HERE ARE THE PROPOSALS

Hopeful

Veteran
Dec 21, 2002
5,998
347
American Airlines
AA/TWU Mechanic and related Agreement
Comprehensive Restructuring Proposal
AA Negotiating Committee
March 3, 2003
Introduction
The following proposal is intended to restructure the AA/TWU labor agreements consistent with the Company’s Business plan.
• The proposal is being provided to the TWU under the following assumptions:

1) The TWU financial advisors/consultants have concluded that the Company requires the $620 million relief from the AA/TWU agreements as part of the total $1.8 billion steady state savings in order for our Company to survive and sustain its viability.
2) Elimination of the system job/station protection provisions.
3) All wage and workrule proposals will be effective DOS.
4) All wage and workrule proposals will exclude “grandfatheringâ€￾ rights.
5) Article 11 modified to delete QAM reference. Administration under sole jurisdiction of the Company.
6) Return to Table II OSM guidelines in the 1996 29D.

The following savings values are not additive in every case.
Total savings require a roll-up adjustment for wage/benefit reductions. Total savings will require adjustment to reflect double count between items.

Prelude to M&R proposals
• In the interest of long term stability within the aircraft maintenance mechanic and related classifications, the Company is proposing the following restructuring of the AA/TWU Mechanic and related labor agreement. The proposal is intended to be competitive as it relates to wages and work rules not only within the airline industry, but also with outside vendors who perform aircraft overhaul and repair work. The Company believes the following proposals are required to fundamentally change the way M&E conducts its business going forward, with the intent to preserve as much employment within M&E as necessary and to maintain the viability of overhaul maintenance and American Airlines.
• In addition, the proposal contains necessary restructuring for all other areas within M&E that will allow American Airlines to be competitive and to survive and sustain its viability for the long term.
• Many of the work rule proposals are intended to accomplish the above, however, the Company recognizes that there are alternatives contained within the proposal for many of the various wage and work rules with the overall objective of reaching the $620 million target for all TWU represented employees.

Article 1 - Recognition and Scope
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Modify Article 1 to allow the outsourcing of any work function
within Title I/II or to accommodate the sale of any portion of the
operation
Title I: $223.4 MM

Title II: $ 64.8 MM
Article 4 – Compensation
• Propose the following to achieve competitive pay rates & premiums:
For the Mechanic and related agreement:
• Reduce the “chartâ€￾ rates for all TWU classifications by 1%* $10.8 MM**
• Eliminate payment of longevity pay $5.7 MM
• Eliminate C/C premium when not working in C/C capacity $0.1 MM
• Eliminate Midnight Retention Premium $3.0 MM
• * Includes variable benefits for 2003 plan
** Each 1% reduction is equivalent to $10.8 MM
Article 4 - Compensation
• Propose the following competitive pay rates and premiums:
For the Mechanic and related agreement:
• Eliminate weekend premium at the Maintenance bases $1.7 MM*
or
• Pay only for hours actually worked within the
weekend premium window; article 3(i) $1.6 MM**
and/or
• Pay weekend premium only for hours actually worked $0.3 MM
Ex.: Not paid for VC/SK/HO, etc. or other paid time not worked
• To be competitive with FBOs modify article 4(g) to pay for
licenses only where required by the Company such as: $23.7 MM
Line Maintenance and A/O docks (A & P license)
Engine Assembly (P license)
* Based on 2002 Actuals
** Based on 2/03 headcount working 2230/Sun
Article 4 - Compensation
• Propose the following competitive pay rates and premiums:
For the Mechanic and related agreement:
• Eliminate skill premium (Title I and Title II) $15.0 MM
• Modify License premium rates as follows:


Article 5 - Shift Differential
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Eliminate all shift differential pay $13.1 MM
or
• Pay only for hours actually worked within the shift differential
window. Ex: Emp. A: 0430-1300 shift; pay 1.5 hrs. for period
from 0430-0559. $TBD
and/or
• Pay shift differential only for hours actually worked. Ex: shift
differential not paid for VC/SK/HO or other paid time
not worked. $1.2 MM
and/or
• Modify Shift 4 to 1700 - 0459 $0.4 MM
Article 6 – Overtime
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Elimination of the overtime meal allowance $0.1 MM
• Modify penalty hour to pay for actual time worked at 1.5X $0.4 MM
• Employees must physically work 40 hours in a week
before being eligible for 1.5X premium $0.3 MM
• Eliminate 2.0X overtime rate; all OT paid @ 1.5X rate $0.8 MM
Article 7 - Holidays
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Reduce number of paid holidays $2.2 MM
and/or (per holiday)
• Reduce the premium paid for working on a holiday from
2.5X to 2.0X $7.6 MM
and/or
• Modify Article 7 to eliminate the rolling of the “observedâ€￾ holiday,
pay HO for holiday that falls on day off or during vacation $2.2 MM
Article 8 - Vacations
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Reduce vacation accrual to a maximum of 5 weeks $6.8 MM


