The bottom line is that the TWU and the IAM BOTH agreed to binding arbitration to settle the seniority issue.
KASHER ruled! That's it!!!!
Many an orriginal AAer was bumped to the street by TWAers at JFK/LGA, SFO, BOS.
THAT'S THE WAY KASHER RULED!
It was very interesting however, the IAM could not produce the original seniority list for Kasher. You know, the one that divided up the mechanics REAL time when they moved around from AUTOMOTIVE AND FACILITIES MAINTENANCE!
KASHER SAID HE DIDN'T HAVE TO TIME FOR SOMEONE TO LOCATE THE SENIORITY LIST!
IN THAT SENSE, KASHER DID NOT PROPERLY DO HIS JOB!
IT'S TIME FOR THE AAERS TO GET THEIR OWN LAWSUIT GOING AND BRING KASHER UP ON CHARGES AS TO WHY HE DID NOT SEEK OUT THAT SENIORITY LIST BEFORE DECIDING THE SENIORITY INTEGRATION!
Oh I forgot, KASHER already ruled and you can't sue the arbitrator who is appointed by the government to settle labor issues in a government approved process know as arbitration.
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This new ruling by the Supreme Court is very important to former TWA employees.
Please use this link to understand why and what you can now do. Click Here
Civil Suit Information!
Here are the important dates of the schedule:
March 28 List of all witnesses due
May 1 Discovery completed
June 1 Dispositive Motions filed
Oct 11 Proposed joint final pretrial order filed
Oct 17 Joint final pretrial conference
Nov 7 Trial ( Jury )
Attn: Former TWA Employees who are now AA employees (Titles 1-5)
Re: Update on Lawsuit against AA/TWU and what we can do to support our case!
The case is proceeding through the discovery phase with our goal of proving to the court that our case has merit and should overcome AA/TWU's attempt to dismiss. Attorney is requesting that our case be certified as a "class action". Since the Title Groups have different collective bargaining agreements and the plaintiff in this particular case is a Title Ill (Fleet Service Clerk), legally the "class action" can only cover Title Ill.
However, rest assured, if we are successful, this case will serve as a "precedent", and AA/TWU no doubt will have to honor and apply it to all Title Groups!
Although there are no guarantees in the legal system, hopefully justice will prevail in our behalf. In the meantime, there are a few important things we all can do to help our cause.
1. If on the pay roll, you can file an Article 13 seniority Protest form since the Feb.
15, 2005 updated master seniority list in several locations place former TWA employees in IMPROPER sequence with an incorrect system wide seniority number. (See Jetnet - Policy and Procedures - People Reduction - TWU Seniority List - Must file by April 15, 2005.)
2. All Title Groups, whether on payroll or laid off can write a brief, respectful, letter to AA/TWU headquarters, requesting that they reconsider their position and honor our collective bargaining agreement rights. (Example and addresses will follow.)
In response to requests for donations to defer the legal expenses in our case, in the future we may announce an appropriate donation arrangement for those who wish to contribute.
As mentioned previously, there will be no obligation to do so.
Any future information of significance will be forthcoming. Thank you for you attention and support.
Former TWA employees vs. AA/TWU
Example of Letter: (May use your own wording)
I request that you reconsider your position and begin to honor the collective bargaining agreement rights of former TWA employees who are now AA employees (Titles I -5), covered by existing AA/TWU collective bargaining agreements. These rights include relocating to another station without having our occupational seniority reduced, "system protection", including collecting the special moving allowance of $12,500 (if seniority guidelines are met), and the right to be properly placed and numbered on the master seniority list. In doing so you will be "DOING THE RIGHT THING.", and will bring an end to the emotional and financial hardships endured by affected employees. Thank you.
TWU - Names
James C. Little Air Transport Director - TWU . International Vice President
Art Luby TWU Legal Counsel
TWU Addresses
Transport Workers Union of America 1791 Hurstview Dr.
Hurst, TX 76054
AA - Names
Gerald Arpey AA Chairman, Pres. And CEO
James Weel AA Directing Mgr. of Employee Relations
Gary Kennedy AA SVP and Gen!. Counsel (Chief Compliance OfficerBusiness Ethnics)
Jeffrey Brundage, AA SVP - Human Resources
Robin Dotson AA Managing Dir. Of Human Resources
AA - Addresses
Mailing Address:
American Airlines, Inc.
P. O. Box 619616 DFW Airport, TX 75261-9616
Physical Address:
American Airlines, Inc.
4333 Amon Carter Blvd.
Ft. Worth, TX 76155
NOTE: You can also personally deliver or send letter to your local station manager and union
Attention: Former TWA Airline Mechanics, Plant Maintenance, Stock Clerks, Ground Service, and Fleet Service Clerks (Titles 1, 2, 3, 4, 5)
Re: Major Layoffs in STL, MCIE, and possibly other locations.
