whats the plan AA?

[FA Mikey]

They sure quiet about all the developments. What''s next for management? Will they try to ignore the new vote or us reverting back to the original 4/15 vote? Will they accept the fact this was a MAJOR blunder on there part and allow the process to continue? If they do what are the risks to the other rank and file employees?

 

[TWAnr]

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On 4/19/2003 9:17:42 AM FA Mikey wrote:

They sure quiet about all the developments. What's next for management?

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This is the response:

After learning of the plan for a new round of voting by the union, American said it stood by the results of the earlier vote.
"American Airlines has a valid, ratified agreement with the APFA," said a company spokesman, Bruce Hicks. He said the company would not comment further.

[url="http://biz.yahoo.com/ap/030419/american_labor_8.html"]http://biz.yahoo.com/ap/030419/american_labor_8.html[/URL]

Since John Ward signed the new CBA, according to APFA secretary Linda Lanning, the company may very well have a valid argument assuming that the vote was valid despite numerous irregularities, a legally questionable extension of the voting period and blatant company interference and intimidation during that extra day of voting.

Generally speaking, a party simply cannot renege and back off a legal contract. One of the issues that will have to be determined by the courts, who will ultimately have to rule whether the union can unilaterally hold another ratification vote, is whether the company violated any legal or fiduciary duties to the union by failing to disclose those pension plans during the negotiations and what the union knew or reasonably should have known before it certified the results.

 

[WingNaPrayer]

In the meantime, until a court decides what the %^$& really happened, AA is free to go ahead with it''s slash and cut plan. Salaries WILL go down on May 1 regardless of any challenges.
***** ***** ***** ***** *****

 

[FA Mikey]

Then it is simply up to the NY federal judge.

 

[TWAnr]

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On 4/19/2003 10:32:31 AM TWAnr wrote:

One of the issues that will have to be determined by the courts, who will ultimately have to rule whether the union can unilaterally hold another ratification vote, is whether the company violated any legal or fiduciary duties to the union by failing to disclose those pension plans during the negotiations and what the union knew or reasonably should have known before it certified the results.​

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I have just learned that when asked by an APFA member whether union officers were aware of the executive retention incentive and bankruptcy proof pension plans for upper management, a member of the union executive committee responded that union officials knew of those but felt that they were unable to divulge this information as they were bound by the confidentiality agreement which was signed prior to being allowed to review the company books.

It gets curiouser and curiouser.

 

[spacewaitress]

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On 4/19/2003 11:12:07 AM WingNaPrayer wrote:


In the meantime, until a court decides what the %^$& really happened, AA is free to go ahead with it's slash and cut plan.  Salaries WILL go down on May 1 regardless of any challenges.
***** ***** ***** ***** *****

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Here at United, AFA was able to secure a settlement that requires United to pay for the costs associated with United's premature change in May's schedules, should the agreement not be ratified (April 29 is the final day of voting). In the end, however, the company will ask the bankruptcy court to impose the contract changes retroactive to May 1.

So our victory is in principle only really, but nonetheless, the principle has been agreed to as valid by United management.