Where the hell you been? I have been suggesting all of you, since the merger announcement, to write the NMB and ask all the questions you have. but Nooooo, everybody wants to be spoon fed and take the 2 unions TWU/IAM for their word. Like I said you guys will get what you deserve if you do not do your own homework and gather your own information, and yes I will be here to tell you "I told you so"...chellow said:
TWU and IAM representation alliance vote
- Thread starter chellow
- Start date
- Status
Agree with you here. It very well may get nego or at least talked about, but, as you say they won't get both. As I suggested before, pretty sure the co will try to push the 401K in place of pension, which was why all along the co pulled the 401K for the raise from AA mechs to use it as a tool for the JCBA. Just my thoughts though...WeAAsles said:
BigMac
Veteran
http://twu514.org/blog/2014/08/07/preferential-hiring-of-twu-members-at-us-airways-letters-of-agreement/#mechanic_and_related
Preferential Hiring of TWU members at US Airways Letters of Agreement Published on August 7th, 2014 Written by: Al Ball
LETTER OF AGREEMENT between AMERICAN AIRLINES, INC. and US AIRWAYS, INC. and the MECHANIC AND RELATED EMPLOYEES (excluding Planners, Maintenance Control, Stores, QA, Tech Doc, Material Specialists) in the service AMERICAN AIRLINES, INC. and US AIRWAYS, INC. as represented by the TRANSPORT WORKERS UNION OF AMERICA and the INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS
THIS LETTER OF AGREEMENT is made and entered into in accordance with the provisions of the Railway Labor Act, as amended (the Act), by and between Legacy American Airlines, Inc. (American), Legacy US Airways, Inc. (US Airways) collectively (the Airline Parties), and the Mechanic and Related employees in the service of US Airways as represented by the International Association of Machinists and Aerospace Workers District 142 (IAM), and the Mechanic and Related employees in the service of American as represented by the Transport Workers Union of America, AFL-CIO (TWU). All parties are collectively referred to as (the Parties).
WHEREAS, effective December 9, 2013, American and US Airways became subsidiaries of American Airlines Group; and
WHEREAS, the Airline Parties intend that Legacy American and Legacy US Airways will continue to operate with separate Mechanic and Related work groups, under their respective collective bargaining agreements until the two Mechanic and Related workforces are integrated under a Joint collective bargaining agreement and a single, combined seniority list;
WHEREAS, the Parties intend during the Interim Period to provide employment opportunities to Mechanic and Related employees of LAA who possess recall rights (from layoff or displacement) the opportunity to fill an LUS un-bid external vacancy at the station to which they have recall rights; and to provide for LUS Mechanic and Related employees previously displaced, furloughed or involuntarily reduced from a station, an opportunity to fill a LAA un-bid external vacancy at that previous station;
THEREFORE, the Parties mutually agree as follows:
I. Interim Period
01. The Interim Period is defined as the period beginning as soon as practicable and no later than 30 days following execution of this agreement and ending upon the effective date that the Mechanic and Related employees of American and US Airways are integrated into a combined Mechanic and Related workforce under a joint collective bargaining agreement and integrated seniority list.
02. The respective Mechanic and Related employees of American and US Airways will remain separate during the Interim Period, except as provided for herein, and the American employees will continue to be employed by American and governed by the terms of the American Mechanic and Related TWU collective bargaining agreement (TWU CBA) and the US Airways employees will continue to be employed by US Airways and governed by the terms of the US Airways IAM Mechanic and Related collective bargaining agreement (IAM CBA).
03. Should Legacy US Airways have a Mechanic and Related vacancy during the term of the Interim Period, then prior to hiring a new employee, Legacy US Airways will offer opportunities to mechanic and related employees from LAA who have recall rights from layoff or displacement to the same station as the vacant position.Should Legacy American have a Mechanic and Related vacancy during the term of the Interim Period, then prior to hiring a new employee, LUS Mechanic and Related employees previously displaced, furloughed or involuntarily reduced from the station where the vacancy occurs will have the opportunity to fill the vacancy. Eligible employees may file and/or modify a preferential bid (at any time) indicating their preference to accept a vacancy at a station from which they were displaced, furloughed or involuntarily reduced. Additionally, the company will post actual vacancies for a minimum of seven calendar days prior to filling the vacancy. Vacancies will be awarded to the senior eligible employee with a preferential bid on file at the time the company fills the vacancy.
