nonunion and management about to get hosed
- Thread starter dfw gen
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US back in 1992 went to the PTO system for all non-union employees, Ramp, CSA and all others.
It got rid of their sick time, vacation and OJI time.
Well by 95 the ramp went union and later on so did CSA.
No one liked the PTO system, guess Al wants the CWA to unionize the agents.
It got rid of their sick time, vacation and OJI time.
Well by 95 the ramp went union and later on so did CSA.
No one liked the PTO system, guess Al wants the CWA to unionize the agents.
WeAAsles
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Ok here's a PDF with the full details. They will still get to keep the sick bank they've already accrued. And it says Management and Support Staff. I do not think that includes the agents.
And the payout at retirement is $8.65 per hour. Not per day.
Lot's of details including a HRA. (Health Retirement Account)
https://corpcomm.jetnet.aa.com/pdf/hr_brochure_legacy_aa.pdf
And the payout at retirement is $8.65 per hour. Not per day.
Lot's of details including a HRA. (Health Retirement Account)
https://corpcomm.jetnet.aa.com/pdf/hr_brochure_legacy_aa.pdf
WeAAsles
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Ok the PDF takes you back to Jetnet. So go to the Integration page, look for employee changes and click on the tab Sick, Disability, Leave of Absence.
One part here.
Why are we adopting US Airways’ sick and disability program?
Many companies have moved away from sick banks and are now offering disability (short-term and/
or long-term) programs to employees in an effort to provide income protection to all employees
during periods of extended illness. Legacy American’s current sick bank program does not provide
adequate income protection to employees with low seniority (because they haven’t had a chance
to accrue and bank enough sick time) or to employees who have used up their sick bank due to
multiple periods of extended illness. We are adopting US Airways’ program by providing company
paid short-term (STD) and long-term disability (LTD) coverage.
One part here.
Why are we adopting US Airways’ sick and disability program?
Many companies have moved away from sick banks and are now offering disability (short-term and/
or long-term) programs to employees in an effort to provide income protection to all employees
during periods of extended illness. Legacy American’s current sick bank program does not provide
adequate income protection to employees with low seniority (because they haven’t had a chance
to accrue and bank enough sick time) or to employees who have used up their sick bank due to
multiple periods of extended illness. We are adopting US Airways’ program by providing company
paid short-term (STD) and long-term disability (LTD) coverage.
eolesen
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That seems a lot more reasonable. If the company is providing short-term disability for free, this is a huge plus.
Thanks for posting the details.
I left with over 1000 hours of SK in my bank (I think the max is 1040?... I'd hit the cap so long ago I quit paying attention)
Having that $8650 in hand (or better yet, seeing it go into a HRA without tax implications) would have been a nice retirement gift.
Thanks for posting the details.
I left with over 1000 hours of SK in my bank (I think the max is 1040?... I'd hit the cap so long ago I quit paying attention)
Having that $8650 in hand (or better yet, seeing it go into a HRA without tax implications) would have been a nice retirement gift.
WeAAsles
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Actually the HRA is funded at $10.625 per hour if you opt for it.eolesen said:
I think for us who are Unionized though, the program would have to be a little different? The Use it or Lose it portion could create a run at the end of the year on sick calls not wanting to chuck money in the garbage. More than likely with us there would have to be some type of payout for the unused portion to not cause an attendance nightmare?
Many people just prior to retirement begin to use their sick bank rather than taking the lousy $25 per day. So the company winds up being stuck with full pay for that guy and OT for the other. This program would dramatically cut that back.
As I said before I'd sign on for 12 days rather than 8 though.
Actually, it has not been determined if the company is paying full premiums for Short Term Disability. It just said in the initial email that everyone would be automatically enrolled in it, and Long Term Disability. Also you don't get paid out your old banked sick time unless you retire after age 55. My parents were mostly self employed, so I was raised with the thought that sick time was used only when you were in the hospital or contagious. In 15 years I have burned 16 hours of sick time, kind of sucks when you think of something catastrophic like cancer or major surgery taking you out for 3 or more months and only having 8 days of full pay.
I think the ones that will benefit are people that use every sick day that earn as soon as they earn it. Since they will now have 8 days per year versus 5.
Maybe I can talk my illness to coming in December so I can have 16 days of full pay before I drop down to 60% pay.
I think the ones that will benefit are people that use every sick day that earn as soon as they earn it. Since they will now have 8 days per year versus 5.
Maybe I can talk my illness to coming in December so I can have 16 days of full pay before I drop down to 60% pay.
WorldTraveler
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will AA grandfather those accumulated days so that you can use them even if they are not replaced? Some companies have done that and there honestly might be legal implications in not allowing accumulated sick time to be used. They may get around it by allowing you to claim it at retirement but it gets dicey when companies take away promised and accumulated benefits.
btw, good for you and congrats for your strong work ethic.
btw, good for you and congrats for your strong work ethic.
WorldTraveler
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but they didn't take away what you had accumulated. If you had already earned it for that year, you were paid it.
With sick time which was promised to be accumulated in year 2009 and they now say you can't use, there COULD be legal issues.
I'm not a lawyer but I am telling you that some companies that have done the same type of sick time conversion made a one time grandfathering of sick time.
it may or may not happen at AA and I hope you guys will push for one-time grandfathering.
With sick time which was promised to be accumulated in year 2009 and they now say you can't use, there COULD be legal issues.
I'm not a lawyer but I am telling you that some companies that have done the same type of sick time conversion made a one time grandfathering of sick time.
it may or may not happen at AA and I hope you guys will push for one-time grandfathering.
