CWA/Teamster labor thread -
- Thread starter Edward
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http://www.goiam.org/index.php/territories/transportation/2005-archives/2020-district-141-amp-district-142-on-the-us-airways-merger
When US Airways entered bankruptcy last year, its primary goal for reducing Mechanic & Related labor costs was to modify the IAM contract to mirror the Teamster-America West agreement. The Teamsters negotiated an America West contract outside of bankruptcy that is the industry’s benchmark for low wage, low benefit, and low security union agreements. The Teamsters poor performance at America West lowered the bar so much for the entire industry that your IAM negotiators refused to agree to US Airways’ Teamster-modeled proposals. Additionally, under the IAM agreement the heavy maintenance America West currently subcontracts to a company in El Salvador would be brought in-house, adding an additional three tracks of maintenance, requiring the recall of 300-400 furloughed Mechanic & Related workers. Ultimately accepted by the membership after the bankruptcy judge abrogated IAM contracts, your current IAM-US Airways agreement still provides significantly more job security than Teamster members have. The fact that US Airways has 9.1 Mechanic & Related employees per aircraft, compared to only 6.6 at America West, demonstrates the IAM’s superior scope and job security language in spite of two bankruptcies. If the America West employee-to-aircraft ratios were imposed at US Airways, 660 Mechanic & Related employees would lose their jobs.
JetguyCLT
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I have a question for y'all? If a terminated employee is not happy with the way the CWA has handled her termination, how can she complain to the NMB about it. Here is the issue, the CWA is not willing to take the case to a arbitrator. If it went to arbitration, she would get her job back. However, the local president is in bed with the managers that fired her. How does she solve this?
Does this person have a historical past on the aviationform
JetguyCLT
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If the company terminated a CWA member without “just cause” and the union (CWA) will not pursuit getting their job back something is very wrong with the union.This type of action just allows the company to run rapid all over the employees without repercussions
JETGUYCLT:
If the terminated employee is not happy there are a few factors. Has the grievance for termination been heard and denied at step III? If it was denied, did the Local protect it for arbitration? Advice would be to call the DOL and the NMB and file a complaint or an appeal with CWAHDQ
If the terminated employee is not happy there are a few factors. Has the grievance for termination been heard and denied at step III? If it was denied, did the Local protect it for arbitration? Advice would be to call the DOL and the NMB and file a complaint or an appeal with CWAHDQ
I wish we could start a new thread when we want to discuss something a little different than whats being discussed. But in compliance with board rules I'll just change the subject here.
I hope the CWA takes into consideration the fact that we are going to experience hyper inflation over the life of the new contract. The Fed's are printing money like no tomorrow. If we don't get a substantial raise it will the same thing as taking a huge pay cut? $10 a gallon milk and $5 a gallon gas is just around the corner.
I hope the CWA takes into consideration the fact that we are going to experience hyper inflation over the life of the new contract. The Fed's are printing money like no tomorrow. If we don't get a substantial raise it will the same thing as taking a huge pay cut? $10 a gallon milk and $5 a gallon gas is just around the corner.
I know it should be more but 4% raise starting today and 4% last year (2010) other employee group can’t say that
Come on snap back
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