Article 11 - Classification and Qualifications
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Modify all C/C ratios $11.5 MM*
– AMT ratio 1 : 15
– Eliminate all other C/C ratios
– Allow Crew direction to encompass any classification
• * Valued at 1 :11.5 ratio with objective to phase to 1 : 15 ratio
Article 11 - Classification and Qualifications
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Combine structures and systems job functions into a general
mechanic classification for Base maintenance airframe
overhaul $6.8 MM
• Convert OSM work, currently performed by MCIE AMT’s to be
performed by OSM’s at OSM rates of pay $1.7 MM
Article 11 - Classification and Qualifications
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Reclassify MOC Tech Specialist to a Title I Tech Crew Chief
classification and reduce rate of pay $0.4 MM
• Combine carpenter, millwright, welder and painter skills into one
general mechanic classification for Base maintenance $1.9 MM

• Outsource building cleaner work $1.1 MM
Article 12 - Promotions and jobs to be posted
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Adjust manning requirements on temporary or permanent basis
within a Business Unit (overhaul base) at company discretion
(Attachment 12.1)
and
• Permanent vacancies resulting in an addition to a Business Unit
(overhaul base) will be filled in accordance with Article 12
(Attachment 12.1)
and
• Redefine movement hierarchy, with Attachment 12.1 following
a surplus 1 deep, then 12(l), 12(m) $4.1 MM

Article 17 - Leaves of Absence
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Eliminate UBP - All Union business coded to UB or UBC $1.7 MM
• Discontinue Company subsidized medical benefits for $0.3 MM
SKLOA after 12 months on leave
Article 19 - Termination of Employment
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Elimination of the continuation of benefits for furloughed
employees (prospective) $207/emp./month
Article 25 - Recall and Call In Work
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Eliminate 2 hour guarantee for call in and pay for actual time
worked at appropriate overtime rates $0.1 MM
Article 27 – General
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Eliminate Company paid cleaning of uniforms $0.5 MM
• Reduce provisioning of uniforms to 6 sets (non-contractual) $0.4 MM
Article 34 - Sick Leave
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Eliminate 80-day salary continuance for IOD occurrences $5.3 MM
• Provide alternatives to SK accrual and % of sick benefit pay:
Ex:
– 5 days accrual/yr pay @ 100% $5.5 MM
maintain current maximum
or
– 12 days accrual/yr pay @ 70% $13.9 MM
maintain current maximum
or
– 12 days accrual/yr pay @ 50% $19.6 MM
maintain current maximum

Article 36 - Meal Periods
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Eliminate the penalty lunch provision $0.5 MM
Article 37 - Severance Allowance
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Modify severance allowance
•
Article 40 - Retirement Benefits
• Standardize Retirement Plans across all employee
groups $9.0 MM*
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Freeze the existing defined benefit plan for both pay and service
• Employee would have an option on a one time basis of either:

