comatose
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It's a one owner with only a few stains. But then I'll tell the story behind it....priceless.
TWU negotiations.........what?
- Thread starter Chuck Schalk
- Start date
It's a one owner with only a few stains. But then I'll tell the story behind it....priceless.
chris perry
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- Sep 17, 2008
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HA HA !!!!I think I heard that story
Tex-Mech
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Chuck Schalk
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When the T/A gets knocked down in a couple weeks a couple things will most likely happena and a few things must happen.
The company will put out threatening statements of doom and gloom
The company will suddenly enforce rules and company policies
the company will have a back up T/A
We the members must take this seriously (members meaning: elected union reps and local members)
We must unite as many locals as we can and who are willing to stand up with or without their Preidents blessings
We must all take ownership to this fight for our contract
We the members must not watch from the sidelines
It is imperitive that we all sacrfice a little, than a few sacrifice alot
Stay informed and ask questions
Confirm a rumor before spreading it to others.
Start calling fellow members in other locals, get the communications going
The more members that are in the know, the stronger we become
The company will put out threatening statements of doom and gloom
The company will suddenly enforce rules and company policies
the company will have a back up T/A
We the members must take this seriously (members meaning: elected union reps and local members)
We must unite as many locals as we can and who are willing to stand up with or without their Preidents blessings
We must all take ownership to this fight for our contract
We the members must not watch from the sidelines
It is imperitive that we all sacrfice a little, than a few sacrifice alot
Stay informed and ask questions
Confirm a rumor before spreading it to others.
Start calling fellow members in other locals, get the communications going
The more members that are in the know, the stronger we become
TWU informer
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- Nov 4, 2003
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I still believe the majority will vote NO but the TWU T/A will be ratified. We have seen this enough times to know the predictable outcome.
The TWU couldn't fight to get our Longevity Pay back, as miniscule as that is. Most other work groups never lost it and is still in their current T/A's. Shift diff. has not been restored, except if your a Line Mech on Mid's. They keep mentioning being #2 in the industry, and that's fine if your Line Mech. on mid's or Plant Maint. Mech on mids. The wage opener is just for them if they should get passed in pay. It doesn't do crap for the other Line Mech's or O/H Mech's at the (Overhaul Bases), not Maintenance Bases, thats bad language in the T/A. In 1997 when the TWU ratified Tech Services as their bargaining agent, it was stated that they make approx. 3% more than the AMT, today it is almost 15% more. Seems like they got theirs, where's our's. Vote NO!!
sorry chuck it's that last sentence when are local prez in chicago didn't know about the twu asking to be released from the NMB he had to read it in the newspaper
so much for the members to be in the know
Over 3 years ago Chuck made a very accurate prediction. Amazing!
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Chuck Schalk
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CAL Tentative agreement
http://www.teamsterslocal19.org/?zone=/unionactive/view_article.cfm&homeID=174716
http://www.teamsterslocal19.org/?zone=/unionactive/view_article.cfm&homeID=174716
Do we know what their hourly wage, vacation, pension, or sick time, is going to be for their TA?
D
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Um, yeah Duke. That`s what the link is for.
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Chuck Schalk
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Continental Airlines Tentative agreement 2010
A. We have agreed that the Company will provide signing bonus payments in the following amounts to employees covered by this Agreement, as soon as reasonably practical following the date of signing of this Agreement but in no case will it be later than November 15, 2010.
Completed Years of Company Service Technicians Utility Specialists
Technicians Utility Specialists
0-5 years $ 500.00 $ 250.00
6-12 years $ 2000.00 $ 1000.00
13-30 years $ 4000.00 $ 2000.00
Over 30 years $ 6000.00 $ 3000.00
Article 7D:
Employees who do not receive a thirty (30) minute meal period between the 3rd and 6th hours of their regular shift will, in conjunction with the needs of service, receive one of the following two (2) options:
1. Receive thirty (30) minutes additional pay at the applicable overtime rate, or
2. Leave work thirty (30) minutes early with pay before the normal shift end time.
Article 8 A: Holidays
A. Employees covered by this Agreement will observe the following holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day, and two (2) floating holidays. The number of floating holidays shall be increased to four (4) effective January 1, 2011. Floating holidays shall be scheduled as follows:
6 holidays and 4 floating holidays = 10 holidays
Article 9: Vacation
Completed years of Company Vacation Days Received
Service as of January 1st in the current year
Less than 1 year Up to 40 hours
1-4 years 80 hours
5-9 years 120 hours
10-16 years 160 hours
17-24 years 200 hours (5 weeks)
25-29 years 240 hours
30 or more years = 280 hours
Article 11: sick leave / Occupational (IOD)
C. Sick and Occupational Injury Accrual
Full time employees accrue eight (8) hours of Sick Pay credits and eight (8) hours of Occupational Injury Pay credits, for each month that they are in a paid status, up to a maximum of one thousand six hundred (1,600) hours for Sick Pay and a maximum of seven hundred (700) hours for Occupational Injury Pay. An employee whose single instance of illness or injury causes him to use more than two hundred and forty (240) hours of paid sick leave (i.e., a catastrophic long-term illness or injury) will upon his return to work replenish his sick bank at a rate of twelve (12) hours per month until the bank is restored to the amount he had the day before the illness or injury began. Thereafter he will resume accruing at the regular amount of eight (8) hours per month.
Article 11M: Retiree Medical
M. Retiree Bridge Medical Benefits
Each employee covered by this Agreement who retires on or before eighteen (18) months after the amendable date of this Agreement shall be eligible to participate in a retiree bridge medical plan which shall allow such retirees to elect to continue their existing medical insurance under the following conditions:
1. Participants must be between the ages of sixty (60) and sixty five (65) Medicare eligibility age, be retired, and have at least ten (10) years of Company service at the time of retirement. (See, LOA #8, at page 1.)
2. At the time of retirement the balance in an employee's sick bank will permit the employee to participate in the contributory funding aspect of the plan by using eleven (11) hours of sick leave for each month of continued participation. Payment of the eleven (11) hours of sick leave shall be accepted as the retiree's complete payment obligation for each such month of participation.
TWU TA on retiree medical:
At the time of retirement, the balance in an employee’s sick bank will be used as credits towards pre – age 65 retiree medical coverage on a basis of twenty (20) hours of sick leave per month.
12B: Field trip
B. Employees on Field Trips away from their base or station shall be paid one and three-quarters (1.75X) times their hourly base rate of pay, for all hours away from base
12 C: Field trip
Upon request the Company will provide a reasonable sized rental car for up to three (3)
employee(s) on a Field Trip so long as the employee provides receipts for the rental. These reimbursements will be in addition to the per diem expenses
12D:It is understood that for the purpose of this paragraph, an employee directed to work without the required eight (8) hour rest period will be paid at a rate of two times (2X) the employee’s hourly base rate of pay
12K:
When a hotel room is required while on a field trip, the Company will provide a single room to the employee at no cost.
Article 15: Compensation
Regardless of the number of licenses an employee may hold license pay will not exceed the total premium for two (2) licenses of $4.00 per hour effective January 1, 2009, and $4.25 per hour effective upon execution of this Agreement
Pay increases:
2.5% 1/1/09 ( retroactive)
2.5% 7/1/10 (retroactive)
2.5% 7/1/11
2.5% 7/1/12
Article 15D:
D. Employees shall be paid fifty-one (51) cents per hour shift premium as additional compensation over their basic hourly rate for all hours paid in which the shift commences work outside the hours of between 0500 and up until 1000, except for those employees who commence work between the hours of 1601 and up until 0459, who will be paid fifty-eight (58) cents per hour shift premium as additional compensation.
