Still Waiting For Little's Answer
- Thread starter Hopeful
- Start date
Decision 2004
Veteran
- Mar 12, 2004
- 1,618
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Slogans and T-shirts !!!!!!!Hopeful said:
Thrustfuljet
Advanced
- Feb 9, 2004
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I can see him now jumping up and down pouting in the corner yelling "wheres the shared sacrifice".
Just what does he plan to do when the company laughs in his face?
What does he plan to do with the 2006 openers in the contract? We have no right to strike so what happens when the company decides not to participate?
Just what does he plan to do when the company laughs in his face?
What does he plan to do with the 2006 openers in the contract? We have no right to strike so what happens when the company decides not to participate?
Decision 2004
Veteran
- Mar 12, 2004
- 1,618
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He could try another threatened re-vote on the restructuring agreement.
That big threat "worked" last time, maybe the big bluff would work again?
He should just be able to have ECLAT go right back in there and look at the companies books and see the "shared sacrfice"?
I don't know why he is demanding Arpey to turn over something that doesn't exist. Demanding something that both sides know is non-existent, while threatening "action" if it is not produced is like going fishing in dried up pond.
I don't understand why the TWU membership cannot see through the charade. It is not Rocket Science, it is simply a posture and fold coward, blowing smoke up everyone's ass to make it appear the TWU is not the company union we all know it to be.
It is so obvious now, that the sheer fact many cannot see this, is enough to make one feel very ill, and on edge.
HEY JIM LITTLE,
QUIT WHINING ABOUT "SHARED SACRIFICE", AT LEAST YOU HAVE A JOB, "BROTHER"!
That big threat "worked" last time, maybe the big bluff would work again?
He should just be able to have ECLAT go right back in there and look at the companies books and see the "shared sacrfice"?
I don't know why he is demanding Arpey to turn over something that doesn't exist. Demanding something that both sides know is non-existent, while threatening "action" if it is not produced is like going fishing in dried up pond.
I don't understand why the TWU membership cannot see through the charade. It is not Rocket Science, it is simply a posture and fold coward, blowing smoke up everyone's ass to make it appear the TWU is not the company union we all know it to be.
It is so obvious now, that the sheer fact many cannot see this, is enough to make one feel very ill, and on edge.
HEY JIM LITTLE,
QUIT WHINING ABOUT "SHARED SACRIFICE", AT LEAST YOU HAVE A JOB, "BROTHER"!
Checking it Out
Veteran
- Apr 3, 2003
- 1,702
- 0
Hopeful, Have you gone down to your local and asked to get more involved? If you are concerned with this issue why not contact Jim at www.twuatd.org and discuss your concerns?
If you want to see some changes why not go down to your local and discuss your concerns and if you feel you are getting the run around than make a motion on the floor to set up a committee to reveiw the concerns you have? If the majority of the committee feels the same way than pursue them.
I have learned what I think is important may not always be a very big concern and more pressing issues take presidence at the time.
Together we can go forward and change.
If you want to see some changes why not go down to your local and discuss your concerns and if you feel you are getting the run around than make a motion on the floor to set up a committee to reveiw the concerns you have? If the majority of the committee feels the same way than pursue them.
I have learned what I think is important may not always be a very big concern and more pressing issues take presidence at the time.
Together we can go forward and change.
Checking it Out
Veteran
- Apr 3, 2003
- 1,702
- 0
We al have our own opinions, It is easy to write here and complain! It takes alot to put forth the extra effort to get involved! Believe me I know! But that has not stopped my resolve to help the Membership!
Decision 2004
Veteran
- Mar 12, 2004
- 1,618
- 0
Get involved in what? Propagating the largest concession package in the history of aviation?Checking it Out said:
Can't you see that we wish to distance ourselves from the sellouts not join them?
First you tell everyone our leadership has done the right thing. Then you show up at the Share Holders meeting with t-shirts complaining, then Little writes a letter threatening Arpey, then a record number of Candidates run for office on the platform of change and anti-concessions.
Get involved in what?
TIME FOR CHANGE
Veteran
I agree with Tony B 
Shared Sacrifice From: TWU-ATD
Questions & Answers
Open Items and Issues Affecting Members
1. 1. American Corporate:
1. Q: It was reported in the news that American had discovered 2 billion dollars in unencumbered assets, is there any truth to the story?
A: We have not seen any such news reports. At the monthly financial status or the stockholders meeting with AA, there were no unencumbered assets reflected.
2. Q: Is the company extinguishing their (SERP) Retirement plan and returning the moneys back to the corporation? Are we as a union taking that position?
A: The Company has claimed it does not have the legal authority to return withdrawn moneys contributed to the SERP. We, as a Union, have taken the position, and will continue to take the position, that the contributions made in anticipation of bankruptcy to the SERP should be returned
3. Q: What exactly are we doing to assert our position to make sure the Company returns the funds back to the corporation besides just saying it? Has our attorney’s looked into whether the company has the legal authority to return withdrawn moneys contributed to the SERP?
A: The ATD requested a letter to be sent to AA Board of Director, Michael Miles, who chairs the Compensation Committee. We also had Bobby Gless and a number of TWU stockholders attend the Shareholders Meeting to request full disclosure of this issue and asked that those moneys be returned. We hope to see action taken by the Board of Directors. There is no legal requirement to return the SERP money. (The SERP is funded at 60%)
4. Q: With all that has transpired in the last two weeks and the fact that the agreements were not actually signed until last Friday, what is the stock price on the options that our members will receive?
A: $5.00
5. Q: Per Jim Little's request, in his letter (dated May 15, 2003) to Jim Weel asking him why our members were not afforded the ability to secure their shares at $3.52 per share, does this change our position on the actual granting price?
A: Once we receive a response from AA regarding the difference in the SEC filing, we will determine our position.
6. Q: In addition to the above question, do our members that are laid off still receive their option shares? It was portrayed to us that the shares would go with us even if we left the company, I have a lot of laid off members asking me when they will get their option sheets and where is the plan document? We need this in writing.
A: The question is in two parts. If members are laid off or retire, they will receive the stock options. If the members are terminated prior to vesting, they will not receive the options. The plan documents that where filed with the SEC are not finalized yet. As you know, we already sent a follow up letter to the Company reaffirming our request.
Empower the membership
7. Q: With the current AMT reduction in force, at our Presidents Council prior to our negotiations, Mr. Carty made a comment that all reductions to TWU members will also have a proportionate impact on management, what exactly is that impact (by station)?
A: I recall the same commitment (and it was reiterated in bargaining), and we will follow through with Management to understand the impact across the system.
8. Q: The Company should have an idea already, whom are we keeping in touch with at the company to let us know their reduction in force impact? This is a major concern within our membership. As an example at DFW there is have 6 Crew Chiefs on duty at C terminal day shift and have 4 Supervisors and 1 Manager, Also there is have 6 Crew Chiefs on duty at A terminal day shift and 4 Supervisors and 1 Manager. (This is not factoring 4 Crew Chiefs at the hangar 4 Supervisors and 1 Manager) (Wasting Money...) Oh yea there is also 1 level 6 at the hangar and 1 level 6 at the terminal. Yet, there was a reduction of 12 Crew Chiefs.
Note: Prior to the concessionary talks, the ratio of management to line M&E TWU members was 1:6. CC ratio is now 1:11.5 or one Crew Chief for every 2 members of management.