01. Eligible Mechanic and Related employees will be offered a one-time opportunity. Employees who refuse an opportunity will not be eligible for another opportunity for the same status (Job Classification ex: Line Mtc, Base Mtc or GSE) for which they refused.
02. An offer extended pursuant to paragraph C.l above for employees will be a contingent offer subject to satisfying the following criteria: the employee must satisfy all new hire provisions of the hiring carrier, including, background checks, drug/alcohol testing and other new hire training and security screening requirements.
03. An employee accepting a Mechanic and Related position pursuant to paragraphs C.l and C.2 above will be a new hire employee subject to all employment policies of the hiring airline and all terms and conditions of the collective bargaining agreement except as specifically addressed below. Legacy AA employees, hired at Legacy US will be eligible for applicable Health and Welfare benefits immediately, with the exception of Long Term Disability; which is 60 days. Legacy US employees, hired from furlough at Legacy AA will be eligible for applicable Health and Welfare benefits after 30 days of employment and those hired from an active position will have applicable benefits upon date of employment.
04. An employee accepting a position under these provisions will be placed on the pay step of the hiring airlines applicable pay scale consistent with the employees Occupational (AA) I Classification Pay Date (US) seniority date upon hiring at respective carrier. This provision shall have no impact on the pay step of any other Mechanic and Related employee in the location. Employees who accept a position will not be subject to any new hire probation periods under the applicable collective bargaining agreement.
05. Employees accepting positions will retain recall rights from their original airline for the duration of any remaining recall period and during such time will continue to be eligible for recall as provided for under the respective CBA, except that: 01. Should the employee forfeit recall under the terms of the applicable agreement and continue to be employed by the Airline Parties on the date of Operational Employee Integration, their Classification Seniority will apply as described under paragraph C.6 below;
02. Should an employees recall rights expire while working for the opposite airline, such employee will forfeit all recall rights, However, should the employee continue to be employed by the Airline Parties on the date of Operational Employee Integration, their Occupational/Classification Seniority will apply as described under paragraph C.6 below;
03. An active employee accepting a position under this agreement will be viewed as voluntarily leaving the collective bargaining agreement and will be placed in an inactive status from their respective carrier. Additionally, employees accepting vacancies under these provisions will retain transfer/bid rights, using the current Bid System/transfer system in place at the respective carrier, but will be subject to a nine (9) month stability period during which time they will not be eligible to transfer.
06. At Operational Employee Integration, Mechanic and Related employees who were hired at either Airline Parties under this agreement and continue to be employed by the Airline Parties under the terms of this Agreement, will receive a Mechanic and Related Occupational/Classification Seniority date based on their date of entry into their basic classification at their original airline as determined pursuant to the Agreement Regarding Seniority List Integration signed on April 24, 2013.
07. Employees who are receiving furlough/severance pay and accept employment under these provisions will have such furlough/severance pay cease effective their first day of employment. Additionally, employees who received lump sum or advanced furlough pay will be required to pay back any severance allowance that exceeds the amount of time between the furlough date and their first day of employment under the terms of this agreement.
08. Employees who have accepted employment under these provisions and who subsequently resign from that position, will forfeit all rights for time worked at the hiring airline, however such employees will retain any remaining recall rights under the applicable CBA of their legacy carrier.
09. Employees employed under the terms of this Agreement who are terminated for cause will be considered terminated from both carriers and will be entitled to the grievance provision of the terminating airlines applicable collective bargaining agreement.
