UAL T/A Highlights

[TIME FOR CHANGE]

United T/A

 

[MCI transplant]

United T/A

<_< ------- I see they have "Retro" pay as part of their T/A! ----- That's something you'll never see with the TWU!!!!

 

[TWU informer]

And they have No Defined Pension.
Which by the way nobody seems to know the value of here at AA.

 

[paul1]

we will have retro from the date of the agreement in 2020 as part of the 5 tenats of the AA flight plan

 

[eolesen]

$3000 retro, and topping out at $37 seems to be a far cry from the $50 target I've been hearing from some of y'all.... I know this is just a transition agreement to get them to a single carrier, but aside from the hourly rate, is this really all that great in comparison to where you guys are today?

 

[Bob Owens]

<_< ------- I see they have "Retro" pay as part of their T/A! ----- That's something you'll never see with the TWU!!!!

Short memory there MCI, we got Retro in 2001.

Well these are the highlights. You know what they say, the Devil is in the details. From the Highlights much of it is superior to what we currently have. They need to up the total wage by $7/hr.


COMPENSATION
• $3,000 past wage credit payment
• Moving expenses now spelled out with $12,000 cap
-AA is $12,500
• Increase in line premium .30 DOR, .40 7/1/2011, .50 7/1/2012
-AA currently .55
• Increase in longevity pay $1.00 after 12 years
-AA is ZERO
• Increase in shift pay swings .51 and Midnights .58 (leads .54 and .61)
-
-AA is 0.01 and 0.02, Line Maint gets .50 MRT
• Per Diem $1.95 Domestic $2.50 International
-AA is ZERO
• Increase in License pay
• Grandfather of license pay PV/GQ
• Increase the number of employees receiving second license pay
• Annual Tool allowance
-AA tool allowance is ZERO
• Furlough protection for all employees on the System Seniority List
- Anyone hired after 1998 can be furloghed in Title I
• Point protection for the SFO Maintenance base for all Employees on active or on approved leaves of absence as of the effective date of the New Agreement, and for all Employees furloughed from the San Francisco Maintenance Center who are recalled to the SFO Point within 60 months following the effective date of the New Agreement.
Not sure what that means but it appears that anyone there or recalled within the next five years has station protection. To me this, and the system protection indicates that UAL isnt too happy outsourceing and is looking to bring work back in house. The mechanics are being sold job security during a shortage. I hope they arent duped into not going for more money.
• Retains the prohibition on the sale, lease, etc. of the SFO Maintenance Center
-AA can sell anything it owns, it just has to provide jobs for anyone with more than 1998 seniority.
• Reestablishes Aircraft Mechanics in EWR and PHL
• Reestablishes PV/GQ in HNL and BOS
• Opens LAS and PHX to PV/GQ
• Expressly prohibits the Company from contracting out work, subject to limited exceptions.
-Would need to see the language.
• Limits the Company’s use of the “traditional and customary” outsourcing exception to
station-by-station histories, as opposed to system-wide histories
• Adds new contracting out limitations containing trigger provisions requiring the Company to
hire additional full-time personnel
-We have no such provisions, AA can contract out anything we dont have the manpower to do.
• LOA establishing local scope and contracting out committees for PV
• System committees for Aircraft and GQ on scope and contracting out issues
• Expressly prohibits Supervisors and other managerial personnel from performing bargaining
unit (scope) work.
• Provides for an expedited dispute resolution procedure to resolve scope disputes
• Employees working on International Field Trips are now covered for most purposes under
the Agreement
• Retains existing (2005-2009) Agreement’s provision to honor lawful picket lines of the
Company’s (domestic) employees at domestic locations
-AA/TWU Agreement has no-Strike No Lockout clause however it did not prohibit the company from locking us out for the 7 minute 1997 Pilots strike. We can not legally honor another union, even if its other TWU members, picket lines.
SENIORITY
• Retention of lifetime recall rights
-AA is Ten years, but like I said in a shortage this has little value. AA has agreed to this as well.
• Management cannot displace employees on return from full time promoted status
HOURS OF SERVICE
• Bi-annual shift bids
• New day and shift trade policy
-AA can do whatever it likes, recently rejected putting it into the contract. They said 'We like it the way it is".
• Definition of adverse conditions (e.g. weather conditions)
-AA does whatver it feels like as well. No clearly defined policy, if the manager is a jerk they mark you UA, if he/she has some common sense they dont and work with the employee.
HOLIDAYS
• Two additional floating holidays
• Provision to move holiday if it falls on day off
• Increased pay for Holidays worked
-I believe they already had more holiys than we did.
VACATION
• Retained accrual rates
• Unlimited DATs
• DAT by the hour
• Variable use option (e.g. 401k or sick bank non occupational)
• Enhanced bidding rules (slots)
- I believe they have five more days than we do at each step on the progression.
LEAVES OF ABSENCE
• Increase to 5 days for death in family
-• 5 days for family emergency
• Increased options for leaves
-AA gives three days for Death in Family-"Kick some dirt on em and get your but back to work".
SICKTIME
• Elimination of paragraph 14 G
• Non occupation sick bank increased 1600 hours
• Sick pay at 100%
-AA is 1200 hour with only 5 days a year accrual and half pay for the first two.
FIELD SERVICE
• New Article allowing 1 ¾ pay block to block
• International Field Service selected the same as domestic
-all OT at AA is 1.5
TRAINING
• New Article directing training selection by seniority
• Overtime rate paid for all training outside of regular work hours
• Lead pay for OJT training of more than two other Mechanics
5
• Training LOA for full time trainers based on seniority and qualifications
-AA training done by need as determined by the company
-AA trainig done at straight time rates even outside of regular working hours
-AA expects you to train and make up for the work with no extra pay.
SAFETY AND HEALTH
• LOA flight safety committee
• Pay for safety shoes if required
-We must provide our own safety shoes.
BENEFITS
• 401(k) increase for transition period, until eventual DB plan is negotiated.
• Keep current Medical, Dental and Vision till 1/1/2013
• Keep current Retiree Benefits till 1/1/2013
• LOA on committee to explore alternative health and medical coverage
-Need to see actual language
OVERTIME
• Reinstate double-time
• Call-in Overtime minimum of 4 hours
• Improved distribution rules
-No Doubletime at AA, no minimum, paid for when you get there.
-Distribution rules vary station to station at AA.
GRIEVANCE PROCEDURE/DISCIPLINE
• Improved grievance procedure
• New Third Step Joint Board of Adjustment
• Letters of discipline removed after one year
• Progressive Discipline to run on different tracks for different types of offenses (e.g. Sick time, Job performance, etc.)
-At AA CR-1s which are often used in discipline cases are permanent and so is discipline for illegal job actions.
GENERAL AND MISCELLANEOUS
• Two years to get required licenses
• Increase to $7000 for tool box replacement
• If 20 minute travel time to employee parking, parties discuss alternatives
• Reduction in force badging protection
-Tool Box replacement more than AA
-No allowance for commuting time.
TRANSPORTATION
• New paragraph allows employees with 20 years of service who resign 7 domestic and 1 international space available passes
-at AA you get nothing if you resign until you retire.
TRANSITION
• Grandfather current employees in current work areas
• Commitment to explore a defined benefit plan
• Profit sharing
• PV/GQ will ultimately report to Tech Operations
-AA has DB plan, UA either has to give it to their mechanics or take it away from the CAL mechanics.
-AA has no realistic profit sharing plan.
• As soon as practicable, enter into negotiations for joint agreement
This is a temporary deal, may not even make it to 2012. So if we stick to our $43.96 they can top us in a year.