• Prospectively replace the defined benefit plan with a 5.25% cash balance plan
– Accounts will receive a fixed rate return equal to the 30 year treasury rate
or
• Prospectively replace the defined benefit plan with a 401(k) match at 5.5%
* Value for all TWU represented employees
Article 41 - Medical Benefits
• Standardize all Medical Plans across all employee groups
Active Medical
• Replace current plans with the following employee choices:
– POS-like plan (high cost, high coverage plan)
– PPO-like plan (medium cost, medium coverage plan)
– Catastrophic plan (low cost, low coverage plan)
– HMO plan, where feasible
• Medical maximum benefit for active employees $1MM
• Modify active medical company contributions to national average (presently 80%)
– Company subsidy based on PPO plan value
* employee contribution to make up difference
• Change contribution structure to 4 tiers (from current 3 tiers)
Employee plus 2; Employee plus 3 or more
Article 41 - Retiree Medical
• Standardize all Medical Plans across all employee groups
• Employee portion of Pre-funding plan accounts refunded
Retiree Medical Under 65
• For prospective Retirees only - Company will determine changes for prior retirees
• Plan design same as Active employees
• Modify retiree medical contributions by the company to national average (presently 60%)
– Company subsidy based on PPO plan value
* employee contribution to make up difference
Retiree Medical Over 65
• Modify medical plan design to provide only prescription drug coverage
• Modify contributions by the Company to national average (presently 25%)
Article 41- Dental Benefits
• Standardize all Medical/Dental Plans across all employee groups
Active Dental
• Eliminate 2002 Dental Plan enhancements
– 100% Preventative coverage (to 80%)
– Adult Orthodontia coverage (eliminate)
– Individual plan maximum reduced from $1500 to $1000
– Child orthodontia reduced from $1500 to $1000 lifetime maximum
• Remove cash back options
• Reduce Company subsidy for Active Dental coverage from 87% to national average of 75% for employee and dependents
• Change to 4 tier contributions (from current 3 tier)
(same as medical plan above)
Article 42 - Job Security
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Elimination of the system job/station protection provisions
Article 44 - Moving Expenses/Optional Severance For Protected Employees
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Eliminate Article 44 consistent with the change in Article 42
Article 46 - Duration of Agreement
• Propose restructuring of the agreement as follows:
For the Mechanic and related agreement:
• Modify the duration clause to reflect an amendable date of 3/1/08

Miscellaneous
Mechanic and related
• Additional cost saving items (proposals reflected in
slides 33 - 35) $7.9 MM
Miscellaneous
Mechanic and related
• Selection of the most qualified Crew Chief/Tech Crew Chief by interview panel (Article 11,12)
• Pay for before and after shift training at straight time (Article 23(B))
• Eliminate premium pay for travel time to training (Article 23)
• Eliminate pay increases when downgrading positions (Article 27)
• Fully cross-utilize, as the operation requires, between all classifications and Title groups (Article 11) with the TWU’s cooperation
– AMT’s for aircraft parking
– Movement of parts (Stock clerk/AMT)
– Inspectors perform AMT functions
Miscellaneous
Mechanic and related
• Standardize Line station shift bid at 6 months (Article 21)
• Implement 4/10 schedules without union concurrence (Art 3)
• Modify Article 25(B)(5) : Early calls in excess of 4 hours will be paid with the scheduled shift.
• Eliminate short turn penalty driven by shift bid or rotation (Art 6)
• Eliminate seniority consideration for training (Art 23)
• Eliminate Article 25©: 1 hour call on day off
Miscellaneous
Mechanic and related
• Limit QA TWU auditing function to bill of work audits (overhaul bases)
• Limit TWU TCC function to Production/MOC
• Number of RIF’d employees will be equal to the sum of the
vacancies plus the employees targeted for displacement
and
• The juniority list will be resized on a one for one basis when an
employee fails to receive a displacement option for any reason (Art 15)
American Airlines
AA/TWU Agreements
Fleet Service/Stores/Technical Specialist/Dispatchers/
Simulator Technicians/Instructors/Meteorologists
Joint Committee
Comprehensive Restructuring Proposal
AA Negotiating Committee
March 3, 2003
Introduction
The following proposal is intended to restructure the AA/TWU labor agreements consistent with the Company’s Business plan.
• The proposal is being provided to the TWU under the following assumptions:

1) The TWU financial advisors/consultants have concluded that the Company requires the $620 million relief from the AA/TWU agreements as part of the total $1.8 billion steady state savings in order for our Company to survive and sustain its viability.
2) Elimination of the system job/station protection provisions.
3) All wage and workrule proposals will be effective DOS.
4) All wage and workrule proposals will exclude “grandfatheringâ€￾ rights.
5) Article 11 modified to delete QAM reference. Administration under sole jurisdiction of the Company.
6) Each proposal applies to all the AA/TWU agreements represented by the Joint Committee, unless noted by referencing a specific agreement.

