2014 Fleet Service Discussion
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Tim Nelson
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Maybe they bring it back as a final offer instead of a TA? Sorta like what happened in bankruptcy. Otherwise, my hunch is that AH starts at the 1% and tweaks the proposal ever so slightly for the next x number of months. At the end of the day, AH still needs a merger to happen and won't get it if he plays footsies but it will test the association. Not saying the association will fail but both the TWU and IAM will have to have the utmost solidarity. Heck, why not merge the two unions altogether?700UW said:
freedom
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AH doesn't need a merger ...the merger has already occured ....
If we were at each others throats the way the East and West pilots were ( fist fights in the parking lots ,nooses left hanging in the flight decks ) then you would see greater concern from the company to push us together ,but as of now its all holding hands and singing combya while setting records for ontime and MBR ...
I mean as far as the company is concerned as long as we are pulling down great numbers negotiations can take until the end of time .
If we were at each others throats the way the East and West pilots were ( fist fights in the parking lots ,nooses left hanging in the flight decks ) then you would see greater concern from the company to push us together ,but as of now its all holding hands and singing combya while setting records for ontime and MBR ...
I mean as far as the company is concerned as long as we are pulling down great numbers negotiations can take until the end of time .
roabilly
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Presidential Emergency Boards (PEB's) have been formed numerous times throughout Labor History regarding Airlines. If you include ALL applicable industries covered by the Railway Labor Act, there have been a total of 244 cases since 1936. approximately 13 of those PEB's involved the IAM...john john said:
Here is a full history of PEB's on the NMB website...
NMB.GOV
roabilly
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It’s not the “Merger” that AH (the Company) needs; it’s the “Merger Synergies” that can only be achieved through efficient labor harmony that will be essential to operating the new AA at peak profits. To fully realize these Labor Synergies, the company will HAVE to at some point achieve this through one mechanism or another. This labor harmony will be essential to get to a peak profit business model for AA. The key for Fleet is to achieve as much collective gain as possible using these needed synergies as leverage in Section Six.freedom said:
However, as we have discussed here before, there are several scenarios that may play out regarding a forced settlement including a PEB...
Jester
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I am not sure as to what "merger synergies" are to be had through fleet service, unless it involves a reduction in the number of AA/US agents. If the company can operate (and dare I say, prefer to operate) with extensive use of fleet service contractors, then what's the real savings of keeping US and AA FSAs, outside of the few stations in which both groups are working and that would eliminate managerial positions in the process? In the Big Picture, I am not sure that a whole lot of savings given even a measly $1/hour raise would be more than the additional management expenses in those overlapping stations. How many stations are currently both US and AA? LAX? LAS? SFO? MIA? ORD? DFW? Get desperate enough and have US FSA reporting to AA managers and vice-versa-- I doubt it violates either CBA.
This maybe part of the impasse... what the NC wants won't be covered by the reduction in "merger synergies" by eliminating managers and the only real savings are through FSA reductions in head count which happens with the next step of Joint Contract negotiations.
This maybe part of the impasse... what the NC wants won't be covered by the reduction in "merger synergies" by eliminating managers and the only real savings are through FSA reductions in head count which happens with the next step of Joint Contract negotiations.
Tim Nelson
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John John is right. Never has a PEB occurred exclusively to non licensed ground personnel in this industry. Ever. But getting to a PEB [should history be altered] means we got our release so that's a good thing. At any rate, a PEB just delays things for a month, right? And it forces settlements, right? I'm not sure if that is the path that AH wants to pursue. Not saying any union wants a PEB but it does force mutual agreements. Right now, we don't have squat and aren't even close.roabilly said:
Tim Nelson
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regardless of the merger, a company has an obligation to treat its employees fair. Refusing to give pay raises over the last year and now this year, then proposing only 1% is in very poor taste. Shame on them, making billions of dollars and can't offer more than a quarter pay raise. It's a true shame we can't drag that proposal through the streets. I can't possibly imagine that the company would want such a sh*tty relationship with ground employees, especially noting that you have two sets of ground employees which means more of them.Jester said:
Tim Nelson
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The new update from IAM141 makes it clear, it is 'all in' with a release and isn't even bothering any other solution. Both parties are now officially at polar opposites and things have deteriorated in these stand alone talks much like what happened with the same approach of asking for a comprehensive contract prior to joint talks at United. My concern is that the US AIRWAYS members get goose-egged like United did with this approach. The contention is that the union wants and is insisting on a comprehensive package, but the airline is basing a reality on a first bite approach. The IAM rejected a first bite approach at United and ended up with $0 prior to joint talks, even though the other unions took the first bite and got 10%+ wage gains and job security gains. At US AIRWAYS, USAPA and AFA have taken different approaches and already secured contracts. The Company's letter to the NMB 8 months ago says the IAM is asking for a benefits and pay package in stand alone talks that is greater than the current wage/benefits of all other legacy airlines.
The union is now reducing things down to name calling in the press, and management responding with an incredibly rude proposal. The question is how to find a solution when the union has once again backed itself into a corner asking for comprehensive when management's reality is only a first bite? One solution is the current path of drawing a line in the sand and hoping for a release. While a release may happen, who believes it will happen this year?
Does anyone really believe a complete comprehensive contract is going to happen? Has it happened in other airline mergers? Don't get me wrong, I'd love to have more vacation, more scope, more wage, more holidays, double time, full sick pay, and more pension, then be able to go right back in joint negotiations and double it up again. What's going to be the outcome of that?
Would it be profane to suggest that a section 6 first bite approach may be the wisest solution that offers a reasonable and speedy outcome, and does away with polar opposite negotiations?
The union is now reducing things down to name calling in the press, and management responding with an incredibly rude proposal. The question is how to find a solution when the union has once again backed itself into a corner asking for comprehensive when management's reality is only a first bite? One solution is the current path of drawing a line in the sand and hoping for a release. While a release may happen, who believes it will happen this year?
Does anyone really believe a complete comprehensive contract is going to happen? Has it happened in other airline mergers? Don't get me wrong, I'd love to have more vacation, more scope, more wage, more holidays, double time, full sick pay, and more pension, then be able to go right back in joint negotiations and double it up again. What's going to be the outcome of that?
Would it be profane to suggest that a section 6 first bite approach may be the wisest solution that offers a reasonable and speedy outcome, and does away with polar opposite negotiations?
Tim Nelson
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Are the new part timers in PHL, ready reserve? On FB, it was reported that a few of the new part timers in PHL said they were ready reserve. 10% of the workforce can be ready reserve, that in addition to 40% part time. These employees are not entitled to health care, sick time, holidays, vacation or pension benefits.
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