CSA's Contract Negotiations

[Maverick]

I have been told that CWA has given the chair to Teamsters Andy Marshall for contract negotiations who was a UPS delivery truck driver with out any Airline contract negotiation experience.
His over all education never exceeded high school. Talking to co-workers he is simply a salesman who will tell you anything, should we be concerned ?

 

[BoeingBoy]

Since I assume the CWA contract doesn't have the arcane subject of duty rigs, FAA flight/duty time limits, etc in it a good negotiator is probably better than an airline expert who is a mediocre negotiator. If he's not a better negotiator than whoever he's replacing, I'd take someone with airline experience (or at least knowledge). Just my 2 cents.

Jim

 

[Maverick]

Since I assume the CWA contract doesn't have the arcane subject of duty rigs, FAA flight/duty time limits, etc in it a good negotiator is probably better than an airline expert who is a mediocre negotiator. If he's not a better negotiator than whoever he's replacing, I'd take someone with airline experience (or at least knowledge). Just my 2 cents.

Jim

I would agree, providing a good negotiator is representing us.
The problem is you should learn to crawl before you walk !

 

[BoeingBoy]

Since I know nothing about your current negotiators or this new guy I can't comment on that. A lot depends on the support structure the negotiator can call upon. The company has plenty so they can pin down the cost or savings of any change pretty quickly. Without having a support structure to do the same, a union negotiator is at a disadvantage to start with.

Jim

 

[700UW]

I believe he was a negotiator for the HP/IBT Mechanic and Related also.

 

[dexter]

We learned he NO SHOWED at the last session we had with the Company leaving VH to the chair. We have unexperienced bargainers to boot at the table to boot. We are doomed.

 

[usa1]

I hope the CWA negotiates an acceptable "retirement bridge" for those over 55. There has to be some financial benefit for the company to have senior employees retire. It would have to bridge from age 55 until 59 1/2, when our 401K kicks in. Affordable healthcare is available through the PBGC starting at age 55. Somebody needs to do the math. I think it could be a win, win for all.

 

[Maverick]

I believe he was a negotiator for the HP/IBT Mechanic and Related also.

Made some phone calls yes he was involved in the 90's representing HP Techs that led to more then 300 techs being fired yes reinstated years later with a new date of hire, loss of seniority. With the merger with US Airways the combined work force choose IAM. This was thoe only airline contract he negotiated and of course failed.

 

[dexter]

Andy Marshall is a poster child for IBT and only cares about the trucking union members.

 

[700UW]

He is a UPS employee, and HP's M&R CBAs sucked.

 

[exallegheny]

Can anyone tell me how much my friend would have received had he stayed 37 years and retired from usair as a customer service agent. He left for other pastures not really greener and is computer unsavy.

 

[700UW]

Go tell him to call the PBGC, the pension was frozen in 92 and terminated in 05. So years of service after 92 dont count.

 

[usa1]

PBGC, 1977 hire date? .... probably around $1100 a month age 55-62 then $700 a month once SS kicks in.

 

[usa1]

NYer wrote .... The ramp workers at AA seemed to have agreed to a Tentative Agreement:

It includes a 6% signing bonus // a total of 9% raise over 4 years // 10 Holidays at double time // the current employees keep their Pensions and the new hires get a 401K // They keep Retiree Medical, but will pay $59 per person for the coverage once they retire // The keep a restriction on commuter flights, needed only 7 flights to keep the stations from being outsourced // they will lose 1300 positions with the elimination of Cabin Services, Bus Drivers and Fuelers.

What do you think?

The CWA needs to negotiate some kind of retirement package for us in this contract. Retiree Medical would be a good starting point .... and then some kind of retirement insensitive involving a deposit into our 401k's, based on full time / and part time service.

This would allow a lot of people to retire, it would allow the company to hire entry level replacements and allow those remaining to move up in seniority. We are going to find out if the CWA is worth our dues soon?

 

[Dont call me Shirley]

At the risk of repeating myself, the primary focus should be scope, scope, scope.; an extra two dollars an hour or additional vacation week won't really mattter if the jobs are outscouced. Anything with over 50 seats needs to be CWA work, not just the 170s. The CRJ 700/800 must be considered "mainline equivelant", too. (hey, did yinz like like how that litte side deal was "communicated" to members?).

And for the hub folks out there, don't think you are safe. Imagine what would happen if all those Republic 170s/175s suddenly become "express" for CWA staffing purposes.



While we are at it, whatever happened to the CWA grieviing the "enhanced" attendance control program (ACP)? How many people have been fired under it?


Don't get me wrong, I believe the customer service group is far better off under a union than without one, But the CWA, at the national level, needs to do much, much better.

Sparrow posted that unless you work for the likes of Verizon, you are of very little concern to the national CWA; I think he has a point. While it would be great for the agents to be under a traditional airline union (TWU, perhaps?), chaging representaion entails a great many risks.

Sadly, there is precious little involvement from the rank and file in union activity (other than grievances). Get invovled, people! Talk to your steward, email you local, email Velvet, email the national CWA. Your future depends on it.