The following savings values are not additive in every case.
Total savings require a roll-up adjustment for wage/benefit reductions. Total savings will require adjustment to reflect double count between items.
Prelude to Joint proposals
• In the interest of long term stability within the Fleet Service Clerk and other TWU classifications represented by the Joint Committee, the Company is proposing the following restructuring of the applicable AA/TWU labor agreements.
• The proposal is intended to be competitive as it relates to wages and work rules not only within the airline industry, but also with outside vendors who perform various Fleet Service and/or Cabin Service work.
• In addition, the proposal contains necessary restructuring for the other AA/TWU agreements that will allow American Airlines to be competitive and to survive and sustain its viability for the long term.
• Many of the wage and work rule proposals are intended to accomplish the above, however, the Company recognizes that there are alternatives contained within the proposal for many of the various wage and work rules with the overall objective of reaching the $620 million target for all TWU represented employees.

Article 1 - Recognition and Scope
• Propose restructuring of the agreement as follows:
For the Fleet Service agreement:
• Outsource all cabin cleaning $ 48.7 MM
• Outsource the AA/AE transfer driver function $ 6.1 MM
• Outsource non-hub cargo operations $ 5.6 MM
• Outsource aircraft fueling $ 3.8 MM
• Outsource container/tub movers and interline transfers $ 1.8 MM
• Outsource bus driving at LAX and ORD $ 1.0 MM
Article 1 Recognition and Scope
• Propose restructuring of the agreement as follows:
For the Fleet Service agreement:
• Increase station outsourcing up to 40 daily departures $ 110.5 MM
or
• Increase station outsourcing up to 30 daily departures $ 88.5 MM
or
• Increase station outsourcing up to 25 daily departures $ 68.6 MM
or
• Increase station outsourcing up to 15 daily departures $ 26.8 MM
Article 4 – Compensation
• Propose the following competitive pay rates & premiums:
For all TWU agreements represented by the Joint Committee:
• Reduce the “chartâ€￾ rates for all TWU classifications by 1%* $10.0 MM**
• Eliminate payment of longevity pay $7.4 MM
• Eliminate C/C premium when not working in C/C capacity $0.5 MM
* Includes variable benefits for 2003 plan
** Each 1% reduction is equivalent to $10.0 MM
Article 4 - Compensation
• Propose the following competitive pay rates and premiums:
For the Stores agreement:
• Eliminate D1 Driver pay $0.3 MM
• Eliminate weekend premium at the Maintenance bases $0.3 MM
Article 5 - Shift Differential
• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Eliminate all shift differential pay $16.5 MM
or
• Pay only for hours actually worked within the shift differential
window. Ex: Emp. A: 0430-1300 shift; pay 1.5 hrs. for period
from 0430-0559. $TBD
and/or
• Pay shift differential only for hours actually worked. Ex: shift
differential not paid for VC/SK/HO or other paid time
not worked. $1.9 MM
and/or
• Modify Shift 4 to 1700 - 0459 $2.5 MM
Article 6 – Overtime
• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Elimination of the overtime meal allowance $1.2 MM
• Modify penalty hour to pay for actual time worked at 1.5X $2.4 MM
• Employees must physically work 40 hours in a week
before being eligible for 1.5X premium $TBD
• Eliminate 2.0X overtime rate; all OT paid @ 1.5X rate $1.9 MM

Article 7 - Holidays

• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Reduce number of paid holidays $4.4 MM
and/or (per holiday)
• Reduce the premium paid for working on a holiday from
2.5X to 2.0X $15.8 MM
and/or
• Modify Article 7 to eliminate the rolling of the “observedâ€￾ holiday,
pay HO for holiday that falls on day off or during vacation $3.9 MM
Article 8 - Vacations

• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Reduce vacation accrual to a maximum of 5 weeks $5.1 MM
Article 17 - Leaves of Absence
• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Eliminate UBP - All Union business coded to UB or UBC $1.4 MM
• Discontinue Company subsidized medical benefits for $0.8 MM
SKLOA after 12 months on leave
Article 19 - Termination of Employment
• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Elimination of the continuation of benefits for furloughed
employees (prospective) $207/emp./month
Article 25 - Recall and Call In Work
• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Eliminate 2 hour guarantee for call in and pay for actual time
worked at appropriate overtime rates $1.2 MM