Compensation Appendix A:
B. Lead Technicians/Inspectors:
The hourly base rate of pay for Lead Technicians and Inspectors shall be five percent
(5%) over the top end hourly base rate (including longevity) of pay for Technicians
(31.17 + 1.00= 32.17 +1.60 (5%) = 33.77 base pay
Base pay: 31.17
Plus:
license pay- 4.25
shift differential .58
line premium .50
taxi/run-up 1.00
Longevity 1.00
2.5% raises/10% 3.17 (approx) not compounded
Crew Chief 1.60
Total all inclusive 43.27 per hour or 87,921 per year (excluding Holidays and overtime) Article 16B:
Notwithstanding the provisions of paragraph A above, it is agreed that the aggregate amount of projected participant premiums for Technical Operations employees each year will not exceed 20% of the projected total cost of coverage (aggregate projected Company contributions plus aggregate projected participant premiums). In addition, for the duration of this Agreement and thereafter, the Company will not increase the amount of office visit co-pays, specialty care visit co-pays, employee co-insurance, hospital visit co-pays, emergency visit co-pays, urgent care co-pays, deductible amounts, out-of-pocket maximums, and will not change the existing lifetime maximum (unlimited), for all plans or their equivalent in effect calendar year 2005 2010, provided, however, that changes in these areas may be made for “build your own” plan coverage options.
Article 17: Overtime
. Employees on an eight (8) hour day shall be paid an hourly rate of double time (2X), based on the employee’s regular straight time compensation for:
a. All time worked in excess of twelve (12) hours on a regularly scheduled work day,
Article 21:
2. The employee must report the loss to his/her supervisor and must file a police report. Losses under this policy will be settled directly with the employee based on the replacement value not to exceed ten thousand dollars ($10,000
The Company will agree to alter an employee’s schedule, with no loss of pay, for the purpose of procuring any necessary credentials (i.e.: SIDA badges) required to access the employee’s work site.
Long Term Disability Program:
(the Company will pay 50% of premium
Pension service credit:
In addition, it is understood that effective January 1, 1999, all overtime wages will be included in pensionable earnings.
The Company further agrees that it will not freeze the Continental Airlines Retirement Plan for Technicians and related employees until a replacement plan is agreed upon or established as a result of interest arbitration and such plan is implemented
TWU informer
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Not to burst any possible bubbles floating around over the CAL T/A
But when I look at that agreement, and take into account that AA does still do overhaul in-house, and that we have our defined pension still accumulating value, then the TWU T/A wasn't really that far from the CAL T/A
It is very difficult to compare because we cannot see their medical coverage and what their premiums are and out-of-pocket cost controls. And I don't see their defined pension which I believe is a great value to us at AA.
In the end, everyone at AA will have to place a value on our overhaul bases, and defined pension plan. Line guys could do without overhaul for pay, but we all need to keep our defined pension and accept that there is a cost value to AA fo us keeping that.
My bet would be that in a PEB or Binding Arbitration, we just wouldnt end up with much more than was just offered by AA. If even any more.
That's just the way I see it.
But when I look at that agreement, and take into account that AA does still do overhaul in-house, and that we have our defined pension still accumulating value, then the TWU T/A wasn't really that far from the CAL T/A
It is very difficult to compare because we cannot see their medical coverage and what their premiums are and out-of-pocket cost controls. And I don't see their defined pension which I believe is a great value to us at AA.
In the end, everyone at AA will have to place a value on our overhaul bases, and defined pension plan. Line guys could do without overhaul for pay, but we all need to keep our defined pension and accept that there is a cost value to AA fo us keeping that.
My bet would be that in a PEB or Binding Arbitration, we just wouldnt end up with much more than was just offered by AA. If even any more.
That's just the way I see it.
jetmechjer
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- Aug 8, 2004
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:blink: :unsure: 
CAL does do some OH in house as well. What is the cost disadvantage of doing OH in house? When UAL sent out their heavy OH their maint costs went up. Why should we consider doing OH in house as a reason for accepting less pay and benifits when we dont even know whether or not there's a cost disadvantage?
IIRC CAL has a DB similar to ours, their formula may be a little less but they dont lose the first year(which effectively lowers our formula), they earn more and everything is pensionable and they had a 401k match.
I'll see what I can find out about their Medical but ours has gone up 600% since 2003, I dont think that we have much of an advantage there anymore.
Going into this Cal had more Vacation, Sick time, IOD time and Holidays.
