latreal said:
OK, so in your way of thinking TWAers should be senior to you then.
Offended? I could not be offended over the internet. :huh:
Latreal, I am fully aware that if the former TWA employees win their lawsuit, I will never be recalled to AA. Ok, that's life. But, fair's fair.
If you believed in unionism rather than me-firstism, you would be appalled that no AFL-CIO union can support APFA in a strike. The AFL-CIO standard in ALL industries is date of hire seniority merging--regardless of the circumstances of the joining of the two companies. It would be a violation of AFL-CIO written policy for a union affiliated with them to refuse to cross our picket lines.
I'm not saying that TWA should have been given DOH. But percentage slotting would have not had that much effect on the seniority of anyone at AA other than those of us who were super-junior.
AND, if AMR and APFA had stuck to the original agreement and kept a fence around STL for 5 years, there would not have been even that much effect upon the juniors. Most of the very senior TWA flight attendants wer planning to retire during the 5 year fence-in anyway. Their TWA pensions are assured and in the bank, and they were never going to earn much of an AA pension.
Everyone at AA complains on the topic of "why don't those senior mommas retire?" The truth is that as an industry, we are just now getting to the point where there are large numbers of flight attendants who have both the years AND the age to take retirement. Through the end of 2001, AA, in its entire 75 year history, had less than 700 flight attendants who had taken full retirement. Remember, there were a lot of years there where if you turned 35, got married, or gained 10 pounds, you got fired. (FYI, those evil TWA flight attendants were in the vanguard of unionized workers who got those rules changed. You can thank them that your wife is even flying today. Marrying you (or anyone else) would have been grounds for termination in the "good old days.") I know a lot of flight attendants at DFW who have 30+ years of service, but they are still in their 50's. They started at 20-22 years of age. Full retirement requires that you be 60 years old.
If AMR had really been concerned about the high-cost of senior flight attendants, they would have offered an early retirement buyout. And, don't believe the bull that they didn't have the cash. They did. I would be willing to bet that if you had offered anyone over 50 who had at least 25 years of service full retirement and a $25,000 cash incentive, you would have had a lot of takers. It would have been cheaper in the short run AND the long run than paying top of scale to those people for another 5-10 years. The upfront cash outlay for each early retiree would have been less than 6 months average salary. For that matter, that solution might have gone a long way toward solving the "TWA problem."