01. Operational Employee Integration Operational Employee Integration (OEI) is defined as the time when the Mechanic and Related employees of American and US Airways are integrated into a combined Mechanic and Related employee workforce, under a joint collective bargaining agreement, and when the combined Mechanic and Related employee integrated seniority list becomes effective.
02. Effective Date and Duration of This Agreement will become effective upon the execution by the Parties and will remain in effect up to Operational Employee Integration (OEI).
Preferential Hiring of TWU members at US Airways Letters of Agreement Published on August 7th, 2014 Written by: Al Ball
LETTER OF AGREEMENT between AMERICAN AIRLINES, INC. and US AIRWAYS, INC. and the MECHANIC AND RELATED EMPLOYEES (excluding Planners, Maintenance Control, Stores, QA, Tech Doc, Material Specialists) in the service AMERICAN AIRLINES, INC. and US AIRWAYS, INC. as represented by the TRANSPORT WORKERS UNION OF AMERICA and the INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS
THIS LETTER OF AGREEMENT is made and entered into in accordance with the provisions of the Railway Labor Act, as amended (the Act), by and between Legacy American Airlines, Inc. (American), Legacy US Airways, Inc. (US Airways) collectively (the Airline Parties), and the Mechanic and Related employees in the service of US Airways as represented by the International Association of Machinists and Aerospace Workers District 142 (IAM), and the Mechanic and Related employees in the service of American as represented by the Transport Workers Union of America, AFL-CIO (TWU). All parties are collectively referred to as (the Parties).
WHEREAS, effective December 9, 2013, American and US Airways became subsidiaries of American Airlines Group; and
WHEREAS, the Airline Parties intend that Legacy American and Legacy US Airways will continue to operate with separate Mechanic and Related work groups, under their respective collective bargaining agreements until the two Mechanic and Related workforces are integrated under a Joint collective bargaining agreement and a single, combined seniority list;
WHEREAS, the Parties intend during the Interim Period to provide employment opportunities to Mechanic and Related employees of LAA who possess recall rights (from layoff or displacement) the opportunity to fill an LUS un-bid external vacancy at the station to which they have recall rights; and to provide for LUS Mechanic and Related employees previously displaced, furloughed or involuntarily reduced from a station, an opportunity to fill a LAA un-bid external vacancy at that previous station;
THEREFORE, the Parties mutually agree as follows:
I. Interim Period
01. The Interim Period is defined as the period beginning as soon as practicable and no later than 30 days following execution of this agreement and ending upon the effective date that the Mechanic and Related employees of American and US Airways are integrated into a combined Mechanic and Related workforce under a joint collective bargaining agreement and integrated seniority list.
02. The respective Mechanic and Related employees of American and US Airways will remain separate during the Interim Period, except as provided for herein, and the American employees will continue to be employed by American and governed by the terms of the American Mechanic and Related TWU collective bargaining agreement (TWU CBA) and the US Airways employees will continue to be employed by US Airways and governed by the terms of the US Airways IAM Mechanic and Related collective bargaining agreement (IAM CBA).
03. Should Legacy US Airways have a Mechanic and Related vacancy during the term of the Interim Period, then prior to hiring a new employee, Legacy US Airways will offer opportunities to mechanic and related employees from LAA who have recall rights from layoff or displacement to the same station as the vacant position.Should Legacy American have a Mechanic and Related vacancy during the term of the Interim Period, then prior to hiring a new employee, LUS Mechanic and Related employees previously displaced, furloughed or involuntarily reduced from the station where the vacancy occurs will have the opportunity to fill the vacancy. Eligible employees may file and/or modify a preferential bid (at any time) indicating their preference to accept a vacancy at a station from which they were displaced, furloughed or involuntarily reduced. Additionally, the company will post actual vacancies for a minimum of seven calendar days prior to filling the vacancy. Vacancies will be awarded to the senior eligible employee with a preferential bid on file at the time the company fills the vacancy.
01. Eligible Mechanic and Related employees will be offered a one-time opportunity. Employees who refuse an opportunity will not be eligible for another opportunity for the same status (Job Classification ex: Line Mtc, Base Mtc or GSE) for which they refused.
