Anybody have any info about the new manager of DFW?

[WorldTraveler]

Does the language in the CBA covering maintenance and fleet svc and the practice of it work the same? and, this guy is in maintenance, not fleet svc, right?

 

[AANOTOK]

Does the language in the CBA covering maintenance and fleet svc and the practice of it work the same? and, this guy is in maintenance, not fleet svc, right?

The CS policy is a benefit, just like FCFS. It is not a contractual item. Therefore it is pretty much the same across the board with the exception that CSM's and Managers can do a little tweaking in their own department.
 
I think it is standard that you have to show up to work 50% of the time.
 
I do believe he is maintenance.

 

[WorldTraveler]

ok.... thanks for you clarifying the benefit part of it....

but AA does allow you then to give up 50% of your hours, correct?

does US allow that and is that the part that is an issue?

 

[700UW]

US has Shift Swap language in the CBA, its contractual, and you have to work X amount of hours in the month to accrue sick time and vacation for that month.

 

[Vortilon]

A CS can be used to start your shift early or late by up to 2 hours.  This is the problem area for Ed, he thinks too many people are using this part of the CS for non justifiable reasons like catching a flight to commute.  If the person has a serious problem with a sick child or something along those lines, then on a case by case basis - he will approve or deny the CS.  More micro managing.
 
He also has a problem with how much overtime is used.  He thinks his rah rah speech about working together, we can win together.  "Listen guys, I know you're the lowest paid AMTs in the industry - with the worst benefits - but c'mon - together we can be number one!" 
 
Here we go again.

 

[trentrb211]

Business As Usual then. Before you know it he will be replace. Business as usual

 

[MetalMover]

Business As Usual then. Before you know it he will be replace. Business as usual

This is the future, boys and girls.  New management brings new changes....

 

[MetalMover]

Business As Usual then. Before you know it he will be replace. Business as usual

By who? You think the new VP of maintenance won't support a fellow US colleague?
Business as usual? Really? You do realize we have a new management team, don't you?
 
Anyone who thinks things won't change are living in denial.
Good, bad, or indifferent....changes are a comin!

 

[AA-MRO.COM]

They came up with a maximum CSO per quarter rule. You can not give away more than 24 shifts per quarter. This amounts to 2 days per week CSO. But if you CSW a day it will cancel out the CSO. A one for one rule will not be held against you. I think this was done to make it harder for the guys with two jobs to work both.

 

[DallasConehead]

By who? You think the new VP of maintenance won't support a fellow US colleague?
Business as usual? Really? You do realize we have a new management team, don't you?
 
Anyone who thinks things won't change are living in denial.
Good, bad, or indifferent....changes are a comin!

These guys have come and gone like the sun and the moon over the last 3 decades I have been here. They come in with their big ideas, talk and the more things change the more it stays the same. You have a senior work force at DFW that has seen all of these sunshine pumpers and guys that think they are going to change things for years. Then all of a sudden they get an aluminum enema for a few days and that's that. Then they disappear into their offices to never be seen or heard from again.

Oh, and I guess I must be in denial.

 

[MetalMover]

These guys have come and gone like the sun and the moon over the last 3 decades I have been here. They come in with their big ideas, talk and the more things change the more it stays the same. You have a senior work force at DFW that has seen all of these sunshine pumpers and guys that think they are going to change things for years. Then all of a sudden they get an aluminum enema for a few days and that's that. Then they disappear into their offices to never be seen or heard from again.

Oh, and I guess I must be in denial.

..You are using the past as the rule of thumb. Remember, the past had the usual AA players in charge. Where are they now? Who's in charge now? 
The team roster has changed. The old guard is gone. Most senior executive are from US, no scratch that, they're from America West. 
Kenny is GONE......Jim is GONE! 
There is a new culture being grown. 
If they wanted things to stay BUSINESS AS USUAL at AA, Horton and Co. would still be in charge.

 

[bigjets]

US has Shift Swap language in the CBA, its contractual, and you have to work X amount of hours in the month to accrue sick time and vacation for that month.

At AA with the TWU, we have nothing in the contract for CS's. The pilots and FA's do. AA has been very liberal with the CS policy but they can change it whenever they want to since it's a company policy. The pilots and FAs also have respective jumpseat policy's in their contract so we will never get those seats to no rev anywhere.

The TWU did manage to get uniforms in the contract, but we have to pay for those, I believe it's worth $300 million while the APA AND APFA get 12 pts a year from AA to buy uniforms. That's the difference from competent unions and the TWU

 

[700UW]