American Airlines and the Transport Workers Union of America have not upheld your rights as set forth in the April 15, 2003, AA/TWU Collective Bargaining Agreement. If you are affected by a Reduction-in-Force, you should have the following rights:
1. "Bump" into another station with your established occupational seniority without having your seniority reduced Art.10e (Titles 1,2) Art.10d (Titles 3,4,5) Art 14a (All Titles)
2. System Protection, including the "special moving allowance" of $12,500 (if seniority guidelines are met for your Title Group) Arts. 42 and 44.
3. The right to be properly blended into the master system and station seniority lists.
Please note that in several stations former TWA employees are placed and numbered in incorrect sequence. This is a serious violation because if there is a future reduction in force, the company may lay off such employees in improper sequence! Also, some employees may be incorrectly targeted for displacement on the juniority list by incoming "bumping" employees.
Remember that you have the right to file a grievance to protest such violations and also you can notify AA Business Ethics (817-967-6923) to voice your concern since these violations are discriminatory and directed only toward former TWA employees. The incorrect seniority lists may constitute a "falsification of company records". Check Jet Net for your station list! Also, report any harassment by any company or union representative directed toward you because of being a former TWA employee or for desiring to initiate a grievance.
A former TWA Fleet Service Clerk has filed a civil lawsuit against AA and TWU regarding these violations. The attorney says that this case has merit and can become a "class action" if enough employees express interest. This lawsuit will attempt to cover "similarly situated employees" who were former TWA employees (now AA Title Groups 1-5) and that are covered by AA/TWU collective bargaining agreements and who were awarded their AA occupational seniority per the Kasher Seniority Arbitration Award of April 29, 2002.
Consequently, if you are interested you can access this website to leave your information which will be forwarded to the attorney. (no money or obligation required)
Also, the website will educate you on the several violations involved and the pertinent Articles of the Collective Bargaining Agreement and important statements by Arbitrator Kasher that support and uphold our rights!
Thank you
For those employees who were unable to get the Employee Relocation Expense Statement so that they may file for the $12,500.00 that they are entitled to, here is a copy. Please print it and file it. If your new Manager of Supervisor refuses to sign it file a grievance immediately.
Any employee who has worked at Lambert should read this
I have just spoken to Denise Brock (636-366-4428). If anyone has suffered from cancer or skin cancer. Please call her or email her DBrock@alwayson-line.net . I have a link to her site as well.
http://www.unww.info
The Energy Employees Occupational Illness Compensation Program Act became effective July 31, 2001 that provides for a lump-sum payment of $150,000 and payment of medical expenses to workers, former workers and subcontractors who became ill as a result of their exposure to radiation, beryllium, or silica. Conditions covered under this program are: radiogenic cancers, beryllium diseases and chronic silicosis.
These chemicals were buried at St. Louis Airport Site (SLAPS). This is the fumes that are coming up through the ground grates on the ramp in concourse D. St Louis City officials have known about this and have ignored your health. She is meeting with the attorneys soon so please contact her ASAP. This would include airline employees and Dobbs workers.
No matter where you are on the road!
Remember, The road we walk may seem long but we do not walk alone. God is always with us
Remember, Only those who stand together will stand strong.
One person alone can not win the war.
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The bottom line in all of this is, if you don't fight for your rights then they won't be giving to you. What this all boils down to is this.
According to the Amended agreement dated April 15, 2003, the contract states that all employees are governed by occupational seniority. (Article 10). It states that as a matter of record in this Agreement that in accordance with the established policy of the Company and the Union, the provisions of this Agreement will apply equally to all employees. (Article 28) . No where in the agreement does it state one set of rules for AA employees and one for all old TWA employees. In (Article 42) it states that if you are on active payroll (determined by occupational seniority date) as of September 24, 1998 you are protected. It also states that this agreement supersedes any other agreement. Which means that the agreement where TWA received different seniority dates is no longer in effect. Definition of supersedes. (To take the place of; replace. To cause to be set aside, especially to displace as inferior or antiquated.) It states that the total number of available seat miles (ASM’s) which may be scheduled by all commuter air carriers owned by AMR or feeding American may not exceed six (6) percent of the total ASM’s scheduled by American. (See daily dept schedule effect 11/01/2003 out of STL. Article 42 also states "no city which continues to have Station Protected TWU employees as outlined in Article 42 would be subjected to de-staffing, until all employees with Station Protection have left the station or the Company through retirement or otherwise. " According to this statement STL did not qualify for de-staffing as there are still protected employees at this station. This is a violation of this agreement. According to Article 1 The determination of the scheduled departures will be made each January 1 and July 1 and will consider the prior twelve (12) month period. This was not done by July 1.So this is another violation according to the Agreement. (See line 55 of the Agreement signed April 15, 2003
