JCBA Negotiations and updates for AA Fleet

[wings396]

More than likely because you only gained representation with the IAM in 1995 and you had no prior agreement on Station Staffing language to work from?

We had better language prior to the BK era. The weekly number was lower, following BK, and there was language that permitted the company to raise the number on a given date. I recall that we lost BUF & IND on the east side, and a few more on the west. One would think that you should get the work back at the same number you lost it, but the IAM gave away the store again on that one. The IAM never really gave a ratts azz about the outstations anyway. As long as they kept the boys in the Hubs and catering happy, thats all that mattered. We all paid dues, but only the chosen got the so called protection that we ALL paid for each month. We lost 25 stations in 2005 to keep catering in a few cities where the guys would have been absorbed into the ramp. Its a long sad story, and nothing can be done to reverse the damage. The
CS group under the CWA didn't lose any of the stations that fleet did.

 

[robbedagain]

we lost ATL around that time frame only ATL came back I think about 4 yrs or so later

 

[Tim Nelson]

Don't you have "peeps" down in IAH????[/QUOTE

I did see NYer out there. We're not BFF's but I give the man credit as he did a very good job at this Protest here.

As a matter of fact. TWU Local 568 from President Sidney Jimenez down deserve to give themselves a round of applause.

MIA hit an absolute Home Run.

Mighty big of you bro. I bet you were proud to be a part of that massive turnout?

 

[Filter]

You may have misunderstood, but it's annual departures determined in January and July.

Are you being purposely obtuse?...I quoted you...in your original post you said "6 month look back"...are you that hard headed?...

 

[NYer]

Are you being purposely obtuse?...I quoted you...in your original post you said "6 month look back"...are you that hard headed?...

Annual departures with a look back every six months... better?

 

[WeAAsles]

106 High Rez photos here.

https://www.flickr.com/photos/transportworkersunion/albums/72157685224728741/page1/

 

[AANOTOK]

So the Association voices who come on here and in it's update, stated we would meet again in October so Fleet and the Mechanics could get together. AA is now saying you want to wait until after the TWU Convention. What is it?
Is this how the Association worked things out...TWU states they want to get their convention in, the IAM benefits by having their medical one more year. Now they can hold hands again...

 

[avi]

106 High Rez photos here.

https://www.flickr.com/photos/transportworkersunion/albums/72157685224728741/page1/

yep ever one walking around in a circular pattern......

 

[AANOTOK]

Team,

In an effort to reach a joint collective bargaining agreement (JCBA) with the TWU-IAM Association, in mid-July we presented the Association with a proposal that covers all remaining open items of the collective bargaining agreement. In Railway Labor Act (RLA) negotiations, offering a comprehensive proposal is usually one of the last steps in the negotiating process.

We have yet to receive a response to our comprehensive proposal. The Association has indicated it intends to fully respond to our comprehensive proposal in early October after the TWU National Convention. In the month since we presented our offer, a lot of rumors have been circulating about what is and isn't included, and we thought it made sense to provide the facts.

It is important that you have accurate information. Our approach to these negotiations is different from how the company has bargained in the past. We aren’t presenting a low-ball offer knowing that more benefits would be added after rounds of back and forth at the table. We want you to have an overall industry-leading contract and have put forward a proposal that would do just that. It is a proposal that:

Gives team members the highest pay rates in the industry. You received industry-leading (the better of Delta and United) pay rates in August 2016 when we implemented significant pay increases before a JCBA was reached. Our proposal offers additional increases that keep your pay rates at the top of the industry (current Delta plus 3%) along with increases in premiums and shift differentials, plus annual increases for the duration of the agreement.

Provides significant improvements to holidays and time off. In the areas of overtime, holidays, vacations, sick and shift premiums, our proposal offers the more generous of the current TWU or IAM contract – for example, double time pay for working all eligible holidays, including Memorial Day and Labor Day – or in some cases, improvements that match the industry’s best.

