Cwa Meets With U Management 6/14

[28yrsnojob]

😛 <_< cwa meet with maagement today and no info at this time.

 

[wench]

Why is that NOT a surprize?! 😉

 

[4merresrat]

😛 <_< cwa meet with maagement today and no info at this time.

As someone in another thread so eloquently put it "We will find out the day after it is released to the press!" 🙄

 

[tadjr]

I havent seen anything about another meeting date with management. Can you provide your source please?
This was the last info from CWA after their June 2nd meeting.

Next meetings:


CWA research economists and analysts will meet with management next week to discuss data and to receive answers to CWA’s data request made last week.

CWA negotiators will meet in about two weeks to discus MDA developments.

CWA negotiators and management will meet again in about two weeks to discuss responses to one another’s data and probably exchange initial ideas.

 

[tadjr]

Got this in my email this morning at 1145am. I cant believe no one has posted it here as of yet. Are you guys even on their email list or is it easier to just complain about not getting any info?


6/16/2004
CWA’ers and US Airways management met on Tuesday, 6/15, to discuss MidAtlantic Airways, Work-at-Home, and to set a date for management’s detailed restructuring presentation...


MidAtlantic Airways: Management had positive information about MDA and progress was made on the final issues to be worked out for implementation our 2003 restructuring “soft landing†agreement:


MDA is on track to grow from the current 9 aircraft to 22 aircraft by early Fall;
MDA passenger service scope issues were resolved;
Progress was made on the MDA medical/benefits package and we may be close to resolution on remaining issues;
MDA filling of vacancy and movement of personnel issues have been reduced to two questions – filling of MDA supervisory positions and status of employees who refuse MDA positions but later bid for the position;
CWA’ers will be working toward resolving the remaining MDA issues this week if possible.
Work at Home: Management presented their information from an earlier examination of the Work at Home programs at JetBlue and at Holland America Cruise Line, a company known for its innovative approach to WAH. The information focused on several areas:


Physical location: Both companies confine their programs by area code and drive time proximity to a company call center to reduce telecom toll charges and to enable the employee to be available for on-site training and other purposes.
WAH costs: Programs vary on whether the agent or the company pays for phone line or DSL installation and monthly fees. Both companies paid for the necessary equipment, and each had separate requirements for the physical set-up of the home office.
Supervision and training: Both companies’ supervisors are stationed in call-centers and supervise remotely, and both require on-site agent training and re-training at the call center.
Other issues: Survey information on quality assurance, productivity, shift bidding, and other issues was presented. The bottom line seems to be that the companies surveyed had a positive experience with the WAH concept. CWA’ers intend to make a WAH proposal to management as part of a cost-reduction discussion, and the survey information will inform that process.
Restructuring Discussions: Management has requested a meeting next Tuesday, June 22, to tell us specifics of their $122 million passenger service cost reduction “askâ€.
We have agreed to meet and hear that presentation but we have repeatedly said to management that the only acceptable way to resolve what they call a “seniority problem†is to offer a voluntary buyout.
We’ll see what is presented and we’ll report the results of the meeting to our members.
CWA Local Officers and Staff

 

[bagosh]

CWA’ers and US Airways management met on Tuesday, 6/15, to discuss MidAtlantic Airways, Work-at-Home, and to set a date for management’s detailed restructuring presentation...
6/16/2004
MidAtlantic Airways: Management had positive information about MDA and progress was made on the final issues to be worked out for implementation our 2003 restructuring “soft landing†agreement:

MDA is on track to grow from the current 9 aircraft to 22 aircraft by early Fall;
MDA passenger service scope issues were resolved;
Progress was made on the MDA medical/benefits package and we may be close to resolution on remaining issues;
MDA filling of vacancy and movement of personnel issues have been reduced to two questions – filling of MDA supervisory positions and status of employees who refuse MDA positions but later bid for the position;
CWA’ers will be working toward resolving the remaining MDA issues this week if possible.
Work at Home: Management presented their information from an earlier examination of the Work at Home programs at JetBlue and at Holland America Cruise Line, a company known for its innovative approach to WAH. The information focused on several areas:

Physical location: Both companies confine their programs by area code and drive time proximity to a company call center to reduce telecom toll charges and to enable the employee to be available for on-site training and other purposes.
WAH costs: Programs vary on whether the agent or the company pays for phone line or DSL installation and monthly fees. Both companies paid for the necessary equipment, and each had separate requirements for the physical set-up of the home office.
Supervision and training: Both companies’ supervisors are stationed in call-centers and supervise remotely, and both require on-site agent training and re-training at the call center.
Other issues: Survey information on quality assurance, productivity, shift bidding, and other issues was presented. The bottom line seems to be that the companies surveyed had a positive experience with the WAH concept.
CWA’ers intend to make a WAH proposal to management as part of a cost-reduction discussion, and the survey information will inform that process.

Restructuring Discussions: Management has requested a meeting next Tuesday, June 22, to tell us specifics of their $122 million passenger service cost reduction “askâ€.
We have agreed to meet and hear that presentation but we have repeatedly said to management that the only acceptable way to resolve what they call a “seniority problem†is to offer a voluntary buyout.
We’ll see what is presented and we’ll report the results of the meeting to our members.
CWA Local Officers and Staff

 

[RedOne]

As has been posted by others before. You can count on all the unions meeting to discuss contracts. Should US go back into chapt. 11, no union would want to stand before "da judge" and say 'heck no we wouldn't talk to them about more concessions.' That would not be very smart. They have got to talk so they can say we negotated in good faith.

 

[mweiss]

Based on previous behaviors, I'd expect them to require the agents to pay for their own phone/DSL. I think that'd be a mistake, however.

 

[diogenes]

MDA filling of vacancy and movement of personnel issues have been reduced to two questions – filling of MDA supervisory positions and status of employees who refuse MDA positions but later bid for the position;

CWA and IAM need to proceed very carefully here.

In the past, when an agent was furloughed from mainline, he retained for ALL purposes, his seniority. If he went to the street, or to work for the express operation replacing mainline, he still retained his seniority.

I know when FAY went express, several agents remained to work for the express operation. Later, they elected to move to RDU and work for mainline. They retained all seniority.

If allowed, I am concerned the Palace will use MDA as a wedge. How? Assume they replace mainline with MDA. Assume you decline MDA, and accept furlough. Assume later, you return to work for MDA, either in your location or another. Under the rules CURRENTLY in place, you would retain your seniority, as in the past. If the rules change as I suspect is being proposed, once you decline MDA, and later return to MDA, you would NOT retain past seniority for MDA - you would start out with a new date of hire, and at the bottom of the bidding and pay scale. The company could use this gambit in most locations to flush out senior agents.

With all that employees have given, CWA and IAM-fleet should insist on retaining current language, and protecting employee seniority.