Regardless of the many new hires on the east side,west has them too, seniority integration will not be strictly DOH. IBT has said they are looking for a seniority integration formula and if not agreed to by both IBT and CWA this will go to arbitration. Lets hope its resolved quickly, the sooner the better and let the chips fall where they may.
teamsters Renege on CWA
- Thread starter 700UW
- Start date
soon...soon....patience..... 😉
PhxRanchHand
Advanced
- Joined
- Nov 8, 2005
- Messages
- 162
- Reaction score
- 1
Where o'where is mr 7. he has been caught repeating a lie, he thinks and believes this to be true.. He can't come back to apologize. Anyway, what business is it of the iam and 7 to comment on the APSA
Go back to stocking the nuts and bolts and leave the gates alone...
Go back to stocking the nuts and bolts and leave the gates alone...
Please explain how you are going to "loose out" with straight DOH? In a city with a US/HP presence, some people will be bumped down in bidding (of course this could happen to either side if they are more junior than someone from the other carrier). As far as risking? themselves, I dont understand what risk is being asked of them, especially of a 1 year agent? Please explain why you feel something is being risked? There might be some people who will eventually move to an old HP city, but by the same token a lot of new cities will be open to the old HP people to move to. If they are senior to the new US people, then they will get to bid above them and if not, they bid below them (just like we currently do when we move to another city). We have 13 new hires with 2005/06 seniority dates in my city. Are there not loads of HP people that could potentially "bump" these EastUS agents down the bidding list? As far as thousands of old US agents flooding PHX or LAS and "bumping" everyone there out, it doesnt happen that way. There has to be an opening to transfer first of all so there is no worry that everyone in PHX is going to get bumped to PHL tomorrow. Also, in the event of a downsizing, only the most junior agent in seniority can get bumped. If agent X will not xfer to wherever they might be (probably could include PHL/LGA or DCA) then they dont get to "bump" anyone else out of their city either. Just because we could be losing 100 agents in city X, if none are willing to transfer to the most junior agents city, then they wont be going anywhere but on furlough.
I'm not trying to be argumentative, but am curious as to the reasoning behind being afraid of DOH? I have a feeling that a lot of it pertains to issues that arent being fully explained and the fear factor involved just because the overall seniority looks so out of whack. I can guarantee you that many of the East US agents are tired of moving, and while there are those who do want to head to the desert, its not going to be the mass stampede that so many out West seem to fear. Many of us East oldies are well settled into our current life and have no intention of going anywhere (again!)
Bird Doctor
Senior
PhxRanchHand Posted Yesterday, 09:38 PM
Where o'where is mr 7. he has been caught repeating a lie, he thinks and believes this to be true.. He can't come back to apologize. Anyway
700UW is the deleted by mod he gets cought all the time but he will never admit he was wrong. But he sure likes to try and have others admit what he wont.
Where o'where is mr 7. he has been caught repeating a lie, he thinks and believes this to be true.. He can't come back to apologize. Anyway
700UW is the deleted by mod he gets cought all the time but he will never admit he was wrong. But he sure likes to try and have others admit what he wont.
Once again you post of things you have no idea about, Roach visits locations all the time, he traveled the US system last year.
Buffy goes out to members all the time.
Maybe if you were an IAM member or US employee you would know these things.
I "loose out" every time I bid because there are people senior to me but it has always been that way union and non-union. With the mergers of the pass it was DOH we all accepted it because it was the fare way to do a merge. HP agent just want more than they deserver I don't blame them if I had a negotiating team I would want they to argue and try to give me more seniority that I have just because someone is senior to me because of a merger. I hope The Seniority integration committees for the CWA and the Teamsters are in favor of strict one-to-one integration. Previous integrations of the carriers that came together to form US Airways set a past practice and this should influenced their preferences.
Philjr
Advanced
There is no negotiating been there done that.The CWA CBA will be DOH. 🙄 Have a good day.
US Airways Negotiations Update
January 13, 2006
US Airways Negotiations Update
This week Teamster negotiators and the Communications Workers of America (CWA) negotiators met in Washington, D.C. with US Airways management. The purpose of these meetings was to begin the Transition Negotiation that will resolve any problem the America West Customer Service Representatives (CSRs) may face in the process of transitioning into the CWA Collective Bargaining Agreement.
