IAM Stepping Up campaign

[737823]

I doubt most DL employees see crew meals as a big deal.  Not sure why the unions are so hung up on them.  The AA F/As I know say there is always extra F/C meals for them to meet.  But then again with USAIR taking over they will probably not overcater like AA has historically done.  I assume most DL F/As are adequately nourished and able to perform their jobs with the current crew meal offerings.
 
Josh

 

[robbedagain]

how pathetic is that....   that's pretty sad
 
USAIRWAYS mgmt. took over most AA  now as far as catering goes  US does their own for the most part  and its done very accurately  Im quite sure AA will also fall in line just like the rest of the airlines do when it comes to catering

 

[700UW]

Actually he is posting misinformation once again, its lie after lie:
 



US Airways Begins To Align Cabin Service With American
 

  

 March 27, 2014
 

While this was announced a while back, it’s worth noting that US Airways will be “enhancing” their inflight service beginning this coming Tuesday, April 1st, 2014. This will be to align more closely with American’s policies (which is great news, because the alternative would be American adopting US Airways standards).
 
Now, typically seeing the word “enhancements” in conjunction with an airline announcement (especially with an “April 1st” effective date) would have me running for the hills, but in this case the changes are positive.
 
Here’s what we can expect in terms of meal service:
 


I’m not going to lie, I can’t wait to see the execution of this. Last time I flew US Airways first class from Phoenix to Chicago the flight attendant working the 12 seat first class cabin was completely flustered and was saying “I don’t know how I’m supposed to serve drinks and 12 meals in just over three hours.” I think they need to send her onto a 20 minute Singapore to Kuala Lumpur flight for a bit of perspective.
 
Then they’re making the following main cabin meal updates:
 
And the following changes to wine in domestic first class:
 
On flights from 2:45 – 3:30 hours, our fruit & cheese plate, morning breakfast sandwich and afternoon sandwiches are available for purchase
 
Premium wines are now available in Main Cabin on all domestic routes 3:30 hours and longer
 
Then they’re also making some positive changes to entertainment in international business class:
 
And then they’re changing the names of their classes of service to align with American:

• On B757 and B767 operated flights, enjoy the new Samsung Galaxy Tab™ offering 60 movies, as well as a greater variety of television programs and audio selections
• This spring, we’re doubling the entertainment selections on our A330s to offer you more than 250 movies, 350 audio options and more
• Also, this spring, we’ll debut new Bose® QuietComfort® 15 Acoustic Noise Cancelling® headphones

 
Here’s to hoping the rest of the merger is carried out in a similar fashion, with US Airways adopting the American way (especially in regards to the AAdvantage program)!
 
The names of the US Airways classes of service will be changed to align with American Airlines.

• Envoy is now Business Class
• Coach and Economy are now referred to as Main Cabin

 
 

First Class meals on more flights:

• On flights less than 1 hour, enjoy a morning and afternoon/evening beverage with a snack
• We’re offering our signature snack basket on flights 1 – 2 hours in length
• Lite Bites, a new snack basket including fresh fruit, breakfast cakes and finger sandwiches, will be offered on flights 2 – 2:45 hours long, as well as on flights departing after 8 PM
• On flights from Charlotte to Minneapolis and from Philadelphia to Minneapolis, enjoy meal service: Breakfast 5 AM – 9 AM, Lunch 9:01 AM – 1:30 PM, Dinner 4:01 PM – 8 PM, Lite Bites 1:31 PM – 4 PM and after 8 PM**
• A meal is offered on flights 2:45 – 3:30 hours long from 5 AM to 8 PM, and Lite Bites are offered after 8 PM**
• On flights longer than 4:30 hours, enjoy meal service with a snack basket 5 AM to 8 PM, and Lite Bites with a Continental Breakfast Box served after 8 PM and on late night flights
• New glassware on all domestic First Class flights

 
 

 

 

[robbedagain]

I remember that info about US being brought up to AA standards..   he is just a US and US mgmt. and IAM hater ......

 

[700UW]

The TA for US Fleet:
 
http://iam141.org/us...sheet063014.pdf

 

[WorldTraveler]

as far as my grievance goes  I know where it stands but let me ask you this..  what would an UN Unionized DL employee do if DL pulled that crap on you?  What recourse do you have?   This is one of the reasons why I personally would love to see a union whether its the IAM or whatever get voted in at DL so that those folks there would have a say in the matters  voting etc etc etc

robbed, first of I was not aware that you personally were involved in a grievance and I am very, very sorry to hear that.

I'm not sure if you are willing to share the nature of it (details aren't necessary but a key word such as attendance, illness, OJT, accident or something that) but if you are willing to share, I would be interested in knowing.

and know, ABOVE ALL, that I hope from the bottom of my heart that I hope it all works out and you are find to be without fault and whatever has been withheld etc from you is quickly returned.