A: Although Mr. Carty made a commitment; he is no longer with the Company. We do not have a breakdown of the management to TWU ratio, and issue is still pending. There is no contractual obligation for the Company to provide Management staffing ratios.
9. Q: In addition to the above question, we were also told we would see the entire management wage and benefit cuts that they will be receiving (prior to us signing ours). Can you get us the specific breakdown of there cuts?
A: Their pay cuts and reductions were posted on Jetnet prior to Don Carty’s announcement of his resignation.
10. Q: We did not get a breakdown off the jetnet showing all the levels of management's and their cuts. Can we get it in writing from the Company and the associated value per annum that the management cuts achieved? Did we do an analysis to ensure their cuts were proportionate to ours?
A: There is no contractual requirement. We cannot do an analysis, as we have not received any management data. The Company will NOT give us a breakdown on individual management personnel and their respective pay. (We only have the data on the senior management staff.)
11. Q: Since the company fiasco, did we receive anything in writing from the Company that would assure us that management would not have compensation packages i.e. back door bonuses, incentive payouts, long term incentive plans etc. over and above their normal compensation? Moreover, did the company ever commit to not receiving bonuses on the implementation of our consensual agreements?
A: Yes.
12. Q: Can I get a copy of what we received in writing that covers all the areas of compensation stated in the above question?
A: See attached letter on the incentive plan that was previously provided to the Locals.
Injustice to one, is an injustice to all
B. TWU International Issues:
1.
Q: By what authority did the International consummate (sign) the recent agreement in M&R and Stores?
A: By membership ratification.
2.
Q: Did they sign the agreement utilizing the provisions of the constitution? If so, where at in the constitution?
A: Article XXlV.
3.
Q: Since the International made (positive) changes to the agreement, which affect hours of work, pay and working conditions. Since the items improved are of the major dispute category under the RLA. Shouldn’t the Maintenance and Related committees voted on those changes and if not why? In addition, who negotiated with the company to obtain these positive changes?
A: First, we do not agree with the above statement. The Ratification process was not impacted by the improvements made on April 24, 2003. In addition, there were NO contract negotiations that took place after the April 15, 2003 ratification. During the meetings held at the DFW Hyatt Hotel (after the bonus fiasco) with Don Carty, Gerard Arpey and the APA, APFA and TWUA, Don Carty wanted to know what would he have to do to make amends for the situation he caused regarding the bonuses. All three Unions agreed that we needed to have a control over Senior Management pay and bonuses. It was determined to have Senior Management pay tied to our members pay, and, therefore, Management agreed to provide us with the same incentive plan provided to their Managers. The other issue was the length of the CBA and the Company agreed to open negotiations after three years. None of these improvements were inconsistent with the basic agreement. This was previously issued in an IMMEDIATE ATTENTION letter from ATD Director, Jim Little, on April 24, 2003 (see attached).
4.
Q: We need the station breakdown on the recent vote results; we know that the stations had a required field. Even if the AAA cannot break it down tell them to give us the entire results report and we will accomplish the breakdown.
A: Before the vote, we asked each Local to give us a database with its membership so we could do a Local-by-Local breakdown. Only Local 565 responded. When the other Locals respond, we can do a system breakdown.
5.
Q: Did the International request all the locals to respond with the information needed so you can get the breakdown accomplished, this is besides what Gary Yingst sent out? A request that is clear to all the local presidents requesting the information because you want to get the breakdown accomplished.
A: See attached letter from David Moses.
6.
Q: On a phone conference last week regarding the April 24th Letter, Gary Yingst had stated that more than just 565 had sent their electronic lists in, Who has not?
A: See attached letter from David Moses.
TWU Proud
7.
Q: Will the International reps be taking comparable pay cuts? Also, will their holidays and medical and other provisions of the jobs be adjusted to be comparable to the “new†AA agreement?
A: As outlined in Article V of the Constitution, the International pay is adjusted by the International President based on pay negotiated in combined contracts covering more than 500 members. As far as Medical and Holidays, the International medical plan and Holidays are not as lucrative as AA and some of our staff remain in the AA plan as recently negotiated in 2001 CBA. The ATD office was open on Good Friday and Memorial Day.
C. Post 2003 Agreement application issues:
1.
Q: Recent reduction In Force: A meeting was held at the International ATD office in DFW on Wednesday, May 14 to discuss the inconsistencies with the recent round of layoffs. Unfortunately, no argument or testimonials could be made to ultimately force the company to alter its course of action and redo the lay off. Within the Union contingent there was adamant disagreement on positions, the Tulsa representatives believed leaving the list in the “broad†state would ensure an accurate layoff, due to the process of going through the bump sheets. We believe the company is incorrect and they should have “shrunk†the juniority list accordingly, to reduce the amount of mechanics targeted for possible displacement, which they did not do. Jim Little was asked his position and he stated “I have to agree with the former International Representatives and their position of shrinking the lists as much as possible to lessen the impact on our members†then he was asked if we would file a “29D†system grievance he stated “yesâ€. Pending 29d Grievance- Presidents Council?
A: As previously stated, if it was determined that the process was inconsistent with the 94 RIF. As agreed to by the Line and the Bases, we would file a 29d if the company would not change the process. We are currently waiting for the company to rebuild the 94 RIF with the retained data, as both John McDonald (514) and Bob Van De Loo (565) stated that the 94 RIF was done correctly. Jim Little checked with John Orlando and Ed Koziatek. Both have a different interpretation of the prior RIF. Gary Yingst will discuss at the next Presidents Council Meeting.
2.
Q: WARN ACT (Workers Adjustment and Retraining Notification) Per the WARN Act the Company has to notify employees that are being laid off within a certain time frame, there are certain requirements dictated by the law we have a local attorney looking into the issue for a possible lawsuit filing. Pending- Waiting for Attorney recommendations, once all lay off information from American Airlines is received.
A: We agree with your statement, we have not been contacted by your local attorney.
3.
Q: Severance Pay out- Reduction in Force :The Company has taken the position to pay our brothers and sisters that are being laid off their severance in monthly installments in lieu of ‘immediately’ as has been done in the past and is stated in our collective bargaining agreement. This action is another in a line of bad decisions by American Airlines management. Fortunately, this time the Texas payday law covers such an event for employees’. The TWU has contacted our attorney to file a lawsuit against American Airlines for the immediate payment of severance. I have attached below the state law that covers final pay. Pending Lawsuit (All Members Affected by the Company not paying the severance immediately need to fill out a State of Texas Wage Claim at the Union Hall). Lawsuit withdrawn Pending expedited arbitration.
A: A resolution to the grievance filed by the International was resolved, and AA will pay the lump sum.
Participate
4.
Q: Pay Period April 26-May 9 2003 Members received incorrect pay:
Members that had Thursday May 1, 2003 or Friday May2, 2003 as days off were incorrectly paid when the implemented the “new†pay rate.
Those employees were shorted the difference between the old and new rate either 8 to 16 hours or 10 to 20 hours of pay. Pending- Entire list of employees affected forwarded to the International for Payroll correction- still waiting.
A: The International responded as of Monday of this week - all pay that was short last check would be on the May 23, 2003 paycheck. If there are additional errors, the Local should submit the names to the company for resolution.
5.
