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TWU informer

Veteran
Nov 4, 2003
7,546
3,759
DISCLAIMER:

I WILL NOT BE HELD RESPONSIBLE FOR ANYONE WHO GETS ILL WHILE READING THIS MATERIAL.


SCOPE

Outsourcing

FSC
Outsource RON (Overnight) and ULTRACLEAN cabin services functions

Stores
Outsource HDQ Stores functions
Relocate four ORD Stores clerks to allow for current vendor to absorb work

COMPENSATION

Pay, Shift Differential, Skill Premium, Debrief pay

FSC
16% wage reduction
Modification of longevity pay to compensate after 17 years service
17 yrs. - $.21 /18 yrs. - $.24/ 19 yrs. - $.27/20 yrs. - $.30 per hour
Reduce shift differentials to $.01, $.02 and $.03/hour

Maintenance and Related
17.5% wage reduction
Elimination of longevity pay
Reduce shift differentials to $.01, $.02 and $.03/hour
Eliminate weekend shift differential at AFW,

TULE, MCIE
License and skill premiums remain the same as in the 3/1/01 contract
Line premium and Midnight Retention premium unchanged from 3/1/01 contract

Stores
16.0% wage reduction
Modification of longevity pay to compensate after 17 years of service
17 yrs. - $.21 /18 yrs. - $.24/ 19 yrs. - $.27/20 yrs. - $.30 per hour
Reduce shift differentials to $.01, $.02 and $.03/hour
Eliminate weekend shift differential of $.10/hour
Eliminate Stock clerk driver premium of $1.50/hour

Simulator Technicians
6.6% wage reduction
Reduce shift differentials to $.01, $.02 and $.03/hour
Reduce Tech Coordinator premium by $.75/hour
Reduce Simulator Technician skill pay to $.10/hour
Eliminate midnight skill retention premium of $.50/hour

Ground and Pilot Instructors
9.3% wage reduction
Reduce Instructor premium to $10/month
Reduce Instructor Standardization Coordinator pay to $150/month
Reduce Instructor work unit experience premium to $10/month

Dispatch
19.0% wage reduction

Meteorologists
19.0% wage reduction

Technical Specialists
16.0% wage reduction
Reduce shift differentials to $.01,$.02 and $.03/hour
Eliminate debrief pay

Wage increases, Profit Sharing & Equity

Wage increases
1.5% chart rate increases effective 5/1/04 and each year thereafter through 5/1/08
Profit Sharing
Profit Sharing begins to fund at $500,000,001 pre tax income excluding extraordinary items
Plan funds at 15% of the pre-tax income over the $500,000,001 threshold.
Profit sharing fund distributed on percentage determined by fund over payroll costs.
Equity
Granted 37,880,000 options to the three labor groups
Distribution based on a formula that is 50% of the relative value of each union's concessions and 50% based on each union's labor costs relative to the total.
Vesting period: 3 years in equal annual installment (33 1/3% per year); retained for 10 years
Strike Price: Close of market on the day following the announcement of all three labor group's ratifications.

TWU can change allocation amongst TWU groups within 2 weeks of ratification

WORK RULES

Productivity, Vacation/Holiday, Overtime/Penalty Hours/Penalty Lunchs

FSC
Modify Crew Chief ratios
Eliminate five holidays
Pay remaining five holidays at 1.5x rate of pay with roll
Reduce current vacation accrual by one week
Eliminate penalty lunch payment
Eliminate OT meal allowance
Pay penalty hours for actual time worked at 1.5x rate
Elimination of Early Call In guarantees
Reduce OT rate of 2.0x to 1.5x
Must physically work 40 hours in a work week to be eligible for day off OT at 1.5x