I genuinely mean that.

but, is it possible that your bias toward a union is in part due to the current situation you are in?
 

No Union is going to be able to protect you completely from the scourge of outsourcing your OH work to other countries. It's been covered on this site a million times.

Unfortunately barring a major catastrophic crash due to shoddy unsupervised maintenance work the outsourcing will more than likely continue? The flying public is reactive rather than proactive.

You can blame your union (ANY) as much as you like but I have seen them try to shine the spotlight on the issue. People just don't seem to care though?

 
and yet job protection is one of the key claims that unions make.

I agree with you on this but if unions can't really stop outsourcing, then they have lost a major claim that they make,

And evidence with the airline industry as well as elsewhere in corporate America such as the automotive industry says that unions have had very little ability to improve job protections over time.

yes, the UAW delayed the process but in time jobs were outsourced.

 

NONE.

DL most certainly has internal appeal processes that do work.

Part of involves the Open Door policy.

I will tell you right now that I would not have completed the career I did if a low level manager early on had succeeded at what they wanted to do during 7.5 based on his interpretation of DL policy.

I picked up the phone, called the office of a VP and had my problem resolved THAT DAY.

And that manager ate crow.

The process is more refined and documented today but the notion that DL employees are at the whims of mgmt. are simply not accurate.

And further, DL still has to follow the law and is also subject to wrongful termination lawsuits which have ended up in the courts.

The notion that DL is free to do what they want while unions can protect the jobs of people that would have been fired at other companies is just not accurate.

Me too. Worth every nickel, IMO...

no one would NOT have a union if it only cost a nickel.

but DL employees have repeatedly been asked to give up a dime or a quarter to get a nickel's worth of service; their pay and compensation is above average - not just average as it was for years.

The hurdle that labor unions have to overcome is higher than ever.

The price DL employees would pay for the "privilege" of having a union is beyond what most will pay.

 

[Kev3188]

I doubt most DL employees see crew meals as a big deal.

Yeah, that whole nourishment thing is totally overrated...

robbed, first of I was not aware that you personally were involved in a grievance and I am very, very sorry to hear that.

Way to make it sound like a death in the family...

DL most certainly has internal appeal processes that do work.

Oh, by all means feel free to list them-especially the ones applicable to ACS.

The process is more refined and documented today but the notion that DL employees are at the whims of mgmt. are simply not accurate.

Wow. You're even more out of step than even I would've thought... Bummer

 

[robbedagain]

WT  the grievance I have actually pertains to my pay issues stemming from my recall. 
I did have mediation in 2013 and the first local hearing was Jan 2011 (mighty cold day I might add)   any how the company has basically given some agents the correct pay and they did the same exact thing I did  per the company at that time.  Yet it was me and some others who were not given the appropriate pay rate.  That is the basis for the grievance.   Bottom line is that there was one arbitrator was lookin at the case but I do not know what happen  as its my understanding from the higher ups union officials that  a new arb has now taken over and at the very least if I have an arb hearing it will not be held until this fall at the earliest.  Im not holding my breath to it since Ive heard it since spring of last yr.    As for being biased,  no I do not consider myself to be biased..  I did what both the union (at the time PHL based guys and made a station visit and told us what to do  and got different info and all)    but that's where the blame is to lie  is with both the company and the union   we did exactly what we were told to do  It just turned out differently for some and not so much for others.   I do appreciate your kind words in my hopes of resolving my grievance  I too  hope for a good outcome but sadly I never count on it   and the way I look at it is  if it happens  fine  if it don't then so be it  just move on  that's just how I look at it

 

[WorldTraveler]

thanks, robbed.

your information is quite helpful to understand your situation and much more helpful than Kevin's snarky comment.

when someone messes with your pay, it hurts over and over again and I do hope you prevail and get the back pay.

 

[swamt]

700, I did not make anything up sir.  It is well known that the TWU left certain language blank until after the voting, and then filled in the blanks.  When it was posted first no one stated that there would be info meetings where they will be briefed on language and such...

 

[700UW]

What are you talking about?
 
This is the IAM's Fleet Service TA, nothing to do with the TWU.
 
And the whole language is posted with new language and the old language lined out.
 
It has been posted since the TA was agreed to that there would be meetings all over the system, all out their on DL 141's web page, and has been.
 

Update, 01 July 2014 for US Airways:
Tentative Agreement Informational meeting schedule: Download
03 July LGA, SLC, BOS, MCO
06 July SMF
07 July LAS, PHL, MSP, DEN
08 July DFW, DCA, EWR
09 July CLT, SFO, TPA, PHX
10 July SJC, RDU
11 July JAX, SEA, ONT, PVD, ORD
12 July RNO
14 July PBI, LAX, CLP
15 July MIA, BWI, BDL, PIT
16 July FLL, MCI, PDX
17 July ATL, SAN
Check with Local Chairman for venue and times.
 

