It's official!
- Thread starter IORFA
- Start date
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- Tags
- t/a results.
- Status
- Banned
- #527
Real tired
Veteran
Couldn't get the link to work.
Any other info?
Any other info?
- Banned
- #532
Then Blame the ATA Smart Brief:FWAAA said:
American, flight attendants reach agreement
American Airlines and its flight attendants union reached agreement on a contract after a short arbitration of two days. American said the carrier continues "to work through the process to reach joint labor contracts for all of our work groups, including our flight attendants who will realize significant wage increases when the arbitration is complete." TheStreet.com (12/8)
jimntx
Veteran
Or, if you had read post #512 (posted on the 8th) AND read the link included in that post, you would have seen the following quote...
"The arbitration took just two days, even though it had been scheduled to include sessions through Dec. 30. A ruling is expected in early January."
"The arbitration took just two days, even though it had been scheduled to include sessions through Dec. 30. A ruling is expected in early January."
Even if this deal had passed over the next five years AAs labor costs would have been lower anyway. Do you think that the FAs at Delta will have their wages frozen for the next five years? As soon as your raises went in they would have recieved just as much, plus had profit sharing on top of that. Too bad you voted aganst Profit Sharing and for such a long contract. I know, you were scared, Ebola, a War in the Middle East , etc, etc could have caused the industry to collapse and despite the fact that twice the company has used Bankruptcy, once before the amendable date of the contract, to get concessions you still believe that a five year deal would protect you.johnny kat said:
We have a six year contract and I agree its the worst in the industry.bigjets said:
You left out the fact that every A&P mechanic from that commitee except Charlie Meyers voted against bringing that deal back and I said Vote No.
How did you vote?
Some things you cant overcome, when the leadership of the Union is in bed with the company there isn't much you can do other than get the word out, the company and the International simply had more resources.
johnny kat
Senior
- Oct 11, 2011
- 343
- 330
Bob Owens
Even if this deal had passed over the next five years AAs labor costs would have been lower anyway. Do you think that the FAs at Delta will have their wages frozen for the next five years? As soon as your raises went in they would have recieved just as much, plus had profit sharing on top of that. Too bad you voted aganst Profit Sharing and for such a long contract. I know, you were scared, Ebola, a War in the Middle East , etc, etc could have caused the industry to collapse and despite the fact that twice the company has used Bankruptcy, once before the amendable date of the contract, to get concessions you still believe that a five year deal would protect you.
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First off I voted for one of the two choices provided. Choice A: Higher wages without arbitration
Choice B: Lower wages with arbitration
For you to be here stirring it up as something more than what this vote was about makes you look uninformed.
In fact you don't really know much about the f/as work rules and pay premiums. I'm not scared of anything except an uninformed membership that decided to take less money because they misunderstood what they were voting for.
As far as DAL and UA/CO is concerned they both have a lot of catching up to do in the form of work rules.
You know Bob, sometimes you just have to forget about the past and move on. Because it is counter productive as we have just witnessed with the no voters.
Don't you have enough issues to discuss with your own work group?...now run along, the f/as understand what needs to happen next.
Even if this deal had passed over the next five years AAs labor costs would have been lower anyway. Do you think that the FAs at Delta will have their wages frozen for the next five years? As soon as your raises went in they would have recieved just as much, plus had profit sharing on top of that. Too bad you voted aganst Profit Sharing and for such a long contract. I know, you were scared, Ebola, a War in the Middle East , etc, etc could have caused the industry to collapse and despite the fact that twice the company has used Bankruptcy, once before the amendable date of the contract, to get concessions you still believe that a five year deal would protect you.
_____________________________________________________________________________________________________________
First off I voted for one of the two choices provided. Choice A: Higher wages without arbitration
Choice B: Lower wages with arbitration
For you to be here stirring it up as something more than what this vote was about makes you look uninformed.
In fact you don't really know much about the f/as work rules and pay premiums. I'm not scared of anything except an uninformed membership that decided to take less money because they misunderstood what they were voting for.
As far as DAL and UA/CO is concerned they both have a lot of catching up to do in the form of work rules.
