JCBA Negotiations and updates for AA Fleet

[freedom]

 
Correct me if I am wrong, but weren't you the guy several years ago asking Doug Parker during a town hall meeting for the monetary raise in advance of an actually ratified JCBA between US and AW?  I think Parker said to the effect after smiling and chuckling, "That's not how the negotiations work."
 
Looks like you got your wish and Parker went against his idea as to how negotiations work.

yeah and it's got me scratching my head , but hey MONEY! !!!

 

[Tim Nelson]

That was weak bro.

Do you support this ta? Granted the language isnt out but i support it l00%. To be fair, i wouldnt support it if i were twu although admittedly i am a bit of a hard arse on contracts.
My thinking is that parker got the "holy grail" in twu cross utilization so im not sure why he would bother with serious negotiations. And moving forward, this places alot of pressure on the association since i couldnt see any twu or iam members voting yes on a jcba if it wasnt a significant cost positive. We all got our money so a jcba is going to have to be outstanding.

 

[WeAAsles]

Do you support this ta? Granted the language isnt out but i support it l00%. To be fair, i wouldnt support it if i were twu although admittedly i am a bit of a hard arse on contracts.
My thinking is that parker got the "holy grail" in twu cross utilization so im not sure why he would bother with serious negotiations. And moving forward, this places alot of pressure on the association since i couldnt see any twu or iam members voting yes on a jcba if it wasnt a significant cost positive. We all got our money so a jcba is going to have to be outstanding.

It not a TA Tim. TA stands for "tentative agreement" This is simply an agreement.

I'll reserve judgement until all of the details are released publicly by the Association.

 

[ChockJockey]

lol. I basically don't have any debt at all right now.

Yellow convertible.

What do you think?

 
Yellow would be my choice too, but I'm not keen on convertibles.
 

C'mon. Rich or poor who doesn't like Hamburger Helper?

 
This guy.  All that extra sodium, enriched flour, and trans fats does nobody no favors.

 

[WeAAsles]

Yellow would be my choice too, but I'm not keen on convertibles.
 

 
This guy.  All that extra sodium, enriched flour, and trans fats does nobody no favors.

They don't make a lot of yellow Mustangs. And I don't eat HH too often cause I know it's horrible for old fogies like me.

 

[Tim Nelson]

Parker got exactly what he wanted by getting the concession from the TWU to cross utilize. He needed that so the October transition will be 'seamless'. In fact, I'm not sure what else Parker needs, so why would he bother negotiating fairly from this point onward? 70% of the members are from LAA and Parker has a pretty good contract with them, from his management perspective. And in this case, it appears that is presently subsidizing the LUS side which are THOROUGHLY enjoying the best scope, best health care, best wages, new job protections, and all with keeping part time caps as well. My wish list isn't that great. A better retirement, more paid days off, better double time. On FB, to be honest, most if not all LUS peeps are suggesting why should we even bother for a JCBA now since they truly have an industry leading contract presently.

Secondly, I was concerned that we would have a bunch of sheep vote yes on a inferior JCBA that offered concessions but negotiated the big wage increase. But with us already getting the money, any new JCBA better be a real goodie for our members [TWU or IAM] to pass it.

 

[AANOTOK]

I'm curious to see how the healthcare renewal in Oct. plays out if we do not have JCBA T/A. (which looks extremely unlikely)
 
Another thing Tim, you will be getting a lump sum check in Aug based on you working 40 hrs a week between now and Nov. If you only do your 20 hrs a week, they take that money back in Jan when they revisit? I know they take it back, just wondered if it was the same time they adjust for anything over 40.

 

[Tim Nelson]

I'm curious to see how the healthcare renewal in Oct. plays out if we do not have JCBA T/A. (which looks extremely unlikely)
 
Another thing Tim, you will be getting a lump sum check in Aug based on you working 40 hrs a week between now and Nov. If you only do your 20 hrs a week, they take that money back in Jan when they revisit? I know they take it back, just wondered if it was the same time they adjust for anything over 40.

Something isn't making sense though. Gotta read the language. I will be working my arse off starting in September for a few more reasons now. The company's update said that this new wage scale will increase our profit sharing payout because profit sharing will be paid based on your total earned wages for the year. I'm not the smartest guy but I think I can add a lot of value to my profit sharing by working a lot of overtime and double time at $60.34. At LUS we can really 'rake in' the money with our double time that LAA doesn't have.

So I don't think I'm going to be giving anything back. I know a good investment when I see one, and this one requires me to bust my arse off over the next 4 months. The Association must have received the profit sharing agreement because the company recognized that in its latest update how we are now included in the profit sharing plan.

Interesting how the company took "Full Credit" for getting us these wage rates and profit sharing, and also recognized that the JCBA talks are going longer than anticipated. The full company text is below.