02. An offer extended pursuant to paragraph C.l above for employees will be a contingent offer subject to satisfying the following criteria: the employee must satisfy all new hire provisions of the hiring carrier, including, background checks, drug/alcohol testing and other new hire training and security screening requirements.
03. An employee accepting a Mechanic and Related position pursuant to paragraphs C.l and C.2 above will be a new hire employee subject to all employment policies of the hiring airline and all terms and conditions of the collective bargaining agreement except as specifically addressed below. Legacy AA employees, hired at Legacy US will be eligible for applicable Health and Welfare benefits immediately, with the exception of Long Term Disability; which is 60 days. Legacy US employees, hired from furlough at Legacy AA will be eligible for applicable Health and Welfare benefits after 30 days of employment and those hired from an active position will have applicable benefits upon date of employment.
04. An employee accepting a position under these provisions will be placed on the pay step of the hiring airlines applicable pay scale consistent with the employees Occupational (AA) I Classification Pay Date (US) seniority date upon hiring at respective carrier. This provision shall have no impact on the pay step of any other Mechanic and Related employee in the location. Employees who accept a position will not be subject to any new hire probation periods under the applicable collective bargaining agreement.
05. Employees accepting positions will retain recall rights from their original airline for the duration of any remaining recall period and during such time will continue to be eligible for recall as provided for under the respective CBA, except that: 01. Should the employee forfeit recall under the terms of the applicable agreement and continue to be employed by the Airline Parties on the date of Operational Employee Integration, their Classification Seniority will apply as described under paragraph C.6 below;
02. Should an employees recall rights expire while working for the opposite airline, such employee will forfeit all recall rights, However, should the employee continue to be employed by the Airline Parties on the date of Operational Employee Integration, their Occupational/Classification Seniority will apply as described under paragraph C.6 below;
03. An active employee accepting a position under this agreement will be viewed as voluntarily leaving the collective bargaining agreement and will be placed in an inactive status from their respective carrier. Additionally, employees accepting vacancies under these provisions will retain transfer/bid rights, using the current Bid System/transfer system in place at the respective carrier, but will be subject to a nine (9) month stability period during which time they will not be eligible to transfer.
06. At Operational Employee Integration, Mechanic and Related employees who were hired at either Airline Parties under this agreement and continue to be employed by the Airline Parties under the terms of this Agreement, will receive a Mechanic and Related Occupational/Classification Seniority date based on their date of entry into their basic classification at their original airline as determined pursuant to the Agreement Regarding Seniority List Integration signed on April 24, 2013.
07. Employees who are receiving furlough/severance pay and accept employment under these provisions will have such furlough/severance pay cease effective their first day of employment. Additionally, employees who received lump sum or advanced furlough pay will be required to pay back any severance allowance that exceeds the amount of time between the furlough date and their first day of employment under the terms of this agreement.
08. Employees who have accepted employment under these provisions and who subsequently resign from that position, will forfeit all rights for time worked at the hiring airline, however such employees will retain any remaining recall rights under the applicable CBA of their legacy carrier.
09. Employees employed under the terms of this Agreement who are terminated for cause will be considered terminated from both carriers and will be entitled to the grievance provision of the terminating airlines applicable collective bargaining agreement.
01. Operational Employee Integration Operational Employee Integration (OEI) is defined as the time when the Mechanic and Related employees of American and US Airways are integrated into a combined Mechanic and Related employee workforce, under a joint collective bargaining agreement, and when the combined Mechanic and Related employee integrated seniority list becomes effective.
02. Effective Date and Duration of This Agreement will become effective upon the execution by the Parties and will remain in effect up to Operational Employee Integration (OEI).
I see the poll has picked up some more NO votes. Interesting as we get closer and closer.
