Transfers
- Thread starter bigjets
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D
Deleted member 14439
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Just the ol` rumor mill cranking up again
eolesen
Veteran
- Jul 23, 2003
- 15,939
- 9,366
It's been my understanding that at least for the past 20 years, invol transfers have always been processed before voluntary transfers. If someone want out of ORD and their seniority can hold another station, does it matter if the DFW guy gets RIF'd to that other station or ORD? Some might argue that the invol guys should have a wider selection. I don't see why they couldn't be letting transfers thru if they're higher seniority than the guys being RIF'd. It's a little more complicated, and freezing transfers seems to just be a path of least resistance.
AMFAinMIAMI
Veteran
bigjets said:
Bigjets
Do you work for AA at all?
Why would the guys at DFW be considered screwups?
Why would AA layoff anyone during this time when we are rcvg new A/C and the Flights are full so that we made billions of Dollars.
DFW is the biggest line station.
Glenn Quagmire
Veteran
- Apr 30, 2012
- 4,809
- 4,343
Wouldn't you follow the contract provisions?
http://www.twu.org/Portals/0/AirContracts/aa_MRAgreement.pdf
ARTICLE 15 REDUCTION IN FORCE
(a) All demotions and reductions in force of full-time and part-time employees for lack of work will be handled separately in accordance with Occupational seniority, as provided for in Article 10 paragraph (f).
(b ) An employee who has completed his probationary period and is directly affected by a reduction in force may, at his option, select one of the following:
Option A Accept layoff. Severance would be provided under Article 37 and the employee would retain recall rights per Article 16.
Option B Request to exercise seniority at his station or in the system.
(1) Local Option:
Exercise his seniority to fill a vacancy or displace the most junior employee at his station in his own or lower classification within his Title Group, full or part time, or
(2) System Vacancy Option:
If he has six (6) months or more of seniority, he may exercise his seniority to fill a vacancy at another station in his classification in either a full-time or part-time position, excluding Higher Capacity positions, in which event he will have preference over employees who otherwise might qualify under the provisions of Article 12(l) or 12(m), or
(3) System Displacement Option:
If he has two (2) or more years of seniority, he may exercise his seniority to displace an employee, as outlined in paragraph (c) with the least system seniority in his own classification or any lower classification, in either a full-time or part-time position, in which he has successfully passed or can pass the appropriate qualification test.
(4) Retained Seniority Option:
If an employee is retaining seniority in another Title Group, he may exercise retained seniority in any former or lower classification at his current station. If that Title Group does not exist at the station where the reduction in force occurs, then the employee may request a transfer to any existing vacancy in the system within the Title Group in either a full-time or part-time position. An employee exercising this option will have preference over employees who otherwise qualify under the provisions of Article 12(l) or 12(m). If there are no vacancies as referred to above, then he may exercise his retained seniority to displace the employee with the least system seniority in any former or lower classification within the Title Group, in either a full-time or part-time position.
http://www.twu.org/Portals/0/AirContracts/aa_MRAgreement.pdf
ARTICLE 15 REDUCTION IN FORCE
(a) All demotions and reductions in force of full-time and part-time employees for lack of work will be handled separately in accordance with Occupational seniority, as provided for in Article 10 paragraph (f).
(b ) An employee who has completed his probationary period and is directly affected by a reduction in force may, at his option, select one of the following:
Option A Accept layoff. Severance would be provided under Article 37 and the employee would retain recall rights per Article 16.
Option B Request to exercise seniority at his station or in the system.
(1) Local Option:
Exercise his seniority to fill a vacancy or displace the most junior employee at his station in his own or lower classification within his Title Group, full or part time, or
(2) System Vacancy Option:
If he has six (6) months or more of seniority, he may exercise his seniority to fill a vacancy at another station in his classification in either a full-time or part-time position, excluding Higher Capacity positions, in which event he will have preference over employees who otherwise might qualify under the provisions of Article 12(l) or 12(m), or
(3) System Displacement Option:
If he has two (2) or more years of seniority, he may exercise his seniority to displace an employee, as outlined in paragraph (c) with the least system seniority in his own classification or any lower classification, in either a full-time or part-time position, in which he has successfully passed or can pass the appropriate qualification test.
(4) Retained Seniority Option:
If an employee is retaining seniority in another Title Group, he may exercise retained seniority in any former or lower classification at his current station. If that Title Group does not exist at the station where the reduction in force occurs, then the employee may request a transfer to any existing vacancy in the system within the Title Group in either a full-time or part-time position. An employee exercising this option will have preference over employees who otherwise qualify under the provisions of Article 12(l) or 12(m). If there are no vacancies as referred to above, then he may exercise his retained seniority to displace the employee with the least system seniority in any former or lower classification within the Title Group, in either a full-time or part-time position.
