TWU/IAM Members: How Long Will Negotiations Take?

[700UW]

Because scope and money are the two hardest things, you start out with the easier articles and make progress the you tackle the hardest issues.

That's the way negotiations usually work.

 

[Zom JFK]

Why we can't negotiate with the urgency that the company and the union take when AA want concessions?

And how do you propose to do that with a membership this tame? The company will get whatever concessions they want. Even if the union was for real (it isn't), how can they get anything with no labor unrest? If American outsources jobs or slashes pay or benefits everyone will come in the next day and work like always.

 

[MetalMover]

Because scope and money are the two hardest things, you start out with the easier articles and make progress the you tackle the hardest issues.

That's the way negotiations usually work.

It's called sarcasm..

 

[FrugalFlyerv2.0]

Because scope and money are the two hardest things, you start out with the easier articles and make progress the you tackle the hardest issues.

That's the way negotiations usually work.

 
I think the UAW does it the other way around. 
Negotiate the difficult issues first, then settle the minor stuff at the end.

 

[WeAAsles]

 
I think the UAW does it the other way around. 
Negotiate the difficult issues first, then settle the minor stuff at the end.

Every item in a contract has a cost to it. Doing it that way can give you a lot more money but very little protection in the middle. It's like just wanting to lick the icing and not care what the cake tastes like.

 

[700UW]

I have friends high up at the UAW headquarters and I was a UAW member when I left US, money and scope were done last.

Big difference is UAW at the car companies are under the NLRA and their CBAs expire and they can strike when their CBA expires, unlike CBAs under the RLA don't expire they become amendable.

 

[1AA]

I have friends high up at the UAW headquarters and I was a UAW member when I left US, money and scope were done last.
Big difference is UAW at the car companies are under the NLRA and their CBAs expire and they can strike when their CBA expires, unlike CBAs under the RLA don't expire they become amendable.

Who cares we are still being screwed over by your beloved IAM and our worthless TWU. In the meantime non union Delta AMT'S are making $10.00 an hour more than us and are enjoying their record breaking profit sharing checks.

 

[amtide]

And how do you propose to do that with a membership this tame? The company will get whatever concessions they want. Even if the union was for real (it isn't), how can they get anything with no labor unrest? If American outsources jobs or slashes pay or benefits everyone will come in the next day and work like always.

I think membership is ready to take action. Union leadership is in another page. Wonder why?

 

[xUT]

Maybe if the user's of this Forum threaten to stop posting the moderator's will force the Association to come to an agreement........

Sadly, this is probably your best hope...
B) xUT

 

[stall warning]

Delta giving out 21 percent in profit sharing. Will that be included in the delta plus 3 percent....
The beatings will commence until moral improves

And on the other side the iam is stealing your pension!!!

 

[WeAAsles]

(WASHINGTON) – Teamster mechanics voted overwhelmingly today to reject United Airlines’ final offer and authorize a strike. There are over 9,000 mechanics in the bargaining unit. Over 93 percent of mechanics who voted cast ballots against the company’s offer.
 
“The membership has spoken clearly. The final offer from United Airlines was soundly rejected today and the membership has authorized a strike because of the substandard proposition,” said Jim Hoffa, Teamsters General President. “At a time when United Airlines is incredibly profitable, it is clear that mechanics deserve a better offer from the company. United is profitable because of the dedication, passion and professionalism of their workers and the carrier needs to reflect those characteristics in their negotiating position. United needs to come back to the table and deliver an industry-leading contract for our hardworking mechanics.”
 
“The membership voted strongly against this substandard agreement. The idea of implementing B-Scale wages for incoming mechanics is unacceptable,” said Capt. David Bourne, Director of the Teamsters Airline Division. “There is no need to place the financial burden for this agreement on the backs of future mechanics. Executives at United Airlines are being compensated with million-dollar packages and the mechanics deserve their fair share.”
 
