CWA Negotiations Update

[usa1]

MAINLINE EXPRESS PAY
 
Years of Service
 
Start 10.07
1 $10.86
2 $11.25
3 $11.65
4 $12.03
5 $12.42
6 $12.82
7 $13.20
8 $13.59
9 $13.99
10 $14.67
11 $14.78
 
I love my union! There's a lot of seniority heading for CLT!

 

[usa1]

6. When a Class II city becomes a Class I city, the Company shall
2 cease assigning Passenger Service work to fleet service employees
3 within ninety (90) days of becoming a Class I city. When a station is
4 due to convert to a Mainline Express location, in an effort to provide
5 a smooth transition, the Union agrees that the Company will have the
6 right for a period of ninety (90) days following the initial transition
7 in any location to accomplish such transition on an incremental
8 "tranche" basis and may assign non-CWA employees.

 

[usa1]

Furlough Allowance
 
3 1. Furlough allowance is paid to employees who are furloughed as a
4 result of a reduction-in-force and for no other reason. The Company
5 shall not be liable for furlough allowance where reductions-in-force
6 are the result of an act of God, war emergency, revocation of the
7 Company's operating certificate, a grounding of company aircraft, or
8 any strike or picketing.
9 2. Full-time employees who have completed two (2) or more years of
10 service, based on Passenger Service Seniority, on the date
11 furloughed will receive furlough allowance at the rate of one (1)
12 week's pay for each completed year of service, up to a maximum of
13 fifteen (15) weeks except for Mainline Express employees who will
14 be eligible for a maximum of five (5) weeks of furlough allowance.

 

[usa1]

http://american-agents.org/wp-content/uploads/sites/27/2014/02/CWAContractAllAgreements.pdf

 

[usa1]

9 The Company may operate up to two (2) daily mainline jet departures in Express stations.

 

[usa1]

Current contract reads: The Company may operate up to two (2) daily mainline jet departures in Express stations.
 
New contract should read: The Company may operate up to zero (0) daily mainline jet departures in Express stations.
 
If it's mainline, "mainline express" workers should not be an option.    
 
MAINLINE EXPRESS PAY
Years of Service
Start 10.07
1 $10.86
2 $11.25
3 $11.65
4 $12.03
5 $12.42
6 $12.82
7 $13.20
8 $13.59
9 $13.99
10 $14.67
11 $14.78

 

[usa1]

2 MD80's to DFW and several 175's to CLT & PHL and half the east coast stations go "mainline express".
 
CWA Negotiators do you hear me?   

 

[wings396]

Correct me if I'm wrong, but wasn't the MLE payscale brought in line with the ML scale a few years ago? I would like to ask what language in the current CBA keeps ML employees in stations with Zero ML flights?

 

[usa1]

Correct me if I'm wrong, but wasn't the MLE payscale brought in line with the ML scale a few years ago? I would like to ask what language in the current CBA keeps ML employees in stations with Zero ML flights?

 
Post the answer if you find it.
 
Heres and old thread 2005. http://www.airlineforums.com/topic/20813-mainline-express-stations/

 

[usa1]

http://aviationblog.dallasnews.com/2013/02/qa-american-airlines-wont-merge-its-new-regional-airlines-after-the-us-airways-merger.html/
 

Q&A: American Airlines.  Published:  February 25, 2013
 
Q: Are there any short term or long term changes expected for American Eagle stations that provide above or below wing services, especially at locations that currently have US Airways mainline employees?
 
A: Until the merger closes, nothing will change at American Eagle for both its flying and ground handling services.
 
In the long-term, the merger transition team will be developing unified strategies that will include airport ground handling. The transition team will look at each location to determine what the best fit is for the new American. Costs are expected to be an important consideration in the development of this strategy.
 
Given the progress Eagle has made over the past year to make its costs competitive and its success in growing its ground handling business we are well-positioned for this strategy development.
 
It will be some time before we understand the impact of the proposed merger, if any, on American Eagle.
 

 

 

[usa1]

Did anyone catch the townhall today?

 

[usa1]

Here's my take on things that were discussed on the call this morning. Currently, contrary to rumor, there are no plans to give away option 2 for holidays. Re outsourcing work for small stations –again there are no plans for this. We still have a contract- nothing changes for us on Oct 17th. Profit sharing -oil prices have dropped, the company is making lots of money! The company wants to drop profit sharing of course. Whether or not it does go away we (LUS) still will get payout for 2015 in 2016. 
There were 2 LOA's for profit sharing but the 2nd was never signed so the profit sharing we recvd was correct. 
This is a very critical time. More important than ever to show unity - company can SEE this solidarity whether you think they can or not! Right now the union is in a full time mode to get this contract done before 10/17 -that's their hope, but articles can takes weeks to iron out. They are currently working on Article 9 filling vacancies and Article 31 which deals with part time issues. They are working on many articles. Those may be on the CWA/IBT page. They are ALL really important items. SCOPE, OT, etc.
Week of action - wearing 10/19/15 pins very successful. Really time to step up mobilizing. Union will be taking steps every week to get contract by 10/17 - get mobilization info through your “take 10” leader each week. EVERYBODY needs to be fully engaged at this crucial stage. Economic items are often the last negotiated. 
Re contract violations –especially during PSS Cutover - Always do what you’re told grieve later unless it’s illegal or unsafe. Committee has put together a plan to get work done no matter what it takes. We need to communicate to the company we expect the company to adhere to and uphold the contract. Help create pressure for an agreement before the cutover. FYI: the company doesn't ask if they can violate contract... the only way for the union to know about violations is when rank and file tell the union
DO YOUR PART!!!
 

 

[700UW]

September 16th, 2015Your CWA/IBT Association Bargaining Committee met last week on September 8, 9, 10, and 11. Here is a link to the latest list of tentatively agreed upon articles.
 
On Tuesday, September 8 the Union Committee gave counter proposals for Article 3: Recognition/Scope, Article 4: Groups/Classification, Article 18: Sick Time, and Article 24: Shift Differentials.
 
The Company presented a counter proposal on Article 19: Holidays and Article 20: Vacations. The Union and the Company agreed to Article 18: Sick Time and Article 34: General and Miscellaneous.
 
Wednesday, September 9, was spent in unofficial discussions on the remaining articles of the contract. On Thursday, September 10, the Union gave counter proposals on Article 19: Holidays and Article 20: Vacations. On Friday the Company gave counter proposals on Article 19: Holidays and on Article 20: Vacations.
 
The Union Committee is meeting this week to work on the remaining proposals. We have two more bargaining sessions scheduled September 21-25 and September 28-October 1.
 
We are at the hardest and most complex part of the contract. We are still working on job protection language and economics, which includes wages and health insurance. We need to stay united to reach a fair agreement.
 

 

[usa1]

 
https://www.facebook.com/groups/525504680852257/

 

[usa1]

September 25 Bargaining Update
 

The rest of the week was spent in discussions on the Delta wages and scope. Scope Article 3 in our contract provides protection for exclusive work as well as the work that a vendor could perform, identifies how class I and II cities are determined, and how a change in classification is achieved. The company changed directions in their discussions regarding scope–going backwards in the ability to reach an agreement–which would protect our work and stations that are represented.
 
Our American brothers and sisters overwhelmingly voted for the union in large part because the company arbitrarily outsourced several thousand jobs ......... 

 
 
http://american-agents.org/bargaining-update/bargaining-update-september-25-2015/