This deal reminds me of our 1995 agreement. The economy was picking up steam after a recession and instead of money the union comes back with a deal that promises job security during the biggest expansion of the economy in history but locks us into inflation lagging pay adjustments for six years. Yes there's some stuff that appears to be pretty decent but the money isnt there. At this point Job security is of little value due to the shortage of mechanics. To me the other job security provisions as far as the SFO base just means that the company is probably sick of paying vendors to screw up their aircraft and wants to bring the work back in house anyway, (does UAL have Flex rates?) I may be wrong I suspect that their "MPA" is our OSM. This would allow UA to match AAs cost structure in AO. I hope they dont get duped into buying ice in a snowstorm and they send it back and say "Nice, but show me the money".

 

[paul1]

bob by 2012 and we still don't have a deal, stop drinking your own kool-aid i, its time to secure a contract.


we top the next guy ,what happened to topping fedex and ups


lost over $6000 this year besides everthing else we gave up in 2003

 

[Duke787]

UAL's TA is ammendable dec 2012, if we wait until that time period we will have missed out on $18k from our voted down TA..............I don't think the raise we get then will makeup $18k. Unless we get full retro....I'm sure our negotiating team can get that.

 

[DallasConehead]

Wait... Let me pound my chest and say I voted no.... and .. everyone keep talking a big line of BS...

 

[TWU informer]

UAL's TA is ammendable dec 2012, if we wait until that time period we will have missed out on $18k from our voted down TA..............I don't think the raise we get then will makeup $18k. Unless we get full retro....I'm sure our negotiating team can get that.

Now you are getting the idea of how much "saving the profession" is going to cost you this time around.

 

[Birdman]

Now you are getting the idea of how much "saving the profession" is going to cost you this time around.

No retro=No vote.

 

[MCI transplant]

<_< -------- Bob, you may have gotten reto in 2001, but us "redheaded stepchildren" of AA didn't!!! ----- And , yes I agree, we weren't entitled to it!------ But with Little in charge, never happen!!! 😉 ------Hey Bob, you're part of the negotiating team,------- Prove me wrong!!!------ And if you did get retro, would those who are retired now, but were on the payrole at the time the contract ran out, be compensated for the time we were still on the payroll? --------I don't think so!!! :angry:

 

[Russ Cannon]

<_< ------- I see they have "Retro" pay as part of their T/A! ----- That's something you'll never see with the TWU!!!!

You have to have Retro pay!!! If you ratify a T/A without Retro pay ,when that contract is over the company will drag there feet 3 or 4 more years on the next T/A . Bottom line is no retro is a No vote! If the company say's that they cant afford retro then the correct response from me would be if you can afford over 1 billion in bonuses and stock options since 03 then you can afford retro pay. Even if they had to pay it out annually over the lenght of the contract, they gotta pay it. No Retro = A NO VOTE!!! DONT GIVE THEM THE LAST 3 PLUS YEARS FOR FREE!!!!!! BEST REGARDS

 

[gtd]

<_< ------- I see they have "Retro" pay as part of their T/A! ----- That's something you'll never see with the TWU!!!!

There is no retro! That's a $3000 signing bonus. All our retro went to pay for medical, dental and vision. There is also language to out right give up our medical, dental and vision so we will be paying up to $400.00 a month. It's a nightmare!!!!! GT

 

[sixty/4]

There is no retro! That's a $3000 signing bonus. All our retro went to pay for medical, dental and vision. There is also language to out right give up our medical, dental and vision so we will be paying up to $400.00 a month. It's a nightmare!!!!! GT