You know Bob, sometimes you just have to forget about the past and move on. Because it is counter productive as we have just witnessed with the no voters.
Don't you have enough issues to discuss with your own work group?...now run along, the f/as understand what needs to happen next.
Holy cow, the TA was bad because delta will most likely get a raise in two years. You are just as dangerous as the international.Bob Owens said:
Simple fact is, more money in FA pocket with the TA, less money in FA pocket with arbitrated contract.
You are going to effect mechanics pay negatively AGAIN. 2010 TA $40k in mechs pocket not to mention more vc, holidays, sick, etc. Your way we have NOTHING!
kirkpatrick
Veteran
OK, I blame the ATA Smart Brief. The article is simply dead wrong. Both the company and the union presented their testimony to the arbitration panel which will render a decision. For the article to say "an agreement has been reached" is misleading. They can talk or agree all they want, but binding arbitration is done by the arbitrators, not the company or the union. My faith in the press has slipped to new lows.
MK
MK
johnny kat
Senior
- Oct 11, 2011
- 343
- 330
AND THE VERDICT IS:
This afternoon, the seven member Arbitration Panel, established in accordance with the Negotiations Protocol Agreement, issued its decision on the terms of the Joint Collective Bargaining Agreement. The JCBA will consist of the pay, work rules, and benefits outlined in the APFA arbitration proposal. Unfortunately, the award does not include the "me too" clauses for health plans and profit sharing for which APFA argued. The award also does not provide retroactive pay raises for Flight Attendants. APFA had argued for the wage increases to take effect December 2, 2014. Instead, the increases will take effect on January 1, 2015. The effective date of the JCBA is December 13, 2014. (Please note: the arbitration award file is 13 megabytes and will take time to download. If you can't access the file, please try back later.)
First, APFA proposed that the value of $112 million is the amount that the arbitrators must add to our combined contracts to equal market based in the aggregate, which is the standard provided for in the NPA. AA stipulated to this value.
Second, APFA argued for a "me too” for health insurance, meaning that if the company were to offer another work group health insurance that differs from the health insurance in our JCBA, APFA would have the option of replacing our current insurance with such other health insurance beginning the following year. The company argued against a "me too" for health insurance.
Third, APFA argued for a "me too" for profit sharing, meaning that if another workgroup on AA’s property were given a profit sharing plan, APFA would have the option of reducing the wage rates by $50 million per year (the value allotted for profit sharing in our proposal) and adopting such profit sharing plan. The company argued against a "me too" for Profit Sharing.
Finally, APFA asked for pay rates retroactive to December 2, 2014. The company argued against retroactive pay rates.
A majority of the Panel denied APFA's request that the JCBA contain "me-toos" regarding the medical plan and profit sharing. In both cases the Panel found that the inclusion of these provisions would push the added value of the JCBA beyond the market-based aggregate of $112 million.
A majority of the Panel also rejected APFA's argument that the new wage rates of the JCBA be retroactive to December 2, 2014. It held that starting the pay increases prior to the effective date of the JCBA would result in its value exceeding the $112 million cap.
To read the transcripts from the hearing, click here and here
The two union-appointed members of the Arbitration Panel dissented from the Panel's decision denying the "me-toos" and the retroactivity of the new wage rates.
The effective date of the JCBA is December 13, 2014, the day the decision was issued. A link to the updated contract language including the implementation letter will be uploaded to apfa.org in the next several days. The new pay rates will go into effect on January 1, 2015.
Leslie Mayo
APFA National Communications Chair
ABOUT APFA: The Association of Professional Flight Attendants, founded in 1977, represents the more than 24,000 active flight attendants at American Airlines. In November 2011, American’s parent company filed for Chapter 11 bankruptcy protection. Throughout the bankruptcy trial, APFA President Laura Glading served on the Unsecured Creditors’ Committee where she advocated for the American Airlines Flight Attendants. In February 2013, American and US Airways announced their intention to combine the carriers and on December 9, 2013, AA exited bankruptcy and the merger was final. Achieving a merger inside bankruptcy is unprecedented in the industry and would not have occurred without the efforts of American’s labor unions, particularly APFA.
