IAM Fleet Service topic 18 June-

[The Janitor]

Has the negotiation committee started taking proposals from the membership? If they have, how do I get in touch with them to give them my proposals?

Rogue

Negotiations start in July of next year. I would guess that proposals would start being drafted by members sometime after the first of the year. Then a screening committee separating and categorizing each proposal. When negotiations start next July, the negotiations team will already be empowered to negotiate the wants of the membership. My top 3 would be
1. Wage. It's why I'm working here. Bottom line
2. attendance policy. I know it's easy to say you can avoid this by just showing up on time but in reality I think we are starting to see some damaging affects of this policy and how it's not just affecting deadbeats but also good honest hard workers. We need to gain a better attendance policy.
3. Mandatory overtime double-time. Other IAM contracts are now getting this...so should we. It saves the company money and also gives more money to those who work mandatory.

Notes: I would say scope but it doesn't seem like many really care about other stations, especially the small stations themselves. So why should we?

Things I would consider negotiations crimes:
1. Bonus'. I expect pay raises, Not bonus' for extended negotiations. The IAM negotiated retro at WN and I would expect retro here without the hint of bonus' instead of wage increases.
2. Attendance policy: Not addressing this would be a crime.

 

[Tally yo]

mt top 3 are
1. wages (comparable to WN, UA, AA, and hopefully DL formerly known as NW)
2. job security (No out sourcing)
3. anything not covered in our contract but covered in the company policy, ie. attendance as an issue

We need to put everything that is a company policy in our contract so they cannot arbitrarily change it on a whim, that has negative impact on us a members
Janitor: Overtime is voluntary, so let people volunteer for overtime....... However if mandatory OT arises we should slam the company hard on that issue. I say 4 times hourly pay for Mando OT!!!!!! Hit them hard most of the Mando now is un-needed but lazy management doing blanket Mandatory OT to make it easy on them.. Lets hit them hard on OT rules!!! Another is the BIG holidays such as Christmas, Thanksgiving, New Years should all be considered days off (like WN) and if the company wants us to work its automatically OT!!!!!!!!!!!! This will be our first section 6 negotiations in many years, lets make it count!!!!!

 

[roabilly]

mt top 3 are
1. wages (comparable to WN, UA, AA, and hopefully DL formerly known as NW)
2. job security (No out sourcing)
3. anything not covered in our contract but covered in the company policy, ie. attendance as an issue

We need to put everything that is a company policy in our contract so they cannot arbitrarily change it on a whim, that has negative impact on us a members
Janitor: Overtime is voluntary, so let people volunteer for overtime....... However if mandatory OT arises we should slam the company hard on that issue. I say 4 times hourly pay for Mando OT!!!!!! Hit them hard most of the Mando now is un-needed but lazy management doing blanket Mandatory OT to make it easy on them.. Lets hit them hard on OT rules!!! Another is the BIG holidays such as Christmas, Thanksgiving, New Years should all be considered days off (like WN) and if the company wants us to work its automatically OT!!!!!!!!!!!! This will be our first section 6 negotiations in many years, lets make it count!!!!!

I hear yahh YO...

In terms of compensation, the pay parity plus 1% formula seemed fair. What we have to be careful of are the components of the equation. Parity with the Majors is acceptable.

However, the company seems to behave like a chameleon on this issue. They are a full service, full amenity global carrier to the public and a struggling low fare domestic carrier to the employees! It will be up the negotiating committee to demonstrate who their peers actually are!

 

[The Janitor]

mt top 3 are
1. wages (comparable to WN, UA, AA, and hopefully DL formerly known as NW)
2. job security (No out sourcing)
3. anything not covered in our contract but covered in the company policy, ie. attendance as an issue

We need to put everything that is a company policy in our contract so they cannot arbitrarily change it on a whim, that has negative impact on us a members
Janitor: Overtime is voluntary, so let people volunteer for overtime....... However if mandatory OT arises we should slam the company hard on that issue. I say 4 times hourly pay for Mando OT!!!!!! Hit them hard most of the Mando now is un-needed but lazy management doing blanket Mandatory OT to make it easy on them.. Lets hit them hard on OT rules!!! Another is the BIG holidays such as Christmas, Thanksgiving, New Years should all be considered days off (like WN) and if the company wants us to work its automatically OT!!!!!!!!!!!! This will be our first section 6 negotiations in many years, lets make it count!!!!!

