JCBA Negotiations and updates for AA Fleet

[Tim Nelson]

In DFW, or any other station for that matter, admin. Makes the call

Same here with lus, not sure about twu.

I like the OT rate of pay for the cwa.

Remember, 70% of them were non contract with "Shi" overtime policy but in their first contract they nabbed double time for all overtime hours for the rest of the week, after working 48 hours weekly (shift trade excepted). Thats what id like to see.

 

[WeAAsles]

WeAASles
That above post is of course assuming you have your 40 hour qualifier in. Which is another issue that needs to be looked at.

The 40 hour qualifier was a product of the BK gavel. Obviously not a fan of anything that was forced down our throats.

If it's my day off I want to be paid OT regardless of whether I made 40 Monday through Friday or not. If I'm not being paid OT on my days off I have far better things to do with my time.

 

[Kev3188]

Obviously I like it since it's similar to what we used to have. It's actually an improvement over what we had since you had to work 8 the day before to get the DT the next day. Do second day sign ups drop to the bottom of the call in list?
And your less hour language is IMO the right way to do it. Equalization is ridiculous and always has been. I rarely sign up for OT so why should I be penalized for that? What if suddenly I have an unexpected bill pop up? With equalization putting me at a disadvantage I can't decide to do some OT to try and pay that bill.
Again equalization is ridiculous and totally unfair. I'll side with your way on that one.

Equalization-if done correctly- is as fair of distribution method as there is...

 

[WeAAsles]

Obviously that wasnt cb point, nor did i say it was. You just budded into a conversation, and im fine with that, but use your logics and if you dont want back and forth then dont cut in a conversation that wasnt addressed to you. Cripes, you are like the board police, brother. How about letting other people talk without you cutting in? Again, im fine if you cut in but not if you cut in and then blame someone who didnt even originally converse with you. Poor manners indeed!

Wow you got a set of nads. You bash these guys relentlessly calling them stupid moronic retards and an assortment of whatever other names you can think of and then you want to converse with one of them?

I know it's all just in fun right Tim. You're just fooling around and they know it.

Wow.

 

[Tim Nelson]

Equalization-if done correctly- is as fair of distribution method as there is...

Yea but imo union stewards can do it more correctly than management. And paid ot bypass makes things more correct and accountable.

 

[WeAAsles]

Equalization-if done correctly- is as fair of distribution method as there is...

No way Jose. I worked ZERO hours. Why should I be charged as if I did work OT?

Equalization forces me basically to use it or lose it. Nothing at all fair about that period.

 

[charlie Brown]

Same here with lus, not sure about twu.
I like the OT rate of pay for the cwa.
Remember, 70% of them were non contract with "Shi" overtime policy but in their first contract they nabbed double time for all overtime hours for the rest of the week, after working 48 hours weekly (shift trade excepted). Thats what id like to see.

Tim
Clarify what you mean after 8? They have after 8 on the first day off and so do we. If you mean on regular work day? I believe it's 1 1/2 from 8 - 12 hours. Then double after 12.

 

[WeAAsles]

Tim
Clarify what you mean after 8? They have after 8 on the first day off and so do we. If you mean on regular work day? I believe it's 1 1/2 from 8 - 12 hours. Then double after 12.

It is. Not counting of course your 30 minute unpaid lunch. Anything over 4 hours holdover is paid at double time for a FT clerk (agent)

 

[AANOTOK]

No way Jose. I worked ZERO hours. Why should I be charged as if I did?

Equalization forces me basically to use it or lose it. Nothing at all fair about that period.

100% agree.
 
I can't work OT for a month or two because I'm taking care of a sick relative. Yet Mr. Overtime man works every day and racks up the money and hours. Why in the heck should I get charged the hours with no pay. Then when I come back, I can catch up to equalization both monetarily and hourly...all is good and fair.

 

[AANOTOK]

There were two things I never understood when I hired in. How in the heck (and why) I was charged overtime hours when I didn't sign nor was I anywhere near the place. And secondly, how in the world am I forced to be there for 8.5 hours and yet they only pay me 8.0.

 

[Racer X]

This vacation talk confuses me. I asked this once before and my Texas education prevented me from deciphering it.
Let's say we pass a contract in August and they go with LUS way of doing vacation. We are given five weeks. If I plan a European vacation for all of Jan, will I be able to do that or will I be short on time accrued. Currently at LAA, you can take all of your vacation starting Jan.1st until your five weeks are up. Some people I know do/have done that. I personally like taking the first two weeks of Jan and go skiing. Is that possible under LUS. Go slow, remember, Texas Ex (and I don't mean University of Texas)  🙂

Yes...You can take any or all of your vacation as early in the year as you like..[ according to bidding by seniority of course]  But, to answer your question....you would be in the negative. As long as you work the required amount of time in each month, by the end of Dec your balance will even out....    As of today....  LUS accrues vacation monthly as long as you are active the majority of the days in the month      We do not accrue in June and Oct      So if you get 5 weeks [25 days] and accrue your vacation in the other 10 months  you would accrue 2.5 days a month .      10 months at 2.5 days....     25 days

 

[Tim Nelson]

Tim
Clarify what you mean after 8? They have after 8 on the first day off and so do we. If you mean on regular work day? I believe it's 1 1/2 from 8 - 12 hours. Then double after 12.

Your clarification is fine.

 

[charlie Brown]

This topic is a perfect example of why there are so many questions. These overtime articles, were they discussed and a decision made on which policy will be put forward to the company, or are they being discussed among the Association when that particular Article comes up in negotiations with AA. Secondly, I know it was stated that the Association wanted the best of both contracts, but let's say for instance LUS thinks the way they distribute OT on days off is better than the way we do it at LAA. Who eventually decides which article to put forward. Do we go with the IAM because they are the seat until August? And again, has all this been worked out among the Association OR, could this possibly be adding to the delay?

AANOTOK
When the two unions were going through and reconciling both contracts there were basically two articles that we couldnt agree on at the time. One was grievance procedure. The other was overtime. Just two very different philosophies between the two unions on these two articles. We have most of overtime ready to go. Will we have debate back and forth on this article? Sure we will. And we should. That's how we come out in the end with what's the best in combining the two. I can assure you that nothing we debate back and forth between the two unions will hold anything up with the company and the association.

 

[NYer]

The 40 hour qualifier was a product of the BK gavel. Obviously not a fan of anything that was forced down our throats.
If it's my day off I want to be paid OT regardless of whether I made 40 Monday through Friday or not. If I'm not being paid OT on my days off I have far better things to do with my time.

The 40 hours was not part of the BK. It was there prior to the BK

 

[Kev3188]

Yea but imo union stewards can do it more correctly than management. And paid ot bypass makes things more correct and accountable.

I didn't realize mgmt. handled at US... That's a no-go for me...