Fleet Service Team,

With our merger nearly three years behind us and after many months of negotiations, it is clear that reaching a new joint collective bargaining agreement (JCBA) with the TWU-IAM Association is taking longer than anyone anticipated. That means you are one of the few employee groups not receiving the benefits of being one company. We got there more quickly with our pilots, flight attendants, dispatchers and passenger service group, with each one ratifying contracts with significant pay increases. And, we’ve heard your feedback and know you are disappointed to continue waiting for similar pay increases. While a new contract involves more than simply raising pay, the spirit of coming together through our merger is lost on many of our valued team members while negotiations continue.

Average Pay Increases by Classification
(including lead and longevity premiums)
Fleet Service: 24%
Tower Planners: 31%
Weight & Balance: 55%
*These employees are being reclassified to more closely align with United’s Weight & Balance Planners who are in a separate classification.
With that background, we have reached an agreement with the Association to move Fleet Service and Planner TWU-IAM-represented employees to new pay rates seen in the table here while negotiations continue. On average, this will provide immediate pay increases ranging from 24 percent for Fleet Service employees, 31 percent for Tower Planners and 55 percent for Weight & Balance Planners. This means an increase in your profit sharing checks next spring, as profit sharing is calculated based on your eligible earnings for the full year. It also means the value of the company match to 401(k) plans for TWU employees is higher because we are matching your new, higher pay rates. Since our IAM team doesn’t currently participate in the 401(k) plan, we will increase our contribution to the IAM pension plan to ensure all of our TWU-IAM-represented employees are treated equally. In exchange, the Association has agreed to more flexibility in assigning work, and that is outlined later in this letter.

The new rates are equal to United’s newest rates + an additional 1 percent since United wages are currently higher than Delta’s, and are the highest hourly wage rates amongst your network peers. The new pay is effective immediately. We have a number of programming changes to complete to get the new rates and pay scales implemented, but the pay increase will be retroactive to today with a lump sum paid out to cover the period between date of signing and the pay rate implementation. Put into real terms, most Fleet Service employees will see approximately $12,000 more in their pay annually while negotiations of other important contract elements continue. Groups who were moved into the Association post-merger will also receive these increases.

As part of this agreement, the Association will expand the cross-utilization provision already included in the IAM contract. One of the important benefits of the merger is the ability to schedule any aircraft through any station. This allows us to match aircraft size to customer demand, so the aircraft you service generate more revenue. Without a joint agreement, legacy American Fleet Service employees can perform work on legacy US Airways aircraft at any station where both TWU and IAM are represented. However, the opposite is not the case. The flexibility in this agreement allows both IAM and TWU Fleet Service employees to perform work on either legacy carrier’s aircraft. In short, it means more shared work, and spreading that work across all of our hard-working 15,800 Fleet Service team members. It also means that when we use cross-utilization at a station, TWU- and IAM-represented employees will be protected at that station.

More efficiently scheduling our aircraft to meet customer demand is good for each Association member, every employee no matter what your job, and for American overall. It makes the company more profitable, and that puts more money into your paychecks and the profit sharing program.

We remain committed to negotiating a full JCBA with the TWU-IAM Association, but we don’t want you to have to wait any longer for pay raises that you’ve told us are important to you and your families. Your work is valued every day and you have earned these increases. Thank you for your continued commitment to our customers and each other through all you do to run a safe and reliable operation. We are better every day, every flight, because of it.

Kerry Philipovitch

 

[Tim Nelson]

Another very important point is the 'no displacement' cross utilization language.  If the LUS language applies to LAA now then there can be no involuntary displacement to part time or to some other station. This will only affect cross utilization stations [12 or 13 stations I think]. It will not affect stations like CLT.

 

[WeAAsles]

Parker got exactly what he wanted by getting the concession from the TWU to cross utilize. He needed that so the October transition will be 'seamless'. In fact, I'm not sure what else Parker needs, so why would he bother negotiating fairly from this point onward? 70% of the members are from LAA and Parker has a pretty good contract with them, from his management perspective. And in this case, it appears that is presently subsidizing the LUS side which are THOROUGHLY enjoying the best scope, best health care, best wages, new job protections, and all with keeping part time caps as well. My wish list isn't that great. A better retirement, more paid days off, better double time. On FB, to be honest, most if not all LUS peeps are suggesting why should we even bother for a JCBA now since they truly have an industry leading contract presently.Secondly, I was concerned that we would have a bunch of sheep vote yes on a inferior JCBA that offered concessions but negotiated the big wage increase. But with us already getting the money, any new JCBA better be a real goodie for our members [TWU or IAM] to pass it.

Did "someone" plant a few seeds in your head? Oy vey.