Hey, what about 5 times hourly pay? Then I only have to work 16 hours and get paid for 80 and can swap off the rest and go party. Can't wait to get to negotiations!
I may even forget when my real vacations are.

 

[Ramp Rogue]

1. DOH SENIORITY - 1. In the event of another merger it will have ultimate importance. It should be written into the contract that it can't be changed if we are not the surviving carrier. We should be slotted in wherever our DOH falls and not where the surviving carrier chooses to place us. 2. DOH should be used for all seniority related bidding, furloughs and recalls. For bidding of work shifts, days off, vacations, overtime, mandatory overtime, payscale, flight benefits, & retirement, DOH must prevail!

2. ATTENDANCE POLICY - 1. Must be changed to allow employees to be able to use the sick days they have accrued without being written up for using them. If an employee has no sick days accrued and calls in sick then they should be written up. But someone that has many days accrued and rarely calls in should not be written up. 2. There should also not be a maximum amount of days that you can accrue. Because if there is, then the employee that continually calls in sick will accrue more sick days then the one that doesn't call in sick. Which really forces a maxxed out employee to call in sick in order to to keep accruing days.

3. ME TOO CLAUSE - We need a ME TOO CLAUSE so that anything that passenger service gets that would be in our favor, we get too. Which would mean if they get a raise that is more than we get, we get it too. If they get extra holidays we get them too. Which keeps us on an even slate with them.

4. FLIGHT BENEFITS - Those that are on our FLIGHT BENEFITS should board the plane at our DOH Seniority whether we are flying with them or not.

5. PAY PARITY + 2% - With Delta, American, Southwest, & United is also a good idea.

Rogue

 

[pjirish317]

Here is my list.

1. Scope...lets not lose any more employees.
2. Better benefits packages.
3. Stricter language in our agreement that has consequences if the company misses the time frame for grievances. Like an automatic win, something along those lines.
4. Wages
5. Vacation and holidays.

These are just a few.

 

[700UW]

Seniority in a merger is now governed by McCaskill-Bond, not your CBA.

 

[oldiebutgoody]

Seniority in a merger is now governed by McCaskill-Bond, not your CBA.

Only if the merged companies are NOT represented by the same CBA. If they are, then the CBA process is what takes precedence.

Rogue,
Very nice list of priorities. The other work groups that commute to work would take issue with the family getting the DOH of the employee unless the employee were with them, though.

 

[The Janitor]

Here is my list.

1. Scope...lets not lose any more employees.
2. Better benefits packages.
3. Stricter language in our agreement that has consequences if the company misses the time frame for grievances. Like an automatic win, something along those lines.
4. Wages
5. Vacation and holidays.

These are just a few.

i understand scope and the possibility of losing more west stations but I'm going to hold back on increasing scope on my list until the west cares about their jobs enough to stop throwing their own small stations under the bus. Until that happens I'm going to scribble off inceased scope for the smaller stations and move up days off and wages to the forefront. The thing you don't want to do PJ is fight and argue this for them. Trust me, they will make you the bad guy and then argue that you didn't get them enough time off or enough wage. Not until the west leaders [las excepted] grow a set of balls and stand with this idea, I say never mind. We fought for the west stations last time and told the west to hold their position but they made us out like the evil twin. Screw that, they will have to stand up for themselves this time. And who knows which stations will be represented on the negotiations team but my hunch is LAS will be one of them.

 

[pjirish317]

i understand scope and the possibility of losing more west stations but I'm going to hold back on increasing scope on my list until the west cares about their jobs enough to stop throwing their own small stations under the bus. Until that happens I'm going to scribble off inceased scope for the smaller stations and move up days off and wages to the forefront. The thing you don't want to do PJ is fight and argue this for them. Trust me, they will make you the bad guy and then argue that you didn't get them enough time off or enough wage. Not until the west leaders [las excepted] grow a set of balls and stand with this idea, I say never mind. We fought for the west stations last time and told the west to hold their position but they made us out like the evil twin. Screw that, they will have to stand up for themselves this time. And who knows which stations will be represented on the negotiations team but my hunch is LAS will be one of them.