Maintenance and Related

Modify Crew Chief ratios
Combine System and Structures job functions into a general mechanic skill at the bases on the aircraft overhaul dock
Short term assignments (7 day labor loan)
4/10 work schedule at TULE for Title I with waiver language
Elimination of AMT premiums (license and skill retention) displacing OSM's
AMT productivity though multiple work assignments
Eliminate five holidays
Pay remaining five holidays at 1.5x rate of pay with roll
Reduce current vaction accrual by one week
Eliminate penalty lunch payment
Eliminate OT meal allowance
Pay penalty hours for actual time worked at 1.5x rate
Elimination of Early Call In guarantees
Reduce OT rate of 2.0x to 1.5x

Stores

Modify Crew Chief ratios
Eliminate five holidays
Pay remaining five holidays at 1.5x rate of pay with roll
Reduce current vacation accrual by one week
Eliminate penalty lunch payment
Eliminate OT meal allowance
Pay penalty hours for actual time worked at 1.5x rate
Reduce OT rate of 2.0x to 1.5x
Must physically work 40 hours in a work week to be eligible for day off OT at 1.5x

Simulator Technicians

Eliminate five holidays
Pay remaining five holidays at 1.5x rate of pay with roll
Reduce current vacation accrual by one week

Ground and Pilot Instructors

Eliminate five holidays
Pay remaining five holidays at 1.5x rate of pay with no roll
Reduce current vacation accrual by one week

Dispatch

Eliminate five holidays
Pay remaining five holidays at 1.5x rate of pay with no roll
Reduce current vacation accrual by one week

Meteorologists

Eliminate five holidays
Pay remaining five holidays at 1.5x rate of pay with no roll
Reduce current vacation accrual by one week

Technical Specialists

Eliminate five holidays
Pay remaining five holidays at 1.5x rate of pay with roll
Reduce current vacation accrual by one week
Eliminate OT meal allowance
Pay penalty hours for actual time worked at 1.5x rate

Other

FSC

Reduce current uniform provisioning
Elimination of Company paid uniform laundering
Elimination of Crew Chief premium when not working as a Crew Chief
Elimination of short turn penalty due to shift bids

Maintenance and Related

Reduce current uniform provisioning
Elimination of Company paid uniform laundering

Stores

Reduce current uniform provisioning
Elimination of Company paid uniform laundering
Elimination of Crew Chief premium when not working as a Crew Chief

Technical Specialists

Change current work rig o 5:2

Sick/Injury on Duty/Medical Benefits for Furloughed employees

FSC

Reduction of annual sick accrual to five days
Modification of Injury on Duty provision to provide for ten days pay continuance
Discontinuance of Company subsidized medical benefits for furloughed employees

Maintenance and Related

Reduction of annual sick accrual to five days
Sick time paid out at 50% of base hourly rate for first two days of any occurrence
Modification of Injury on Duty provision to provide for ten days pay continuance
Discontinuance of Company subsidized medical benefits for furloughed employees

Stores

Reduction of annual sick accrual to five days
Modification of Injury on Duty provision to provide for ten days pay continuance
Discontinuance of Company subsidized medical benefits for furloughed employees

Simulator Technicians

Reduction of annual sick accrual to five days
Modification of Injury on Duty provision to provide for ten days pay continuance
Discontinuance of Company subsidized medical benefits for furloughed employees

Ground and Pilot Instructors

Reduction of annual sick accrual to five days
Modification of Injury on Duty provision to provide for ten days pay continuance
Discontinuance of Company subsidized medical benefits for furloughed employees

Dispatch

Reduction of annual sick accrual to five days
Modification of Injury on Duty provision to provide for ten days pay continuance
Discontinuance of Company subsidized medical benefits for furloughed employees

Meteorologists

Reduction of annual sick accrual to five days
Modification of Injury on Duty provision to provide for ten days pay continuance
Discontinuance of Company subsidized medical benefits for furloughed employees

Technical Specialists

Reduction of annual sick accrual to five days
Modification of Injury on Duty provision to provide for ten days pay continuance
Discontinuance of Company subsidized medical benefits for furloughed employees

System Protection Credit/Furlough Proection

All TWU covered groups provided one time lifting of current job protection dates in order to achieve overall savings associated with headcount reductions; $12,500 special severance and move allowance waived as well.
Adjustment of System protection dates as necessary and will be calculated upon implementation

