JCBA Negotiations and updates for AA Fleet. **New and improved 2.0 version**

[WeAAsles]

Maybe sort of related to the topic, but I read the Southwest mechanics have finally reached a T.A. to be voted upon. While this is not the first time I have heard of this happening, the union leadership has told its membership to reject the proposal. I am trying to understand why the union would agree upon a T.A. from which it negotiated with the Company, but then urge its rejection? Might someone explain the rationale behind this?

The SWA Contract offer is up on their page and being discussed over there. But their wording was basically “We don’t recommend a yes vote” which comes across to me as a little wishy washy.

Perhaps the NMB does not want them to be stern in their disapproval?

 

[WeAAsles]

Maybe sort of related to the topic, but I read the Southwest mechanics have finally reached a T.A. to be voted upon. While this is not the first time I have heard of this happening, the union leadership has told its membership to reject the proposal. I am trying to understand why the union would agree upon a T.A. from which it negotiated with the Company, but then urge its rejection? Might someone explain the rationale behind this?

Coming back to this. This was the Unions comment to their members, I’m curious how you and others take this?


“Your Committee has decided that it will not endorse this AIP or recommend that you vote yes. It remains our position that you are entitled to a better compensation package, and we will explain why on the upcoming road show. The Company made it abundantly clear that it was unwilling to provide you with a single penny more as part of this deal; therefore, it is time for you, the members, to let the Company know how you feel about this deal with your vote.”

 

[B737 driver]

Are you guys lost?

No Kev I was answering Weazz question when the immature idiots want to hi jack your board to attack me typical.

 

[B737 driver]

Coming back to this. This was the Unions comment to their members, I’m curious how you and others take this?


“Your Committee has decided that it will not endorse this AIP or recommend that you vote yes. It remains our position that you are entitled to a better compensation package, and we will explain why on the upcoming road show. The Company made it abundantly clear that it was unwilling to provide you with a single penny more as part of this deal; therefore, it is time for you, the members, to let the Company know how you feel about this deal with your vote.”

I take it they ran out of options.

 

[B737 driver]

You have no clue driver. I was never at Northwest. Go give the company yout yes vote company boy...

Be careful I might be your boss someday!

 

[NYer]

NYer, this question is directed at you and i hope it isnt sabatoged by one other poster who cuts in every conversation.
At what point do you start losing your health benefits after inactivity under your contract? For lus it is 9 months. Doesnt matter if its an injury or health problem off the job or not for us.
And does laa have a yearly cap on how much the employee cost can go up per year? I wanna say lus is 9% but I'm not sure.

What do your mean inactivity? Taken off payroll like on a Leave?

There is no cap in total cost. There is a cap in shared cost of the premium.

In other words if the Member cost of the bi-weekly premium is $400, there is no cap on how much that can go up.

Our cap language restricts how much our shared cost is (% of total premium). If their premium costs $15,000 a year our shared cost (what we pay bi-weekly) can be no more that 21% of that total.

 

[NYer]

Why would they pass something back...I thought it was said to be a "take it or leave" proposal.

Once the Company passes their counter-offer, it may turn out to be a Last Offer (or similar terminology) and we'll be off to Section 6, unless Association decides to let it be put out for a vote.

 

[Tim Nelson]

What do your mean inactivity? Taken off payroll like on a Leave?

There is no cap in total cost. There is a cap in shared cost of the premium.

In other words if the Member cost of the bi-weekly premium is $400, there is no cap on how much that can go up.

Our cap language restricts how much our shared cost is (% of total premium). If their premium costs $15,000 a year our shared cost (what we pay bi-weekly) can be no more that 21% of that total.

Yea, inactivity due to workers comp, disability, injury, surgery, etc. After 9 months we are removed if we dont pay full cost. Until then nothing changes. Our health cost can only go up 9% I think per year as it relates to contribution. But yes, company can raise other parts of the plan like co payments.

 

[sendmeupacrowsfoot]

Coming back to this. This was the Unions comment to their members, I’m curious how you and others take this?

Obviously all sides were clamoring for something to be put out for a vote, so that is what happened.

 

[WeAAsles]

Obviously all sides were clamoring for something to be put out for a vote, so that is what happened.

Ok if we can stay civil for the conversation I’d enjoy talking about it?

What’s wrong with finally having a “vote” after almost 5 and a half years? I mean I always read people on this site pissed off cause they didn’t get a vote on something or other but then I’m reading some guys on your thread don’t want to basically get their hands dirty.

It’s insane to stay at loggerheads forever.

I know my feelings on the basics of what I read you were offered and how I would vote but it’s not my furniture coming into the house.

Do yourselves a favor though. However the vote turns out live in peace with it. Don’t let your anger over the possible decision be written on your tombstone.

 

[NYer]

Yea, inactivity due to workers comp, disability, injury, surgery, etc. After 9 months we are removed if we dont pay full cost. Until then nothing changes. Our health cost can only go up 9% I think per year as it relates to contribution. But yes, company can raise other parts of the plan like co payments.

Once you come off payroll you become responsible for the premiums. If you're on WC, they can take some of your SK to supplement and keep you on payroll.

 

[Tim Nelson]

Ok if we can stay civil for the conversation I’d enjoy talking about it?

What’s wrong with finally having a “vote” after almost 5 and a half years? I mean I always read people on this site pissed off cause they didn’t get a vote on something or other but then I’m reading some guys on your thread don’t want to basically get their hands dirty.

It’s insane to stay at loggerheads forever.

I know my feelings on the basics of what I read you were offered and how I would vote but it’s not my furniture coming into the house.

Do yourselves a favor though. However the vote turns out live in peace with it. Don’t let your anger over the possible decision be written on your tombstone.

It would be harmful if our union bosses put the company offer up for a vote. I'd be shocked if it didn't pass by 95%.

 

[NYer]

It would be harmful if our union bosses put the company offer up for a vote. I'd be shocked if it didn't pass by 95%.

At a certain point that becomes a hard decision because of the representation responsibility.

It isn't as easy as just saying no. For instance during a disciplinary grievance process if there is a settlement offered have an obligation to present it, even if we believe we can do better.

 

[WeAAsles]

It would be harmful if our union bosses put the company offer up for a vote. I'd be shocked if it didn't pass by 95%.

I don’t think that offer from the Company is anywhere near ripe yet Tim? You’re of course entitled to your opinion for Fleet but when you carve it up there just isn’t enough meat on the bone IMO. And wages well 3% over current DL is only .22 cents on top of where we are right now.

Now go watch the MIA Town Hall and see how the Mechanics reacted.

But out of curiosity. You break it down. You tell me why you think Fleet would pass it by 95%?

I hear NO ONE, and I swear on my Mother clamoring to get that deal at all.

 

[charlie Brown]

As of today, there has been no commminication between the association and company on future dates for negotiations.