Q: Avionics and General Crew Chiefs being laid off in the recent RIF: Currently in Miami, New York, Los Angeles, San Francisco and San Jose the company is utilizing General A&P Crew Chiefs to assign avionics personnel and has crews that do not have a crew chief’s assigned to them in their work areas.
A: This issue is pending local grievances and arbitration, if required.
6.
Q: Can we have a special one-time self-demotion of Crew Chiefs within each station prior to Reducing C/C this is important?
A: The TWU recommended that the one-time self-demotion period be opened up for this RIF, but AA rejected the recommendation. Next self-demotion period will be per the contract.
7.
Q: We realize that we tried, but we were under the impression that there was not enough time to get a self-demotion process accomplished prior to the RIF; and that we would go ahead and implement one right after the RIF, so all the Crew Chiefs (which we have a few) that still want to demote can, and not wait until it is permissible under the contract. Can we have a self-demotion process as soon as possible?
A: The issue will be brought up at the next Presidents Council meeting, and if approved, International Representative, Bobby Gless, will discuss waiving the contract language with the newly appointed VP of Maintenance.
8.
Q: In reference to the holiday provision what is our position with the Good Friday holiday, specifically; our guys have already been awarded HO and have made plans and since there is no possible way for 7 (seven) days notice of schedule change. Are we agreeing then to waive the 7-day notice? Or would the Company consider allowing this Good Friday to be the last one? This would be for the reasons stated above.
TWU – Dead Serious
A: The recent events over the “bonus fiasco†and the hold up of the signing of the agreements created a problem, therefore, we planned to file an International 29D on the issue. (This change to the agreement took place on 4/15/03. Because of this, the answer is outdated, and the 29D did not go foreword).(BG)
9.
Q: What does this answer mean? Are we not going forward and if not why?
A: As you know, the International had refused to sign off on the ratification of April 15th due to the (Don Carty) Senior Management retention bonus fiasco. At the time, without knowing if the bonus issue would be resolved, we had planned on filing a 29D on the Good Friday holiday.
10.
Q: After executing the current proposals headcount reductions exactly how is the system protection date going to be established? Does it not have to be established once the layoffs are completed? In addition, is there a deadline for the company to complete this provision?
A: The RIF number is the number we received and credited for in the upcoming RIF’s. The date is established in the contract as 9/24/98.
11.
Q: How did this arbitrary date happen, this was not negotiated and by going with this process it is flawed. We could have AMTs still working that do not recover their system protection. The only thing we discussed was lifting the protection to allow a layoff and then reinstating the system protection back to March of 2001, to include being recalled when their system protection was recovered and not lose it forever, which the company rejected. Who discussed this arbitrary date and process and who agreed to it?
A: It was not arbitrary. This is what was agreed to by the Negotiating Committee in the re-organization. The letter was posted on the ATD website.
12.
Q: Further, AMTs are getting laid off with greater seniority than the September 28th 1998 date, and bumping the system, they are being told that they are not entitled to the 12.5K? Why?
A: This is what the Negotiating Committee agreed to at the last round of re-organization. (Same letter as above.)
13:
Q: With the changes to Article 41 “Benefits†and the lifting of the Pilots Me Too clause is there any way the company can shift cost increases to the managed care plan (POS) to make up increases, in other words would our members be in better shape going to the traditional 80-20 plan instead of the point of service (managed care)? Can the International benefit people due a cost analysis on what plan would be better for our members?
VOTE: Sometimes it takes a four letter word!
A: Should be requested at a President’s Council Meeting.
14:
Q. Can you please put this on the next P.C. agenda? Moreover, with the new letter of commitment on medical cost savings will we allow our benefit coordinators to be part of any process to discuss our medical? On Jetnet (May 12, 2003), there was a reference that the company met with the unions to discuss medical benefits for 2004, whom are they speaking of?
A: No, the Jetnet may have referred to the APA or APFA on any meetings prior to May 21, 2003. Our consulting firm, Segal, met with the Company on May 21, 2003 to receive information on the current and proposed plan.
15.
Q: On the “Special Procedure for change†clause, how does the international foresee any suggested changes being brought forward?
A: Have not discussed any changes at this time. This is a matter that will be discussed with Presidents.
16.
Q: Is it safe to assume that will be the topic of the new scheduled Maintenance and Related Negotiation Meeting May 29, 2003?
A: Yes.
17.
Q: What is the status of our Pre-funding trust? In other words how solvent is it? In addition, is our pre-funding trust separate from the other groups on the property?
A: Our prefunding trust is solvent and separate from all.
18.
Q: Can we get the actuary report that shows amount of eligible members and anticipated future members and the actual funds within the trust along with their formula they used to calculate their findings?
A: Yes.
Danger: Informed union member!
19.
Q: What is the status with the Company providing us a mini 5500 report showing the status with our pension funds? They had committed to do so last November (Jeff Campbell).
A: We will discuss getting a quarterly or half-year report with the Company.
20.
Q: The company committed to us that they would develop that report, didn’t they? They need to provide it. We don’t need to discuss anything on it.
A: As stated, the Company has not provided a mini 5500. There is no contractual obligation to provide this other than the full report on an annual basis.
21.
Q: We were under the impression that the company needed to have a ratified agreement no later than April 15, 2003, this was due to pension payments were due. What was the payment due and what was contributed to all pension plans? Moreover, what was contributed to our TWU pension plan?
A: The payment was due and paid on April 16. Approximately $85 million was paid into AA Employee Pension Plans. Until we review the 5500, we will not be sure what percentage was paid into TWU Plans.
22.
Q: Can you please get the documentation of their contribution that reflects the day that they paid it and how much?
A: There are no documents filed with the cash infusion. The information is provided in the 5500 documents.
23.
Q: Technical Crew Chiefs Training Instructors Work (Certain Cities; i.e.: ORD ) being transferred to St. Louis Management Instructors: Notified the International requesting their assistance in securing our long history of our Technical Crew Chiefs Training work, as past practice and within their scope within the contract and should not be accomplished by management personnel. Pending- awaiting response from International, hopefully resolved with discussions if not, a 29d System Grievance would be filed.
Is this why Training Tech Crew chiefs were laid off through out the system? We were told it was due to the reduced training requirements.
A: International rep Bobby Gless filed a 29d on the issue. Local 562 also is awaiting Arbitrators answer on similar issue.
24.
Q: Why did the International report that the Joint committee accepted the Tentative Agreement when the Tech Specialist group failed to Ratify?
Vote Loud - TWU
A. The Joint Committee ratified as a flow thru with each Negotiating Committee negotiating the concessions separately. Each group would be impacted individually if we entered into Bankruptcy. The contracts that did not ratify would not be covered under the 11c protection.
D. Pre-concession Talks President’s Council Issues:
1.
Q: Eclat Consulting, the International requested all the management staffing and pay information along with comparative analysis with DAL, SWA, NWA.
A: It was reported at the 2/03 Presidents Council that Eclat could not obtain comparative information from the other airlines.
2.
Q: Maintenance Update: Jump-seat issue- still awaiting final status with company. Still waiting for Huffman to produce the letter, from the FAA waiving liability of the mechanics who are signing for their work on life vests and Fleet Service is not. AMT’s will ASAP Vests and discard pencil whipped security checks. Also with the “new†agreement midnight cabin work is being contracted out will the AMT’s who should be doing the security check now be doing it?