Provides a company 401(k) contribution and a company match that are as rich as the industry’s best. Under this proposal, all TWU-IAM-represented team members would participate in the company’s 401(k) plan that has potential for greater contributions than were available under the IAM multi-employer pension plan or the current 401(k) plan available to TWU members. We have proposed an automatic company contribution of 3% plus a 401(k) match of up to an additional 6% of a team member’s salary – a total of up to 9%.

Moves TWU-IAM-represented team members to the same medical plans as all other employees. We’ve proposed that legacy US Airways Fleet Service and Tech Ops team members move to the same medical plans that already cover TWU and everyone else at American. The company covers roughly 80% of the cost for medical coverage, while the employee takes on 20%. That is a terrific ratio especially when compared to other large employers. Preventative care visits and eligible tests, and eligible vaccinations, cost $0 for enrolled team members and dependents. Lastly, the US Airways PPO 100/90/80 plans are not sustainable, which is why all other team members – including tens of thousands from legacy US Airways – have already moved to these medical plans. Currently 80,000 of American’s more than 100,000 team members are managing their health under the new plans.

Keeps our core Maintenance and Fleet Service work at American. Today American does a lot more work in-house than any of our competitors. That will remain the case under this proposal. Over time, we need to evolve the types of work we do in-house to become more competitive and focus on areas critical to running an airline. With any of the proposed scope changes, all of which are outlined below, we have offered job protections to ensure that everyone working on the property today will have a job tomorrow. And if your duty assignment changes, you will not have to move to a different city to keep your job.

We are currently operating in 40 stations where either LUS or LAA team members perform mainline Fleet Service work, which is more than any other legacy carrier. We are proposing insourcing any mainline Fleet Service work currently done by a third party at those stations. Using limitations in the existing contracts, and providing new protections for some types of work, we will continue to insource more aircraft maintenance work than all US operators including our primary competitors, keeping our existing AMTs and Related team members busy working American aircraft, engines and components.

Deicing needs, on the other hand, vary based on unpredictable weather. We propose moving deicing to a vendor who focuses only on that function. They have advanced technology and the ability to flex staffing when needed without taking our Fleet Service team away from their regular duties. The same goes for catering – third parties manage catering at all but five of our stations, so we are proposing those five stations move to a vendor. That way the work is handled by a company that lives and breathes catering.

For GSE and Facilities and Plant Maintenance, we are proposing to continue that work in stations where we do it today, but have the option to transition some work to a vendor in the future. At 10 locations (primarily hubs and base maintenance locations) American will continue to perform the majority of GSE maintenance work that is core to our business – e.g. maintaining and repairing essential ground equipment. For Facility Maintenance at select stations, we will continue to repair and maintain operationally critical equipment and systems, such as bag belts, jet bridges, etc. But for things like painting facilities, we plan to transition that work to external contractors. Mechanics performing that work today will continue to do so, but as team members retire or leave the company we will not hire new employees to perform that work.

We’re very proud of our proposal. While some elements may not seem as favorable as a similar provision at another airline, what’s on the table is an industry-leading contract overall that would cost American significantly more than implementing either the Delta or United contracts. Everyone will receive increases to their overall compensation, and no one will be out of a job to fund those increases. For the first time in a long time we are consistently profitable; that translates into hundreds of millions of dollars a year in pay and benefits to provide TWU-IAM-represented team members with the industry-leading contract you deserve.

We are meeting with the Association the weeks of Aug. 28 and Sept. 11, but the current plan is to discuss only non-economic proposals until after the September TWU National Convention. As always, we continue to be available to meet with the Association’s negotiating team to discuss or answer questions at any time.

These are important times. We are committed to creating an environment that cares for our frontline team members, and transitioning our TWU-IAM team to a single, industry-leading contract is an important step to achieving that objective. We appreciate everything you all do for our customers and your fellow team members. We’ll share additional information on these proposals or negotiations in the future but for now, thank you for taking the time to understand the facts, and please let either of us know if you have any questions or comments.

 

[Albert]

Team,

In an effort to reach a joint collective bargaining agreement (JCBA) with the TWU-IAM Association, in mid-July we presented the Association with a proposal that covers all remaining open items of the collective bargaining agreement. In Railway Labor Act (RLA) negotiations, offering a comprehensive proposal is usually one of the last steps in the negotiating process.