So they are holding 20% OT and they are going to Layoff?
Would be a dumb move on AA's part. Layoffs hit the least senior, usually the youngest. Now that they are trained and have experience at AA it would be easier to get in at WN or Fed Ex or UPS (or MTA, LIRR Con Ed etc) and once they go there they will never come back, and young mechanics are not plentiful and getting scarcer. So they lay off in DFW, those guys bump out the Junior guys in LAX or NYC, then eventually as people retire or resign they go back to DFW and the coasts are left with vacancies they have a hard time filling.
All for what? So Sangrieco can show he is in charge?
Would a layoff improve performance?
Then again we are dealing with NWA management here in maintenance, they didn't care that it cost more to bust the mechanics Union than it would to just leave them alone, had to prove they were in charge. As a result, despite the fact that the industry had recently dumped thousands of mechanics on the street they only were able to get half the scabs they were looking for, despite all the BS we here from pseudo unionists here NWA never resumed full operations, they were around 20% smaller and two of the Unions that supported the company's attack against the mechanics, the IAM and (PFAA) AFA ended up getting decertified when Delta bought what remained, the Pilots were the only major group that kept their Union. Still people who are so blinded by hatred for AMFA claim that NWA management was Victorious and AMFA lost, sure but in the end the Union busters were fired from DL as well and nobody works for NWA anymore, so those Unions lost as well. Guess even as anti-Union Delta is they could not tolerate the anti worker attitude these guys had. Would have upset the whole balance at Delta. Delta knew these guys were good at blowing places up, but probably not good at building a stable efficient operation. Now we are blessed. And we gave up Profit Sharing and the ME TOO to make this happen.
On our end we have people like BigJets who come and accuse the mechanics at DFW of being screwups, mechanics who on average have been there for twenty years who all of a sudden, with the arrival of NWA management, become screwups.
Would be a dumb move on AA's part. Layoffs hit the least senior, usually the youngest. Now that they are trained and have experience at AA it would be easier to get in at WN or Fed Ex or UPS (or MTA, LIRR Con Ed etc) and once they go there they will never come back, and young mechanics are not plentiful and getting scarcer. So they lay off in DFW, those guys bump out the Junior guys in LAX or NYC, then eventually as people retire or resign they go back to DFW and the coasts are left with vacancies they have a hard time filling.
All for what? So Sangrieco can show he is in charge?
Would a layoff improve performance?
Then again we are dealing with NWA management here in maintenance, they didn't care that it cost more to bust the mechanics Union than it would to just leave them alone, had to prove they were in charge. As a result, despite the fact that the industry had recently dumped thousands of mechanics on the street they only were able to get half the scabs they were looking for, despite all the BS we here from pseudo unionists here NWA never resumed full operations, they were around 20% smaller and two of the Unions that supported the company's attack against the mechanics, the IAM and (PFAA) AFA ended up getting decertified when Delta bought what remained, the Pilots were the only major group that kept their Union. Still people who are so blinded by hatred for AMFA claim that NWA management was Victorious and AMFA lost, sure but in the end the Union busters were fired from DL as well and nobody works for NWA anymore, so those Unions lost as well. Guess even as anti-Union Delta is they could not tolerate the anti worker attitude these guys had. Would have upset the whole balance at Delta. Delta knew these guys were good at blowing places up, but probably not good at building a stable efficient operation. Now we are blessed. And we gave up Profit Sharing and the ME TOO to make this happen.
On our end we have people like BigJets who come and accuse the mechanics at DFW of being screwups, mechanics who on average have been there for twenty years who all of a sudden, with the arrival of NWA management, become screwups.
- Thread Starter
- Thread starter
- #13
Bob Owens said:
One thing to add, when a mechanic is not assigned to an OTS aircraft, thats on management for not having enough mechs. If DFW mechs really wanted to disrupt the operation, they would not work OT. Sense the DFW mechs are working OT, they are doing everything in their power to help the operation.
So on the troubleshooting chart, management lays off mechs, remaining mechs work OT, who's fault is it for poor performance? Who's in charge? Like bob said, mechs don't get worse with more experience.
In the past the company had to notify you in writing that you were being forced to work overtime. Some staff assistant had to type a bunch of letters and the manager had to sign them all. The staff assistants didn't like typing all the letters and the manager didn't like having to sign all of them, sometimes 150 to 200 in one sitting. Now, however, the TWU allows management to hand you an AOI that tells you that overtime is mandatory. No longer is it the pain in the neck it used to be for management.bigjets said:
