Lets see as details come out.

From what I understood much of the contention was about differences in scope and ability for AA to contract out work, not as much as things like pay rates.


FORT WORTH, Texas — American Airlines and the TWU-IAM Association reached tentative agreements this week for new joint collective bargaining agreements that cover more than 31,000 team members.

The tentative agreements are subject to ratification by Maintenance & Related and Fleet Service team members represented by the Association. The association will communicate details of the agreements to its members in the coming weeks.

“Our Maintenance & Related and Fleet Service team members are the very best in the business and work incredibly hard to care for our customers,” American Chairman and CEO Doug Parker said. “They deserve contracts that include meaningful improvements in pay, quality of life and job protections. The tentative agreements deliver on all of these — and more. We appreciate the Association and company negotiators who worked so hard to get us to this day, as well as the National Mediation Board for their guidance.”

American Airlines and TWU-IAM Association Reach Tentative Agreements for Joint Collective Bargaining Agreements
http://news.aa.com/news/news-details/20 ... -CORP-LAB/

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TWU-IAM blast email:

After more than four years of bargaining, the TWU-IAM Association is proud to announce we have reached Agreements in Principle with American Airlines for five new joint collective bargaining agreements (JCBAs) worth $4.2 billion, covering more than 30,000 Mechanic & Related, Fleet Service, Maintenance Control, MLS/Stores and Maintenance Training Specialist members.

The Association negotiating committees must finalize and proof contract language on agreed upon provisions of the tentative contracts, and the parties will continue to meet to accomplish that task. This process could take a few weeks. Preliminary highlight sheets are attached to this bulletin, but the final, complete contract language will be available to all members. In addition to being posted on union websites, the complete agreement will be mailed to each member’s home before voting begins.

After the final language is finalized, membership ratification details and voting information will be announced.

When negotiations began, the Association negotiating committees were faced with the tremendous challenge of combining dissimilar, mature contracts negotiated by different unions with different airlines into JCBAs for the new American Airlines. From the outset, we had a decision to make: get a quick agreement, or get the right agreement for Association members, regardless of how difficult, lengthy and contentious that process would be. As you review the complete terms of the contracts, you will see that we chose the correct path.

Your negotiating committees recommend ratification of these agreements.

These Agreements in Principle will provide all Association members with wages, benefits, work rules, job security and retirement income that had never before been accomplished. Total compensation (wages, premiums, retirement, and profit sharing) is the richest in the industry. Not only are all Association members’ jobs protected in their locations, but more importantly, we were able to protect the work we do. The considerable benefits to all members will be immediately apparent.

Nothing in these Agreements in Principle would have been possible without the support, solidarity and patience of the membership. We ask for your continued patience as we complete and proof every word so you can be presented with all the information you need to make an informed decision when you vote on ratification.

I was sent some details. As far as scope for Fleet Service (rampers) they will permanently staff 45 stations. Run cargo warehouse in 7 cities, deice in 5, cater in 2.

Dont have details about mechanics

On the TWU-IAM.ORG website, I see a signing bonus for $6,000, but I don't see any retro pay.

Awesome to finally see this get done. Wonder if Doug bought himself more time with this

Lemieux wrote:

Awesome to finally see this get done. Wonder if Doug bought himself more time with this

He definitely did as he might not have a summer of hell coming up.

From the TWU-IAM announcement PDF:

Secured express bag transfers from mainline in the following locations: PHL, CLT, PHX, DCA, LGA and LAX;

Am I missing something here? What was it they didn't have?

KVH68 wrote:

On the TWU-IAM.ORG website, I see a signing bonus for $6,000, but I don't see any retro pay.

$3,000 for Fleet Service

Fleet Service: http://www.twu-iam.org/wp-content/uploa ... -DRAFT.pdf
GSE/Stores/AMT: http://www.twu-iam.org/wp-content/uploa ... lights.pdf

10% profit sharing or 20% if profit sharing reserves totals above 2.5 Billion... Nice. I'm sure the pilots/FAs and passenger service unions will have their hands out

Over 30,000 employees? Now I don't have the numbers in front me for precise perspective, but that number seems high and contributing to AA's oversized employee count compared to its legacy competitors. If true, it's no wonder that costs are a problem at AA. Management can't be miracle workers.

MSPNWA wrote:

Over 30,000 employees? Now I don't have the numbers in front me for precise perspective, but that number seems high and contributing to AA's oversized employee count compared to its legacy competitors. If true, it's no wonder that costs are a problem at AA. Management can't be miracle workers.

