enough already
Veteran
- Jan 8, 2003
- 659
- 249
http://twubkfacts.org/LinkClick.aspx?fileticket=fD4WRYkfcGU%3d&tabid=1494
Early Out Package
- Thread starter enough already
- Start date
AANOTOK
Veteran
- Oct 10, 2009
- 4,627
- 2,242
Why would AA even entertain the thought of $75,000 per employee when they can get rid of you for free.
Secondly, retiree medical is GONE!
Nice try Jim!!
- Aug 20, 2002
- 7,319
- 1,555
Brother,........Brother.........Brother.
After a fight like hell shot across the bow, all you can do is bring up facts.
Mr Red
Veteran
- May 11, 2010
- 612
- 182
I would think its a bargin to get rid of a bunch of disgruntled employees !
TWU informer
Veteran
- Nov 4, 2003
- 7,550
- 3,731
Simple Plan to save jobs and Overhaul
#1 Significant Early out Retirement Option
#2 Allow currently employees to remain at current payscales and pay premiums
#3 Allow for less license pay/requirement in overhaul for new employees upgrading or hiring into overhaul. Only paying for license required by the Q.A.M.. New or recalled employess only. AA will be able to change Q.A.M. License Requirements, grandfathering current employees into their current status.
#4 New hires will be on new payscale and health plans that wiil allow a transition to MRO payrates/cost for overhaul.
#5 Line pay will then be transitioned to market rates of pay for that work duty.
#6 Hard Freeze the M&R pensions but do not terminate them. All employees transfer to 401K Match.
#7 Allow Overhaul to have an independent profit sharing plan from 3rd party work.
#8 Allow Line to have their own independent profit sharing plan from their 3rd party work.
#9 Both Independent Profit Sharing Plans for 3rd Party Maintenance will be in addition to the new company wide profit sharing plans.
#10 Create an independent review panel to insure proper calculations of 3rd party profits/cost outs.
#11 Recall of RIF's employees will be into new payscales and options, allowing current OSM's to come into full overhaul Maintenance.
#12 Create apprentice type of program to allow all employees without license to get their certificates via experience recognition. Include tuition and license testing reimbursement. This will crreate a new pool of employees that may want to transfer and move to the line stations for the higher pay. Or later advance to Crew Chief/Inspector positions in overhaul.
#13 Allow for full overhaul base 7 day coverage and shift work. Implementing a Bid Shift/Bid Days Off by seniority. This will prevent 20+ year employees from involuntarily being placed in undesireable shift and days off work. New and/or recalled employees will be informed in advance and placed into undesireable shift/days off schedules.
Reasoning, early out will create openings for hire and lower average cost. The more that hired, the more average cost drops.
Line and Overhaul will no longer be on the same payscale, but transfer and seniority list will remain together. Qualifications requires to bump, upgrade, or transfer. As older employees retire, the cost of overhaul reduces.
That is a simple rough start and will surely need tweaking to complete the transition.
#1 Significant Early out Retirement Option
#2 Allow currently employees to remain at current payscales and pay premiums
#3 Allow for less license pay/requirement in overhaul for new employees upgrading or hiring into overhaul. Only paying for license required by the Q.A.M.. New or recalled employess only. AA will be able to change Q.A.M. License Requirements, grandfathering current employees into their current status.
#4 New hires will be on new payscale and health plans that wiil allow a transition to MRO payrates/cost for overhaul.
#5 Line pay will then be transitioned to market rates of pay for that work duty.
#6 Hard Freeze the M&R pensions but do not terminate them. All employees transfer to 401K Match.
#7 Allow Overhaul to have an independent profit sharing plan from 3rd party work.
#8 Allow Line to have their own independent profit sharing plan from their 3rd party work.
#9 Both Independent Profit Sharing Plans for 3rd Party Maintenance will be in addition to the new company wide profit sharing plans.
#10 Create an independent review panel to insure proper calculations of 3rd party profits/cost outs.
#11 Recall of RIF's employees will be into new payscales and options, allowing current OSM's to come into full overhaul Maintenance.
#12 Create apprentice type of program to allow all employees without license to get their certificates via experience recognition. Include tuition and license testing reimbursement. This will crreate a new pool of employees that may want to transfer and move to the line stations for the higher pay. Or later advance to Crew Chief/Inspector positions in overhaul.
#13 Allow for full overhaul base 7 day coverage and shift work. Implementing a Bid Shift/Bid Days Off by seniority. This will prevent 20+ year employees from involuntarily being placed in undesireable shift and days off work. New and/or recalled employees will be informed in advance and placed into undesireable shift/days off schedules.
Reasoning, early out will create openings for hire and lower average cost. The more that hired, the more average cost drops.
Line and Overhaul will no longer be on the same payscale, but transfer and seniority list will remain together. Qualifications requires to bump, upgrade, or transfer. As older employees retire, the cost of overhaul reduces.
That is a simple rough start and will surely need tweaking to complete the transition.
If the TWU is able to get that early out as requested I will only use kind words when referring to them from now on. Sign me up baby I'll be the first out the door !
Hey Informer, are these your ideas or did you read this somewhere?..Thx
strikeforce
Veteran
- Jan 18, 2011
- 1,224
- 253
Turd, for the sake of saving Informer......I hope there's 4599 other potential retiree's!
Agreed!!!!
TWU informer
Veteran
- Nov 4, 2003
- 7,550
- 3,731
strikeforce
Veteran
- Jan 18, 2011
- 1,224
- 253
AA767JET
Advanced
- Mar 7, 2009
- 225
- 18
All of this makes to much sense that's reason enough why AA wont agree to this proposal .....
AA has the most efficient experienced and most loyal employees in the airline industry we all stood by them after the 2003 concessions and AA don't even see this , how sad is that ....Right under there nose literally !!! SMH how sad ....
AA rather loose control over there product and outsource it .. What sense does that make .....
AA can have MRO costs and keep everything in house .... And save thousands of AAMERICAN JOBS !!!
TWU informer
Veteran
- Nov 4, 2003
- 7,550
- 3,731
Some of my ideas are no brainers.
Like the early out.
The rest are a different story.
Let's see what the Masters come up with.
My ideas are all basically to be win/win. Current employees do not take near the hit, and future employess choose to accept those terms or not. I do believe that the plan would create the potential for huge 3rd party work profits within overhaul and creat jobs in the long run.
TWU informer
Veteran
- Nov 4, 2003
- 7,550
- 3,731
It does make sense, but also equates to something similar to the 1983 B-Scale. Many of us have complained long and hard about the B-Scale, but as I look back on it now, I see how and why it happened. We all called that a "SELLOUT" along with other "SELLOUTS", yet since I have worked at AA for 27+ years, every employee has hired under some form of "SELLOUT". Yet we all stayed on for years and so logic says we either liked and/or accepted the terms we were employed by or we all have some kind of "battered wife syndrome" or disease. Time to create the next group of angry 20+ year employees...LOL
Thanks for the compliment on the ideas though.
The alternative to this plan is the only that makes it appealing!
strikeforce
Veteran
- Jan 18, 2011
- 1,224
- 253
maybe Little will walk into the room with his superman outfit. Too bad the letter "S" doesn't stand for superman.........
you can fill in the blank.........the "S" stands for??????
