Thanks for the link "E". I just skimmed over it and at first blush it blows or FORMER t/a out of the water. Double time, more vacation,more holidays, more sick time. Premium pay for engine run/taxi, 5% premium for crew cheif/inspector. This to name but a few things. I`m sure I missed alot but that was the snapshot.
During the road show claims were made that Continental made a few pennies more than us but they paid a lot more for medical so they are around the same as us. Shortly afterwards I reviewed their Contract and found that when you added in the value for their Holidays , vacation etc they were making about $10k more than we were. while I hope our brothers reject the agreement(the raises lag inflation) I understand that there's a lot of uncertainty over there due to the merger with UAL. They also got a lot more sick time than we did and a lot more IOD time. The have a DB and a 401k match as well.
I havent reviewd the language but here are the Highlights:
• Signing Bonus LOA of up to $6,000.00, based on longevity, to be paid on or before November 15, 2010.
• 2.5% increase in base as of 1/1/09; 2.5% compounded increase in base as of 7/1/10, with retro pay to be applied to both 1/1/09 and 7/1/10 increases and paid on or before November 15, 2010; 2.5% compounded increase as of 7/1/11; and 2.5% increase as of 7/1/12.
AATWU Retro only to May5 of 2010 despite the fact the agreement became amendable two years earlier. For Cal they would get in addition to the $6k lump sum another $2600(base 3120 hrs 1/1/09 Retro), so they would be getting around $8600 each not including the retro for Holday pay and OT.
• An additional one million dollars in one-time bonus pay to be allocated to members on a longevity basis.
• Floating Holidays will be increased from two to four starting January 1, 2011.• Line premium increase to $0.30 (1/1/09); $0.40 (7/1/11) and $0.50 (7/1/12).
• GSE/Utility premium increased to $2.13 as of date of signing.
• FCC Premium increased to $3.30 on 1/1/09 and $3.48 on date of signing.
• Taxi run-up premium $1.00/Hr.
• Total License premium increased to $4.25 total.
• Retirement plan LOA – CAL shall maintain CARP
• Continue present no furlough protections for the duration of the Agreement; also, maintain all current scope protections.
• Overtime: Elimination of 40 hour overtime rule.
• Temporary upgrade: will be paid at the premium rate for full shift.
• Information sharing: CAL must provide Union with readily available information regarding work performed by contractors at line stations and for GSEs.
• Arbitration: CAL and the Union Agreement to create an expedited Board of Arbitration. Also, agreements to revamp arbitration discovery procedure, and other important improvements in the process.
• Medical Leaves: 120 day accruals for unpaid medical leaves.
• Revamping of bid procedures: after ratification, all vacancies will be standard bids and posted in EBID.
• Adverse conditions: FAC with no definitive answer regarding open or closed will be considered open two hours prior to shift.
• VDAT: employees may elect to use any or all vacation as VDAT.
• Variable use option: Employees may defer up to three (3) weeks of vacation per year with no age restrictions for single lump sum severance payment.
• FMLA: agreement to revamp FMLA leave policy.
• Military Leave: Retirement protection while on Military Leave, and travel passes for Technicians and family while on Military Leave
• Non Critical Illness Leave: amount of leave increased from three to six days.
• Retiree Bridge Medical: Does not expire 18 months after Amendable Date.[/b]• Field trips: New flat 1.75 times base rate for all hours away from station.• Safety: Agreement to create a new System Safety Board
• Pay: Step increases will be on the first day of the pay period in which the employee’s anniversary falls, starting January 1, 2011.
• Hotel expense increase, along with mileage rate for use of personal car.
• Moving expenses: increased to $12,000 total as of date of signing.
• Health Care: CAL must share with union all health care methodologies and experience rates.
• Accident Insurance: Employees insured up $200,000 while traveling on Field trips.
• LTD Plan: CAL will pay 50% of the premium.• Employees who are called in late for OT will be pay protected for the entire shift.
• Job Continuation: CAL must document job continuations
• Grievance Procedure: employees must be informed that they can have representation during questioning.
• Employees procuring I.D’s without loss of pay (Schedule adjusted)
• Duration: Agreement becomes amendable after 26 months (12/31/2012)
• Commuter protection LOA
So it comes out to a three year agreement with a raise of 7.5% on the base(vs our 6% over 5 years ). Delta just got a 10% snapback, inflation averages 3%/year, So the wage increases lag inflation.
If the IBT wants to take advantage of the new NMB ruling on elections and try and organize the Mechanics at Delta they need to do better than that.
While it appears that there are several improvements we dont see if they gave concessions. In all its not a very good deal but it appears to be superior in its entirety to what we rejected and it does make Brundages claim that they are sticking to their "cost neutral proposal" look silly. I think a year from now Jeff Brundage will no longer be at AMR. His rant a few months back about how it was just too bad about 9-11 and the fuel spike and airline workers should be greatful that they allow us to work for less while he pockets millions in bonuses was irksome to say the least. He must give Missy Latham nightmares about damage control.