On the Table
The discussion this week centered on the following issues:
• Superior retirement benefits—CWA has a 401k matching program obligation including an automatic weekly contribution of 3% of CSR gross income, to which America West employees will now be entitled;
• Hours of Service and day trades to preserve the flexibility America West CSRs currently enjoy;
• Health Care review;
• Classifications – Reconciling different definitions, duties and titles;
• Pay Transition implementation;
• Vacation accrual methods and entitlements;
• Sick Leave and Holidays—Working to preserve our superior benefits until full pay parity is achieved (when the CWA snapbacks take place in 2012, these benefits will be superior to current America West benefits.)
Seniority Integration
The Seniority integration committees for the CWA and the Teamsters began to explore how the two seniority lists will ultimately be integrated. The CWA committee argued in favor of strict one-to-one integration. They also explained how the previous integrations of the carriers that came together to form US Airways had influenced their preferences.
Teamster negotiators are exploring methods to protect Teamsters’ current rights and expectations that could be affected by the difference in the age of the companies.
These discussions did not reach agreement but began the dialogue that will continue in the coming weeks.
The company did agree that the seniority list for the America West CSRs would be according to the date of hire with the company (with ties broken using birthday as this is the current method used by America West.)
You will be receiving a mailing at your home regarding this list and that information is also posted on this website. If you do not receive this mailing, please contact your shop steward and/or business agent so that we can update our records. To obtain this information please contact the Airline Division (800) 635-3961.
The America West method of granting seniority differs from that used under the CWA agreement. For that reason, the Teamsters proposed and the company agreed that all employees hired and on-line on the America West side prior to a certain date (target- January 31) will be protectively “fenced†in. After that date we will use the CWA agreement seniority provisions to grant CSRs Passenger Service “Craft†seniority (first date worked, including training) in the Passenger Service Craft. Additional information is available on the CWA website (www.CWA.net) under: CWA contract Article 8 Seniority, Sections A.1-4.
On the Horizon
Future negotiations are scheduled with US Airways for February 14, 15 and 16 in Tempe, Arizona.
Talks with the CWA will continue next week.
US Airways Negotiations Update
Bargaining Update for America West CSRs, No.6
This week Teamster negotiators
and the Communications
Workers of America (CWA)
negotiators met in Washington, D.C.
with US Airways management. The
purpose of these meetings was to
begin the Transition Negotiation that
will resolve any problem the America
West Customer Service Representatives
(CSRs) may face in the process of
transitioning into the CWA Collective
Bargaining Agreement.
On the Table
The discussion this week centered on
the following issues:
• Superior retirement benefits—
CWA has a 401k matching program
obligation including an
automatic weekly contribution of
3% of CSR gross income, to which
America West employees will now
be entitled;
• Hours of Service and day trades to
preserve the flexibility America
West CSRs currently enjoy;
• Health Care review;
• Classifications – Reconciling different
definitions, duties and titles;
• Pay Transition implementation;
• Vacation accrual methods and
entitlements;
• Sick Leave and Holidays—
Working to preserve our superior
benefits until full pay parity is
achieved (when the CWA snapbacks
take place in 2012, these
benefits will be superior to current
America West benefits.)
Seniority Integration
The Seniority integration committees
for the CWA and the Teamsters
began to explore how the two seniority
lists will ultimately be integrated. The
CWA committee argued in favor of
strict one-to-one integration. They also
explained how the previous integrations
of the carriers that came together
to form US Airways had influenced
their preferences.
Teamster negotiators are exploring
methods to protect Teamsters’
current rights and expectations that
could be affected by the difference in
the age of the companies.
These discussions did not reach
agreement but began the dialogue
that will continue in the coming
weeks.
The company did agree that the
seniority list for the America West
CSRs would be according to the date
of hire with the company (with ties
broken using birthday as this is the
current method used by America
West.)
You will be receiving a mailing at
your home regarding this list and that
information is also posted on this
website. If you do not receive this
mailing, please contact your shop
steward and/or business agent so that
we can update our records. To obtain
this information please contact the
Airline Division (800) 635-3961.
The America West method of
granting seniority differs from that
used under the CWA agreement. For
that reason, the Teamsters proposed
and the company agreed that all
employees hired and on-line on the
America West side prior to a certain
date (target- January 31) will be protectively
“fenced†in. After that date
we will use the CWA agreement seniority
provisions to grant CSRs
Passenger Service “Craft†seniority
(first date worked, including training)
in the Passenger Service Craft.