A: Jumpseat issue was rejected again by FAA and AA
- - The company has still not agreed on the Waiver for AMT’s
- - Fleet should still be doing security inspection in the morning
3.
Q: AMT, who was commuting was arrested under the new TSA order for having a used steak knife in his lunch. Is there any recourse for airline employees?
A: What is your request? We (TWU International) hired an attorney to represent and assist the STL Member on the civil matter, and we also followed up with the FAA and TSA in expunging all charges from the AMT’s record.
4.
Q: Line RO committee needs to be set up, much like the bases to monitor maintenance going overseas; as well as, vendors and contracting out.
A: Let’s get the facts straight. The International scheduled separate meetings to establish the RO committee for the Line and the Base, and only the Base Representatives attended the meetings.
5.
Q: ID/TD forms distributed by the Company during reductions – the error was pointed out to the company needs a follow-up.
TWU - The Strength at American
A: The above is a statement not a question – We need specific information on issue. (BG)
6.
Q: Layoff of protected employees in LAX, replaced by protected employees from other stations. No reduction of unprotected employees. The previous layoff; people hit the street. Another layoff occurred people bumped in some with less seniority than the people on the street and the Company absorbed them; Created vacancies without giving the guys on the street a recall. Consensus – wrong, needs to be fixed - follow-up
A: We need specifics on member or members that have been impacted.
7.
Q: System Seniority/Sharp System. Big problems: doesn’t produce a list that conforms to the master seniority list.
A: We are supplied the Seniority List per the contract requirements, and there is no time limit placed on corrections.
8.
Q: TransAmerica has been dropping employees after they retire.
A: We will need some names and examples in order to follow-up. Keep in mind if the premiums are not sent in to the Insurance Company, the individual will be dropped.
9.
Q: SuperSaver: How can they arbitrarily decide to withdraw the stock purchase option and liquidate the Stock that you have purchased?
A: The financial company that handles the Supersaver decided to stop contributions to the stock fund.
10.
Q: Recent RIF in A/C Maintenance 14 AMTs 20 heads total – no management reductions. When is the proportionate amount of management going to be laid off?
A: We have no contractual obligation to demand Management reductions.
11.
Q: Force majeure 29D update: worth about 620 million, no date announced. Question: who are or were all the attorney’s that worked on this case. Gary would get the names to Don with a breakdown on how they came up with the 620 Million dollar figure.
A: This is a complex case, and we have discussed the status report at numerous Presidents Council meetings. TWU International retained the firm Cohen, Weiss and Simmon LLP (NY). They were retained as general counsel on the case, and attorney Russ Hollander was in charge. In late February, we were notified that the law firm had a conflict of interest and had to terminate their agreement. We then retained the firm of Bredhoff and Kaiser LLP (DCA). Two attorneys have been assigned to our case, and Jeff Freund is the lead counsel in charge. There has been no specific dollar amount calculated as the amount increases everyday for the members that were impacted. Prior to the hearing date, they will have a specified settlement amount. The case has not been re-scheduled as we were going through the reorganization process, and the case would be a moot point in bankruptcy. As we have reported numerous times at the Presidents Council Meetings, we are awaiting the arbitration decision on the APA case, as it is critical to our case. The APA case is on hold pending legal briefs.
12.
Q: Company Seniority while awaiting AOA ID Badge – there was supposed to be a letter.
A: Checked with Gary Yingst, and we are not aware of any letter.
13.
Q: Cost breakdown on Flex Benefit increases; the total cost increase incurred by our members year over year. – asked for this last president’s council (year over year since 2000). Including, “benefit dollars†as per the Agreement.
A: It was reported at the last council that Benefit dollars would be on next year’s “FLEX†statements; AA has committed to do this. All presidents receive a yearly report by Pat Rice on the benefit information. This was supplied for the 2002/2003 year increase at the 2/5/2003 Presidents Council.
14.
Q: Would a serious illness qualify as a ‘Life Event’; qualifying the employee to switch Health Insurance during the mid term?
A: “Life event is clearly spelled out on Jetnet,†illness does not qualify.
15.
Q: CAS Ontario owned by an AA Pilot, He sends his contract maintenance people around to monitor the AA AMTs. It seems that we are in competition for our own work. Is there something that be done about this? Can the Pilot do this; is it a violation of AA rules and regulations?
A: Bobby Gless had discussed the issue with Greg Hall.
The APA was notified and has discussed the issue with their member.
The affected President was notified of the issue.
16.
Q: Pension - Was there a deposit made to the TWU Pension? Need documentation of the deposit – preferably an SEC report.
A: As stated in a previous question, the Deposit will be reflected in the form 5500.
17.
Q: Jeff Campbell said at the emergency PC meeting that he ‘could through something together; interim information (form 5500) for the presidents - follow-up.
A: As stated in a previous question, there is no interim form 5500. The company files the form annually on a year over year basis.
18.
Q: Pension Calculation for outgoing members not accurate.
A: If the calculation is not accurate the Local will have to request the information from the retiree in order to follow up.
19.
Q: ASAP – where’s the new MOU/ Paul said he would get it from Zerm and send it out. I Had it at the last pc;
A: The official signed document has not been forwarded to the ATD from the FAA office in Washington. Once received we will send it out to the Locals. We checked with ASAP System Coordinator Jerry Zerm, and he has working copy.
20.
Q: What happened to the “elevated†ASAP for the Stock Clerk (Garrett from 18 months ago? No one has reported back.
A: Checked with Jerry Zerm, and he had already discussed this with Don Videtich. The case was not accepted into ASAP program.
21.
Q: 29(d)’s – update, schedule? Please forward a list of tentative dates.
A: Severance – G. Yingst -Settled
Tech Crew Chief (562) - Pending arbitration decision
12M transfer to AMT- Yingst Settled
AMT jump seat authority – Gless – Open
Title I Title II work - Yingst/Conley – Open
FSC scope - Yingst/Conley - Open
Shift Bid procedures - Yingst/Conley - Open
Force Majeure - Bredhoff and Keiser – Open
Aircraft Cleaners station protection (Local 562) – Little -Settled
In addition, the following Locals have Presidential cases open:
Local 567
Reduction in force procedures- Petersen - Open
12,500 payment – Petersen – Open
Contacting out MBV – Petersen- Open
Local 565
Good Friday – Videtich - Open
Overseas work – Videtich- Open
Paycheck distribution – Videtich - Open
Local 513
Terminal B contracting – Gillespie - Open
BMO letter – McCoy- Settled
22.
Q: Retiree Benefit Plan: Employees represented by the TWU. Should shift differential be considered pension-able compensation? If so, the pension benefit plan that was mailed out is wrong.
A: The Company has explained that numerous times. The differential is pensionable, but it is not reflected in the pension statement.
23.
Q: Discussion followed, in the M&E negotiations, when discussing the definition of ‘base pay’ in Article 2 it was specifically mentioned that everything added to the ‘chart rate’ was meant to for pension calculation.
A: That is correct per the CBA.
24.
Q: Retirement counselors that conduct exit interviews, there is not enough. Our members are waiting upwards of 6 weeks to get pension estimates and then forever to get an exit interview-moreover we need to keep these counselors.