Article 27 – General
• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Eliminate Company paid cleaning of uniforms $0.2 MM
• Reduce provisioning of uniforms to 6 sets (non-contractual) $0.2 MM
Article 34 - Sick Leave
• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Eliminate 80-day salary continuance for IOD occurrences $14.3 MM
• Provide alternatives to SK accrual and % of sick benefit pay:
Ex:
– 5 days accrual/yr pay @ 100% $7.2 MM
maintain current maximum
or
– 12 days accrual/yr pay @ 70% $14.1 MM
maintain current maximum
or
– 12 days accrual/yr pay @ 50% $19.4 MM
maintain current maximum
Article 36 - Meal Periods
• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Eliminate the penalty lunch provision $5.4 MM
Article 37 - Severance Allowance
• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Modify severance allowance
Article 40 - Retirement Benefits
• Standardize Retirement Plans across all employee
groups $9.0 MM*
• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Freeze the existing defined benefit plan for both pay and service
• Employee would have an option on a one time basis of either:

• Prospectively replace the defined benefit plan with a 5.25% cash balance plan
– Accounts will receive a fixed rate return equal to the 30 year treasury rate
or
• Prospectively replace the defined benefit plan with a 401(k) match at 5.5%
* Value for all TWU represented employees

Article 41 - Medical Benefits
• Standardize all Medical Plans across all employee groups
Active Medical
Replace current plans with the following employee choices:
– POS-like plan (high cost, high coverage plan)
– PPO-like plan (medium cost, medium coverage plan)
– Catastrophic plan (low cost, low coverage plan)
– HMO plan, where feasible
• Medical maximum benefit for active employees $1MM
• Modify active medical company contributions to national average (presently 80%)
– Company subsidy based on PPO plan value
* employee contribution to make up difference
• Change contribution structure to 4 tiers (from current 3 tiers)
Employee plus 2; Employee plus 3 or more
Article 41 - Retiree Medical
• Standardize all Medical Plans across all employee groups
• Employee portion of Pre-funding plan accounts refunded
Retiree Medical Under 65
• For prospective Retirees only - Company will determine changes for prior retirees
• Plan design same as Active employees
• Modify retiree medical contributions by the company to national average (presently 60%)
– Company subsidy based on PPO plan value
* employee contribution to make up difference
Retiree Medical Over 65
• Modify medical plan design to provide only prescription drug coverage
• Modify contributions by the Company to national average (presently 25%)
Article 41- Dental Benefits
• Standardize all Medical/Dental Plans across all employee groups
Active Dental
• Eliminate 2002 Dental Plan enhancements
– 100% Preventative coverage (to 80%)
– Adult Orthodontia coverage (eliminate)
– Individual plan maximum reduced from $1500 to $1000
– Child orthodontia reduced from $1500 to $1000 lifetime maximum
• Remove cash back options
• Reduce Company subsidy for Active Dental coverage from 87% to national average of 75% for employee and dependents
• Change to 4 tier contributions (from current 3 tier)
(same as medical plan above)
Article 42 - Job Security
• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Elimination of the system job/station protection provisions
Article 43 - Part Time Employees
• Propose restructuring of the agreement as follows:
For the Fleet Service Agreement
• Eliminate provision to offer OT to FT prior to PT $3.0 MM
• Eliminate PT cap restriction (Aggregate and Stand alone) $6.4 MM
Article 44 - Moving Expenses/Optional Severance
For Protected Employees
• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Eliminate Article 44 consistent with the change in Article 42
Article 46 - Duration of Agreement
• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Modify the duration clause to reflect an amendable date of 3/1/08
Miscellaneous
• Propose restructuring of the agreement as follows:
For all TWU agreements represented by the Joint Committee:
• Selection of the most qualified Crew Chief by interview panel (Article 11,12)
• Eliminate premium pay for travel time to training (Article 23)
• Technical Specialists - Pay for before and after shift training at straight time (Article 23(B))
• Eliminate pay increases when downgrading positions (Article 27)
• Fully cross-utilize, as the operation requires, between all classifications and Title groups (Article 11) with the TWU’s cooperation
– AMT’s for aircraft parking
Miscellaneous
• Eliminate short turn penalty driven by shift bid or rotation (Art 21)
• Remove time limitations on Temporary Employees (Article 35(a))
• Number of RIF’d employees will be equal to the sum of the
vacancies plus the employees targeted for displacement
and
• The juniority list will be resized on a one for one basis when an
employee fails to receive a displacement option for any reason (Art 15)

