June - IAM Fleet Service Discussion

[Jester]

Cargo,

You are starting to sound a lot like Tim! Let’s review your perspective...

1) Your assertion that the current team is in a stalemate is wrong... I just received updates from the CLT G/C chair, and negotiations went very well this week! Negotiations are moving forward on a positive note, and seniority protection has... and WILL be addressed!

2) Your assertion that changing leadership in the middle of these talks would be “seamless” is preposterous at best... and an outright lie at worst! You know full well that professional rapport is established over time as each side feels the other out... this can take weeks... or months! That’s not to even mention getting your new team up to speed on strategy and progress! And of course... all of this would hinge on your team being prepared academically!

3) Our current team is well entrenched in negotiations, and they are fully aware of the potential for immediate developments regarding future business plans and strategies. I’m more than confident that they will stay on task regardless of what direction the future takes!

The 141/R team is our best choice for this job in terms of experience, determination, and respect!

I’ll say this again... now is NOT the time to play politics!

VOTE 141 RISING!

My Dear Mister Roabilly,

"Let's review your perspective," as you have an underlying assumption that the "current team" has demonstrated good judgment in the past and will do so in the future. While on one cannot predict the future, if the past is any representative of the future, then the New Direction offers little hope... HAL agreement was a joke, Car 54 is M.I.A. and UAL negotiations were placed on hold.

My concern is that the "well entrenched", "professional(ly) rapport(ed)" "current team" are not in a "stalement" and might actually reach an agreement not fully understanding the "immediate developments regarding future business plans and strategies," as the New Direction team has demonstrated poor judgment and decision-making up to this point!

Time to remove New Direction team before they commit additional damage to US FSAs because while the current CBA is not ideal, I loathe to think what Car 54 and his band of Keystone Cops would foist upon the Membership with a new agreement.

So Quotes Jester.

 

[pjirish317]

My Dear Mister Roabilly,

"Let's review your perspective," as you have an underlying assumption that the "current team" has demonstrated good judgment in the past and will do so in the future. While on one cannot predict the future, if the past is any representative of the future, then the New Direction offers little hope... HAL agreement was a joke, Car 54 is M.I.A. and UAL negotiations were placed on hold.

My concern is that the "well entrenched", "professional(ly) rapport(ed)" "current team" are not in a "stalement" and might actually reach an agreement not fully understanding the "immediate developments regarding future business plans and strategies," as the New Direction team has demonstrated poor judgment and decision-making up to this point!

Time to remove New Direction team before they commit additional damage to US FSAs because while the current CBA is not ideal, I loathe to think what Car 54 and his band of Keystone Cops would foist upon the Membership with a new agreement.

So Quotes Jester.

Jester,

What damage had they done so far? And what do you care about a new agreement for anyway? As long as you get a raise, you will throw your fellow members under the bus, you already proved that point for your few pieces of silver.

 

[700UW]

This is too easy:

RICH DELANEY, MAY 21, 2012 — Download District 141 and United Airlines reached agreement on specific issues that will help our members immediately. This also paves the way for further negotiations, leading to a complete collective bargaining agreement between the Union and the company.
Tentative Agreement — GSI

District 141 and United have reached a Tentative Agreement for the first contract covering the legacy Continental Ground School Instructors. This agreement, once ratified, will bring the GSI employees fully into the IAM and provide for immediate improvement in wages and working conditions. Details of the Tentative Agreement are being put together to present to our GSI members now in preparation of a membership ratification vote.
Stores

In addition to that agreement, we have also finalized an agreement on behalf of our Storekeeper/Material Specialist membership. We have agreed to the process to be followed in continuing the separation of duties as United’s operation moves toward a single airline.
The key provisions of this agreement are that no Storekeeper/Material Specialist will be involuntarily reduced in any way during the period of continuing negotiations for a full collective bargaining agreement, and Material Specialists will receive their rightful equivalent of Profit Sharing for 2011.
We have also agreed that the work of integrating seniority between the two groups will now begin.
Redeployment

We have also reached an agreement with the company regarding the separation of work due to the redeployment of aircraft.
This agreement outlines the process to be used in stations to determine the correct staffing levels for the two separate airline operations during our ongoing negotiation period.
As a result of the discussions leading to this agreement, the company has agreed to terminate the contracts for vendors providing ground handling in DTW, RSW, SMF, BUF, and most significantly, FLL. Discussions regarding additional stations and vendors will continue.
Details of this agreement will be presented to local Committees by Assistant General Chairmen in order to begin the process of determining staffing levels in their stations.
We have also reached an agreement addressing the members impacted by the company decision to contract out cargo operations in DFW, SFO, PHL, ORD, and BOS. The agreement provides for continued employment for all affected employees in their station. It also provides for a voluntary Early Out program, similar to previously established programs, for eligible members electing not to move to other jobs.
Encouraging

District 141 is encouraged by these agreements and the progress that has been made on these and other issues in the recent weeks.
We recognize that there is still a lot of work to do in order to get a full agreement for our entire membership and see these agreements as significant steps towards that end.

