The offer

restore03

Member
Dec 10, 2008
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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)
 
You guys need to replace that pitiful excuse for a union and replace it with a union that will actually negotiate for you.
 
You guys need to replace that pitiful excuse for a union and replace it with a union that will actually negotiate for you.

"replace it with a union that will actually negotiate for you."

The unfortunate fact is with all unions in survival mode (even those not available to us due to outdated AFL-CIO agreements), that would be a rather difficult find.

I honestly believe none of them have interest in anything but themselves and put on their best show prior to being elected as bargaining agent.

Besides - if the membership were militant enough to actually hold a union's so-called leadership's feet to the fire, it's doubtful that union would want anything to do with that membership as they all seem to prefer sheeple as members - "we know best", they say.
 
The TWU APPOINTED leader whines loudly while using his thesaurus to get the point across with big words....

AA Joint Negotiation Committee Update December 15, 2008

To: All Members of AA Locals 501 – 590
From: John M. Conley, ATD Director
Re: Reflections on 12.2 to 12.12 AA “SuperSession†Negotiations

To say I am disappointed would be a gross understatement – it is difficult to distinguish between arrogance and ignorance, referring to the company’s comprehensive proposal of December 12. Are they destitute of knowledge, unaware, untutored - or simply antagonist, arrogant and domineering? Perhaps a combination of all, as the TWU addressed sensitive issues and offered creative solutions that were countered with nothing but the same lethargic, uninspired, one sided demands that are the hallmark of AA negotiating tactics. We did not ignore the competitive realities or economic frailty of the current environment. In fact, our proposals were anything but destructive, toxic or unrealistic – after all, intuitively, an unhealthy employer does not serve the intrinsic interests or needs of our members. We negotiated with a full understanding of industry challenges; we considered forward looking seminal contract changes while protecting and enhancing the economic interests of our members.

In the end, we negotiated with the intent of satisfying the interests of both parties. However, the Company came to the table with a small carrot and big demands – demands that were short sighted, unrealistic, impotent efforts to achieve what other carriers could only execute in a bankruptcy court room. The TWU presented resourceful solutions that addressed the company’s long term needs in substantive ways while protecting current and future members. Since our efforts went unacknowledged and undervalued, we will be hard pressed to consider cornerstone subjects such as these in future negotiations. American squandered an opportunity to achieve equilibrium and long term competitive parity by overreaching – the TWU did not refuse to consider timeworn, foundational modifications – which if enacted, would have positioned American to compete and succeed, providing stability while balancing the opportunity for our members to realize gains, now and prospectively. In the end it was a losing proposition, as American Airlines demanded that we leave the “unborn†behind.

We remain unequivocal in our commitment to our members, our future members, and the future of our Union. A formal application for mediation services was submitted this a.m. and we anticipate a case number being assigned by week’s end. Further updates will be forthcoming.

Of course Wednesday Morning, there will be more JLT, PLT, FLT leadership working together meetings with full service boot licking by the TWU hot rods.

Superior Negotiations!

Two Hours Pay Per Month for every member and we get this blistering letter whining about how negotiations are going. Work Together, Write a Letter, Work Together, Write a Letter...
 
You guys need to replace that pitiful excuse for a union and replace it with a union that will actually negotiate for you.


Go tell that to the National Mediation Board...

We had the cards they screwed us.

What do suggest we do next?
 
Maybe Conley and the boys should wear a twu slogan shirt to the next talks with the company minions. I think the "Will Strike If Provoked" slogan will surely get the ball rolling in the twu Internationals favor. That is after the HAArvard and YAAle crooks get up off the floor and try to stop laughing at the twu buffoons. :blink:


"An Injustice to One is an Injustice to All"

Except when the twu is AA bootlicking and selling out again.....then it's not. :rolleyes:
 
Maybe Conley and the boys should wear a twu slogan shirt to the next talks with the company minions. I think the "Will Strike If Provoked" slogan will surely get the ball rolling in the twu Internationals favor. That is after the HAArvard and YAAle crooks get up off the floor and try to stop laughing at the twu buffoons. :blink:


"An Injustice to One is an Injustice to All"

Except when the twu is AA bootlicking and selling out again.....then it's not. :rolleyes:

Talking with a steward that went to some meeting this week, I was told that this "Super Session" had nothing to do with the mechanics (due to the "separate negotiations"), but only Fleet Service and that Steve Luis passed this info at that meeting.

Is that true? If so, that may be good for we Title 1 types.

Opinions? Answers?
 
Talking with a steward that went to some meeting this week, I was told that this "Super Session" had nothing to do with the mechanics (due to the "separate negotiations"), but only Fleet Service and that Steve Luis passed this info at that meeting.

Is that true? If so, that may be good for we Title 1 types.

Opinions? Answers?


That is true it was for Tile III, and Dispatchers, Sim techs and such. Not for Title I
 
There is only one way to get money out of this place


Create Overtime

The Company and the union will drag this out past the two year exstension they offered us. So make it worth your while. Leave no stone unturned ;)
 
It doesn't look like the two sides are all that far apart. Pensions get frozen either way, the ASM cap for eagle goes up either way, and retirees with good sick banks could get seven years of insurance paid. Not nearly as bad as I expected.
 
They didn't mention about 40 other articles that could be modified even if TA'd already. What about the co.'s wish of unlicensed part 66 type mech's a la Delta? There is little chance ( no pun intended) of any TA passing w/o structual pay increases. For basically $4500 you get to go 4 years w/o a pay raise. Working OT gets old. And telling new hires making 8 bucks an hour they can put $14,000 a year now into a 401k probably won't get a warm reception.
 
There is only one way to get money out of this place


Create Overtime

The Company and the union will drag this out past the two year exstension they offered us. So make it worth your while. Leave no stone unturned ;)



Brother,................YOU "hit the nail ...right square on the head" !!!!!!!!!

NOTHING gets AA's full ATTENTION more,.................than Overtime that they have NO way of getting out of, AND....Work Comp claims with a Lawyer (deleted by moderator: vulgarity)attatched !!

(Kind of like a Snarling DRACULA.........................Frozen in place by a cross) :angry2:
 
It doesn't look like the two sides are all that far apart. Pensions get frozen either way, the ASM cap for eagle goes up either way, and retirees with good sick banks could get seven years of insurance paid. Not nearly as bad as I expected.


The retiree insurance is a compounding nightmare.

The guy with health problems that needs the medical insurance the worst will have a smaller sick bank because of the health problems and be screwed.

Yeah a healthy guy will get years of coverage with his full bank.

But the guy that needs the insurance the worst will have less of a bank and will be forced to work until death.

The genius bean counter that looks at beans instead of real life issues and facts is not going to help those in need the most.

How can anyone think this is a good idea or "Not as bad as expected"?