A: Question was answered by Representative Bobby Gless on 3/5/2003. Company has put on more staff to assist, inform Bobby if problem still exists. As of today, no President has contacted him for further assistance.
25.
Q: Pension Q&A for our members concerned about Bankruptcy Art has been forwarded one from the IAM that we need to put out something similar also need answers to the retiree medical questions and survivor benefits and social security off sets.
A: As you know, the restructuring agreement made no change to our current defined Pension Plan. The International has responded to the questions regarding the pension’s impact should AA file for banckrupcy months ago. Attached is a copy of the previous Q&A from our pension consultants.
26.
Q: Need an accurate ASM report with all the carriers feeding AA.
A: We are scheduled to receive our next updated ASM report by July 1, 2003.
27.
Q: UAL- in Bankruptcy requesting to send their overhaul work over seas, need to get with TTD AFL IAM IBT and get on this. Tulsa spent 1 million on fighting Right to Work in Oklahoma, we should seriously look at doing something, we are about to lose our overhaul in the near future unless we get on the ball.
A: Jim Little wrote to AFL-CIO President, John Sweeny, and the TTD on the issue of overseas work. As a result, all TTD affiliates (TWU, IBT, IAM and ALPA) have established a task force. International Rep - Bobby Gless attended the meeting in DCA with the AFL-CIO representing the TWU. President Sonny Hall has also written to key FAA and DOT principles. In reference to TULSA, the Right to work issue has no barring on the overseas work. Tulsa has always had a strong voice in OKA politics. It was our understanding that the Local would match dollar for dollar up to $1 million.
Questions & Answers
Open Items and Issues Affecting Members
1. 1. American Corporate:
1. Q: It was reported in the news that American had discovered 2 billion dollars in unencumbered assets, is there any truth to the story?
A: We have not seen any such news reports. At the monthly financial status or the stockholders meeting with AA, there were no unencumbered assets reflected.
2. Q: Is the company extinguishing their (SERP) Retirement plan and returning the moneys back to the corporation? Are we as a union taking that position?
A: The Company has claimed it does not have the legal authority to return withdrawn moneys contributed to the SERP. We, as a Union, have taken the position, and will continue to take the position, that the contributions made in anticipation of bankruptcy to the SERP should be returned
3. Q: What exactly are we doing to assert our position to make sure the Company returns the funds back to the corporation besides just saying it? Has our attorney’s looked into whether the company has the legal authority to return withdrawn moneys contributed to the SERP?
A: The ATD requested a letter to be sent to AA Board of Director, Michael Miles, who chairs the Compensation Committee. We also had Bobby Gless and a number of TWU stockholders attend the Shareholders Meeting to request full disclosure of this issue and asked that those moneys be returned. We hope to see action taken by the Board of Directors. There is no legal requirement to return the SERP money. (The SERP is funded at 60%)
4. Q: With all that has transpired in the last two weeks and the fact that the agreements were not actually signed until last Friday, what is the stock price on the options that our members will receive?
A: $5.00
5. Q: Per Jim Little's request, in his letter (dated May 15, 2003) to Jim Weel asking him why our members were not afforded the ability to secure their shares at $3.52 per share, does this change our position on the actual granting price?
A: Once we receive a response from AA regarding the difference in the SEC filing, we will determine our position.
6. Q: In addition to the above question, do our members that are laid off still receive their option shares? It was portrayed to us that the shares would go with us even if we left the company, I have a lot of laid off members asking me when they will get their option sheets and where is the plan document? We need this in writing.
A: The question is in two parts. If members are laid off or retire, they will receive the stock options. If the members are terminated prior to vesting, they will not receive the options. The plan documents that where filed with the SEC are not finalized yet. As you know, we already sent a follow up letter to the Company reaffirming our request.
Empower the membership
7. Q: With the current AMT reduction in force, at our Presidents Council prior to our negotiations, Mr. Carty made a comment that all reductions to TWU members will also have a proportionate impact on management, what exactly is that impact (by station)?
A: I recall the same commitment (and it was reiterated in bargaining), and we will follow through with Management to understand the impact across the system.
8. Q: The Company should have an idea already, whom are we keeping in touch with at the company to let us know their reduction in force impact? This is a major concern within our membership. As an example at DFW there is have 6 Crew Chiefs on duty at C terminal day shift and have 4 Supervisors and 1 Manager, Also there is have 6 Crew Chiefs on duty at A terminal day shift and 4 Supervisors and 1 Manager. (This is not factoring 4 Crew Chiefs at the hangar 4 Supervisors and 1 Manager) (Wasting Money...) Oh yea there is also 1 level 6 at the hangar and 1 level 6 at the terminal. Yet, there was a reduction of 12 Crew Chiefs.
Note: Prior to the concessionary talks, the ratio of management to line M&E TWU members was 1:6. CC ratio is now 1:11.5 or one Crew Chief for every 2 members of management.
A: Although Mr. Carty made a commitment; he is no longer with the Company. We do not have a breakdown of the management to TWU ratio, and issue is still pending. There is no contractual obligation for the Company to provide Management staffing ratios.
9. Q: In addition to the above question, we were also told we would see the entire management wage and benefit cuts that they will be receiving (prior to us signing ours). Can you get us the specific breakdown of there cuts?
A: Their pay cuts and reductions were posted on Jetnet prior to Don Carty’s announcement of his resignation.
10. Q: We did not get a breakdown off the jetnet showing all the levels of management's and their cuts. Can we get it in writing from the Company and the associated value per annum that the management cuts achieved? Did we do an analysis to ensure their cuts were proportionate to ours?
A: There is no contractual requirement. We cannot do an analysis, as we have not received any management data. The Company will NOT give us a breakdown on individual management personnel and their respective pay. (We only have the data on the senior management staff.)
11. Q: Since the company fiasco, did we receive anything in writing from the Company that would assure us that management would not have compensation packages i.e. back door bonuses, incentive payouts, long term incentive plans etc. over and above their normal compensation? Moreover, did the company ever commit to not receiving bonuses on the implementation of our consensual agreements?
A: Yes.
12. Q: Can I get a copy of what we received in writing that covers all the areas of compensation stated in the above question?
A: See attached letter on the incentive plan that was previously provided to the Locals.
Injustice to one, is an injustice to all
B. TWU International Issues:
1.
Q: By what authority did the International consummate (sign) the recent agreement in M&R and Stores?
A: By membership ratification.
2.
Q: Did they sign the agreement utilizing the provisions of the constitution? If so, where at in the constitution?
A: Article XXlV.
3.
Q: Since the International made (positive) changes to the agreement, which affect hours of work, pay and working conditions. Since the items improved are of the major dispute category under the RLA. Shouldn’t the Maintenance and Related committees voted on those changes and if not why? In addition, who negotiated with the company to obtain these positive changes?
A: First, we do not agree with the above statement. The Ratification process was not impacted by the improvements made on April 24, 2003. In addition, there were NO contract negotiations that took place after the April 15, 2003 ratification. During the meetings held at the DFW Hyatt Hotel (after the bonus fiasco) with Don Carty, Gerard Arpey and the APA, APFA and TWUA, Don Carty wanted to know what would he have to do to make amends for the situation he caused regarding the bonuses. All three Unions agreed that we needed to have a control over Senior Management pay and bonuses. It was determined to have Senior Management pay tied to our members pay, and, therefore, Management agreed to provide us with the same incentive plan provided to their Managers. The other issue was the length of the CBA and the Company agreed to open negotiations after three years. None of these improvements were inconsistent with the basic agreement. This was previously issued in an IMMEDIATE ATTENTION letter from ATD Director, Jim Little, on April 24, 2003 (see attached).