We have yet to receive a response to our comprehensive proposal. The Association has indicated it intends to fully respond to our comprehensive proposal in early October after the TWU National Convention. In the month since we presented our offer, a lot of rumors have been circulating about what is and isn't included, and we thought it made sense to provide the facts.

It is important that you have accurate information. Our approach to these negotiations is different from how the company has bargained in the past. We aren’t presenting a low-ball offer knowing that more benefits would be added after rounds of back and forth at the table. We want you to have an overall industry-leading contract and have put forward a proposal that would do just that. It is a proposal that:

Gives team members the highest pay rates in the industry. You received industry-leading (the better of Delta and United) pay rates in August 2016 when we implemented significant pay increases before a JCBA was reached. Our proposal offers additional increases that keep your pay rates at the top of the industry (current Delta plus 3%) along with increases in premiums and shift differentials, plus annual increases for the duration of the agreement.

Provides significant improvements to holidays and time off. In the areas of overtime, holidays, vacations, sick and shift premiums, our proposal offers the more generous of the current TWU or IAM contract – for example, double time pay for working all eligible holidays, including Memorial Day and Labor Day – or in some cases, improvements that match the industry’s best.

Provides a company 401(k) contribution and a company match that are as rich as the industry’s best. Under this proposal, all TWU-IAM-represented team members would participate in the company’s 401(k) plan that has potential for greater contributions than were available under the IAM multi-employer pension plan or the current 401(k) plan available to TWU members. We have proposed an automatic company contribution of 3% plus a 401(k) match of up to an additional 6% of a team member’s salary – a total of up to 9%.

Moves TWU-IAM-represented team members to the same medical plans as all other employees. We’ve proposed that legacy US Airways Fleet Service and Tech Ops team members move to the same medical plans that already cover TWU and everyone else at American. The company covers roughly 80% of the cost for medical coverage, while the employee takes on 20%. That is a terrific ratio especially when compared to other large employers. Preventative care visits and eligible tests, and eligible vaccinations, cost $0 for enrolled team members and dependents. Lastly, the US Airways PPO 100/90/80 plans are not sustainable, which is why all other team members – including tens of thousands from legacy US Airways – have already moved to these medical plans. Currently 80,000 of American’s more than 100,000 team members are managing their health under the new plans.

Keeps our core Maintenance and Fleet Service work at American. Today American does a lot more work in-house than any of our competitors. That will remain the case under this proposal. Over time, we need to evolve the types of work we do in-house to become more competitive and focus on areas critical to running an airline. With any of the proposed scope changes, all of which are outlined below, we have offered job protections to ensure that everyone working on the property today will have a job tomorrow. And if your duty assignment changes, you will not have to move to a different city to keep your job.

We are currently operating in 40 stations where either LUS or LAA team members perform mainline Fleet Service work, which is more than any other legacy carrier. We are proposing insourcing any mainline Fleet Service work currently done by a third party at those stations. Using limitations in the existing contracts, and providing new protections for some types of work, we will continue to insource more aircraft maintenance work than all US operators including our primary competitors, keeping our existing AMTs and Related team members busy working American aircraft, engines and components.

Deicing needs, on the other hand, vary based on unpredictable weather. We propose moving deicing to a vendor who focuses only on that function. They have advanced technology and the ability to flex staffing when needed without taking our Fleet Service team away from their regular duties. The same goes for catering – third parties manage catering at all but five of our stations, so we are proposing those five stations move to a vendor. That way the work is handled by a company that lives and breathes catering.

For GSE and Facilities and Plant Maintenance, we are proposing to continue that work in stations where we do it today, but have the option to transition some work to a vendor in the future. At 10 locations (primarily hubs and base maintenance locations) American will continue to perform the majority of GSE maintenance work that is core to our business – e.g. maintaining and repairing essential ground equipment. For Facility Maintenance at select stations, we will continue to repair and maintain operationally critical equipment and systems, such as bag belts, jet bridges, etc. But for things like painting facilities, we plan to transition that work to external contractors. Mechanics performing that work today will continue to do so, but as team members retire or leave the company we will not hire new employees to perform that work.