(M) Shift Swaps
35
36 An employee may authorize another qualified employee within the
37 same bid area and classification to work his scheduled work day/shift in
38 accordance with the following provisions:
39
40 1. The request must be in writing to the authorizing employee's
41 immediate supervisor using the appropriate form and signed by both
42 employees involved.
43
44 2. The request must be submitted not less than five (5)
45 working days prior to the day/shift to be worked.
3. Employees ar 1 e personally responsible for work on the day/shift
2 involved and will be considered normally assigned for all purposes.
3
4 4. An employee who fails to report or is tardy on the day/shift
5 involved for any reason, other than sickness supplemented by a physician's
6 statement, may be restricted from utilizing these provisions for one hundred
7 eighty (180) days from the date of the absence or tardiness.
8
9 5. Employees working in probationary periods are not eligible to
10 participate under these provisions.
11
12 6. No overtime payment or premium payment will be paid to an
13 employee as a result of working another employee's day/shift under these
14 provisions.
15
16 7. No request under these provisions shall be honored in
17 jurisdictions in which the laws or regulations either preclude such as a result of
18 hours restrictions or require the compensation of such day/shift at overtime
19 rates. This paragraph shall immediately apply in any jurisdiction, which may
20 hereafter impose such restrictions or require such payment.
21
22 8. An employee who has agreed to work for another employee
23 under these provisions is obligated to work the day/shift as agreed and may not
24 exchange this obligation with any other employee.
25
26 9. Only the employee authorizing another to work his day/shift will
27 be charged for the authorization. A minimum of twenty-six (26) such
28 authorizations per calendar quarter will be permitted by an employee .
29
30 10. Employees participating under these provisions will be eligible
31 for overtime on the shift preceding and following the swap, but not on his
32 regular shift (i.e., the shift he swapped off) and will be paid and charged at the
33 time and one-half (1 1/2x) rate of pay. These employees will not be eligible
34 for paid rest and will be responsible for disqualifying themselves from any
35 overtime that would result in paid rest.
36
37 11. Employees may work a maximum of sixteen (16) consecutive
38 hours (excluding unpaid meal periods) during a twenty-four (24) hour period
39 as a result of shift swaps. Employees will not be permitted to work double
40 shifts on any consecutive days as a result of shift swaps.
41
42 Where employees swap and there is a duty free period of at least
43 fourteen (14) hours between the end of one duty period and the start of a new
44 duty period, such swaps will not be considered as consecutive days for
45 application of this provision.
12. Employees who have a swap scheduled 1 within twenty-four
2 (24) hours of a field service trip are ineligible for that field service trip. If an
3 employee is on a field service trip and it becomes evident that the field
4 service trip will extend into a scheduled swap, the employee will notify
5 management and the employee will be paid at the straight time rate of pay
6 during the swap period. No overtime payment or paid rest will be paid as a
7 result of working the swap.
8
9 13. Receipt of a PE-1 for violation of the swap provisions will not
10 disqualify the employee from eligibility for upgrades.
11
12 14. Employees are personally responsible to remain in compliance
13 with Federal Air Regulations at all times relative to personal duty time
14 regulations.
15
16 15. If an employee agrees to work a double shift as a result of a swap
17 and later calls in sick, he will be charged with sick leave) for both shifts
18 missed. The employee returning from sick leave must also provide a doctor’s
19 slip upon return to work or swap privileges will be suspended.
20
21 16. If an employee is denied a requested DAT/comp day due to
22 needs of service, and subsequently arranges for another employee to work in
23 his place, the employee shall be paid for the day at his appropriate straight time
24 rate and a DAT/comp day will be deducted. This DAT/comp swap shall not
25 count as a swap for purposes of the limitations in this provision.
 
The following will confirm our understanding regarding the company and
14 union agreement regarding the allowance of back to back double shift
15 swaps. This agreement is cancelable by either party subject to a thirty- (30)
16 day notification:
17
18 1. Employees may shift swap to work back to back double shifts, once per
19 workweek.
20 2. The company may disapprove any back to back double shift swap for
21 any employee where the company finds that there is evidence the
22 employee's productivity, safety, or job performance is adversely
23 affected, as described in item 6 below.
24 3. There must be a minimum of 7 hours of rest between each of the
25 double shifts worked back to back.
26 4. Back to back double shift swaps will not be approved for any employee
27 who is on a written warning or higher of the attendance control
28 program.
29 5. In circumstances where shift trades have been approved (single shift or
30 double shift) and where the employee who is scheduled to work for
31 another employee is unable to do so (e.g., due to a leave of absence
32 (paid or unpaid), transfer, termination, jury duty, schedule re-bid,
33 occupational injury), the Company reserves the right to cancel an
34 approved shift trade provided seven (7) days notice is given to affected
35 employees.
36 6. In the event that the company finds any evidence of an adverse impact
37 to the employee’s performance, productivity or safety the employee’s
38 supervisor shall discuss the concerns with the employee. Following the
39 discussion, should the company again find further indications of an
40 adverse impact to the employee’s productivity, safety, or job
41 performance then the employees back to back shift swaps will be
7. suspended for six (6) months. 1 Any grievance filed as a result of the
2 suspension of back to back double shift swaps will be limited to the
3 factual question of whether the employee was advised of the company
4 concerns over the adverse impact to their performance, safety or
5 productivity and such grievance will end at the Review Board step of
6 the grievance process.
 

 

[Topcat187]

From what I know about the AMT's at DFW, they wont tolerate too much bs before things get interesting.

 

[AP Tech]

Check the history of a few of these new management types....quite a few did time at Northwest and we all know what wonderful labor relations they had with employee's.......Going to be a wonderful corporate culture at the "New" American....