4.
Q: We need the station breakdown on the recent vote results; we know that the stations had a required field. Even if the AAA cannot break it down tell them to give us the entire results report and we will accomplish the breakdown.
A: Before the vote, we asked each Local to give us a database with its membership so we could do a Local-by-Local breakdown. Only Local 565 responded. When the other Locals respond, we can do a system breakdown.
5.
Q: Did the International request all the locals to respond with the information needed so you can get the breakdown accomplished, this is besides what Gary Yingst sent out? A request that is clear to all the local presidents requesting the information because you want to get the breakdown accomplished.
A: See attached letter from David Moses.
6.
Q: On a phone conference last week regarding the April 24th Letter, Gary Yingst had stated that more than just 565 had sent their electronic lists in, Who has not?
A: See attached letter from David Moses.
TWU Proud
7.
Q: Will the International reps be taking comparable pay cuts? Also, will their holidays and medical and other provisions of the jobs be adjusted to be comparable to the “new†AA agreement?
A: As outlined in Article V of the Constitution, the International pay is adjusted by the International President based on pay negotiated in combined contracts covering more than 500 members. As far as Medical and Holidays, the International medical plan and Holidays are not as lucrative as AA and some of our staff remain in the AA plan as recently negotiated in 2001 CBA. The ATD office was open on Good Friday and Memorial Day.
C. Post 2003 Agreement application issues:
1.
Q: Recent reduction In Force: A meeting was held at the International ATD office in DFW on Wednesday, May 14 to discuss the inconsistencies with the recent round of layoffs. Unfortunately, no argument or testimonials could be made to ultimately force the company to alter its course of action and redo the lay off. Within the Union contingent there was adamant disagreement on positions, the Tulsa representatives believed leaving the list in the “broad†state would ensure an accurate layoff, due to the process of going through the bump sheets. We believe the company is incorrect and they should have “shrunk†the juniority list accordingly, to reduce the amount of mechanics targeted for possible displacement, which they did not do. Jim Little was asked his position and he stated “I have to agree with the former International Representatives and their position of shrinking the lists as much as possible to lessen the impact on our members†then he was asked if we would file a “29D†system grievance he stated “yesâ€. Pending 29d Grievance- Presidents Council?
A: As previously stated, if it was determined that the process was inconsistent with the 94 RIF. As agreed to by the Line and the Bases, we would file a 29d if the company would not change the process. We are currently waiting for the company to rebuild the 94 RIF with the retained data, as both John McDonald (514) and Bob Van De Loo (565) stated that the 94 RIF was done correctly. Jim Little checked with John Orlando and Ed Koziatek. Both have a different interpretation of the prior RIF. Gary Yingst will discuss at the next Presidents Council Meeting.
2.
Q: WARN ACT (Workers Adjustment and Retraining Notification) Per the WARN Act the Company has to notify employees that are being laid off within a certain time frame, there are certain requirements dictated by the law we have a local attorney looking into the issue for a possible lawsuit filing. Pending- Waiting for Attorney recommendations, once all lay off information from American Airlines is received.
A: We agree with your statement, we have not been contacted by your local attorney.
3.
Q: Severance Pay out- Reduction in Force :The Company has taken the position to pay our brothers and sisters that are being laid off their severance in monthly installments in lieu of ‘immediately’ as has been done in the past and is stated in our collective bargaining agreement. This action is another in a line of bad decisions by American Airlines management. Fortunately, this time the Texas payday law covers such an event for employees’. The TWU has contacted our attorney to file a lawsuit against American Airlines for the immediate payment of severance. I have attached below the state law that covers final pay. Pending Lawsuit (All Members Affected by the Company not paying the severance immediately need to fill out a State of Texas Wage Claim at the Union Hall). Lawsuit withdrawn Pending expedited arbitration.
A: A resolution to the grievance filed by the International was resolved, and AA will pay the lump sum.
Participate
4.
Q: Pay Period April 26-May 9 2003 Members received incorrect pay:
Members that had Thursday May 1, 2003 or Friday May2, 2003 as days off were incorrectly paid when the implemented the “new†pay rate.
Those employees were shorted the difference between the old and new rate either 8 to 16 hours or 10 to 20 hours of pay. Pending- Entire list of employees affected forwarded to the International for Payroll correction- still waiting.
A: The International responded as of Monday of this week - all pay that was short last check would be on the May 23, 2003 paycheck. If there are additional errors, the Local should submit the names to the company for resolution.
5.
Q: Avionics and General Crew Chiefs being laid off in the recent RIF: Currently in Miami, New York, Los Angeles, San Francisco and San Jose the company is utilizing General A&P Crew Chiefs to assign avionics personnel and has crews that do not have a crew chief’s assigned to them in their work areas.
A: This issue is pending local grievances and arbitration, if required.
6.
Q: Can we have a special one-time self-demotion of Crew Chiefs within each station prior to Reducing C/C this is important?
A: The TWU recommended that the one-time self-demotion period be opened up for this RIF, but AA rejected the recommendation. Next self-demotion period will be per the contract.
7.
Q: We realize that we tried, but we were under the impression that there was not enough time to get a self-demotion process accomplished prior to the RIF; and that we would go ahead and implement one right after the RIF, so all the Crew Chiefs (which we have a few) that still want to demote can, and not wait until it is permissible under the contract. Can we have a self-demotion process as soon as possible?
A: The issue will be brought up at the next Presidents Council meeting, and if approved, International Representative, Bobby Gless, will discuss waiving the contract language with the newly appointed VP of Maintenance.
8.
Q: In reference to the holiday provision what is our position with the Good Friday holiday, specifically; our guys have already been awarded HO and have made plans and since there is no possible way for 7 (seven) days notice of schedule change. Are we agreeing then to waive the 7-day notice? Or would the Company consider allowing this Good Friday to be the last one? This would be for the reasons stated above.
TWU – Dead Serious
A: The recent events over the “bonus fiasco†and the hold up of the signing of the agreements created a problem, therefore, we planned to file an International 29D on the issue. (This change to the agreement took place on 4/15/03. Because of this, the answer is outdated, and the 29D did not go foreword).(BG)
9.
Q: What does this answer mean? Are we not going forward and if not why?
A: As you know, the International had refused to sign off on the ratification of April 15th due to the (Don Carty) Senior Management retention bonus fiasco. At the time, without knowing if the bonus issue would be resolved, we had planned on filing a 29D on the Good Friday holiday.
10.
Q: After executing the current proposals headcount reductions exactly how is the system protection date going to be established? Does it not have to be established once the layoffs are completed? In addition, is there a deadline for the company to complete this provision?
A: The RIF number is the number we received and credited for in the upcoming RIF’s. The date is established in the contract as 9/24/98.
11.
Q: How did this arbitrary date happen, this was not negotiated and by going with this process it is flawed. We could have AMTs still working that do not recover their system protection. The only thing we discussed was lifting the protection to allow a layoff and then reinstating the system protection back to March of 2001, to include being recalled when their system protection was recovered and not lose it forever, which the company rejected. Who discussed this arbitrary date and process and who agreed to it?