June 1, 2012
United talks resume this coming week in Chicago

United negotiations last week made clear progress, and District 141 expects additional progress in the days ahead. Below, Rich gives a video update from Boston, MA.

And where were you Jester when HA negotiations were going on?

You never said a word,until your puppet master told you to say something now, and if the CBA was so bad why did 75% of the HA membership ratify it?

And like PJ said, you threw your own coworkers under the bus for a few pieces of silver and you have the nerve to criticize others?

That's hypocrisy!

And what you have done to make things better besides being a keyboard cowboy?

 

[BLUTO]

pointd hat dude is bitter
he master dont hav a chance
o being elected in june
now he wats to get revenge

ask pointd hat dude why
nielson packed up he koolaid
stand early n wint home in
clt 2 wks ago i herd he dint sell
any koolaid n got called out
then got his ass chewed by agents
who r not votein for him or occupie!

 

[700UW]

RICH DELANEY, JUNE 1, 2012 — Download Negotiations between District 141 and US Airways resumed this week in Chicago. The focus of the week, as it has been for the past several months, was job security and enhanced seniority protection.

We had discussions with the company regarding the status of the potential merger with American Airlines, and the effect it may have on our membership. The area of enhanced seniority protection continues to be the most important topic of these talks.

We have previously proposed changes to our existing protection language that we believe will avoid any disadvantage for our membership if a merger occurs with another carrier represented by any other union than the IAM.

Our entire Union is working on this issue, from our International to other Districts within the Transportation Department that represent other work groups at US Airways. Since a merger would impact all employees, all of the IAM needs to work together for the good of our combined membership.

Future discussions of this issue will be held both with the company and internally in order to reach an understanding that protects us all.

Our concern from our previous negotiating session about the secret deal the company made with unions representing American Airlines employees was again discussed. The company claimed that the published provisions of the Term Sheet, along with the existing bankruptcy filing by AA were the only areas involved in contract commitments. After reviewing and discussing that with the company, we determined to use the available information and resume our Section 6 negotiations.

We continued our normal negotiations this week by concentrating on job security issues. We presented the company with a comprehensive job protection proposal in which we look for changes to our Scope Article. Areas of concern are enhanced furlough protection, the working of Express operations in stations large and small, and the ability of the company currently to close stations based on flight activity. The company is evaluating our proposal and will respond in future scheduled negotiating sessions. Our next meetings are planned for early July.

The federal mediator, Andrew Nordgren, was unable to attend this week’s sessions but was made aware of the status and positions of both parties. It has been agreed by all parties that the mediator will attend our negotiations when not in conflict with other mediation assignments with other negotiations and the company and IAM will continue to meet to resolve our issues and not lose opportunities for settlements due to the mediator’s schedule. We are comfortable that Mr. Nordgren understands our positions and we can make progress by negotiating directly with the company and keeping him advised during those times he is working on other airline or railroad negotiations.

The company gave us proposals and responses to previous Union proposals, which led to constructive discussions regarding articles of our contract that were changed during bankruptcy and transition. Holidays, vacation, overtime, and vacancies continue to be areas of discussion and while we have not reached complete agreement on these issues, we have narrowed the areas of disagreement considerably and saw progress on all issues.

The company also acknowledged the work the IAM did, especially AGC Frank O’Donnell, along with other union groups within the airline in getting the company to modify the Attendance Policy. Frank has been an advocate of making changes to the current policy that would make it more member friendly and reduce the severity of some provisions of the plan. The company has agreed to some easing of the policy that will benefit members and is implementing those changes immediately.

 

[roabilly]

It should be noted that the improvements to the attendance policy were agreed to OUTSIDE of negotiations. This reflects very well on our current leadership. This is the rapport that I mentioned earlier... rapport is established over time, and we do not have time to wait for another team that may... or may not be able reestablish the same level of conviction.

GO to the 141 Rising site for all new updates and information...

CLICK HERE FOR 141/R

Roabilly's video pick of the week... HERE!