Considering the fact I work a usual amount of 20+ hours of overtime because we are so short handed I'd beg to differ. Outside looking in versus being in the actual operation are completely different. We lose 30+ people a month in DFW alone.

usairways787 wrote:

Considering the fact I work a usual amount of 20+ hours of overtime because we are so short handed I'd beg to differ. Outside looking in versus being in the actual operation are completely different. We lose 30+ people a month in DFW alone.

I meant it in the sense that AA's more in-sourced than the other two, not that they have enough people working for them. It all fits together with their financial results.

MSPNWA wrote:

Over 30,000 employees? Now I don't have the numbers in front me for precise perspective, but that number seems high and contributing to AA's oversized employee count compared to its legacy competitors. If true, it's no wonder that costs are a problem at AA. Management can't be miracle workers.

It isn't a high number at all, the difference here at UA is our mechanics are in a separate union. But looking at AA this contract covers Mechanic & Related, Fleet Service, Maintenance Control, MLS/Stores and Maintenance Training Specialist members. If we were to combine all these groups at UA our numbers would be the same when adjusted for size (AA is larger and has more mainline jets than UA).

usairways787 wrote:

Considering the fact I work a usual amount of 20+ hours of overtime because we are so short handed I'd beg to differ. Outside looking in versus being in the actual operation are completely different. We lose 30+ people a month in DFW alone.

I still have friends that I hangout with who still are working the ramp here at ORD for UA. Several of them for the past few years have grossed over $100,000 dollars on the year because they are working so much overtime. If we look at UA at SFO just last years over holidays (November/December) 400 new hires ramp agents quit over the span of 2 months simply because their commute to work in many cases is at least 2 hours each way if not more because that is how far you have to live from SFO to find semi-affordable housing. Even though "A" scale ramp agents make good money I believe entry level new hires make $12 dollars an hour (required by California law). However if every company with more than 25 employees is required to pay $12 dollars an hour, people are now realizing its makes no sense to travel over 2 hours to work for an airline especially when it will take you 10 years to reach "A" scale. At SFO UA has ramp and also C.S. agents making $100,000 dollars gross per year because of all the overtime do to the fact that around 80% of our new hires into that hub quit within months of starting.

I don't know what UA is going to do about SFO but I've heard rumors here at Willis that they are looking at every thing even perhaps shortening the pay progression scale. When I started 23 years ago that scale for ramp agents was only 5 years. A shorten progression scale may be what airlines like AA, WN and UA need to re-institue to keep employees. While SFO is UA's biggest problem, the problem keeping new hires just like at AA is systemwide. New hires just don't see the benefit where it matters which is their pay checks.

jayunited wrote:

MSPNWA wrote:

Over 30,000 employees? Now I don't have the numbers in front me for precise perspective, but that number seems high and contributing to AA's oversized employee count compared to its legacy competitors. If true, it's no wonder that costs are a problem at AA. Management can't be miracle workers.

It isn't a high number at all, the difference here at UA is our mechanics are in a separate union. But looking at AA this contract covers Mechanic & Related, Fleet Service, Maintenance Control, MLS/Stores and Maintenance Training Specialist members. If we were to combine all these groups at UA our numbers would be the same when adjusted for size (AA is larger and has more mainline jets than UA).

usairways787 wrote:

Considering the fact I work a usual amount of 20+ hours of overtime because we are so short handed I'd beg to differ. Outside looking in versus being in the actual operation are completely different. We lose 30+ people a month in DFW alone.

I still have friends that I hangout with who still are working the ramp here at ORD for UA. Several of them for the past few years have grossed over $100,000 dollars on the year because they are working so much overtime. If we look at UA at SFO just last years over holidays (November/December) 400 new hires ramp agents quit over the span of 2 months simply because their commute to work in many cases is at least 2 hours each way if not more because that is how far you have to live from SFO to find semi-affordable housing. Even though "A" scale ramp agents make good money I believe entry level new hires make $12 dollars an hour (required by California law). However if every company with more than 25 employees is required to pay $12 dollars an hour, people are now realizing its makes no sense to travel over 2 hours to work for an airline especially when it will take you 10 years to reach "A" scale. At SFO UA has ramp and also C.S. agents making $100,000 dollars gross per year because of all the overtime do to the fact that around 80% of our new hires into that hub quit within months of starting.

