Something To Ponder,

[Checking it Out]

It’s sure nice to be able to walk around the base and see the majority of the Amfa members have taken off their t-shirts. The novelty has worn off and the t-shirt wearers and organizers have come to the conclusion that the majority has made the choice not to sign a card. Of course you will have the die-hards. These individuals will never change. The reason, they feed on hate and discontent. And the membership is tired of the negative comments from the Amfa supporters and has distanced themselves from them.

As I walk around the base, talking with my fellow Brothers and Sisters, the tension has eased and the conversations are getting to be civil! Even some of the organizers are able to have a decent conversation. And you don’t see the organizers hovering around toolboxes feeding off each other’s emotions like you did 6 months ago.

No one is happy with the concessions we took last year, if you read all the news you will see we are not out of the woods and analyst are still predicting some tuff times ahead and even going so far as predicting one or two of the majors will cease to exist. With education and a strong membership we will prevail and look towards a rewarding future with AA. You have a choice; you can either stew over the past or look to the future. The choice is yours!

I asked everyone to review the posts of the past here at usaviation. The track record speaks for it’s self. When I reviewed the threads that were started, it was not pro-Amfa as it was anti-TWU from the individuals who want change. When you started addressing facts with these individuals about Amfa the majority are clueless of what Amfa has done in the industry. They’re asking us to go down a path that even themselves are clueless of the consequences. Amfa is nothing more than an organization that was created 42 years ago by 3 members who were upset and never were able to learn how to represent. In today’s environment it has been proven with several union mergers and layoffs at the airlines that Amfa represent. It’s obvious they lack the ability to negotiate for their members. Don’t be fooled into believing Amfa is the way to go! A one mans dream will be the destruction of us at AA. Just review the track record and you will see what I am talking about!

 

[Hopeful]

James C. Little

Administrative Vice President, Air Transport Division

Transport Workers Union of America, AFL-CIO

1791 Hurstview Dr.

Hurst, Texas 76054





Re: Summary of the 2003 Contract changes



This will confirm our understanding reached during the negotiations leading up to the agreement signed on (DOS), 2003. During these negotiations, we discussed many changes intended to achieve sustained long-term financial relief from the current provisions of the TWU labor agreements. This letter is intended to recap the majority of the agreed upon changes. Changes are listed by Title groups: I (Mechanics and Related), II (Facilities, Automotive, Cabin Cleaners, Utility and Building Cleaners), III (Fleet Service), IV (Fuelers), V (Stock Clerks), T/S (Technical Specials), Disp (Dispatch), Metro (Meteorologists), Sim Techs (Simulator Technicians) and Instrs (Ground School and Pilot Instructors).



Pay Related

Effective May 1, 2003:

§ Base wage pay reduction, varying percentages (all groups)

§ Elimination of all longevity pay(I & II)

§ Modified longevity pay, start after 17 years, current rates (III, IV, V,T/S)

§ Reduced Sim Tech Coordinator premium by $.75/hour

§ Reduced Sim Tech Skill pay to $.10/hour

§ Reduced Pilot Simulator Instructors premium to $10.00/month

§ Reduced Ground School/Pilot Simulator Instructors standardization coordinator pay to $150.00/month

§ Reduced Pilot/Simulator Instructors work unit experience premium

§ Modified shift differential to $.01, $.02, $.03 (I, II, III, V, T/S, Sim Techs)

§ Elimination of weekend differential (I, II, V, at AFW, TUL, MCI)

§ Elimination of midnight skill retention premium (Sim Techs)

§ Training pay at straight time for off shift and day off (I, II)

§ Elimination of penalty lunch payment (I, II, III, IV, V)

§ Elimination of OT meal allowance (I, II, III, IV, V, T/S)

§ Penalty hours pay for actual time worked @ 1.5x (I, II, III, IV, V, T/S)

§ Reduce OT rate from 2x to 1.5x (I, II, III, IV, V)

§ Work 40 hrs to reach OT rate for day off overtime (III, V)

§ Elimination of debrief pay (T/S)

§ Elimination of Stock Clerk driver premium

§ Elimination of AMT premiums when displacing OSM employee

§ Elimination of Early Call-In guarantees (I, II, III, IV)

§ Elimination of short turn penalty due to shift bids (Art 21 d) (III, IV)

§ Elimination of CC premium when not working as CC (III,V)







Work Rules/ Other changes and effective dates:

Effective April 15, 2003:

§ Combine Systems/Structures into Generals (Title I)

§ Added 7 day labor loan provision (Bases only)

§ Increased AMT productivity through multiple work assignments/training

§ Holidays reduced from 10 to 5. The five (5) observed holidays will be: New Year’s Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day (all groups)

o Holidays- 5 days with roll @ 1.5x (I, II, III, IV, V, T/S, Sim Techs)

o Holidays- 5 days (no roll) @ 1.5x (Disp, Metro, Instrs)



Effective May 1, 2003


§ Reduce annual SK accrual to 5 days @ 100% (all except I & II)

