IAM Fleet Service Thread

[perserverance]

The following is an excert out of an article by Dan Reed from ''USA Today''

''When Parker and his management team at America West were promoting their merger proposal in 2005, they promised to generate an extra $600 million a year in operating profit. They planned to do that through cost savings and additional revenue that would come from offering more non-stop flights and better connecting service than either the West-Coast-oriented America West or the old, East-Coast-centric US Airways had before.
The merged carrier has exceeded that goal already, he says, in large part by eliminating duplicate flights to reduce capacity about 15%; shutting down its underperforming hub in Pittsburgh (US Airways' original hometown); and better matching aircraft size and daily flight frequencies with actual passenger demand. As a result, the airline earned $427 million last year on $11.7 billion in revenue. Though both of its predecessors were perpetually cash poor, the new US Airways now has $3 billion in cash.But the merged US Airways has quietly benefited from labor costs that have remained artificially low while the unions representing mechanics, bag handlers, flight attendants and pilots from both airlines have battled over how to integrate their seniority lists. Until that's resolved, new contracts with higher pay rates and improved benefits can't be put into place."It's not a matter of if their labor costs will go up," says Michael Derchin, a veteran airline analyst at FTN Midwest Securities in New York, "but how much and when."


It seems everyone but the Tempe management team is aware of our struggles. $3,000,000,000.....
in cash and they still do not see to thank the employees'. IAM and the Company both. I include
the IAM for thier lack of leadership in negotiations. They finally see that the group will not accept
a TA less that what we believe our ''value'' is and they didn't see that in the beginning and should
have all along.

Thanks

 

[wings396]

I can't say that I agree with that statement. As the price of gas rises, it becomes much more economic to fly instead. At some point all of the Airlines must wake up and raise fares to a level that will cover their operating costs, but this will still be cheaper than driving. We have all seen how much higher gas prices are along major highways that are prime tourist locatons. In the past, it was always a given that gas prices rose for the Summer vacation season anyway.

 

[AluminumEnemaTime]

$20hr, extra benefits, extra scope. The context of the negotiations is merger. The company just offered the mechanics a 16% pay raise [wage and LP] and extra benefits even though oil is approaching $120 a barrell. 16% for east siders is well over $20hr.

regards,
Tim Nelson
IAM Local Chairman, 1487, Chicago

Tim, at least give out the accurate details of the mechanics offer. The company did not offer the mechanics a 16% pay raise.

We are being offered a 10% base rate pay raise. Are license pay increase was due in Jan 2009, it is being moved up 7 months or so. Having an A&P license is a requirement for allot of our job functions so any raises that we get in our licenses are not going to be given to other groups across the board, that is something that we earned. Maybe you should push for a seperate premium for having a valid drivers license?

Its apples to oranges from us to yous guys, pay, scope etc etc etc. The holidays and many other benefits should be the same for each groups, but you can't compare are license premium payments into your own raise. Apples and Oranges.

 

[Jimmy Neutron]

As I'm sitting here reading the M & R Transition agreement, http://www.iamdl142.org/US-IAM%20Mx%20Agre...0phx%5B1%5D.pdf my blood just boils faster...

A whopping 19% pay increase over the life of the agreement, 10 Paid Holidays, big increases to their IAM pension, improvement to the sick policy...return of shift premiums...an additional weeks vacation in 2011 for a total of 5....an extension of the OJI medical benefits to 9 months...improvements to the limited duty language...the return of DOUBLETIME
...the addition of LAS and PHX as GSE cities....and to my amazement, the continuation of profit sharing......

I see this again as just another slap in the face to the Fleet Service group, seems that the Company and the IAM continue to treat us as second class citizens......


I hope this outrages every Fleet Service member East and West.....When is enough, enough.....

 

[NYGiantsFan90]

M&R do not currently have the IAM Pension.

Profit sharing was eliminated in the TA.

And the wage increase is only 10% at the begining, some of the increase is the license pay and not everyone ie, utility and stores have an AP license.

And the M&R gave up more than fleet and have been under a CBA since 1949.