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I honestly wish I could say I am pissed at the mgmt., but I cannot. The membership did this to themselves. This has created a rift between the no voters and the yes voters. When you take money out of my pocket because you are misinformed or stupid, I personally have no use for you. From this point on the NO voters must be shouted down and and reeducated as to what it is most of us are out here for. PERIOD.
Let this be a lesson to all of you junior airline CEOS. CONTRACT VOTES HAVE CONSEQUENCES!
This afternoon, the seven member Arbitration Panel, established in accordance with the Negotiations Protocol Agreement, issued its decision on the terms of the Joint Collective Bargaining Agreement. The JCBA will consist of the pay, work rules, and benefits outlined in the APFA arbitration proposal. Unfortunately, the award does not include the "me too" clauses for health plans and profit sharing for which APFA argued. The award also does not provide retroactive pay raises for Flight Attendants. APFA had argued for the wage increases to take effect December 2, 2014. Instead, the increases will take effect on January 1, 2015. The effective date of the JCBA is December 13, 2014. (Please note: the arbitration award file is 13 megabytes and will take time to download. If you can't access the file, please try back later.)
First, APFA proposed that the value of $112 million is the amount that the arbitrators must add to our combined contracts to equal market based in the aggregate, which is the standard provided for in the NPA. AA stipulated to this value.
Second, APFA argued for a "me too” for health insurance, meaning that if the company were to offer another work group health insurance that differs from the health insurance in our JCBA, APFA would have the option of replacing our current insurance with such other health insurance beginning the following year. The company argued against a "me too" for health insurance.
Third, APFA argued for a "me too" for profit sharing, meaning that if another workgroup on AA’s property were given a profit sharing plan, APFA would have the option of reducing the wage rates by $50 million per year (the value allotted for profit sharing in our proposal) and adopting such profit sharing plan. The company argued against a "me too" for Profit Sharing.
Finally, APFA asked for pay rates retroactive to December 2, 2014. The company argued against retroactive pay rates.
A majority of the Panel denied APFA's request that the JCBA contain "me-toos" regarding the medical plan and profit sharing. In both cases the Panel found that the inclusion of these provisions would push the added value of the JCBA beyond the market-based aggregate of $112 million.
A majority of the Panel also rejected APFA's argument that the new wage rates of the JCBA be retroactive to December 2, 2014. It held that starting the pay increases prior to the effective date of the JCBA would result in its value exceeding the $112 million cap.
To read the transcripts from the hearing, click here and here
The two union-appointed members of the Arbitration Panel dissented from the Panel's decision denying the "me-toos" and the retroactivity of the new wage rates.
The effective date of the JCBA is December 13, 2014, the day the decision was issued. A link to the updated contract language including the implementation letter will be uploaded to apfa.org in the next several days. The new pay rates will go into effect on January 1, 2015.
Leslie Mayo
APFA National Communications Chair
ABOUT APFA: The Association of Professional Flight Attendants, founded in 1977, represents the more than 24,000 active flight attendants at American Airlines. In November 2011, American’s parent company filed for Chapter 11 bankruptcy protection. Throughout the bankruptcy trial, APFA President Laura Glading served on the Unsecured Creditors’ Committee where she advocated for the American Airlines Flight Attendants. In February 2013, American and US Airways announced their intention to combine the carriers and on December 9, 2013, AA exited bankruptcy and the merger was final. Achieving a merger inside bankruptcy is unprecedented in the industry and would not have occurred without the efforts of American’s labor unions, particularly APFA.
_________________________________________________________________________________________________________________________
I honestly wish I could say I am pissed at the mgmt., but I cannot. The membership did this to themselves. This has created a rift between the no voters and the yes voters. When you take money out of my pocket because you are misinformed or stupid, I personally have no use for you. From this point on the NO voters must be shouted down and and reeducated as to what it is most of us are out here for. PERIOD.
Let this be a lesson to all of you junior airline CEOS. CONTRACT VOTES HAVE CONSEQUENCES!
Toothy Grin
Advanced
- Mar 31, 2008
- 231
- 168
Does anyone know the contract length for this DEBACLE!!!???
How could any no voter be happy with this?
How could any no voter be happy with this?
- Status