 

US Airways Tentative Agreement: Update 26 June 2014:
Preparations continue for US Airways contract ratification of the recent tentative agreement. Discussions are still being held with the Company's negotiators to review the complete agreement and all modifications that have been made to the current contract. Once these discussions are complete, we will post and print a full text outline, Article by Article, of the proposed changes.
 
We are also finalizing a schedule of per station explanation meetings that will be conducted prior to ratification.
An explanation meeting for local Grievance Committee Chairs will be held in Charlotte on July 2, 2014.
System-wide ratification voting will be conducted on July 18, 2014.
 US Airways Tentative Agreement: Update 17 June 2014:
As stated in yesterday's announcement that a tentative agreement has been reached between US Airways and IAM-represented fleet service workers, your negotiating committee is working diligently to compile a complete list of every change to the current collective bargaining agreement for membership review. The following are the exact percentage base wage increases and when they will be received:

Effective Date of Signing (DOS): 9.53% increase to top of scale base rate.

Effective (DOS): 3% increase to base rate of all other steps.

Effective 9/12/2014: 2.1% increase to base rate at all steps.

Effective 9/12/2015: 2.1% increase to base rate of pay to all steps or the Industry Pay Rate Adjustment whichever is greater; the result of which may not exceed the rate at the same step on the LAA (Legacy American Airlines) scale (following the LAA adjustment). Since steps 10 & 11 of the LUS (Legacy US Airways) scale have no comparator LAA step, the percentage increase derived from the top of scale adjustment will apply to these steps

Effective 9/12/2016: In the event that a Joint Collective Bargaining Agreement (JCBA) has not been reached for the fleet service classification at American Airlines, base wage rates will be increased by 2.1% and the amendable date of the contract will be extended one (1) year.

Effective 9/12/2017: In the event that a Joint Collective Bargaining Agreement (JCBA) has not been reached for the fleet service classification at American Airlines, base wage rates will be increased by 2.1% and the amendable date of the contract will be extended one (1) year.

As your negotiations committee compiles all changes to the current agreement, we will make them available to you.
 
Update: 16 June 2014: Download TA Update | Download TA Highlights
Brothers and Sisters,
The District Lodge 141 negotiating committee met with US Airways and NMB officials in Washington DC this last week and continued talks throughout the weekend.
 
After almost three years of negotiating, we are pleased to announce that we have reached a tentative agreement with US Airways.
 
Below are highlights of the proposed tentative agreement. In accordance with District Lodge 141 bylaws, the negotiating committee is working diligently to compile all changes to the tentative agreement from the current collective bargaining agreement for the membership to review.
 
Once that document is completed, it will be distributed to the membership through local committee chairman as well as be placed on the District Lodge 141 website.
 
Once this information is distributed to all locations we will schedule membership meetings to explain the tentative agreement and answer any questions or concerns that the members may have. Thereafter a date will then be set for the contract ratification process.
 
Your negotiating committee was faced with many challenges from the beginning of this process. The biggest obstacle was the announcement of the merger with American Airlines. We believe your negotiations committee was successful in achieving a stand alone agreement that addresses the current needs of the membership and provides significant gains in moving forward to the second step of joint collective bargaining with our alliance partner the TWU .
 
Your negotiating committee believes that this tentative agreement achieves our goal and recommends unanimous ratification of this tentative agreement .
 

 

 

[Kev3188]

 

when someone messes with your pay, it hurts over and over again and I do hope you prevail and get the back pay.

 
Man, ain't that the truth!

Hey, by the way, when someone at DL's paycheck gets messed up-including not getting paid at all- through no fault of their own, what internal recourse do they have?

Hint: None

 

[robbedagain]

np WT  that's about as much as I can go into details for the time being.  I do not know how many of us are affected like that  but what I find ridiculous is that this should have never taken as long as it has  and quite frankly I do understand why some folks would give up   but im not one to give up easily   I too hope for a good out come but in all honesty I don't and wont count on it given how long it has been  I just go with the flow

 

[WorldTraveler]

Kev,
it must be terrible to live as if everyone is out to get you, you are powerless, and the only recourse is to pay someone to stand up for what you could do on your own.

hint: there are plenty of recourses for resolving payroll issues including the names of your boss' boss in the company directory - as well as payroll.

robbed,
if you don't mind just provide an update and PM me if don't respond.

I kinda picked up you aren't one to give up easily. Good for you!


praying it will go well for you.

 

[Kev3188]

hint: there are plenty of recourses for resolving payroll issues including the names of your boss' boss in the company directory - as well as payroll.

Then listing the specifics should be easy for you. Be sure to include timeframes, any process steps, and so on...