BENEFITS/RETIREMENT

Benefits

All TWU covered groups remove Pilot cap "me too" provision; new contribution rates to be effective 1/1/04; Post ratification TWU/APA and APFA to meet with Company to discuss new plan for 1/1/04;
SLOA Benefit coverage reduced from 24 to 12 months
Elimination of STD plan
No change to Retiree Medical or prefunding

Retirement

No change to pension plan

Duration

Current agreement extended to 12/31/08
 
OP
TWU informer

TWU informer

Veteran
Nov 4, 2003
7,546
3,759
After you study the above list for awhile - "compare each work group".
Then Read This...

The Concept of “Craft or Classâ€￾

This is Federal Legal concept “Craft or Classâ€￾

In accordance with the Railway Labor Act, the Federal Government has decided that certain work groups have a mutuality of interest at the bargaining table and in advancing worker related issues, and that groups outside of that particular craft or class should have no participation in how the union is run or at least in the initial decision as to who represents that work group. And so Pilots vote with Pilots, and Flight Attendants as matter of law are prohibited from voting with the Pilots. And in turn, the Pilots are prohibited by law from voting with the Flight Attendants because they are considered to be in different Craft or Classes by the National Mediation Board. And Mechanic and Related Workers within the Airline Industry are entitled by law to vote just amongst themselves.

Supporters of the Aircraft Mechanics Fraternal Association (AMFA) believe that it comprises our mission to remain associated within a union structure with other crafts or classes that according to Federal Government do NOT share our mutuality of interest. The mission is further compromised when we remain associated with other crafts or classes within the union structure of “majority ruleâ€￾ and our particular craft or class is the minority in size. The Aircraft Mechanics Fraternal Association (AMFA) is the only union in this current debate at American Airlines that says “We will forbid ourselvesâ€￾, it will be unconstitutional for us to go and represent baggage handlers, flight attendants, or passenger service clerks, and we will not let ourselves do that because this would compromise our mission. We wish the baggage handlers and other crafts or classes on the property the very best, but they cannot pick our pockets, we wish them to get the very best on their own, but they should no longer be allowed to ride on our backs. In other words, it is time for the airline industry to decouple the mechanic vs. baggage handler pay and benefit structure. It is suffice to say that since deregulation of the airline industry which since enactment has created enormous competition and pressure on airline ticket pricing, and that has resulted in the craft or class of mechanic and related workers suffering in economic buying power, and especially when compared to the Pilots and Flight Attendants who at American belong to craft specific unions. In the mid 1970’s, the Flight Attendants of American Airlines were also represented by the Transport Workers Union of American (TWU), and just as the mechanics today seek a change to a craft specific union, they also left the TWU in favor of the independent Association of Professional Flight Attendants (APFA) The craft or class of Mechanic and Related at American Airlines can no longer afford to remain in an organization that advocates a linking of different work groups that according to law do not share a mutuality of interest.

Regardless of good or bad economic times, and regardless of whether the union is negotiating concessions to prevent a bankruptcy filing or negotiating from economic growth with corporate profits, the formula by which the economic pie is divided amongst the union membership is a union decision. The recent concessions are a clear case in point, because American Airlines was demanding $620 Million in concessions from the TWU, but how those give backs were divided up was a union decision, not a company decision. And the facts are clear, that the craft or class of Mechanic and Related at American took more than our fair share of that amount, and it is also clear this was a union decision.


AMFA IS THE RIGHT CHOICE FOR SKILLED TECHNICIANS
 

local 12 proud

Veteran
Mar 5, 2004
4,265
4
E.R.T'S CANCEL THAT RESPONSE.....JUST THE TWU HAVING A CARDIAC OVER THE A.M.F.A. FILING.....REPEAT CANCEL, DO NOT RECESITATE ;)
 

Bob Owens

Veteran
Sep 9, 2002
14,274
6,112
Does Tulsa and MCI, or did they , get the weekend differential that was taken from AFW?