Additional information is available on
the CWA website (www.CWA.net)
under: CWA contract Article 8
Seniority, Sections A.1-4.
On the Horizon
Future negotiations are scheduled
with US Airways for February 14, 15
and 16 in Tempe, Arizona.
Talks with the CWA will continue
next week.Teamster CSR
Bargaining CommitteeLyn Koch,AWV
Jennifer Haffner, REZ-PHX,
General Sales
Dan Vogelgesang, REZ-DST
Kimberly Barbaro, PHX,
Ticket Counter
Angel Torres, PHX, Gate Agent
Tony Cartwright, LAS
Jennifer Tan, REZ-Reno
Tony Orosco,AUS
Gregory Ford, SMF
Sean Lau,EWR
Commitment,
Security, Results
Bargaining Update for America West CSRs, No. 6
Bargaining Update for America West CSRs, No.6
This week Teamster negotiators
and the Communications
Workers of America (CWA)
negotiators met in Washington, D.C.
with US Airways management. The
purpose of these meetings was to
begin the Transition Negotiation that
will resolve any problem the America
West Customer Service Representatives
(CSRs) may face in the process of
transitioning into the CWA Collective
Bargaining Agreement.
On the Table
The discussion this week centered on
the following issues:
• Superior retirement benefits—
CWA has a 401k matching program
obligation including an
automatic weekly contribution of
3% of CSR gross income, to which
America West employees will now
be entitled;
• Hours of Service and day trades to
preserve the flexibility America
West CSRs currently enjoy;
• Health Care review;
• Classifications – Reconciling different
definitions, duties and titles;
• Pay Transition implementation;
• Vacation accrual methods and
entitlements;
• Sick Leave and Holidays—
Working to preserve our superior
benefits until full pay parity is
achieved (when the CWA snapbacks
take place in 2012, these
benefits will be superior to current
America West benefits.)
Seniority Integration
The Seniority integration committees
for the CWA and the Teamsters
began to explore how the two seniority
lists will ultimately be integrated. The
CWA committee argued in favor of
strict one-to-one integration. They also
explained how the previous integrations
of the carriers that came together
to form US Airways had influenced
their preferences.
Teamster negotiators are exploring
methods to protect Teamsters’
current rights and expectations that
could be affected by the difference in
the age of the companies.
These discussions did not reach
agreement but began the dialogue
that will continue in the coming
weeks.
The company did agree that the
seniority list for the America West
CSRs would be according to the date
of hire with the company (with ties
broken using birthday as this is the
current method used by America
West.)
You will be receiving a mailing at
your home regarding this list and that
information is also posted on this
website. If you do not receive this
mailing, please contact your shop
steward and/or business agent so that
we can update our records. To obtain
this information please contact the
Airline Division (800) 635-3961.
The America West method of
granting seniority differs from that
used under the CWA agreement. For
that reason, the Teamsters proposed
and the company agreed that all
employees hired and on-line on the
America West side prior to a certain
date (target- January 31) will be protectively
“fenced†in. After that date
we will use the CWA agreement seniority
provisions to grant CSRs
Passenger Service “Craft†seniority
(first date worked, including training)
in the Passenger Service Craft.
Additional information is available on
the CWA website (www.CWA.net)
under: CWA contract Article 8
Seniority, Sections A.1-4.
On the Horizon
Future negotiations are scheduled
with US Airways for February 14, 15
and 16 in Tempe, Arizona.
Talks with the CWA will continue
next week.Teamster CSR
Bargaining CommitteeLyn Koch,AWV
Jennifer Haffner, REZ-PHX,
General Sales
Dan Vogelgesang, REZ-DST
Kimberly Barbaro, PHX,
Ticket Counter
Angel Torres, PHX, Gate Agent
Tony Cartwright, LAS
Jennifer Tan, REZ-Reno
Tony Orosco,AUS
Gregory Ford, SMF
Sean Lau,EWR
Commitment,
Security, Results
Bargaining Update for America West CSRs, No. 6
Gee who is lying? Not I, the proof is on the CWA's web page!
CWA NET
Once again, don't let the FACTS get in your way!
