty to exert every reasonable effort to reach agreement.
This also serves to ultimately eliminate the threat of a strike by workers.
Here’s the bottom line — the collective bargaining process has not changed in more than 80 years. The recent situation with AMFA and Southwest Airlines shows the RLA gives airlines an incentive and means to extend negotiations with no recourse, no accountability and no negative consequences for deliberately dragging out or delaying collective bargaining. This tactic means management feels no urgency to come to a new agreement.
The RLA allows a company to show they are doing enough to “exert every reasonable effort to reach an agreement” in the collective bargaining process. And here we are, 6 1/2 years later.
By using the RLA as a means to delay, Southwest bought time to allow its competitors in the industry to catch up in wages and benefits, to implement an industry-competitive wage.
We are glad to be nearing the end of this long negotiation process. Until the process is changed, labor in the airline industry remains in a disadvantaged position versus management.
But our patience and determination was crucial to earning the proper deal our members deserve, and we believe we are nearing that as we move toward a vote on the Tentative Agreement.
What Led Us To A Deal With Southwest Airlines, Nearly 7 Years Later
A brief history of transportation labor relations, and how it relates to our deal
AMFA National
Apr 11
On Saturday March 16, AMFA (Aircraft Mechanics Fraternal Association) and Southwest Airlines "); background-size: 1px 1px; background-position: 0px calc(1em + 1px);">came to an Agreement in Principle on a new contract. We"); background-size: 1px 1px; background-position: 0px calc(1em + 1px);"> now have that Tentative Agreement out for our members to vote on.
So how did we reach this point? Here is some background on the process in general, and our process in particular:
- It has been nearly 7 years of negotiations to get to this deal. The amendable date of our prior contract was August 16, 2012. AMFA members have been without a raise for 2,400+ days…and counting.
- During this time, we have negotiated nearly every month. We have had 74 prior negotiation updates since we began this round of negotiations.
- If this deal is approved, it will extend into 2024.
- By the 1920s, the railroad industry controlled nearly all interstate traffic in the United States, both freight and passenger, and employed more than 2 million workers. Decades of labor unrest, widespread and sometimes violent work stoppages led the federal government to work with industry and union leaders to create a new way of resolving labor disputes. Railroad management and unions prepared the Railway Labor Act (RLA), which was passed by Congress in 1926. The RLA guaranteed the right to join a union of their choice and to engage in collective bargaining. It also established procedures for the orderly resolution of labor disputes.
- In 1934, Congress created the National Mediation Board to administer the RLA.
- In 1936, the RLA was extended to cover interstate air carriers.
- In 1951, the RLA was amended to permit union shops and dues check-off agreements.
- To avoid interruption of interstate commerce
- To provide employees the freedom to join a labor union
- To provide for prompt and orderly settlement of collective bargaining disputes and disputes concerning interpretation of existing collective bargaining agreements
Under the RLA, a collective bargaining agreement does not expire — it becomes amendable and remains in force until modified by management pursuant to contractual authority, by agreement of the parties, or by unilateral implementation during a period of lawful self-help.
The collective bargaining process begins when parties exchange notices indicating a desire to change wages, hours and working conditions. Thereafter, the RLA imposes on the parties the duty to exert every reasonable effort to reach agreement.
This also serves to ultimately eliminate the threat of a strike by workers.
Here’s the bottom line — the collective bargaining process has not changed in more than 80 years. The recent situation with AMFA and Southwest Airlines shows the RLA gives airlines an incentive and means to extend negotiations with no recourse, no accountability and no negative consequences for deliberately dragging out or delaying collective bargaining. This tactic means management feels no urgency to come to a new agreement.
The RLA allows a company to show they are doing enough to “exert every reasonable effort to reach an agreement” in the collective bargaining process. And here we are, 6 1/2 years later.
By using the RLA as a means to delay, Southwest bought time to allow its competitors in the industry to catch up in wages and benefits, to implement an industry-competitive wage.
We are glad to be nearing the end of this long negotiation process. Until the process is changed, labor in the airline industry remains in a disadvantaged position versus management.
But our patience and determination was crucial to earning the proper deal our members deserve, and we believe we are nearing that as we move toward a vote on the Tentative Agreement.
WeAAsles
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B737 driver
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Bigjets I remember when the 300s left I thought our workload would decrease, it did for a bit but with the workload planning loads us up with. Now they changed our maintenance manuals it doesn't matter if is a bird strike, or a flap overspeed, or a fixed landing light, or runway turn off light. There is now a task card for locking and tagging out flaps and slats and hydraulics , when you drop rhe flaps or slats in a line operation, on a through flight. So you add about an hour to these jobs. I won't even get started when these Maxs come back in service after sitting for 3 or 4 months, or longer. Our line work has not gotten any lighter.
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B737 driver
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Was that all line guys?
D
Deleted member 14439
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Yep, for the most part.
jimntx
Veteran
To be fair to AA, the problem may lie in finding drug-free candidates. I have a friend here in Dallas who is a supervisor in a major chain store. They have mandatory drug tests for new hire employees. They recently tried to hire 10 trainee stock clerks. Managed to get 4 with clean drug tests. (Can't tell you what store. I'm not supposed to know about this.)
Yes it has indeed, and so has the overnight work as well, line and hgr ron's have greatly increased and will increase more.
This is good news. Delta is hiring 500 AMT's for growth and expansion this year. SWA has said we will hire if this new contract offer is voted in. Not sure if UAL is hiring.
WeAAsles
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Jim on this one I have to doubt it having anything to do with Drugs. A guy isn’t going to spend multiple thousands of Dollars and spend 2 to 3 years working to gain their licenses just to screw it all up for a little weed.
B737 driver
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I would say your main problem is people not going to A&P schools, and not as many ex military.
WeAAsles
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That goes for all Trade Schools. College’s have done a great job at marketing themselves as the best way to get as much as possible out of life to the detriment of people working with their hands.
Many younger people have a stigma against being a Blue Collar worker. As if they think it’s beneath them.
