JCBA Negotiations and updates for AA Fleet. **New and improved 2.0 version**
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PIEDMONT784
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- Feb 3, 2018
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Pilots wanted baggage handling contracted out in the 90's to preserve their own pay and benefits!
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WeAAsles
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I wouldn’t be surprised that they would have been asking for that. My guess is that was prior to you organizing with the IAM and gaining your first CBA?
A few years back here we heard the Pilots we’re trying to negotiate boarding priority for non rev over other workgroups?
Now if that was actually true it’s a pretty crummy thing to ask for frankly BUT the APA represents the Pilots. They don’t represent anyone else and they don’t have a fiduciary duty to worry about us in that realm either.
NYer
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Think it could make their fight more difficult, the survival through past gauntlets notwithstanding.
And I say that only because they would have another party trying to convince them to do something they don't want to do, if the Company makes that a priority.
As long as I entertain myself
The same but different. How so?
16% of Mechanics and FSC pay is a far cry from 16% of Pilots pay.
The company basically maxes out the pilots 401K every year. Pilots don't have to add anything.
This is not a heavy lift for the company, I'm not even sure how they can come out with a straight face and argue against it given their greatly enhanced financial position from even the short time ago that they gave that to the pilots.
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WeAAsles
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Traymark you need to go back and read into the context of why I made that comment. Not just pick it off like a leaf falling from the sky.
BTW there is no max only a tax deferred max.
But I digress and again you didn’t catch my point because of your obsession on those IAMPF vs 401k conversations.
It would appear you are getting your jollies too.If you want hilarious goto my and your boyfreind frankies exchange on facebook yesterday
bob@las-AA
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The total yearly contribution {i.e. employee and employer combined } is $55,000.[1] That's for all that have a 401K, The pilots still have to contribute 6% to max out per year based on 250k.
[1] https://www.shrm.org/resourcesandto.../pages/2018-irs-401k-contribution-limits.aspx
Dude, I could care less about the context.
The remark that it's the "same" is ridiculous .
16% of $250K is $40K
16% of $60K is $9600
Are these the same ?!
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WeAAsles
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April 2, 2018
Job security is the most important part of any collective bargaining agreement. And your negotiating committee is fighting to make sure it’s something you never have to worry about. But when we finally see a tentative agreement, we all know the first thing many of us will do is flip back to the wage schedule or look for a bonus. We’ll want to know if it will be any easier to make our rent or mortgage payment, to pay our kids’ tuition, or to put food on the table.
But wage increases mean nothing if that money goes to increased costs elsewhere. And what good are bonuses if our jobs are outsourced? Rest assured that your negotiating committee is cognizant of these facts, and fighting, not only to put Association members at the top of the industry in wages and job security, but to keep us there.
American Airlines, however, is looking to give with one hand and take with the other. The company, despite record profits and growth, wants to increase the cost of our health care, let us remain behind industry standards in profit sharing and retirement, and, in a particularly insulting proposal, outsource much of our work. Unacceptable.
The company claims their wage proposal is industry leading, but is it really industry leading if we have to pay more for health care? Is it industry leading if United wage rates eclipse ours after less than a year, as the company has proposed? Is it industry leading if our counterparts at other major airlines make thousands of dollars more in profit sharing every year? Of course not.
TWU-IAM Association members deserve truly industry-leading compensation, including industry-best wage rates throughout the life of the agreement. But our job security is not for sale, not at any price.
Fraternally,
Your Association Negotiating Committee
Job security is the most important part of any collective bargaining agreement. And your negotiating committee is fighting to make sure it’s something you never have to worry about. But when we finally see a tentative agreement, we all know the first thing many of us will do is flip back to the wage schedule or look for a bonus. We’ll want to know if it will be any easier to make our rent or mortgage payment, to pay our kids’ tuition, or to put food on the table.
But wage increases mean nothing if that money goes to increased costs elsewhere. And what good are bonuses if our jobs are outsourced? Rest assured that your negotiating committee is cognizant of these facts, and fighting, not only to put Association members at the top of the industry in wages and job security, but to keep us there.
American Airlines, however, is looking to give with one hand and take with the other. The company, despite record profits and growth, wants to increase the cost of our health care, let us remain behind industry standards in profit sharing and retirement, and, in a particularly insulting proposal, outsource much of our work. Unacceptable.
The company claims their wage proposal is industry leading, but is it really industry leading if we have to pay more for health care? Is it industry leading if United wage rates eclipse ours after less than a year, as the company has proposed? Is it industry leading if our counterparts at other major airlines make thousands of dollars more in profit sharing every year? Of course not.
TWU-IAM Association members deserve truly industry-leading compensation, including industry-best wage rates throughout the life of the agreement. But our job security is not for sale, not at any price.
Fraternally,
Your Association Negotiating Committee
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