Question for someone who knows; Now that the TWU/IAM have filed for SCS with the NMB, does anyone know how long it generally takes for the NMB to make their decision? If I were to guess I would say about 4-6 weeks. Once the NMB makes their decision then the union needs to (according to the unions) request the NMB run an election, this will take another couple to 4 weeks to kick off, then if the NMB calls for an election it should run for a month just like the CWA election called for the gate agents from Aug 15 to Sep 15. I am just assuming on these time frames. Anyone have more solid numbers or examples we could go by?
Question for someone who knows; Now that the TWU/IAM have filed for SCS with the NMB, does anyone know how long it generally takes for the NMB to make their decision? If I were to guess I would say about 4-6 weeks. Once the NMB makes their decision then the union needs to (according to the unions) request the NMB run an election, this will take another couple to 4 weeks to kick off, then if the NMB calls for an election it should run for a month just like the CWA election called for the gate agents from Aug 15 to Sep 15. I am just assuming on these time frames. Anyone have more solid numbers or examples we could go by?
AMFAinMIAMI
Veteran
Now that the TWU/IAM Association has filed with the NMB it looks as though the AMFA Organizers have a major task at hand.
To figure a way in which to get enough cards to file as a interventor instead of a separate filing as the IBT did last yr.
Although the one yr bar ends the 20th of this month that was to have a challenging union file for representation against the TWU. So for all us AMFA supporters what is the next move?
Where are we as far as cards? How far away are we to reaching our goal?
What is the % of USAirways guys that have joined us to stop this Association? Just so you know they will be part of this equation as well.
If and when a vote does come, what are we prepared to do?
Do enough of us hate the TWU enough to vote NO Union?
Are we just going to throw up our hands and let them win?
Will the mechanics at AA/US write in AMFA if the cards can't be turned in to the NMB again?
What is the time frame for all of this to happen?
If the NMB say "We are a single transportation system" as they have with the F/A and the Gate agents, What is the Plan to insure we get a say in all of this?
There are just so many questions that all of us need answered at this point.
Do we all know what the TWU/IAM Associations plan is, have you all read the Associations Manifesto? The bottom line is Coming sooner than many of us think.
It's either sign an AMFA Card so that we will have that as a choice on the Ballot or leave it all up to chance and then suffer the consequences? What ever they maybe??
It is really time for each and everyone of us to say do I want AMFA here or NOT?
Is the TWU/IAM Association the best representation for our class and craft?
What Is AMFA's NEC going to do in this battle so that AMFA as an organization can grow into a respected union that is going to look out for our best interest?
What support are we going to see from other AMFA represented carriers other than the few members here on this Site ?
We Knew this was coming the organizers told all of you, and those of you here on this site have debated it in so many ways.
So I ask all of YOU, Have you had enough of the TWU and the IAM at your respective carriers?
Do YOU want this Association as our representative going into the next phase,
JCBA Negotiations?
Do you want your station to be represented by the number of employees at your stations union? either TWU or IAM depending?
Do you want to be able to remove the negotiators of our Negotiations committee, or do you want a joint IAM/TWU team?
To figure a way in which to get enough cards to file as a interventor instead of a separate filing as the IBT did last yr.
Although the one yr bar ends the 20th of this month that was to have a challenging union file for representation against the TWU. So for all us AMFA supporters what is the next move?
Where are we as far as cards? How far away are we to reaching our goal?
What is the % of USAirways guys that have joined us to stop this Association? Just so you know they will be part of this equation as well.
If and when a vote does come, what are we prepared to do?
Do enough of us hate the TWU enough to vote NO Union?
Are we just going to throw up our hands and let them win?
Will the mechanics at AA/US write in AMFA if the cards can't be turned in to the NMB again?
What is the time frame for all of this to happen?
If the NMB say "We are a single transportation system" as they have with the F/A and the Gate agents, What is the Plan to insure we get a say in all of this?
There are just so many questions that all of us need answered at this point.
Do we all know what the TWU/IAM Associations plan is, have you all read the Associations Manifesto? The bottom line is Coming sooner than many of us think.
