2014 Fleet Service Discussion

[28L_or_10R?]

On the issue of a signing bonus... Last year after many years of being FT I went PT. I now work more hours than I did as FT. Many part-timers work many hours. More than many full-timers. Once again, part-timers are assigned a lesser status. We want retroactive pay for those many hours that we worked.

 

[737823]

IZ THR ANY
JOB PRTCTON
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BANKERZ?

 
I'm not covered under the agreement.
 
Josh

 

[28L_or_10R?]

http://youtu.be/PQYTAogtYAg

 

[Tim Nelson]

Raise would only be from July 2013 to present which roughly equals 1 year of hours.  Better to get the bonus now without increase in health care costs and also a 2-step raise.  The NMB for a release would probably take 7-8 months. That would hold up the increase in hourly wages. Think about the long term goal.........a JCBA.  We would now be negotiating for an INDUSTRY LEADING CONTRACT.  Please correct me if I am wrong

The ole "vote for this then next time we will get a leading industry contract" play, again?  And, the ole, "If you vote this down then the next contract won't be for years".    The reality is that each contract needs to be ratified or rejected based on its own merit of fairness.  If you and others are already tossing out this card then something is wrong.
 
What it appears is that topped out employees got an extra week of vacation and AMR pay, and hopefully back up to $81 pension.  Scope seems to be compromised in all stations since the contract now allows others to do the job apparently. "No Furlough" is a joke, it always means furloughs. Already have it anyways.
 
What did part time employees get?  Gosh I hope you guys cleaned up the health care for part time and the pension. And what about all the employees not topped out?
 
At any rate, other than the pay and extra week of vacation for topped out employees, the highlight sheet is a bit empty and had to be back filled with comp time and 3 way trades.  WTF?  If that sorta stuff made the highlight sheet then when the meat and potatoes comes o

 

[Solidarity]

On the issue of a signing bonus... Last year after many years of being FT I went PT. I now work more hours than I did as FT. Many part-timers work many hours. More than many full-timers. Once again, part-timers are assigned a lesser status. We want retroactive pay for those many hours that we worked.

It appears that you did that voluntary.  I do see the predicament that it does present.  You are looking out for the greater good and I do commend you for looking out for your brothers and sisters.

 

[Tim Nelson]

Josh   the term sheets says 7 weekly mainline departures jets..  and that is also including AA.     Take RNO for example  US has 3(?) mainline   not sure what AA has  but lets use 5 for example  and that makes it 8 weekly mainline departures     I cannot think of any city in the domestic system that has just 1 mainline jet for US  except may be OMA???    There is merger and seniority protection and no furlough for any FSA employees  

The question is 'what does the contract say'?   The term sheet implies others can do your job now, as long as you don't lose yours [see United].  The last round of negotiations,  Ole WIki said AH wanted cross fleeting and scope flexibilities. Apparently, he got it.  For those in small stations, they may like that though since it apparently preserves their jobs until another contract gets signed.  I hope that we finally get IAH and other stations insourced and stop waiving it off as well.  You already have merger and seniority protections.  Besides, those protections that the IAM has negotiated really haven't done much anyways since those protections usually mean that you will have to pack your bags and move 3,000 miles.  So, don't get all hung up on "No Furlough" and "Merger protections" when the reality is that their life application hasn't meant anything.  Read your current contract and the association agreement, you already have merger protections and you already have 'no furlough' clause for those 1999 and under. It hasn't helped them and it won't help you unless you want to move.

 

[WeAAsles]

Raise would only be from July 2013 to present which roughly equals 1 year of hours.  Better to get the bonus now without increase in health care costs and also a 2-step raise.  The NMB for a release would probably take 7-8 months. That would hold up the increase in hourly wages. Think about the long term goal.........a JCBA.  We would now be negotiating for an INDUSTRY LEADING CONTRACT.  Please correct me if I am wrong

Let's say the immediate raise is roughly half of what it takes to get to my wages. So about $1 per hour give or take. So $1 of retro times 40 times 52 equals $2,080 for a full timer with no extra hours.

Now take having a TA and what's in that into consideration. Not including the second bite at the apple in JCB talks.

Many things for you guys to think about when all the details come out.

 

[Tim Nelson]

Signing bonus is a joke. After taxes that bonus is nothing. We need retro pay. Pay me what you owe me for the way that you ho me. This is a NO vote.

Although I see your point, what is more important is if the IAM finally got rid of the part time health concession where only our part timers pay double medical cost, and get half the pension contribution from the company. Hopefully, the negotiators recognized this unfair disparity for our 40% who are part time.  Of course, full time dues always applies.

 

[Tim Nelson]

Let's say the immediate raise is roughly half of what it takes to get to my wages. So about $1 per hour give or take. So $1 of retro times 40 times 52 equals $2,080 for a full timer with no extra hours.

Now take having a TA and what's in that into consideration. Not including the second bite at the apple in JCB talks.

Many things for you guys to think about when all the details come out.

WeAAsles, my thinking is that they got AMR wages right now.  If not, then what did they get other than a week of vacation?  They walked away from extra holidays and full sick time, and apparently allowed cross utilization with non IAM members at all stations, provided our members don't lose their job, so if they didn't get AMR wages, then what the hell were they doing?  Cripes, when the highlight sheet has to be filled up with comp time, 3 way trades, and Shift off language, that tells us something is wrong.  And when a "No furlough" clause is piled under scope, that tells me there is a lot of dressing up.  We already have a no furlough anyways, and a reduction in force that settles any displacements.  Many of us were expecting 6 items [AMR wages, pension improvement, full sick pay, 3 holidays, vacation, scope] and other than getting AMR immediate pay and a week of vacation, everything else may be hideous.  And now you are suggesting that they didn't get AMR pay?  And hopefully, the IAMPF was bumped back up to $81 and we got a 401k contribution.

 

[totobird]

Getting the scope reduced from 56 flights a week to 7 is HUGE ! All the rest is gravy. Another week of vacation and an increase in pay. When and where do I cast my YES vote ?

 

[Tim Nelson]

Getting the scope reduced from 56 flights a week to 7 is HUGE ! All the rest is gravy. Another week of vacation and an increase in pay. When and where do I cast my YES vote ?

That's not how I read it.  It suggest to me, by simply parsing the highlight sheet, that anyone can do our work there, provided the current employees don't get displaced.  Otherwise, why put in the highlight sheet that the current employees can't be displaced as others do their work?   My hunch is that the exact opposite is true, ie., there is no scope. That's why it prolly doesn't matter if there are 8 flights a day or 1.  Same at United.
 
Consider United.  They said great scope but then they defined scope as "No furlough protection,  no displacement protection, etc" which isn't scope at all and has nothing to do with scope.  When we saw the actual scope in the United contract we saw that there wasn't any for non hubs.  BOS has NO SCOPE and many other stations at United, but all current employees are grandfathered.  That appears to be the case here.  I'm not arguing good or bad, just making an observation.  For instance, someone from RNO or JAX may be a strong yes vote provided he/she is grandfathered for duration. 
 
And of course, it could also mean that TWU members can do our work as well, provided nobody gets displaced.  This would affect LAX, ORD, DFW, SFO, MIA, etc.   Speculation of course. I hope you are right but the highlight sheet strongly suggest that others can do our work.  Hopefully, AH paid dearly for that and we got the $81 IAMPF and AMR wages throughout.

 

[freedom]

Although I see your point, what is more important is if the IAM finally got rid of the part time health concession where only our part timers pay double medical cost, and get half the pension contribution from the company. Hopefully, the negotiators recognized this unfair disparity for our 40% who are part time.  Of course, full time dues always applies.

Yes the part time workers who drop every shift they possibly can and don't really rely on this job should be treated the same as full time workers...

Scarcasm off.

 

[Tim Nelson]

Yes the part time workers who drop every shift they possibly can and don't really rely on this job should be treated the same as full time workers...

Scarcasm off.

I don't think that's too fair to judge them like that. Full timers are no better than part timers as both pay the same dues.  Can't blame part timers or full timers who take advantage of their swapping rights, besides I'd say there are more full timers dropping days [my hand up as well on this one] than part timers.

 

[UnitedWeStand]

Raise would only be from July 2013 to present which roughly equals 1 year of hours.  Better to get the bonus now without increase in health care costs and also a 2-step raise.  The NMB for a release would probably take 7-8 months. That would hold up the increase in hourly wages. Think about the long term goal.........a JCBA.  We would now be negotiating for an INDUSTRY LEADING CONTRACT.  Please correct me if I am wrong

 
Correct me if I'm wrong but JCBA's are "zero" gain according to the company. INDUSTRY LEADING CONTRACTs are only accomplished under Section 6!!

 

[28L_or_10R?]

Yes the part time workers who drop every shift they possibly can and don't really rely on this job should be treated the same as full time workers...

Scarcasm off.

There you go again selling out your coworkers. You are a malignant cancer.