What are we, M & R Related, asking for.

[WeAAsles]

Sorry but that's a slap to weaasles. Funny thing is that he defended the changes, and thought its a good idea.

I did? Where did I do that? Making a comment doesn't mean I support the policy change. You can tell the difference right?

But I will say that I rarely use the benefit but I'm fine with it exactly as is.

 

[1AA]

I agree, but unfortunately the commuters are going to pay the price thanks to those who choose to live at work around the clock. The abuse of this policy is allowed and those who really rely on it will be the ones most hurt because of it.
When reminders have to be handed out to make sure the 4 day off FAR is complied with, there is something wrong.

I disagree on the new rules. We have rules in place and federal duty regs in place and certain individuals still violate them. We are adults and should be responsible enough to be familiar with the rules. So we blame management for wanting to change the rules. If rules are currently being violated by the small percentage what makes you think the new rules will be fully complied with? So we punish everyone throughout the system for the actions of the few. Like I said earlier every station needs to look at the rules based on its operational needs and work groups structure. We have no part timers so that is much easier to manage from a management standpoint. The ramp and passenger service have many full and part timers with multiple start times. Many are commuters because they were displaced and can not uproot their families for what ever reason. Regardless of the opinions of these arguments AA is going to make changes and the Association is going to go along with it.

 

[Docker]

Anything that has LAA people moving our pension to IAMPF is D.O.A.

The IAMPF is fully funded and paying $78.00 a month per year in the plan. This, at a cost of $2.00 per hour.
 
The shift swap program in the IAM contract seems to work out good. You can do back to back swaps if so desired. I want it to remain in the contract and not be at the whim of management.
 
It would be nice to get another week of vacation back, we are currently at 5 weeks.
 
1 1/2 x for working holidays is another thing I would like back.

 

[Slopoke]

 
 
The shift swap program in the IAM contract seems to work out good. You can do back to back swaps if so desired. I want it to remain in the contract and not be at the whim of management.
 

 
 
But no back to back double shifts. That's gonna piss a few people off.

 

[bob@las-AA]

As we know Doug and company is already offering Delta +7% then on top of that we have the 4% signing bonus. I think the IAM has a better work scope and protection contract so hopefully the commitee will build off of that and take some items from the TWU contract that are desired to improve our work scope even more. If we get a good offer from the company, which they seem willing to give, I am all for it, I could use a 11% pay increase. But please, don't let this drag on for too many months. I would love to have something to vote on by August. Hopefully we are kept informed of how the negotiations are going and the progress being made.
 
How does Delta's work scope compare to ours? The flight attendants and pilots turned down Dougs offer the first time around and then asked if they could have it back. Lets learn from that.

 
Your funny, that rumor was started in this blog 
http://www.airlineforums.com/topic/58100-delta7/?p=1144544
and it took on a life of its own, but the 4% at the finish line is true.


 
"Hope and Courage will fill the coffers of the people's spirits"

 

[1AA]

The IAMPF is fully funded and paying $78.00 a month per year in the plan. This, at a cost of $2.00 per hour.
 
The shift swap program in the IAM contract seems to work out good. You can do back to back swaps if so desired. I want it to remain in the contract and not be at the whim of management.
 
It would be nice to get another week of vacation back, we are currently at 5 weeks.
 
1 1/2 x for working holidays is another thing I would like back.

The CS policy proposal is not as drastic as many panicked about but the final version may not be as it is at USAir. The IAM pension is not compounded with o/t, holiday pay and picking up hours. No thanks on the pension. The 401K is a better deal. It's my money in my account. I don't need another paycut.

 

[bob@las-AA]

So someone on here would prefer to have an open ended, at will (The whim of management) CS "Swap Shift" policy rather than solid and grievable contract language?

Maybe this individual hasn't been around long enough to remember when CS's were almost unlimited? They took that away. Then a few years ago they chopped a little more. Are you ready for the next policy change? "Here it comes"

Some of you down voted this but not having a employee at work 100% of his/her shift cost money. Not to mention operational control. 
I do see a day when the flexibility of this job will be gone. Makes no differance to me, I don't pick up or drop anything. And for the poor slobs commuting holding on to the slightest glimmer of hope that they will return to their motherland need to face reality and relocate or out. Before the year 2020, more upline stations will be sacrificed and heads will be chopped. The day of only the " BIG FIVE " is coming so prepare yourselves. And nothing can stop it.  

