I meant to say the TWU and Company proposal. Anyway, here it is!
Union/Company differences:
A. Union final proposal #1 – ASM - An increase of Eagle Available Seat Miles (ASM) increased to 9% with protection of twenty (20) cities.
Company final proposal #1 – ASM - An increase of Eagle Available Seat Miles (ASM) increase to14% with protection of ten (10) cities. Note: The Union would not agree to the Company proposal.
B. Union final proposal #2 – Compensation - Was a 5% lump sum at date of signing, 3.5% lump sum 12 months after date of signing, and 3% structural pay increase 24 months after date of signing.
Company final proposal #2 – Compensation - Was a 5% lump sum at date of signing, 3.5% lump sum 12 months after date of signing, and 3% lump sum pay increase 24 months after date of signing which would convert to a structural raise if other airlines jumped ahead of us. Note: The Union would not agree to a contract that did not provide a structural raise.
C. Union final proposal #3 - Retiree Medical – Current employees would have three options. Option 1 was to remain in current plan with no changes. Option 2 was to replace Post 65 retiree insurance with a Medigap plan paid by the employee. Option 3 was enrolling in a new retiree medical plan with all pre-funding balance returned to the employee. All new hire Members would accumulate 12 sick days a year and could bank them up to 220 days. They could pay for the retiree insurance out of their sick bank. Each month of retiree insurance would cost 20 hours per month.
Company final proposal #3 – Retiree Medical – Current employees would have two options. Option 1 was to replace Post 65 retiree insurance with a Medigap plan paid by the employee. Option 2 was enrolling in a new retiree medical plan with all pre-funding balance returned to the employee. All these Members would accumulate 12 sick days a year and could bank them up to 210 days. They could pay for the retiree insurance out of their sick bank. Each month of retiree insurance would cost 20 hours per month. All new hire Members must buy their own retiree insurance. Note: The Union would not agree to any proposal that would not give a current Member the option of continuing their current retiree medical. New hires would not get retiree medical.
D. Union final proposal #4 – Pensions – All new hire employees with a 401k program. The Company should be required to automatically put in 3% and would match up to an additional 4% of the employee contribution. All current Members interested in this program would have a one time option of converting to the identical amount. Their defined benefit amount would “soft freeze.†A soft freeze means your defined benefit amount is frozen the day you switch plans.
Company final proposal #4 – Pensions - All new hire employees would be enrolled in a 401k plan in which the Company would automatically put in 1% and would match up to an additional 4.5% of the employee contribution. All current Members interested in this program would have a one time option of converting to this plan. Their defined benefit amount would “soft freeze.†Note: The program offered by the Company would have moved us from an industry-leading plan to fifth place plan among airlines.
E. Union final proposal #5 – Duration – 36 months after the amendable date.
Company final proposal #5 – Duration - 36 months after date of signing. This would make the Contract 45 months long. Note: The May 13, 2008 was a two year proposal by the Company. The Union would not agree to longer than a three (3) year agreement and wanted a six (6) month early opener.
We are confident that we did our best to get an agreement. It is unfortunate that the Company was unwilling to move toward addressing the needs of our Members. We will continue the process as outlined under the Railway Labor Act (RLA)
Union/Company differences:
A. Union final proposal #1 – ASM - An increase of Eagle Available Seat Miles (ASM) increased to 9% with protection of twenty (20) cities.
Company final proposal #1 – ASM - An increase of Eagle Available Seat Miles (ASM) increase to14% with protection of ten (10) cities. Note: The Union would not agree to the Company proposal.
B. Union final proposal #2 – Compensation - Was a 5% lump sum at date of signing, 3.5% lump sum 12 months after date of signing, and 3% structural pay increase 24 months after date of signing.
Company final proposal #2 – Compensation - Was a 5% lump sum at date of signing, 3.5% lump sum 12 months after date of signing, and 3% lump sum pay increase 24 months after date of signing which would convert to a structural raise if other airlines jumped ahead of us. Note: The Union would not agree to a contract that did not provide a structural raise.
C. Union final proposal #3 - Retiree Medical – Current employees would have three options. Option 1 was to remain in current plan with no changes. Option 2 was to replace Post 65 retiree insurance with a Medigap plan paid by the employee. Option 3 was enrolling in a new retiree medical plan with all pre-funding balance returned to the employee. All new hire Members would accumulate 12 sick days a year and could bank them up to 220 days. They could pay for the retiree insurance out of their sick bank. Each month of retiree insurance would cost 20 hours per month.
Company final proposal #3 – Retiree Medical – Current employees would have two options. Option 1 was to replace Post 65 retiree insurance with a Medigap plan paid by the employee. Option 2 was enrolling in a new retiree medical plan with all pre-funding balance returned to the employee. All these Members would accumulate 12 sick days a year and could bank them up to 210 days. They could pay for the retiree insurance out of their sick bank. Each month of retiree insurance would cost 20 hours per month. All new hire Members must buy their own retiree insurance. Note: The Union would not agree to any proposal that would not give a current Member the option of continuing their current retiree medical. New hires would not get retiree medical.
D. Union final proposal #4 – Pensions – All new hire employees with a 401k program. The Company should be required to automatically put in 3% and would match up to an additional 4% of the employee contribution. All current Members interested in this program would have a one time option of converting to the identical amount. Their defined benefit amount would “soft freeze.†A soft freeze means your defined benefit amount is frozen the day you switch plans.
Company final proposal #4 – Pensions - All new hire employees would be enrolled in a 401k plan in which the Company would automatically put in 1% and would match up to an additional 4.5% of the employee contribution. All current Members interested in this program would have a one time option of converting to this plan. Their defined benefit amount would “soft freeze.†Note: The program offered by the Company would have moved us from an industry-leading plan to fifth place plan among airlines.
E. Union final proposal #5 – Duration – 36 months after the amendable date.
Company final proposal #5 – Duration - 36 months after date of signing. This would make the Contract 45 months long. Note: The May 13, 2008 was a two year proposal by the Company. The Union would not agree to longer than a three (3) year agreement and wanted a six (6) month early opener.
We are confident that we did our best to get an agreement. It is unfortunate that the Company was unwilling to move toward addressing the needs of our Members. We will continue the process as outlined under the Railway Labor Act (RLA)