§ Reduce annual SK accrual to 5 days, 1st two at 50% (I & II)



Effective May 3, 2003

§ 4/10s at Overhaul docks/TUL, duration of agreement

Effective within sixty (60) days of ratification:

§ Outsource RON/Ultraclean (II/III)

§ One time System protection credit for headcount reductions realized from work rule changes (all groups except Metro)



Effective thirty (30) days from ratification:



§ Reduce uniform provisioning and eliminate laundering (I, II, III, IV, V)

§ Outsource stores function at HDQ (6 Stock Clerks)

§ Relocate 4 Stock Clerks at ORD/GEM to ORD/M & E hanger



Effective as soon as practicable after DOS:

§ Change work schedule to 5 on, 2 off (T/S)

§ Reduced VC accrual one week (all groups)

§ Modify Crew Chief ratios:

AMT- 1:11.5

FSC- 1:9

Fuelers- eliminated ratio

Stores- 1:12

Benefits:

§ Medical & Dental plan modifications (all groups) Effective 1/1/04



§ SLOA Benefit Coverage reduced from 24 to12 months (all groups)

Effective 5/01/03



§ Eliminate STD Plan (all groups) Effective 1/1/04



§ Discontinue subsidized medical benefits RIF’d employees (all groups)

Effective 4/15/03





§ Modify IOD to 10 days (all groups) Effective 5/01/03 with the following transition:



o If the injury was incurred prior to 4/15/03, remaining applicable salary continuation through the end of the month up to the current 80 days

o If the injury is incurred on 4/15/03 or before 4/30/03, salary continuation for 10 days up to the current 80 days

o If the injury is incurred after 5/01/03, salary continuation for 10 days



Sincerely,





James B. Weel

Managing Director

Employee Relations



Agreed to this date:



________________________________

James C Little

Transport Workers Union, AFL-CIO

 

[Bob Owens]

It’s sure nice to be able to walk around the base and see the majority of the Amfa members have taken off their t-shirts. The novelty has worn off and the t-shirt wearers and organizers have come to the conclusion that the majority has made the choice not to sign a card. Of course you will have the die-hards. These individuals will never change. The reason, they feed on hate and discontent. Well members get tired of the negativity these individuals breed!

As I walk around the base, talking with my fellow Brothers and Sisters, the tension has eased and the conversations are getting to be civil! Even some of the organizers are able to have a decent conversation. And you don’t see the organizers hovering around toolboxes feeding off each other’s emotions like you did 6 months ago.

No one is happy with the concessions we took last year, if you read all the news you will see we are not out of the woods and analyst are still predicting some tuff times ahead and even going so far as predicting one or two of the majors will cease to exist. With education and a strong membership we will prevail and look towards a rewarding future with AA. You have a choice; you can either stew over the past or look to the future. The choice is yours!

I asked everyone to review the posts of the past here at usaviation. The track record speaks for it’s self. When I reviewed the threads that were started, it was not pro-Amfa as it was anti-TWU from the individuals who want change. When you started addressing facts with these individuals about Amfa the majority are clueless of what Amfa has done in the industry. They’re asking us to go down a path that even themselves are clueless of the consequences. Amfa is nothing more than an organization that was created 42 years ago by 3 members who were upset and never were able to learn how to represent. In today’s environment it has been proven with several union mergers and layoffs at the airlines that Amfa represent. It’s obvious they lack the ability to negotiate for their members. Don’t be fooled into believing Amfa is the way to go! A one mans dream will be the destruction of us at AA. Just review the track record and you will see what I am talking about!

Here are more facts for you CIO.

The TWU believes that our labor is worth no more than their average $15/hr member. AMFA stated during the PEB that we are worth at least $40/hr, and despite all the government resistance achieved $35/hr, clearing the way for the rest of us.

Unfortunately the TWU was able to capitalize on the recession and 9-11 and was able to undo all that AMFA helped us get. They presented only a worst case scenario, pushed foward half the story concerning abrogated contracts, failed to bring up past concessions and the current average wage of our title group and to insure passage employed a company that had ties with AA to review AA books and another with McNamara on the board to run the vote, a vote where many members did not get ballots and where sequential Pin #s were given out, allowing any union rep with a station seniority list to change members votes without their knowledge. Despite all their fear mongering and possible tampering, the yes votes only exceeded the no votes by 700. A good percentage of the legitimate yes votes were likely from the 1000 or so members who have since retired. This was similar to the 95 contract where many senior members were baited by the implication of an "early out package". The contract passed by a mere 77 votes. Within months the majority of those working under the six year agreement voted against it. The same is likely to be true today, that the majority of those currently employed voted against the agreement they are stuck with for the next five years.

Unlike 1995 though AMFA will file for an election and we can rid ourselves of a union that always puts the company first.

 

[Checking it Out]

Tell us what amfa would do differently?

 

[Bob Owens]

Tell us what amfa would do differently?

Could you be more specific?