You cant compare a mechanic's job to a fleet service job.

 

[Jimmy Neutron]

My point exactly, the pay is 19% over the life of the agreement!

Maybe I missed it, but I don't see anywhere in the transition where it says Elimination of profit sharing....

Getting into the pension with much higher rates than Fleet again is another slap in our face period...

This companies offers to Fleet have been absolutely unacceptable and disgusting, so when we see another group represented by the same union being offered anything, it is an outrage and should be treated as an outright slap in the face.

And I don't want to here that crap that MtC. has given and always gave up more then Fleet, that's B.S. and you know it......

Besides that this is a Fleet Service Thread

 

[AluminumEnemaTime]

As I'm sitting here reading the M & R Transition agreement, http://www.iamdl142.org/US-IAM%20Mx%20Agre...0phx%5B1%5D.pdf my blood just boils faster...

A whopping 19% pay increase over the life of the agreement, 10 Paid Holidays, big increases to their IAM pension, improvement to the sick policy...return of shift premiums...an additional weeks vacation in 2011 for a total of 5....an extension of the OJI medical benefits to 9 months...improvements to the limited duty language...the return of DOUBLETIME
...the addition of LAS and PHX as GSE cities....and to my amazement, the continuation of profit sharing......

I see this again as just another slap in the face to the Fleet Service group, seems that the Company and the IAM continue to treat us as second class citizens......


I hope this outrages every Fleet Service member East and West.....When is enough, enough.....

Jimmy, can't you read? About 95% of your post is an outright LIE. :down:

 

[AluminumEnemaTime]

M&R do not currently have the IAM Pension.

Profit sharing was eliminated in the TA.

And the wage increase is only 10% at the begining, some of the increase is the license pay and not everyone ie, utility and stores have an AP license.

And the M&R gave up more than fleet and have been under a CBA since 1949.

You cant compare a mechanic's job to a fleet service job.

Thanks for putting out the truth. I just can't believe how people can be so far off with posting completely false informaton. :down: :angry:

 

[GoldenRam94]

Aim for Holiday pay and such, but the hourly rate is not going to get where you are shooting for now. To compare with maintenance is foolish (skilled and licensed -vs- unskilled and I passed a drug test)

 

[cltrat]

good for M&R with what ever they get but there is no reason you can tell me that fleet should not look at industry standards as to what to expect in an agreement

 

[AluminumEnemaTime]

And I don't want to here that crap that MtC. has given and always gave up more then Fleet, that's B.S. and you know it......

Besides that this is a Fleet Service Thread

Just because its a fleet service thread, it doesn't mean you should make up Lies after Lies. :down:

And since you won't believe the union, go to the hub and see what the percentage of the profit sharing was between the work groups. The profit sharing returns were inline with the give backs. The more your group gave (or what was taken) the higher your profit sharing % was. With that being said the mechanics share was over 23%, and the fleet was somewhere around 9%.
THIS IS FACTUAL, NOT MISINFORMATION (LIES) Hers the proof:

ALPA – Pilots 36.00% $17,638,236 N/A
Eligible
months
only
Eligible
months
only
IAM – Maintenance &
Related 23.43% $11,479,552 $185,566,333 Yes Yes
AFA – Flight
Attendants 14.50% $7,104,290
$262,741,975
Yes Yes
CWA/IBT–
Passenger
Service/Reservation
13.14% $6,437,956 $186,530,428 Yes Yes
IAM – Fleet Service 9.18% $4,497,750 $199,359,942 Yes Yes
Non-contract
Administrative 2.70% $1,322,868 $33,298,132 Yes Yes
TWU – Dispatch 0.65% $318,468 $14,121,669 Yes Yes
TWU – Flight Crew
Training Instructors 0.26% $127,387 $6,002,703 No No
TWU – Flight
Simulator Engineers 0.08% $39,196 $2,376,434 Yes Yes

So, Jimmy, get yourself a calculator, or maybe scratch paper and it looks like the mechanic and related groups givebacks were 14.25% LARGER THAN FLEET. In laymans terms we were the 2nd most BONED group behind the pilots.

