American Airlines and Labor Negotiations

[NYer]

It was proposed by the association to remain at TOS at date of yearly increase.

What happens if all other groups have the same language?

 

[NYer]

Not really. I would rather wait a months for a possible better offer than years without the possibility of one.

Section 6 doesn't have timeframes so it could be years rather than months.

 

[NYer]

So the IAM and their NC will not allow anything that will harm their members to be T/A'd, while the TWU agreed to T/A an item that has the potential of negatively affecting many TWU members and is actually an item picked from the LUS side that is worse than LAA's. I personally don't use it much so it's not a deal breaker, but many folks do.
If I'm wrong, anyone feel free to correct me, I can handle it.

I believe both sides will have things that can be interpreted as harming their members.

 

[Racer X]

Trade hours do count toward the 40 hour qualifier for LAA. Do you know what happens at LUS if a pt employee is scheduled say 5 hours and then picks up a concurrent 5 hour shift for a total of 10 concurrent hours and then is held over by the company? Is that OT starting after the 10 hours or can they be held 3 hours at straight time because they are only scheduled 5 hours?

What happens if all other groups have the same language?

So you think that Delta or UA has that kanguage? Delta doesn’t have language and Ua currently doesn’t have it either.
But to entertain the idea......if UA gets that language I’d be ecstatic. Because we would pass them on our increase date then they would pass us on their increase date then we would pass them on our next increase date And so on and so on .......

 

[Filter]

It isn't the CS that creates the short turn, it is the OT in conjunction with the CS that actually creates the short turn.

If there is a CS in the system that has 9 hours in between shifts and the Company holds me on OT after those hours were put in the system, then the OT is what created the shortfall of less than 7.5 hours to trigger the short turn.

The CS I’m speaking is the next morning...whether or not the OT the night before causes it...in DFW for years it was paid along with “all hours worked” that day...now they don’t pay either because it is not your “regular” shift...so they claim...the funny part is that same language in “holidays”, means a totally different thing...”all hours worked”, is all hours worked...

 

[WeAAsles]

It isn't the CS that creates the short turn, it is the OT in conjunction with the CS that actually creates the short turn.

If there is a CS in the system that has 9 hours in between shifts and the Company holds me on OT after those hours were put in the system, then the OT is what created the shortfall of less than 7.5 hours to trigger the short turn.

The DFW white slip has an extra directive written on it that the MIA white slip doesn’t have. Basically it says

“If this white slip will result in a short turn you are to inform the CSM”

Easy way to get around any grievance if they never approve anyone to stay period in those cases.

 

[Racer X]

Trade hours do count toward the 40 hour qualifier for LAA. Do you know what happens at LUS if a pt employee is scheduled say 5 hours and then picks up a concurrent 5 hour shift for a total of 10 concurrent hours and then is held over by the company? Is that OT starting after the 10 hours or can they be held 3 hours at straight time because they are only scheduled 5 hours?

Trade hours up to 8 hours in a day count towards the daily qualifier. The first 3 hours of the trade would count towards the daily qualifier So hours offered by the COMPANY after the 8 would be OT premium rate. (The other 2 hours of trade are not offered by COMPANY ...therefore do not qualify for premium pay).
Day off ...you take 8 hour trade. That is straight time. Any hours offered by company after that would be PREMIUM rate of pay.
Regular work day...you bid a 5 hour shift ...take 5 hour trade.....all hours are at straight time rate.
But.... if you are held over AFTER the 10 hours...because you worked your own 5 hour shift and at least 3 hours of trade.( in this case it was 5) ..that meets the DAILY qualifier for PREMIUM rate AFTER the straight time...
So...5 hr bid
5 hr trade .....all straight time
Any extra hours after that offered by company is ot premium.

 

[Tim Nelson]

Section 6 doesn't have timeframes so it could be years rather than months.

+1

 

[WeAAsles]

Yes, I have read the TA...it was a couple of years ago though...and it is worse...I was actually arguing against part of the language with the gentleman that shared it with me...if it was the exact language we wanted of course it would be better within the contract...unfortunately it isn’t...

In the end after much arguments and an extended period of time there eventually reached a point where there was just one last holdout fighting to try and insert the Policy against the Language.

The Company was decided, the IAM side was decided and 5 of the TWU Presidents were decided as well. That last holdout eventually no longer had a choice IMO but to give up.

Ironic that among the TWU Negotiating Presidents still listed he’s also the last holdout still swinging away.

 

[2ndGENAMT]

Perhaps when you attain enough seniority to hold Mon/Tue off you'll be able to enjoy those holidays

Or I could become an IAM represented planner here in Tulsa and enjoy 3 day weekends when a holiday falls on Monday.

 

[737823]

Section 6 doesn't have timeframes so it could be years rather than months.

Especially if there is no motivation to begin collecting dues like there was for the newly organized sCO passenger service at UA.

sCO ramp the IBT organized right before the UA merger but the IAM was the primary beneficiary and got to collect dues while administering the IBT agreement for longer than the IBT got on their organizing “investment”

Josh

 

[cltrat]

As long as you were scheduled off on Monday you could

 

[NYer]

So you think that Delta or UA has that kanguage? Delta doesn’t have language and Ua currently doesn’t have it either.
But to entertain the idea......if UA gets that language I’d be ecstatic. Because we would pass them on our increase date then they would pass us on their increase date then we would pass them on our next increase date And so on and so on .......

Yay! We could get to $100 an hour....

 

[NYer]

The CS I’m speaking is the next morning...whether or not the OT the night before causes it...in DFW for years it was paid along with “all hours worked” that day...now they don’t pay either because it is not your “regular” shift...so they claim...the funny part is that same language in “holidays”, means a totally different thing...”all hours worked”, is all hours worked...

Yes, the CS is in the next morning. The key in the argument, for us, is that the CS was in the system and they could have checked to avoid the short-turn. If they do not check then they pay the penalty but the CS has to be in the system prior to the OT being given.

Usually, in that scenario, it is an AM person that picked up a PM shift with the OT added on the back end.

 

[Filter]

Yes, the CS is in the next morning. The key in the argument, for us, is that the CS was in the system and they could have checked to avoid the short-turn. If they do not check then they pay the penalty but the CS has to be in the system prior to the OT being given.

Usually, in that scenario, it is an AM person that picked up a PM shift with the OT added on the back end.

Yes, that’s always the case here...but they haven’t paid it for over a year now...interesting...