Interim Transition Agreement with US Airways management
III. Seniority List Integration
A. Any transitional procedures required to integrate the seniority of the two
groups will be determined by the Association and submitted to the Airline
Parties for acceptance by no later than April 1, 2006. The Airline parties
will accept such transitional procedures providing they comply with the
following criteria:
1. furloughed passenger service employees may not bump/displace
active passenger service employees; and
2. does not cause or contribute to the incurring of back pay, increased
costs associated with training or company paid moves, or payment
of premiums for duties not actually performed; and
3. no stapling of all the employees of one Airline Party to the bottom of
the seniority list of the other Airline Party.
The union agrees that any transitional procedures will not require any
personnel file record checks on the part of the Airline Parties in order to
integrate the seniority lists into a combined seniority list
Any disputes regarding the incorrect posting of the new integrated
Passenger Service seniority list will be handled pursuant to Article 8.I. of
the CBA, except that it will be the responsibility of the Association to
resolve and respond to the grievant and notify the Company of any
decision made to modify the posted Passenger Service seniority date and
the Airline Parties will not be a party to any such grievance.
B. The Airline Parties will cooperate and respond to reasonable requests by
the Association for passenger service employment data, including
providing necessary information in personnel file records, necessary for
the seniority integration.
IV. Negotiation of Transition to US Airways Collective Bargaining Agreement
A. The Association and the Airline Parties will negotiate final rules to
transition the America West passenger service employees to the existing
US Airways passenger service collective bargaining agreement, as
amended, as listed below. Such negotiations will not be Section 6
negotiations with regard to the CWA Collective Bargaining Agreement.
1. The Association and the Airline Parties will commence negotiations
no later than January 15, 2006. If the Parties have not reached
final agreement on all transition rules on or before June 1, 2006,
then any remaining open items will be resolved through Expedited
Arbitration as provided for in the existing US Airways passenger
service collective bargaining agreement, as amended. Any
Expedited Arbitration will be limited in scope and remedy to open
items specific to transitioning the America West passenger service
employees to the existing US Airways passenger service collective
bargaining agreement, as amended except that pay will be
transitioned as follows:
• Effective on the first pay period following the earlier of (i) 4/1/06,
or (ii) resolution of all transition issues, either through
agreement or arbitration award America West employees and
MLE Agents will receive an across-the-board $.40 per hour
increase or transition to the applicable step of the applicable
payscale, whichever is less.
• Effective on the first pay period following four months from the
first increase, America West employees and MLE Agents will
be increased by 25% of the difference between their then
current payrate and the payrate at their appropriate step of the
CWA US Airways Passenger Service CBA CSA payscale; In no
event will an employee suffer a reduction in pay.
• Effective on the first pay period following ten months from the
first increase, America West employees and MLE Agents will
be increased to 50% of the difference between their then current
payrate and the payrate at their appropriate step of the CWA
CBA CSA payscale; In no event will an employee suffer a
reduction in pay.
• Effective on the first pay period following fifteen months from the
first increase, America West employees and MLE Agents will
be increased to 75% of the difference between their then current
payrate and the payrate at their appropriate step of the CWA
CBA CSA payscale. In no event will an employee suffer a
reduction in pay.
• Effective on the first pay period following twenty months from
the first increase. America West employees and MLE Agents
will be increased to 100% of their appropriate step of the CWA
V. Operational Employee Integration
Operational Employee Integration is defined as the time the passenger service
employees of America West and US Airways are integrated into a combined
passenger service workforce, with the application of the combined passenger
service seniority list and occurs following the completion of all of the items below
and within forty-five (45) days after the completion of whichever occurs last:
A. Submittal by the Association and acceptance by the Airline Parties of a
combined passenger service seniority list; and
B. Final agreement on rules regarding the transition of America West
passenger service employees to the existing US Airways passenger service
collective bargaining agreement, as amended, as provided in Section IV,
above.
C. Conversion to a permanent single reservations system.
VI. Disputes as to Interpretation or Application of this Letter of Agreement
The Airline Parties and the Association will make a good faith effort to resolve
any dispute arising from the implementation of this Letter of Agreement. Any
dispute raised by either an Airline Party or the Association will first be discussed
orally between the parties. Where resolution cannot be reached, the dispute
shall be reduced to a written grievance by the party who raised the issue and will
be scheduled for expedited arbitration as follows:
A. The Airline Party(ies) and the Association will select a neutral and an
alternate who will hear all disputes regarding this Letter of Agreement.