We’re very proud of our proposal. While some elements may not seem as favorable as a similar provision at another airline, what’s on the table is an industry-leading contract overall that would cost American significantly more than implementing either the Delta or United contracts. Everyone will receive increases to their overall compensation, and no one will be out of a job to fund those increases. For the first time in a long time we are consistently profitable; that translates into hundreds of millions of dollars a year in pay and benefits to provide TWU-IAM-represented team members with the industry-leading contract you deserve.

We are meeting with the Association the weeks of Aug. 28 and Sept. 11, but the current plan is to discuss only non-economic proposals until after the September TWU National Convention. As always, we continue to be available to meet with the Association’s negotiating team to discuss or answer questions at any time.

These are important times. We are committed to creating an environment that cares for our frontline team members, and transitioning our TWU-IAM team to a single, industry-leading contract is an important step to achieving that objective. We appreciate everything you all do for our customers and your fellow team members. We’ll share additional information on these proposals or negotiations in the future but for now, thank you for taking the time to understand the facts, and please let either of us know if you have any questions or comments.

Well this should end the IAMPF fears for the TWU folks. 3% above DL for fleet would be $31,05 you have to see the yearly raises to get the best picture.as for everything else I would vote no.How many building maintenance are there? They do a 1000 X better job than a contract company how much is the company really saving. If they want to save money get rid of the 2000 managers the just hired. 20 year old kids standing over guys with 30 and 40 years is ridiculous

 

[AANOTOK]

The IAMPF could be a sticking point for the IAM as could the outsource of catering and AA medical.
I'm sorry to say, but it's obvious AA is playing for AA Fleet votes...and they would probably get them.
I'm not sure how these folks will react to the outsourcing of deicing...

 

[Albert]

The IAMPF could be a sticking point for the IAM as could the outsource of catering and AA medical.
I'm sorry to say, but it's obvious AA is playing for AA Fleet votes...and they would probably get them.

LAA does deicing here at LGA LUS outsources so that's a blow to LAA same goes for GSE. I've realized long ago I would be losing medical but in this environment we shouldn't be outsourcing any more jobs.Let it go another year all you would be denying yourself is 25 cents an hour

 

[Albert]

The IAMPF could be a sticking point for the IAM as could the outsource of catering and AA medical.
I'm sorry to say, but it's obvious AA is playing for AA Fleet votes...and they would probably get them.
I'm not sure how these folks will react to the outsourcing of deicing...

The IAM pension thing is just a jab from the company. The company is going to pay out a certain amount per employee does it really matter to them where it goes.

 

[bob@las-AA]

Team,

In an effort to reach a joint collective bargaining agreement (JCBA) with the TWU-IAM Association, in mid-July we presented the Association with a proposal that covers all remaining open items of the collective bargaining agreement. In Railway Labor Act (RLA) negotiations, offering a comprehensive proposal is usually one of the last steps in the negotiating process.

We have yet to receive a response to our comprehensive proposal. The Association has indicated it intends to fully respond to our comprehensive proposal in early October after the TWU National Convention. In the month since we presented our offer, a lot of rumors have been circulating about what is and isn't included, and we thought it made sense to provide the facts.

It is important that you have accurate information. Our approach to these negotiations is different from how the company has bargained in the past. We aren’t presenting a low-ball offer knowing that more benefits would be added after rounds of back and forth at the table. We want you to have an overall industry-leading contract and have put forward a proposal that would do just that. It is a proposal that:

Gives team members the highest pay rates in the industry. You received industry-leading (the better of Delta and United) pay rates in August 2016 when we implemented significant pay increases before a JCBA was reached. Our proposal offers additional increases that keep your pay rates at the top of the industry (current Delta plus 3%) along with increases in premiums and shift differentials, plus annual increases for the duration of the agreement.

Provides significant improvements to holidays and time off. In the areas of overtime, holidays, vacations, sick and shift premiums, our proposal offers the more generous of the current TWU or IAM contract – for example, double time pay for working all eligible holidays, including Memorial Day and Labor Day – or in some cases, improvements that match the industry’s best.