 

[MetalMover]

 
The shift swap program in the IAM contract seems to work out good. You can do back to back swaps if so desired.
 
.
 

There is currently no limit to how many back to back doubles one can do. 
 
But at US/IAM.... Paragraph 11  NO CONSECUTIVE DOUBLE SHIFTS......
http://www.local591.com/docs/USAir%20CS%20Policy%20Article%2017.pdf

 

[Deleted member 14439]

The IAMPF is fully funded and paying $78.00 a month per year in the plan. This, at a cost of $2.00 per hour.
 
The shift swap program in the IAM contract seems to work out good. You can do back to back swaps if so desired. I want it to remain in the contract and not be at the whim of management.
 
It would be nice to get another week of vacation back, we are currently at 5 weeks.
 
1 1/2 x for working holidays is another thing I would like back.

Anything with iamnpf associated with it is DOA for LAA folks.

 

[MetalMover]

Some of you down voted this but not having a employee at work 100% of his/her shift cost money. Not to mention operational control. 
I do see a day when the flexibility of this job will be gone. Makes no differance to me, I don't pick up or drop anything. And for the poor slobs commuting holding on to the slightest glimmer of hope that they will return to their motherland need to face reality and relocate or out. Before the year 2020, more upline stations will be sacrificed and heads will be chopped. The day of only the " BIG FIVE " is coming so prepare yourselves. And nothing can stop it.  

Excellent point regarding those who commute. The likelihood of recall to many stations is becoming less and less. We still have former TWAers commuting to STL hoping that station will recall.

 

[700UW]

Read the LOA you can do one back to back double shift per your work week.

 

[dfw gen]

heard today that the first time the joint committee will meet will be on July 6th..... seems like a real rush to get things started.

 

[Buck]

heard today that the first time the joint committee will meet will be on July 6th..... seems like a real rush to get things started.

They could meet tomorrow as far as I am concerned

 

[700UW]

Back to Back Shift Swap LOA:

 

March 4, 2003
Mr. William Freiberger
 
Assistant General Chairman District 141M IAMAW
 
Dear Mr. Freiberger:
 
The following will confirm our understanding regarding the company and union agreement regarding the allowance of back to back double shift swaps. This agreement is cancelable by either party subject to a thirty (30) day notification:
 
Employees may shift swap to work back to back double shifts, once per workweek.
 
2. The company may disapprove any back to back double shift swap for any employee where the company finds that there is evidence the employee's productivity, safety, or job performance is adversely affected, as described in item 6 below.
 
3. There must be a minimum of 7 hours of rest between each of the double shifts worked back to back.
 
4. Back to back double shift swaps will not be approved for any employee who is on a written warning or higher of the attendance control program.
 
5. In circumstances where shift trades have been approved (single shift or double shift) and where the employee who is scheduled to work for another employee is unable to do so (e.g., due to a leave of absence (paid or unpaid), transfer, termination, jury duty, schedule rebid, occupational injury), the Company reserves the right to cancel an approved shift trade provided seven (7) days notice is given to affected employees.
 
6. In the event that the company finds any evidence of an adverse impact to the employee’s performance, productivity or safety the employee’s supervisor shall discuss the concern s with the employee.
 
Following the discussion, should the company again find further indications of an adverse impact to the employee’s productivity, safety, or job performance then the employees back to back shift swaps will be suspended for six (6) months. Any grievance filed as a result of the suspension of back to back double shift swaps will be limited to the factual question of whether the employee was advised of the company concerns over the adverse impact to their performance, safety or productivity and such grievance will end at the Review Board step of the grievance process
 
 

 

[bob@las-AA]

Back to Back Shift Swap LOA:
 

This is never enforced. Period. The policy is in place but management can deviate from this to accommodate operational needs.