B. Participation in the hearings may be telephonic at the sole discretion of the
parties.
C. All hearings will commence, subject to the availability of the neutral, within
ten (10) days of the grievance being filed and designated as expedited by
either party.
D. All arbitration decisions will be rendered orally by the close of business the
day following the hearing and will be followed up with a short written
description of the issue, the award and a synopsis of the basis upon which
the award is made.
E. Costs of this process will be shared equally between the parties.
VII. Effective Date, Modification, Status of Letter of Agreement, and Duration
A. Will take effect on the date of execution set forth below;
B. May be modified by written agreement of the Association and the Airline
Parties collectively;
C. Governs in case of conflict between one of its terms and a provision of the
existing US Airways passenger service collective bargaining agreement, as
amended, or applicable terms and conditions of employment at America
West; and
D. Will remain in effect in accordance with its terms until each of the provisions
herein has been fulfilled, unless sooner terminated by written agreement of
the Association and the Airline Parties collectively.
III. Seniority List Integration
A. Any transitional procedures required to integrate the seniority of the two
groups will be determined by the Association and submitted to the Airline
Parties for acceptance by no later than April 1, 2006. The Airline parties
will accept such transitional procedures providing they comply with the
following criteria:
1. furloughed passenger service employees may not bump/displace
active passenger service employees; and
2. does not cause or contribute to the incurring of back pay, increased
costs associated with training or company paid moves, or payment
of premiums for duties not actually performed; and
3. no stapling of all the employees of one Airline Party to the bottom of
the seniority list of the other Airline Party.
The union agrees that any transitional procedures will not require any
personnel file record checks on the part of the Airline Parties in order to
integrate the seniority lists into a combined seniority list
Any disputes regarding the incorrect posting of the new integrated
Passenger Service seniority list will be handled pursuant to Article 8.I. of
the CBA, except that it will be the responsibility of the Association to
resolve and respond to the grievant and notify the Company of any
decision made to modify the posted Passenger Service seniority date and
the Airline Parties will not be a party to any such grievance.
B. The Airline Parties will cooperate and respond to reasonable requests by
the Association for passenger service employment data, including
providing necessary information in personnel file records, necessary for
the seniority integration.
IV. Negotiation of Transition to US Airways Collective Bargaining Agreement
A. The Association and the Airline Parties will negotiate final rules to
transition the America West passenger service employees to the existing
US Airways passenger service collective bargaining agreement, as
amended, as listed below. Such negotiations will not be Section 6
negotiations with regard to the CWA Collective Bargaining Agreement.
1. The Association and the Airline Parties will commence negotiations
no later than January 15, 2006. If the Parties have not reached
final agreement on all transition rules on or before June 1, 2006,
then any remaining open items will be resolved through Expedited
Arbitration as provided for in the existing US Airways passenger
service collective bargaining agreement, as amended. Any
Expedited Arbitration will be limited in scope and remedy to open
items specific to transitioning the America West passenger service
employees to the existing US Airways passenger service collective
bargaining agreement, as amended except that pay will be
transitioned as follows:
• Effective on the first pay period following the earlier of (i) 4/1/06,
or (ii) resolution of all transition issues, either through
agreement or arbitration award America West employees and
MLE Agents will receive an across-the-board $.40 per hour
increase or transition to the applicable step of the applicable
payscale, whichever is less.
• Effective on the first pay period following four months from the
first increase, America West employees and MLE Agents will
be increased by 25% of the difference between their then
current payrate and the payrate at their appropriate step of the
CWA US Airways Passenger Service CBA CSA payscale; In no
event will an employee suffer a reduction in pay.
• Effective on the first pay period following ten months from the
first increase, America West employees and MLE Agents will
be increased to 50% of the difference between their then current
payrate and the payrate at their appropriate step of the CWA
CBA CSA payscale; In no event will an employee suffer a
reduction in pay.
• Effective on the first pay period following fifteen months from the
first increase, America West employees and MLE Agents will
be increased to 75% of the difference between their then current
payrate and the payrate at their appropriate step of the CWA
CBA CSA payscale. In no event will an employee suffer a
reduction in pay.