 

[mike33]

mmike 33,
with all due respect the company is not sharing their agenda with the current negotiating team on the US side regarding their plans with the AA merger proposal. That is why the negotiating committee left negotiations last month. Imo... based on the posture of the company in current negotiations a change in leadership would be seamless. The company will not bargain in "good faith" until their agenda of a merger is either fullfilled or rejected. This posture of the company will not change, regardless of of the leadership in place. I do not doubt the current leadership team is attempting to negotiate in good faith, however, negotiations in good faith requires the participation of both parties. That is not the case with US Fleet contract negotiations.
ograc

I personally cannot fathom how it could turn out to be seamless..... That is ridiculous! I don't mean to be Rude but common man?.... too many reps bring to much to the negotiating table with information from their constituants for it to be a seamless transition. Think about it ! You don't think that the people across from you know who you are by now?

 

[Tim Nelson]

US AIRWAYS Fleet service Update

As I reported earlier, June 4 was a day of interest to you. Regarding the Southwest/Airtran merger, the arbitration award came out today and the TWU was successful in gaining a seniority premium on the IAM ramp at Airtran.

We should expect the TWU to also advocate for a seniority premium against IAM US rampers if a merger were to happen. Since there was no representational dispute at Southwest, the MBA forced arbitration on the issues.

IMO, we shouldn't wait on arbitration and the MBA, and we ought to focus on attaining a contract at US AIRWAYS first and then use it as an organizing tool to get the support of the TWU members to want a TWU/IAM election. That way, we keep seniority issues out of the hands of 3rd parties.

I think a solid IAM contract would convince TWU members and give them the hope of getting out of their terrible bankrupt contract. Much much work left to do but IMO I think a merger announcement may happen sometime this summer and may be days or weeks away as opposed to months. If a merger bid happened today, it would create a window of somewhere between 1-2 years to get a contract hammered out prior to a merger and try to force a representation election. Probably closer to 2 years if any bid would be considered hostile.

In a nutshell, the arbitrator has awarded SWA TWU employees a bump of 2.5 years or 50%, whichever is less, system-wide. AirTran employees in Atlanta [no Southwest employees were presently working in ATL prior to the merger] and for Atlanta only received a bump of 2.5 years or 50%, whichever is less, which would effectively cancel out the system-wide bump for SWA employees in Atlanta. Everyone hired after September 28, 2010 (the merger announcement) receives straight date of hire.

Onward!

www.occupyiam141.com

 

[700UW]

And AMFA represented mechanics are getting a four year bump in regard to the IBT Airtran Mechanics, its nothing new.

 

[Tim Nelson]

mike33,
It is my understanding... from a reliable source they left the table for two reasons. One, the company was not interested in signing the LOA pertaining to scope. Two, the company refused to share, with the negotiating committee, the term sheet presented to the AA Twu members at AA. I don't blame them for walking... I would have done the same. My point is, regardless of what leadership team is in place, the company's posture will remain the same. To insinuate endorsing one team over another will change this posture or outcome is a misleading campaign statement. I'm not stuttering. Respectfully, you too have to believe in yourself to get elected and ultimately serve.
ograc

you are correct. One of the candidates on occupy141, who is also on negotiations has given no indication that anything is happening in negotiations.

Especially with a leadership that has decided to be neutral on any merger, I wouldn't expect anything other than the same path that Delaney took the UA/CO members on. Lying to them telling all of them that he was going to focus on a contract before transitions, only to toss everyone in transitions and to fancy a representation election and more dues members for the IAM over a contract for his own UA members.

The one thing that we can't afford to do for our US AIRWAYS members is to crap them and chart them on the timeline of events that Delaney put his UA/CO members on with that merger.

I understand a collective bargaining agent wanting to get more members but not at the cost of shelving contract talks and not getting pay/benefit raises for the current members. Because of Delaney's management friendly path, no UA worker has had a pay raise for years. He chases new members by giving up leverage of current members. Just flat out wrong.

Onward!

occupyiam141.com

 

[The Bagfather]

Don't get me wrong, im not a CEO fan, but those who relax end up watching TV on the couch and get left behind. Did you watch it?........it answers some of your questions from earlier posts.

No, Yes I watched it. It was very good, clear concise etc. I was realy just making a mental health observation

 

[700UW]

No negotiation news?

Guess you cant read the board or the updates.

And WN's dispatchers got a year bump.

RICH DELANEY, JUNE 1, 2012 — Download Negotiations between District 141 and US Airways resumed this week in Chicago. The focus of the week, as it has been for the past several months, was job security and enhanced seniority protection.

We had discussions with the company regarding the status of the potential merger with American Airlines, and the effect it may have on our membership. The area of enhanced seniority protection continues to be the most important topic of these talks.