Dispatch, Instructors, and Tech Specialists
• Propose restructuring of the agreement as follows:
For the Dispatch/Metro agreement:
• Eliminate Dispatcher debrief pay $0.6 MM
• Change work work rig to 5:2 $0.2 MM
For the Instructor agreement:
• “Wâ€￾ days may be moved at the discretion of the Company $0.5 MM
For the Tech Specialist agreement:
• Eliminate Tech Specialist debrief pay $0.2 MM
• Change Tech Specialist work rig to 5:2 $0.1 MM
• Reclassify MOC Tech Specialist to a Title I Tech Crew Chief
classification and reduce rate of pay $0.4 MM*
* Included in Mechanic and related pg. 16
Dispatch, Instructors, and Tech Specialists
• Propose restructuring of the agreement as follows:
• Reduce all license premium, skill premium and occupational
premium by 10% $0.3 MM
– Technical Specialists
– Simulator Technicians
– Ground School Instructors
– Flight Engineer Instructors
– Pilot Simulator Instructors
– Dispatchers
– Ops Coordinators
– Meteorologists
 
Aug 20, 2002
10,015
675
www.usaviation.com
Hopeful;
I knew it would be you, or possibly AAquila, that "broke" the news first.

So with out further adieu,

"Hopeful, YOU are the proud recipient of an authentic autographed picture of (the) Don Carty, and (baby Crandall) Gerard Arpey"

Congratulations !!!!!!!!!!!

or as they say on Mulberry street, in NYC,
"FUGGETABOUTIT" !!!!!!!!!
[img src='http://www.usaviation.com/idealbb/images/smilies/9.gif'] [img src='http://www.usaviation.com/idealbb/images/smilies/9.gif']

NH/BB's
 

Hopeful

Veteran
Dec 21, 2002
5,998
347
Attended the Station Manager's meeting at JFK. PERMANENT is the key word. Try getting any of these concessions back in contracts down the road.


Thanks NH/BB's:

By the way can you make that autographed picture of Carty and Arpey into toilet paper?
 
B

bagsmasher

Guest
A VP was at our station, and he assured us that AA wanted permanent work rule changes. They don't expect the unions to agree to permanent pay cuts, but work rule changes would be permanent.
I am also in shock. Basicly they want to be able to outsource where ever they want to. The remaining jobs will be part-time, and when they lay you off there will be no $12,500, no severance, just a boot in the ass. I see why they rejected it from the beginning. Voting "YES" to anything close to this is very much like slitting your own throat.
 

RV4

Veteran
Aug 20, 2002
1,885
80
www.usaviation.com
I am in shock at this:

Eliminate UBP - All Union business coded to UB or UBC $1.7 MM


I thought is was against the law for AA to financially assist the union?

$1.7 Million to fund union business, while the union collects 2 hours pay per month to fund this activity, who the hell has been running this place anyway?
 

RV4

Veteran
Aug 20, 2002
1,885
80
www.usaviation.com
I am one to give credit when credit is due.

The TWU should be given KUDOS for the sending of this crap back to the company. The company fools are too stupid to see the damage the "SRP" program has already done, and now want to expand it???

A Bankruptcy Judge would give us better than this!

However, the secret negotiations and length of time to communicate lacks good representation skills.
 

WXGuesser

Advanced
Aug 20, 2002
234
0
www.usaviation.com
Work reg of 5:2 for dispatch and meteorologists? Ouch... At least I didn't see any indication they were trying to outsource the meteorology like they've been trying to do.

Hey, I know those are small potatoes issues, but they are important to some.

But reading this thing, I can see why it was sent back like a badly-cooked meal.

Peace!
 

Hopeful

Veteran
Dec 21, 2002
5,998
347
How the hell does having a crew chief selection committee save $$$$$$$$$$$$$$$$$$$$.

Aren't they generous only seeking 1% in "chart rates?"

Bottom line is the company knows this will be rejected and therefore will be directing the bankruptcy lawyers into preparing the Chapter 11 paperwork.
 

RV4

Veteran
Aug 20, 2002
1,885
80
www.usaviation.com
[blockquote]
----------------
On 3/6/2003 5:03:19 PM Hopeful wrote:

I wonder what Carty, Arpey and Hall's bonuses will be if this passes.
----------------
[/blockquote]


Something of this magnitude will only be FORCED not PASSED!

And before this crap happens, I predict a Judge will be in control not CARTY, ARPEY, or HALL.
 

The Dissident

Senior
Contributor
Dec 21, 2002
321
77
www.usaviation.com
I just love this part "Modify Article 1 to allow the outsourcing of any work function
within Title I/II or to accommodate the sale of any portion of the
operation"


Does this mean that Tulsa will now become AMR services of Tulsa a wholly owned subidary of AMR corp???