 

[Jimmy Neutron]

Jimmy, can't you read? About 95% of your post is an outright LIE. :down:

19. Article 18 (Wage Rates). The longevity steps and pay scales as found on Attachment C will
become effective the first day of the first pay period following ratification of this Agreement. In
no case will a West employee suffer a reduction in their current hourly base pay rate as a result
of transitioning to the East pay scale.
 Effective the first day of the first pay period following ratification, current pay scales will be
increased by 10%.
 Effective 1/1/2009 general increase to the scale of 3% in lieu of the 2% wage increase as
outlined in the CBA.
 Effective 1/1/2010 general increase to the scale of 3%.
 Effective 1/1/2011 general increase to the scale of 3%.

Do the Math 19 % !!!

Completed Years of Service Vacation Allowance in Work Hours
1 80
5 120
12 160
25* 200 Effective 1/1/2011

Again do the Math!!

The first three (3) consecutive days of each sick occurrence are paid at fifty-percent (50%)
of the employee’s scheduled hours and decremented at fifty-percent (50%) from the
employee’s available sick bank hours.
 Employees who have one hundred (100) or more days in their sick leave bank on the date of
the sick leave occurrence will be paid one hundred percent (100%) and one hundred percent
(100%) deducted from their sick bank.
 Employees hospitalized overnight within the first three (3) days will have applicable sick
days paid at one hundred percent (100%).
 Sick leave bank cap of two hundred (200) days. (1600 hours)

Hmmm just a lie huh?

Effective no later than OEI amend CBA as follows:
Employees should be paid an hourly rate of double time for:
 Work performed on the seventh (7th) consecutive day worked if the employee is regularly
scheduled to work five (5) days a week; and
 Work performed on the sixth (6th) and seventh (7th) consecutive day(s) worked if the
employee is regularly scheduled to work four (4) days a week.

Guess that one is just another lie right?

Gee look here, another lie:

Effective Transition Date amend CBA as follows:
 Effective Transition Date, add Memorial Day and day after Thanksgiving Day, for East
employees. Effective January 1, 2009, add Martin Luther King Day for all employees.
Effective January 1, 2010, add Presidents Day for all employees. Effective January 1, 2011,
add Columbus Day for all employees, for a total of ten (10) holidays


Oh look here is another lie:

Shift premiums will become effective the first day of the first pay period following the
ratification date as follows: .61 cents for rotating shift, .58 cents for midnight shift, .51 cents


Need I go on., I may work on the ramp....But I can read!


I think you may need to read it yourself!!!!

 

[AluminumEnemaTime]

INFORMATION ON THE HUB:

How is the profit sharing pool allocated between groups? Under the collective bargaining
agreements, each union’s share of the profit sharing pool is based on that union’s share of total labor
cost savings at pre-merger US Airways.

IAM – Maintenance &
Related 23.43%

IAM – Fleet Service 9.18%

23.43 - 9.18 = 14.25 % The M&R group was taken by more than 14.25% MORE than the fleet was. So the offers are going to be very different. Its just basic math guys.

I would still fight for the drivers license premium!

 

[Jimmy Neutron]

INFORMATION ON THE HUB:

How is the profit sharing pool allocated between groups? Under the collective bargaining
agreements, each union’s share of the profit sharing pool is based on that union’s share of total labor
cost savings at pre-merger US Airways.

IAM – Maintenance &
Related 23.43%

IAM – Fleet Service 9.18%

23.43 - 9.18 = 14.25 % The M&R group was taken by more than 14.25% MORE than the fleet was. So the offers are going to be very different. Its just basic math guys.

I would still fight for the drivers license premium!

If you remember correctly, Fleet had been giving up for many many years before MTC even took 1 hit, basically there was nothing left for us to give.....think about it! If we gave 23 1/2 % we would have been under minimum wage, so the company took what was left.

 

[Jimmy Neutron]

good for M&R with what ever they get but there is no reason you can tell me that fleet should not look at industry standards as to what to expect in an agreement

And yes that's all Fleet is looking for is industry standards------not BK imposed contract language for 10+ years!