 

[WeAAsles]

Something isn't making sense though. Gotta read the language. I will be working my arse off starting in September for a few more reasons now. The company's update said that this new wage scale will increase our profit sharing payout because profit sharing will be paid based on your total earned wages for the year. I'm not the smartest guy but I think I can add a lot of value to my profit sharing by working a lot of overtime and double time at $60.34. At LUS we can really 'rake in' the money with our double time that LAA doesn't have.
So I don't think I'm going to be giving anything back. I know a good investment when I see one, and this one requires me to bust my arse off over the next 4 months. The Association must have received the profit sharing agreement because the company recognized that in its latest update how we are now included in the profit sharing plan.
Interesting how the company took "Full Credit" for getting us these wage rates and profit sharing, and also recognized that the JCBA talks are going longer than anticipated. The full company text is below.Fleet Service Team,
With our merger nearly three years behind us and after many months of negotiations, it is clear that reaching a new joint collective bargaining agreement (JCBA) with the TWU-IAM Association is taking longer than anyone anticipated. That means you are one of the few employee groups not receiving the benefits of being one company. We got there more quickly with our pilots, flight attendants, dispatchers and passenger service group, with each one ratifying contracts with significant pay increases. And, we’ve heard your feedback and know you are disappointed to continue waiting for similar pay increases. While a new contract involves more than simply raising pay, the spirit of coming together through our merger is lost on many of our valued team members while negotiations continue.
Average Pay Increases by Classification
(including lead and longevity premiums)
Fleet Service: 24%
Tower Planners: 31%
Weight & Balance: 55%
*These employees are being reclassified to more closely align with United’s Weight & Balance Planners who are in a separate classification.
With that background, we have reached an agreement with the Association to move Fleet Service and Planner TWU-IAM-represented employees to new pay rates seen in the table here while negotiations continue. On average, this will provide immediate pay increases ranging from 24 percent for Fleet Service employees, 31 percent for Tower Planners and 55 percent for Weight & Balance Planners. This means an increase in your profit sharing checks next spring, as profit sharing is calculated based on your eligible earnings for the full year. It also means the value of the company match to 401(k) plans for TWU employees is higher because we are matching your new, higher pay rates. Since our IAM team doesn’t currently participate in the 401(k) plan, we will increase our contribution to the IAM pension plan to ensure all of our TWU-IAM-represented employees are treated equally. In exchange, the Association has agreed to more flexibility in assigning work, and that is outlined later in this letter.
The new rates are equal to United’s newest rates + an additional 1 percent since United wages are currently higher than Delta’s, and are the highest hourly wage rates amongst your network peers. The new pay is effective immediately. We have a number of programming changes to complete to get the new rates and pay scales implemented, but the pay increase will be retroactive to today with a lump sum paid out to cover the period between date of signing and the pay rate implementation. Put into real terms, most Fleet Service employees will see approximately $12,000 more in their pay annually while negotiations of other important contract elements continue. Groups who were moved into the Association post-merger will also receive these increases.
As part of this agreement, the Association will expand the cross-utilization provision already included in the IAM contract. One of the important benefits of the merger is the ability to schedule any aircraft through any station. This allows us to match aircraft size to customer demand, so the aircraft you service generate more revenue. Without a joint agreement, legacy American Fleet Service employees can perform work on legacy US Airways aircraft at any station where both TWU and IAM are represented. However, the opposite is not the case. The flexibility in this agreement allows both IAM and TWU Fleet Service employees to perform work on either legacy carrier’s aircraft. In short, it means more shared work, and spreading that work across all of our hard-working 15,800 Fleet Service team members. It also means that when we use cross-utilization at a station, TWU- and IAM-represented employees will be protected at that station.
More efficiently scheduling our aircraft to meet customer demand is good for each Association member, every employee no matter what your job, and for American overall. It makes the company more profitable, and that puts more money into your paychecks and the profit sharing program.
We remain committed to negotiating a full JCBA with the TWU-IAM Association, but we don’t want you to have to wait any longer for pay raises that you’ve told us are important to you and your families. Your work is valued every day and you have earned these increases. Thank you for your continued commitment to our customers and each other through all you do to run a safe and reliable operation. We are better every day, every flight, because of it.
Kerry Philipovitch

They accepted the Profit Sharing months ago. Sorry I forgot to tell you.

Oops.

 

[WeAAsles]

I'm curious to see how the healthcare renewal in Oct. plays out if we do not have JCBA T/A. (which looks extremely unlikely)
 
Another thing Tim, you will be getting a lump sum check in Aug based on you working 40 hrs a week between now and Nov. If you only do your 20 hrs a week, they take that money back in Jan when they revisit? I know they take it back, just wondered if it was the same time they adjust for anything over 40.

I've heard that they won't take back anything. So basically I guess those people can consider it a little bonus.

 

[Tim Nelson]

They accepted the Profit Sharing months ago. Sorry I forgot to tell you.

Oops.

Gotta take advantage of my LUS double time at $60.34 now. Oops I mean August 15th

 

[WeAAsles]

Gotta take advantage of my LUS double time at $60.34 now. Oops I mean August 15th

I would if I were you. Help get you out of that studio and having to cover your laundry basket with a towel.

 

[AANOTOK]

I've heard that they won't take back anything. So basically I guess those people can consider it a little bonus.

So your saying hypothetically speaking of course, you could work ten hours a week and still get that $2774 with no penalty...If that is true and known, you would probably see some folks not do the "hard 40" on our side.