Janitor,

I agree with most of what you have posted here, however, I don't think that there should be any more "East" or "West" stations, just USAiwrays stations, and that those stations and jobs need to be protected however ungrateful they may be. That being said, I think that the District should make MW the sole AGC for PHX. They wanted him, they can have him. Other than that, I trust that the District will put the right people on the NC to handle the negotiations for all of Fleet Service.

 

[charlie Brown]

i understand scope and the possibility of losing more west stations but I'm going to hold back on increasing scope on my list until the west cares about their jobs enough to stop throwing their own small stations under the bus. Until that happens I'm going to scribble off inceased scope for the smaller stations and move up days off and wages to the forefront. The thing you don't want to do PJ is fight and argue this for them. Trust me, they will make you the bad guy and then argue that you didn't get them enough time off or enough wage. Not until the west leaders [las excepted] grow a set of balls and stand with this idea, I say never mind. We fought for the west stations last time and told the west to hold their position but they made us out like the evil twin. Screw that, they will have to stand up for themselves this time. And who knows which stations will be represented on the negotiations team but my hunch is LAS will be one of them.

IMO, I think scope has to be the number one issue. We have to protect jobs. One thing I hate about this agreement ( and there are many ) is that the scope to not contract out work only goes through Dec 30th 2011. On Dec 31st 2011 it seems to me that the company will have a green light to contract out many cities. If we dont have an agreement by then, we could be losing a lot of jobs, imo. This issue really ticked me off when I read it in the t/a when it first came out. I think we should have had the protection until we reach another agreement. The company has no reason to want to be in any hurry with that green light.

 

[P. REZ]

1. DOH SENIORITY - 1. In the event of another merger it will have ultimate importance. It should be written into the contract that it can't be changed if we are not the surviving carrier. We should be slotted in wherever our DOH falls and not where the surviving carrier chooses to place us. 2. DOH should be used for all seniority related bidding, furloughs and recalls. For bidding of work shifts, days off, vacations, overtime, mandatory overtime, payscale, flight benefits, & retirement, DOH must prevail!

2. ATTENDANCE POLICY - 1. Must be changed to allow employees to be able to use the sick days they have accrued without being written up for using them. If an employee has no sick days accrued and calls in sick then they should be written up. But someone that has many days accrued and rarely calls in should not be written up. 2. There should also not be a maximum amount of days that you can accrue. Because if there is, then the employee that continually calls in sick will accrue more sick days then the one that doesn't call in sick. Which really forces a maxxed out employee to call in sick in order to to keep accruing days.

Rogue

Didn't the Union at UA accept an attendance policy similar to ours in section 6 negotiations without putting it to a vote of the membership?

 

[pjirish317]

Didn't UA accept an attendance policy similar to ours in section 6 negotiations without putting it to a vote of the membership?

PREZ,

What exactly does this have to do with US? Also, if it was in Section six, like you say, it would be part of the whole agreement for the membership to vote on. Like Wages, Vacation, ect. ect. Just because the NC accepted it in Section six, dosen't mean the members will accept it until the whole agreement is put to a vote.

 

[700UW]

Before the last bankruptcy we had a LOA about attendance, it stated you couldn't be disciplined for the legitimate use of sick time, a dr's note proved it was legitimate, and it also said sick time was not intended to extend your weekend.

We had employees who had a pattern of being sick on their Monday and Friday.

The company has a right to expect you to come to work, just because you have sick time in your CBA the company has a right to discipline employees abusing it.

 

[P. REZ]

PREZ,

What exactly does this have to do with US? Also, if it was in Section six, like you say, it would be part of the whole agreement for the membership to vote on. Like Wages, Vacation, ect. ect. Just because the NC accepted it in Section six, dosen't mean the members will accept it until the whole agreement is put to a vote.

Isn't it the ND negotiating at UA? Sounds as if the ND isn't concerned with the acceptance of a harsh policy. Correct me if I'm wrong but isn't the Attendance policy in force at UA already?