Provides a company 401(k) contribution and a company match that are as rich as the industry’s best. Under this proposal, all TWU-IAM-represented team members would participate in the company’s 401(k) plan that has potential for greater contributions than were available under the IAM multi-employer pension plan or the current 401(k) plan available to TWU members. We have proposed an automatic company contribution of 3% plus a 401(k) match of up to an additional 6% of a team member’s salary – a total of up to 9%.

Moves TWU-IAM-represented team members to the same medical plans as all other employees. We’ve proposed that legacy US Airways Fleet Service and Tech Ops team members move to the same medical plans that already cover TWU and everyone else at American. The company covers roughly 80% of the cost for medical coverage, while the employee takes on 20%. That is a terrific ratio especially when compared to other large employers. Preventative care visits and eligible tests, and eligible vaccinations, cost $0 for enrolled team members and dependents. Lastly, the US Airways PPO 100/90/80 plans are not sustainable, which is why all other team members – including tens of thousands from legacy US Airways – have already moved to these medical plans. Currently 80,000 of American’s more than 100,000 team members are managing their health under the new plans.

Keeps our core Maintenance and Fleet Service work at American. Today American does a lot more work in-house than any of our competitors. That will remain the case under this proposal. Over time, we need to evolve the types of work we do in-house to become more competitive and focus on areas critical to running an airline. With any of the proposed scope changes, all of which are outlined below, we have offered job protections to ensure that everyone working on the property today will have a job tomorrow. And if your duty assignment changes, you will not have to move to a different city to keep your job.

We are currently operating in 40 stations where either LUS or LAA team members perform mainline Fleet Service work, which is more than any other legacy carrier. We are proposing insourcing any mainline Fleet Service work currently done by a third party at those stations. Using limitations in the existing contracts, and providing new protections for some types of work, we will continue to insource more aircraft maintenance work than all US operators including our primary competitors, keeping our existing AMTs and Related team members busy working American aircraft, engines and components.

Deicing needs, on the other hand, vary based on unpredictable weather. We propose moving deicing to a vendor who focuses only on that function. They have advanced technology and the ability to flex staffing when needed without taking our Fleet Service team away from their regular duties. The same goes for catering – third parties manage catering at all but five of our stations, so we are proposing those five stations move to a vendor. That way the work is handled by a company that lives and breathes catering.

For GSE and Facilities and Plant Maintenance, we are proposing to continue that work in stations where we do it today, but have the option to transition some work to a vendor in the future. At 10 locations (primarily hubs and base maintenance locations) American will continue to perform the majority of GSE maintenance work that is core to our business – e.g. maintaining and repairing essential ground equipment. For Facility Maintenance at select stations, we will continue to repair and maintain operationally critical equipment and systems, such as bag belts, jet bridges, etc. But for things like painting facilities, we plan to transition that work to external contractors. Mechanics performing that work today will continue to do so, but as team members retire or leave the company we will not hire new employees to perform that work.

We’re very proud of our proposal. While some elements may not seem as favorable as a similar provision at another airline, what’s on the table is an industry-leading contract overall that would cost American significantly more than implementing either the Delta or United contracts. Everyone will receive increases to their overall compensation, and no one will be out of a job to fund those increases. For the first time in a long time we are consistently profitable; that translates into hundreds of millions of dollars a year in pay and benefits to provide TWU-IAM-represented team members with the industry-leading contract you deserve.

We are meeting with the Association the weeks of Aug. 28 and Sept. 11, but the current plan is to discuss only non-economic proposals until after the September TWU National Convention. As always, we continue to be available to meet with the Association’s negotiating team to discuss or answer questions at any time.

These are important times. We are committed to creating an environment that cares for our frontline team members, and transitioning our TWU-IAM team to a single, industry-leading contract is an important step to achieving that objective. We appreciate everything you all do for our customers and your fellow team members. We’ll share additional information on these proposals or negotiations in the future but for now, thank you for taking the time to understand the facts, and please let either of us know if you have any questions or comments.

Link?

 

[cltrat]

that letter is very generic to say the least, it's long on making the company look good but it's very short on specifics .