A: It was not arbitrary. This is what was agreed to by the Negotiating Committee in the re-organization. The letter was posted on the ATD website.
12.
Q: Further, AMTs are getting laid off with greater seniority than the September 28th 1998 date, and bumping the system, they are being told that they are not entitled to the 12.5K? Why?
A: This is what the Negotiating Committee agreed to at the last round of re-organization. (Same letter as above.)
13:
Q: With the changes to Article 41 “Benefits†and the lifting of the Pilots Me Too clause is there any way the company can shift cost increases to the managed care plan (POS) to make up increases, in other words would our members be in better shape going to the traditional 80-20 plan instead of the point of service (managed care)? Can the International benefit people due a cost analysis on what plan would be better for our members?
VOTE: Sometimes it takes a four letter word!
A: Should be requested at a President’s Council Meeting.
14:
Q. Can you please put this on the next P.C. agenda? Moreover, with the new letter of commitment on medical cost savings will we allow our benefit coordinators to be part of any process to discuss our medical? On Jetnet (May 12, 2003), there was a reference that the company met with the unions to discuss medical benefits for 2004, whom are they speaking of?
A: No, the Jetnet may have referred to the APA or APFA on any meetings prior to May 21, 2003. Our consulting firm, Segal, met with the Company on May 21, 2003 to receive information on the current and proposed plan.
15.
Q: On the “Special Procedure for change†clause, how does the international foresee any suggested changes being brought forward?
A: Have not discussed any changes at this time. This is a matter that will be discussed with Presidents.
16.
Q: Is it safe to assume that will be the topic of the new scheduled Maintenance and Related Negotiation Meeting May 29, 2003?
A: Yes.
17.
Q: What is the status of our Pre-funding trust? In other words how solvent is it? In addition, is our pre-funding trust separate from the other groups on the property?
A: Our prefunding trust is solvent and separate from all.
18.
Q: Can we get the actuary report that shows amount of eligible members and anticipated future members and the actual funds within the trust along with their formula they used to calculate their findings?
A: Yes.
Danger: Informed union member!
19.
Q: What is the status with the Company providing us a mini 5500 report showing the status with our pension funds? They had committed to do so last November (Jeff Campbell).
A: We will discuss getting a quarterly or half-year report with the Company.
20.
Q: The company committed to us that they would develop that report, didn’t they? They need to provide it. We don’t need to discuss anything on it.
A: As stated, the Company has not provided a mini 5500. There is no contractual obligation to provide this other than the full report on an annual basis.
21.
Q: We were under the impression that the company needed to have a ratified agreement no later than April 15, 2003, this was due to pension payments were due. What was the payment due and what was contributed to all pension plans? Moreover, what was contributed to our TWU pension plan?
A: The payment was due and paid on April 16. Approximately $85 million was paid into AA Employee Pension Plans. Until we review the 5500, we will not be sure what percentage was paid into TWU Plans.
22.
Q: Can you please get the documentation of their contribution that reflects the day that they paid it and how much?
A: There are no documents filed with the cash infusion. The information is provided in the 5500 documents.
23.
Q: Technical Crew Chiefs Training Instructors Work (Certain Cities; i.e.: ORD ) being transferred to St. Louis Management Instructors: Notified the International requesting their assistance in securing our long history of our Technical Crew Chiefs Training work, as past practice and within their scope within the contract and should not be accomplished by management personnel. Pending- awaiting response from International, hopefully resolved with discussions if not, a 29d System Grievance would be filed.
Is this why Training Tech Crew chiefs were laid off through out the system? We were told it was due to the reduced training requirements.
A: International rep Bobby Gless filed a 29d on the issue. Local 562 also is awaiting Arbitrators answer on similar issue.
24.
Q: Why did the International report that the Joint committee accepted the Tentative Agreement when the Tech Specialist group failed to Ratify?
Vote Loud - TWU
A. The Joint Committee ratified as a flow thru with each Negotiating Committee negotiating the concessions separately. Each group would be impacted individually if we entered into Bankruptcy. The contracts that did not ratify would not be covered under the 11c protection.
D. Pre-concession Talks President’s Council Issues:
1.
Q: Eclat Consulting, the International requested all the management staffing and pay information along with comparative analysis with DAL, SWA, NWA.
A: It was reported at the 2/03 Presidents Council that Eclat could not obtain comparative information from the other airlines.
2.
Q: Maintenance Update: Jump-seat issue- still awaiting final status with company. Still waiting for Huffman to produce the letter, from the FAA waiving liability of the mechanics who are signing for their work on life vests and Fleet Service is not. AMT’s will ASAP Vests and discard pencil whipped security checks. Also with the “new†agreement midnight cabin work is being contracted out will the AMT’s who should be doing the security check now be doing it?
A: Jumpseat issue was rejected again by FAA and AA
- - The company has still not agreed on the Waiver for AMT’s
- - Fleet should still be doing security inspection in the morning
3.
Q: AMT, who was commuting was arrested under the new TSA order for having a used steak knife in his lunch. Is there any recourse for airline employees?
A: What is your request? We (TWU International) hired an attorney to represent and assist the STL Member on the civil matter, and we also followed up with the FAA and TSA in expunging all charges from the AMT’s record.
4.
Q: Line RO committee needs to be set up, much like the bases to monitor maintenance going overseas; as well as, vendors and contracting out.
A: Let’s get the facts straight. The International scheduled separate meetings to establish the RO committee for the Line and the Base, and only the Base Representatives attended the meetings.
5.
Q: ID/TD forms distributed by the Company during reductions – the error was pointed out to the company needs a follow-up.
TWU - The Strength at American
A: The above is a statement not a question – We need specific information on issue. (BG)
6.
Q: Layoff of protected employees in LAX, replaced by protected employees from other stations. No reduction of unprotected employees. The previous layoff; people hit the street. Another layoff occurred people bumped in some with less seniority than the people on the street and the Company absorbed them; Created vacancies without giving the guys on the street a recall. Consensus – wrong, needs to be fixed - follow-up
A: We need specifics on member or members that have been impacted.
7.
Q: System Seniority/Sharp System. Big problems: doesn’t produce a list that conforms to the master seniority list.
A: We are supplied the Seniority List per the contract requirements, and there is no time limit placed on corrections.
8.
Q: TransAmerica has been dropping employees after they retire.
A: We will need some names and examples in order to follow-up. Keep in mind if the premiums are not sent in to the Insurance Company, the individual will be dropped.
9.
Q: SuperSaver: How can they arbitrarily decide to withdraw the stock purchase option and liquidate the Stock that you have purchased?
A: The financial company that handles the Supersaver decided to stop contributions to the stock fund.
10.
Q: Recent RIF in A/C Maintenance 14 AMTs 20 heads total – no management reductions. When is the proportionate amount of management going to be laid off?
A: We have no contractual obligation to demand Management reductions.
11.
Q: Force majeure 29D update: worth about 620 million, no date announced. Question: who are or were all the attorney’s that worked on this case. Gary would get the names to Don with a breakdown on how they came up with the 620 Million dollar figure.