I don't know what UA is going to do about SFO but I've heard rumors here at Willis that they are looking at every thing even perhaps shortening the pay progression scale. When I started 23 years ago that scale for ramp agents was only 5 years. A shorten progression scale may be what airlines like AA, WN and UA need to re-institue to keep employees. While SFO is UA's biggest problem, the problem keeping new hires just like at AA is systemwide. New hires just don't see the benefit where it matters which is their pay checks.

I believe SFO ramp now starts at $18.16/hour (per their job posting) which is up considerably over prior years (minimum wage in SF is $15.59). But it is still is not enough considering the cost of living and very low unemployment rate (under 2%). High rates of sick calls is also a problem, which a lot are probably from not wanting to make that commute you talk about.

ericm2031 wrote:

I believe SFO ramp now starts at $18.16/hour (per their job posting) which is up considerably over prior years (minimum wage in SF is $15.59). But it is still is not enough considering the cost of living and very low unemployment rate (under 2%). High rates of sick calls is also a problem, which a lot are probably from not wanting to make that commute you talk about.

SFO Living Wage is $18.16 as of 7/1/19. Many employers now starting at $19+ as result.

alasizon wrote:

From the TWU-IAM announcement PDF:

Secured express bag transfers from mainline in the following locations: PHL, CLT, PHX, DCA, LGA and LAX;

Am I missing something here? What was it they didn't have?

It's not currently protected work (phrased as "when and where so directed").

All in all it's a pretty good contract for fleet/ramp. A few points of contention (legacy AA/TWU are pissed about the health insurance split, legacy US/IAM is salty about the pension), but I expect a pretty high yes vote, at least for fleet.

Here in MIA at mainline fleet service, we start at $14.18 and max out at $30.81 after 12 years with the current (2012) contract. I am thrilled that we have something to vote on!

And yes it is very possible to make over $100k as a ramper or CSA here!!

Congratulations. This is definitely by far the best in the industry contract.

Detroit313 wrote:

Congratulations. This is definitely by far the best in the industry contract.

So you've seen a summary? Or speculating. This thread is amazingly quiet.

toltommy wrote:

Detroit313 wrote:

Congratulations. This is definitely by far the best in the industry contract.

So you've seen a summary? Or speculating. This thread is amazingly quiet.

Change the title to - negotiations stop and the unions get ready to strike and we would be on page 6 of replies for this thread already.


Sent from my iPhone using Tapatalk

toltommy wrote:

Detroit313 wrote:

Congratulations. This is definitely by far the best in the industry contract.

So you've seen a summary? Or speculating. This thread is amazingly quiet.

It's quiet because people in general like to dump on unions and their members. It doesn't work into their ideology when unions negotiate a seemingly lucrative contract.
Congratulations to The Association and their members!

LOL, they could have had this deal 4 years ago, except the unions couldn't stop fighting among themselves as evidenced by the 2 separate Health insurance and Pension/401Ks.

UpNAWAy wrote:

LOL, they could have had this deal 4 years ago, except the unions couldn't stop fighting among themselves as evidenced by the 2 separate Health insurance and Pension/401Ks.

This, so much this, along with the fact that languages on both sides were completely different. We had much better scope language (LAA) side versus (as needed where directed) (LUS) side. The two unions do not work together, you cannot have two unions representing one work group as it's counterproductive and the animosity one side versus the other is still prominent, especially after one side gets better healthcare than the other, but AA prides itself on diversity and inclusion. While I'm happy LUS keeps their insurance, I do feel fair that both sides should be under one healthcare plan, and LUS should have the option to opt out of their now critical status pension plan. TWU will go to 9% 401K match, while LUS is lower with a contribution to their IAM top brass slush fund.

US787

usairways787 wrote:

UpNAWAy wrote:

LOL, they could have had this deal 4 years ago, except the unions couldn't stop fighting among themselves as evidenced by the 2 separate Health insurance and Pension/401Ks.

This, so much this, along with the fact that languages on both sides were completely different. We had much better scope language (LAA) side versus (as needed where directed) (LUS) side. The two unions do not work together, you cannot have two unions representing one work group as it's counterproductive and the animosity one side versus the other is still prominent, especially after one side gets better healthcare than the other, but AA prides itself on diversity and inclusion. While I'm happy LUS keeps their insurance, I do feel fair that both sides should be under one healthcare plan, and LUS should have the option to opt out of their now critical status pension plan. TWU will go to 9% 401K match, while LUS is lower with a contribution to their IAM top brass slush fund.

US787

I thought the main snag was the companies desire to outsource positions through retirement? Does this agreement achieve scope protection that was sought for so long? Btw congrats guys and gals. Glad you finally have something. It’s so overdue and shame on Parker for dragging this out like he did, and harming passengers and the brand in the process.