We have previously proposed changes to our existing protection language that we believe will avoid any disadvantage for our membership if a merger occurs with another carrier represented by any other union than the IAM.

Our entire Union is working on this issue, from our International to other Districts within the Transportation Department that represent other work groups at US Airways. Since a merger would impact all employees, all of the IAM needs to work together for the good of our combined membership.

Future discussions of this issue will be held both with the company and internally in order to reach an understanding that protects us all.

Our concern from our previous negotiating session about the secret deal the company made with unions representing American Airlines employees was again discussed. The company claimed that the published provisions of the Term Sheet, along with the existing bankruptcy filing by AA were the only areas involved in contract commitments. After reviewing and discussing that with the company, we determined to use the available information and resume our Section 6 negotiations.

We continued our normal negotiations this week by concentrating on job security issues. We presented the company with a comprehensive job protection proposal in which we look for changes to our Scope Article. Areas of concern are enhanced furlough protection, the working of Express operations in stations large and small, and the ability of the company currently to close stations based on flight activity. The company is evaluating our proposal and will respond in future scheduled negotiating sessions. Our next meetings are planned for early July.

The federal mediator, Andrew Nordgren, was unable to attend this week’s sessions but was made aware of the status and positions of both parties. It has been agreed by all parties that the mediator will attend our negotiations when not in conflict with other mediation assignments with other negotiations and the company and IAM will continue to meet to resolve our issues and not lose opportunities for settlements due to the mediator’s schedule. We are comfortable that Mr. Nordgren understands our positions and we can make progress by negotiating directly with the company and keeping him advised during those times he is working on other airline or railroad negotiations.

The company gave us proposals and responses to previous Union proposals, which led to constructive discussions regarding articles of our contract that were changed during bankruptcy and transition. Holidays, vacation, overtime, and vacancies continue to be areas of discussion and while we have not reached complete agreement on these issues, we have narrowed the areas of disagreement considerably and saw progress on all issues.

The company also acknowledged the work the IAM did, especially AGC Frank O’Donnell, along with other union groups within the airline in getting the company to modify the Attendance Policy. Frank has been an advocate of making changes to the current policy that would make it more member friendly and reduce the severity of some provisions of the plan. The company has agreed to some easing of the policy that will benefit members and is implementing those changes immediately.

 

[Tim Nelson]

IAM 141 Leadership penalized by the National Mediation Board for violating the NMB rule use and has immediately shortened the bar for the Teamsters to 18 months instead of 24 months as Law dictates. I know of only one other case, AMFA, where a union violated NMB rules and had the bar shortened. Just another dopey decision by the current leadership of violating Federal rules. It should be noted that it was DA who was in charge of the web page that violated the NMB rules. What a mess!

 

[700UW]

The board ruled the IAM certification stands and no new election.

So the bar has only been one year, where did two years and 18 months come from?

The National Mediation Board (NMB) today announced its decision regarding the protest filed by the International Brotherhood of Teamsters (IBT) of last year’s Ramp/Fleet Service representational election at the airline formed by the merger of United Airlines, Continental, and Continental Micronesia.. The NMB found the election’s conditions were not tainted and upheld the IAM’s historic victory.

“The NMB’s findings reinforced what we knew all along: the IAM prevailed thanks to a team effort that involved every level of our union,” said Transportation General Vice President Sito Pantoja.“Contrary to the IBT’s allegations, the IAM did not interfere in the election and the results are an accurate reflection of the workers’ preference.”

“The NMB’s decision removes another obstacle in attaining a fair and just combined collective bargaining agreement for the approximately 14,000 Ramp/Fleet Service workers at United Airlines,” said IAM District Lodge 141 President and Directing General Chairman, Rich Delaney. “As the distractions disappear, we move closer to achieving our members’ goals at United Airlines.”

Based upon the totality of circumstances, the Board finds that the conditions necessary for a fair election were not tainted.

 

[saywhat]

IAM 141 Leadership penalized by the National Mediation Board for violating the NMB rule use and has immediately shortened the bar for the Teamsters to 18 months instead of 24 months as Law dictates. I know of only one other case, AMFA, where a union violated NMB rules and had the bar shortened. Just another dopey decision by the current leadership of violating Federal rules. It should be noted that it was DA who was in charge of the web page that violated the NMB rules. What a mess!

Tim,

Tell the whole story, IBT had the same issue. Could it be that it was shortened for the benefit of a Union work group which is what a pro Union NMB should do to resolve. Get real. Nice try at spinning the issue though.