It's either sign an AMFA Card so that we will have that as a choice on the Ballot or leave it all up to chance and then suffer the consequences? What ever they maybe??
It is really time for each and everyone of us to say do I want AMFA here or NOT?
Is the TWU/IAM Association the best representation for our class and craft?
What Is AMFA's NEC going to do in this battle so that AMFA as an organization can grow into a respected union that is going to look out for our best interest?
What support are we going to see from other AMFA represented carriers other than the few members here on this Site ?
We Knew this was coming the organizers told all of you, and those of you here on this site have debated it in so many ways.
So I ask all of YOU, Have you had enough of the TWU and the IAM at your respective carriers?
Do YOU want this Association as our representative going into the next phase,
JCBA Negotiations?
Do you want your station to be represented by the number of employees at your stations union? either TWU or IAM depending?
Do you want to be able to remove the negotiators of our Negotiations committee, or do you want a joint IAM/TWU team?
WHAT"S it GOING TO BE?
MetalMover
Veteran
- Sep 16, 2013
- 3,543
- 2,410
I did just that this morning. They did not answer my question about the alliance vote. They replied with this link.swamt said:
http://www.nmb.gov/documents/representation/representation-manual.pdf
AMFAinMIAMI said:
Well I too decided to write the NMB again, the first email is mine to them asking who will run it as well as the options that will be on the ballot. He answered the first questions, but failed to answer the options question. I will email again for that answer. Something has changed since my last inquiry. BUT, interestingly he does say he does not know if there will even be an election, BUT, if there is that the NMB will run it.MetalMover said:
Here's my email to NMB:
Can you please answer the following question? First, there is going to be an election coming forth to vote for or against the alliance of the combination of 2 unions the TWU and IAM after the merger of AA and US mechanic and related is completed. Although neither membership has had no say for the formation of the alliance they will be voting rather to have this alliance represent them or not. Here's the question: Who will conduct, or run this election? Will it be the NMB or the union? Or is this type of representational vote out of the jurisdiction of the NMB as I was told once before by the information officer? Sorry for the repeated question, but there are folks out here misleading to the point where I had to ask it again to make sure we were under the same understanding that this upcoming election is for representation by the alliance, and not the formation of the alliance. Again the membership had no say in the formation of this alliance, but they will have a vote rather to have the alliance represent them or not. Who will be conducting this election? If the membership votes against the alliance, or non-union in this case, will this mean they will be no longer union represented at each carrier or at the combined carrier?
If NMB is running the election for this alliance, what will be the options listed on the ballots? Can you give some examples please?
Thank you in advance for your expertise in this matter.
Here is the response I received within hours:
We do not know if there's going to be an election. If there is an election, the NMB will conduct the election. If the majority of voters vote "no," the employees will no longer be represented at the combined carrier.
I am sending a follow up about the options and will post when I get them.
I omitted all personal information as far as names and addresses.
Something has changed from the last time I wrote. Why? I do not know. But I do remember 700 (I think) saying that the TWU and the IAM were in talks with the NMB and it was after my first postings that the NMB said it was out of their jurisdiction. I will post their response after I get it...
WeAAsles
Veteran
- Oct 20, 2007
- 23,585
- 5,263
"Also included in the agreement is a commitment to move quickly into combined negotiations for a contract that will benefit the employees of the largest carrier in the world. The first step in that process is to request from the National Mediation Board a Single Carrier Status for the two legacy airlines. This will be done through the Alliance. The NMB will then determine if a representation determination needs to be made through an election or if the joint filing for representation by the combined unions will be accepted fully and allow the negotiating process to begin without delay."swamt said:
http://www.iam141.org/docs/072014.pdf
TRAVIS
Veteran
I will still VOTE NO. TELL THE IAM/TWU TO PACK SAND.
TRAVIS
Veteran
I HAVE HAD ENOUGH OF THE IAM HOLDING A GUN TO MY HEAD AND I DON'T NEED THE TWU HOLDING ONE AT MY KNEE CAP.
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