The leadership of the International Brotherhood of Teamsters will petition the National Mediation Board for a release to begin a strike.

https://teamster.org/news/2016/02/teamster-mechanics-reject-united-airlines-final-offer-vote-strike

 

[Buck]

I think membership is ready to take action. Union leadership is in another page. Wonder why?

Union Leadership has been on the wrong page since 1983 at least. 
 
It was the TWU for the mechanic and related that started the B Scale BS just as an example..

 

[Bob Owens]

I think membership is ready to take action. Union leadership is in another page. Wonder why?

 
Well lets see how many show up when the UAL mechanics demonstrate and how many come up with excuses why they didn't show. "Nobody personally came to me and told me", "I had to work OT" , "I forgot", "It was cold", "It was too far" "I had to sleep" "I had to go to my second job", "It dosen't matter", "Instead of doing that we should have done xyz" . Hopefully guys will make the effort but there are a lot of people who like to complain about the Union , and yes most of those complaints are justified, but that does not justify inaction when the Unions do the right thing. It makes you complicit and complacent.
 
It takes both, a leadership willing to lead and a membership willing to fight. The members must understand the legal barriers put up against Unions under the RLA and exhaust what measures they as collective individuals have to pressure the company before expecting their leaders to be be able to get management to be responsive. At the end of the day management will ignore the leadership if they know their planes will go out anyway.
 
There is no doubt that the Little regime was in the company's pocket and discouraged any membership actions, they lobbied against stricter duty time limits which would have decreased the amount of A&P labor available to the industry-thus increasing our leverage, they stalled negotiations, they made sure AA got everything they wanted, but they have been gone for two years and every day guys still go above and beyond to get AA's planes out. We see that with the number of ASAPs and Career Decisions Days and terminations issued. Almost all the result of people taking short cuts to get the work done. The Union leadership isnt pushing for you to do that, and if you make an error the company looks to fire you. If you take short cuts and the planes go out they are OK but if you mess up they throw you into the fire. The only reward you get is maybe a little downtime. So some reflection is warranted here. Redemption is in high demand and it starts with each person and opportunities are there and more are coming, the question is will you take action or sit back, complain, and take what for the short term is the easiest route? Make an investment in your future by making an effort to participate. 

 

[swamt]

Well said Bob...

 

[DallasConehead]

 
Well lets see how many show up when the UAL mechanics demonstrate and how many come up with excuses why they didn't show. "Nobody personally came to me and told me", "I had to work OT" , "I forgot", "It was cold", "It was too far" "I had to sleep" "I had to go to my second job", "It dosen't matter", "Instead of doing that we should have done xyz" . Hopefully guys will make the effort but there are a lot of people who like to complain about the Union , and yes most of those complaints are justified, but that does not justify inaction when the Unions do the right thing. It makes you complicit and complacent.
 
It takes both, a leadership willing to lead and a membership willing to fight. The members must understand the legal barriers put up against Unions under the RLA and exhaust what measures they as collective individuals have to pressure the company before expecting their leaders to be be able to get management to be responsive. At the end of the day management will ignore the leadership if they know their planes will go out anyway.
 
There is no doubt that the Little regime was in the company's pocket and discouraged any membership actions, they lobbied against stricter duty time limits which would have decreased the amount of A&P labor available to the industry-thus increasing our leverage, they stalled negotiations, they made sure AA got everything they wanted, but they have been gone for two years and every day guys still go above and beyond to get AA's planes out. We see that with the number of ASAPs and Career Decisions Days and terminations issued. Almost all the result of people taking short cuts to get the work done. The Union leadership isnt pushing for you to do that, and if you make an error the company looks to fire you. If you take short cuts and the planes go out they are OK but if you mess up they throw you into the fire. The only reward you get is maybe a little downtime. So some reflection is warranted here. Redemption is in high demand and it starts with each person and opportunities are there and more are coming, the question is will you take action or sit back, complain, and take what for the short term is the easiest route? Make an investment in your future by making an effort to participate. 

 
If my local leadership informs me of picketing by ual guys at my location, I will  be happy to do so.  So will my local leadership let me know when?