Jet Pull

[john john]

The Company can only discharge and discipline CWA employees for the standard of just cause. Very strong language Just ask the IAM (700) about their arbitration award with attendance. CWA has won a lot of grievances with this language. CWA choose not to have attendance in the contract for the flexibility of just cause

 

[diogenes]

Generally, the CSM has done such a poor job documenting their case, they cannot substantiate just cause, and the agent gets their job back.

 

[john john]

Secondly It would be foolish for anyone to catagorise the CWT contract as a good thing for the old US res agents, given all the concessions and outsorcing of the work to offshore.

I can live and abide with it can the company.
1. CWA-US Airways Transformation Plan Agreement 12/10/2004

The pay increases that apply to all classifications are:
1/1/2009 3.0% increase
1/1/2010 4.0% increase
1/1/2011 4.0% increase
1/1/2012 2.0% increase
If you were at the 12 year pay scale step (Top of scale $18.00) and step back to the 11th year pay step ($17.00) and freeze at that step for 2 years. Each employee will be frozen at their applicable pay step beginning on the effective date of the Agreement, and everyone will be unfrozen exactly two years later.
Snap Backs as of 12/31/11 to the CBA of 1999
Sick leave and pay
Holidays back to 10
Premiums-Shift and Job
Travel, training per diem
Holiday premium pay
Holiday option II and pay
Customer Contact Premium (increase)
Vacation Accrual (increase)
2. 3rd World call centers are not working well just ask the customers (are you that much out of touch) subcontracting res can only be used to replace agents taking a E.r leaving through attrition. All subcontracted work must be brought back into our call centers 60 days prior to the end of our agreement.
3. Lets not forget the change of control GRIEVANCE compensating all CWA-represented Passenger Service employees at the pay seniority rate that would have been effective following the Pay Parity Adjustment in June 2002.
CWA demands that US Airways acknowledge that the “Change of Controlâ€￾ provision applies in this case and requires the company to compensate CWA-represented employees at the rate that applied following the Pay Parity Adjustment in June 2002. In addition, CWA demands that all of the employees it represents be made whole by compensating them for the difference between the currently-applied rate and the June 2002 rate, starting on the date of the change of control and ending the date of the final resolution of this matter, as well as any and all other monetary or equitable remedies that may apply.
This is not to bad compare with ALPA IAM AFA TWU and much better than HP agents….
This was the agent’s group first contract. All the other union groups have had union representation for many many many many years. Not to bad for a company who filed for bankruptcy twice and two years and used the bankruptcy law to petition to abrogate all union contracts unless the employees agree to concessionary settlements. In bankruptcy court documents and statements the company stated in blunt terms that if it does not get there cost savings from the union employees it would liquidate. Management got what they wanted management got what they needed. The union met the company’s demands in a fair and equitable way. We had a voice unlike the last times the Company needed concessions.