A: This is a complex case, and we have discussed the status report at numerous Presidents Council meetings. TWU International retained the firm Cohen, Weiss and Simmon LLP (NY). They were retained as general counsel on the case, and attorney Russ Hollander was in charge. In late February, we were notified that the law firm had a conflict of interest and had to terminate their agreement. We then retained the firm of Bredhoff and Kaiser LLP (DCA). Two attorneys have been assigned to our case, and Jeff Freund is the lead counsel in charge. There has been no specific dollar amount calculated as the amount increases everyday for the members that were impacted. Prior to the hearing date, they will have a specified settlement amount. The case has not been re-scheduled as we were going through the reorganization process, and the case would be a moot point in bankruptcy. As we have reported numerous times at the Presidents Council Meetings, we are awaiting the arbitration decision on the APA case, as it is critical to our case. The APA case is on hold pending legal briefs.
12.
Q: Company Seniority while awaiting AOA ID Badge – there was supposed to be a letter.
A: Checked with Gary Yingst, and we are not aware of any letter.
13.
Q: Cost breakdown on Flex Benefit increases; the total cost increase incurred by our members year over year. – asked for this last president’s council (year over year since 2000). Including, “benefit dollars†as per the Agreement.
A: It was reported at the last council that Benefit dollars would be on next year’s “FLEX†statements; AA has committed to do this. All presidents receive a yearly report by Pat Rice on the benefit information. This was supplied for the 2002/2003 year increase at the 2/5/2003 Presidents Council.
14.
Q: Would a serious illness qualify as a ‘Life Event’; qualifying the employee to switch Health Insurance during the mid term?
A: “Life event is clearly spelled out on Jetnet,†illness does not qualify.
15.
Q: CAS Ontario owned by an AA Pilot, He sends his contract maintenance people around to monitor the AA AMTs. It seems that we are in competition for our own work. Is there something that be done about this? Can the Pilot do this; is it a violation of AA rules and regulations?
A: Bobby Gless had discussed the issue with Greg Hall.
The APA was notified and has discussed the issue with their member.
The affected President was notified of the issue.
16.
Q: Pension - Was there a deposit made to the TWU Pension? Need documentation of the deposit – preferably an SEC report.
A: As stated in a previous question, the Deposit will be reflected in the form 5500.
17.
Q: Jeff Campbell said at the emergency PC meeting that he ‘could through something together; interim information (form 5500) for the presidents - follow-up.
A: As stated in a previous question, there is no interim form 5500. The company files the form annually on a year over year basis.
18.
Q: Pension Calculation for outgoing members not accurate.
A: If the calculation is not accurate the Local will have to request the information from the retiree in order to follow up.
19.
Q: ASAP – where’s the new MOU/ Paul said he would get it from Zerm and send it out. I Had it at the last pc;
A: The official signed document has not been forwarded to the ATD from the FAA office in Washington. Once received we will send it out to the Locals. We checked with ASAP System Coordinator Jerry Zerm, and he has working copy.
20.
Q: What happened to the “elevated†ASAP for the Stock Clerk (Garrett from 18 months ago? No one has reported back.
A: Checked with Jerry Zerm, and he had already discussed this with Don Videtich. The case was not accepted into ASAP program.
21.
Q: 29(d)’s – update, schedule? Please forward a list of tentative dates.
A: Severance – G. Yingst -Settled
Tech Crew Chief (562) - Pending arbitration decision
12M transfer to AMT- Yingst Settled
AMT jump seat authority – Gless – Open
Title I Title II work - Yingst/Conley – Open
FSC scope - Yingst/Conley - Open
Shift Bid procedures - Yingst/Conley - Open
Force Majeure - Bredhoff and Keiser – Open
Aircraft Cleaners station protection (Local 562) – Little -Settled
In addition, the following Locals have Presidential cases open:
Local 567
Reduction in force procedures- Petersen - Open
12,500 payment – Petersen – Open
Contacting out MBV – Petersen- Open
Local 565
Good Friday – Videtich - Open
Overseas work – Videtich- Open
Paycheck distribution – Videtich - Open
Local 513
Terminal B contracting – Gillespie - Open
BMO letter – McCoy- Settled
22.
Q: Retiree Benefit Plan: Employees represented by the TWU. Should shift differential be considered pension-able compensation? If so, the pension benefit plan that was mailed out is wrong.
A: The Company has explained that numerous times. The differential is pensionable, but it is not reflected in the pension statement.
23.
Q: Discussion followed, in the M&E negotiations, when discussing the definition of ‘base pay’ in Article 2 it was specifically mentioned that everything added to the ‘chart rate’ was meant to for pension calculation.
A: That is correct per the CBA.
24.
Q: Retirement counselors that conduct exit interviews, there is not enough. Our members are waiting upwards of 6 weeks to get pension estimates and then forever to get an exit interview-moreover we need to keep these counselors.
A: Question was answered by Representative Bobby Gless on 3/5/2003. Company has put on more staff to assist, inform Bobby if problem still exists. As of today, no President has contacted him for further assistance.
25.
Q: Pension Q&A for our members concerned about Bankruptcy Art has been forwarded one from the IAM that we need to put out something similar also need answers to the retiree medical questions and survivor benefits and social security off sets.
A: As you know, the restructuring agreement made no change to our current defined Pension Plan. The International has responded to the questions regarding the pension’s impact should AA file for banckrupcy months ago. Attached is a copy of the previous Q&A from our pension consultants.
26.
Q: Need an accurate ASM report with all the carriers feeding AA.
A: We are scheduled to receive our next updated ASM report by July 1, 2003.
27.
Q: UAL- in Bankruptcy requesting to send their overhaul work over seas, need to get with TTD AFL IAM IBT and get on this. Tulsa spent 1 million on fighting Right to Work in Oklahoma, we should seriously look at doing something, we are about to lose our overhaul in the near future unless we get on the ball.
A: Jim Little wrote to AFL-CIO President, John Sweeny, and the TTD on the issue of overseas work. As a result, all TTD affiliates (TWU, IBT, IAM and ALPA) have established a task force. International Rep - Bobby Gless attended the meeting in DCA with the AFL-CIO representing the TWU. President Sonny Hall has also written to key FAA and DOT principles. In reference to TULSA, the Right to work issue has no barring on the overseas work. Tulsa has always had a strong voice in OKA politics. It was our understanding that the Local would match dollar for dollar up to $1 million.
Decision 2004
Veteran
- Mar 12, 2004
- 1,618
- 0
TWU and JIM LITTLE
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WHAT A FRIGGIN FARCE!
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WHAT A FRIGGIN FARCE!
Ken MacTiernan
Veteran
cio,Checking it Out said:
"It takes alot to put forth the extra effort to get involved! Believe me I know!"
How would we know what you do since your identity remains hidden behind an alias? And when you say get involved do you mean get involved like Bob Owens and Chuck Schalk did. You know, get involved for the better protection of your members? Or get involved like teamtwu and chant "Scab! Scab! Scab!" from behind a coffin?
The twu's days are numbered at AA. The international will NEVER change.
Why is little and gang saying let's come together and fight to get back what we gave up? little and gang should never have given anything up because it was not worth it. If it was worth it why should we fight to get it back?
The twu was, is and remains skilled Aircraft Maintenance Technican's worse enemy.
Thrustfuljet
Advanced
- Feb 9, 2004
- 132
- 0
With the twu concession package, (As Jim Little put it "More then adequate concessions") Why would management give anymore concessions? We covered what management didn't have to with the "More then adequate" part.