• Effective on the first pay period following twenty months from
the first increase. America West employees and MLE Agents
will be increased to 100% of their appropriate step of the CWA
V. Operational Employee Integration
Operational Employee Integration is defined as the time the passenger service
employees of America West and US Airways are integrated into a combined
passenger service workforce, with the application of the combined passenger
service seniority list and occurs following the completion of all of the items below
and within forty-five (45) days after the completion of whichever occurs last:
A. Submittal by the Association and acceptance by the Airline Parties of a
combined passenger service seniority list; and
B. Final agreement on rules regarding the transition of America West
passenger service employees to the existing US Airways passenger service
collective bargaining agreement, as amended, as provided in Section IV,
above.
C. Conversion to a permanent single reservations system.
VI. Disputes as to Interpretation or Application of this Letter of Agreement
The Airline Parties and the Association will make a good faith effort to resolve
any dispute arising from the implementation of this Letter of Agreement. Any
dispute raised by either an Airline Party or the Association will first be discussed
orally between the parties. Where resolution cannot be reached, the dispute
shall be reduced to a written grievance by the party who raised the issue and will
be scheduled for expedited arbitration as follows:
A. The Airline Party(ies) and the Association will select a neutral and an
alternate who will hear all disputes regarding this Letter of Agreement.
B. Participation in the hearings may be telephonic at the sole discretion of the
parties.
C. All hearings will commence, subject to the availability of the neutral, within
ten (10) days of the grievance being filed and designated as expedited by
either party.
D. All arbitration decisions will be rendered orally by the close of business the
day following the hearing and will be followed up with a short written
description of the issue, the award and a synopsis of the basis upon which
the award is made.
E. Costs of this process will be shared equally between the parties.
VII. Effective Date, Modification, Status of Letter of Agreement, and Duration
A. Will take effect on the date of execution set forth below;
B. May be modified by written agreement of the Association and the Airline
Parties collectively;
C. Governs in case of conflict between one of its terms and a provision of the
existing US Airways passenger service collective bargaining agreement, as
amended, or applicable terms and conditions of employment at America
West; and
D. Will remain in effect in accordance with its terms until each of the provisions
herein has been fulfilled, unless sooner terminated by written agreement of
the Association and the Airline Parties collectively.
Ok, Ill admit it. Would someone in plain ole english just tell me what the point of all this is? Is it that the seniority issue hasn't been decided? I have heard that boarding by seniority when the east and west side are operating on 1 certificate is going to happen. That is one of west sides concerns. Its not that we feel someone is going to take our jobs as we have lots of vacancies to fill. Many jobs are being xferd to phx and lots of slots to fill. Boarding by seniority is my concern. Again, I have no idea what most of this means, so please be kind and explain.
AIRCRAFTMECHANIC
Member
Plain and simple.DOH will be the rule for all.This means wether you are flying non rev or bidding vacation or days off.Just look how it was done when Usair merged with piedmont / Psa / Trump shuttle.
I see , you all think it should be changed because we are merging with AWA.
Just accept DOH....it is the way it will be...period.!
For all work groups...if it has to go to arbitration or to court,it wont matter, it will be date of hire.
Just look at the history.I too wished I would have EARNED
more senority.Ive got tue wed off on third shift...so what
.......DOH is fair....Ive got 21 years with Us.... and im not loosing a day...to anyone ...nor will I try and steal a day either.
Vote IAM and ensure your senority stays where it is....wether you have a year or 30.
Im not risking having NO CONTRACT to try and get,basiclly
nothing more.
I have been with the IAM for 21 years and they have always tried to do the best they could.They have a long history in avation 49 years....because they mostly work along side us.
Your choice is your own...please respect my choice.
A BIRD IN HAND , IS WORTH TWO IN THE BUSH....
I TRUST THE IAM...THEY ARE MY UNION.
I WILL NOT BASH THE IBT...BECAUSE I THINK THEY ARE A FINE UNION ALSO...
IN FACT ALL UNIONS ARE GOOD IN MY EYES...AT LEAST WE HAVE UNIONS THAT REPRESENT ALL OF HARD WORKING AMERICANS AND I THANK GOD FOR ALL OF THEM....SO TO ALL UNIONS THANKYOU...FOR DOING WHAT YOU ALL DO...IF NOT FOR YOU THEN WE ALL WOULD BE IN TROUBLE....TO ME THE UNIONS OF THIS UNITED STATES ARE ALL IN NEED OF A HUGE THANKYOU FROM US ..
PLEASE DONT BASH THEM....THERE ALL WE HAVE TO PROTECT OUR FAMILYS......