ABEguy wrote:

usairways787 wrote:

UpNAWAy wrote:

LOL, they could have had this deal 4 years ago, except the unions couldn't stop fighting among themselves as evidenced by the 2 separate Health insurance and Pension/401Ks.

This, so much this, along with the fact that languages on both sides were completely different. We had much better scope language (LAA) side versus (as needed where directed) (LUS) side. The two unions do not work together, you cannot have two unions representing one work group as it's counterproductive and the animosity one side versus the other is still prominent, especially after one side gets better healthcare than the other, but AA prides itself on diversity and inclusion. While I'm happy LUS keeps their insurance, I do feel fair that both sides should be under one healthcare plan, and LUS should have the option to opt out of their now critical status pension plan. TWU will go to 9% 401K match, while LUS is lower with a contribution to their IAM top brass slush fund.

US787

I thought the main snag was the companies desire to outsource positions through retirement? Does this agreement achieve scope protection that was sought for so long? Btw congrats guys and gals. Glad you finally have something. It’s so overdue and shame on Parker for dragging this out like he did, and harming passengers and the brand in the process.

The main snag was the medical, and IAM wanted the pension. Deicing in DFW will leave, headcount will not. Cargo will be secured in all LAA stations that hold it, catering in CLT and PHL will remain in house. As for scope, these were just the bullet points that were broadcasted, the final agreement is in the works of being put together for a ratification vote. Until then, only wages, holidays, vacation, profit sharing etc have been shown to us. As soon as I know more, I'd be happy to share it with you. I do know all the information you can see for yourself is on twu-iam.org

It is indeed shameful, this could've been done years ago and should've. Time will tell if it is ratified, from people I've talked to it could really go either way. There's no cap on LAA insurance, there is on LUS.

US787

It is indeed shameful, this could've been done years ago and should've. Time will tell if it is ratified, from people I've talked to it could really go either way. There's no cap on LAA insurance, there is on LUS.

Congratulations! Do you think there ill ever be a single union for ground employees?

charlienorth wrote:

It is indeed shameful, this could've been done years ago and should've. Time will tell if it is ratified, from people I've talked to it could really go either way. There's no cap on LAA insurance, there is on LUS.

Congratulations! Do you think there ill ever be a single union for ground employees?

No. We, the mainline fleet service clerks (PMAA) and fleet service agents (PMUS), are represented by the TWU (PMAA) and IAM (PMUS), while the ticketing agents and customer service reps are represented by the CWA, etc. There’s just too much involved for every ground category to be repped by one union.

As USAirways787 has stated none of us FSCs or FSAs have seen the actual contract yet. That time will come when the proposed contract is shown to us, and we vote on it.

I’m proud of both the company and our union negotiating team, and am looking forward to many more years of service.

-LPDAL

Customer service reps are represented by the CWA, etc. There’s just too much involved for every ground category to be repped by one union.

Customer Service actually has an association just like TWU/IAM as we are represented by The CWA and the IBT jointly as two unions, CWA is East of the Mississippi plus Texas, Oklahoma, Kansas and Missouri and IBT is the remaining Western States. However, they work so well together no one even notices that agents at LAX and agents at JFK have two separate unions they pay dues to. You didn't say this, but someone above said that 2 unions aren't possible, but CWA/IBT prove it is possible if they unite for the worker and not petty bullshit. Sorry to say.

jayunited wrote:

It isn't a high number at all, the difference here at UA is our mechanics are in a separate union. But looking at AA this contract covers Mechanic & Related, Fleet Service, Maintenance Control, MLS/Stores and Maintenance Training Specialist members. If we were to combine all these groups at UA our numbers would be the same when adjusted for size (AA is larger and has more mainline jets than UA).

Even if it's proportionally similar per airplane, my theory of lower productivity still fits. AA has significantly more airplanes that UA, but flies nearly an identical amount of ASMs. That would mean AA is getting significant less capacity out of each employee.

MSPNWA wrote:

jayunited wrote:

It isn't a high number at all, the difference here at UA is our mechanics are in a separate union. But looking at AA this contract covers Mechanic & Related, Fleet Service, Maintenance Control, MLS/Stores and Maintenance Training Specialist members. If we were to combine all these groups at UA our numbers would be the same when adjusted for size (AA is larger and has more mainline jets than UA).

Even if it's proportionally similar per airplane, my theory of lower productivity still fits. AA has significantly more airplanes that UA, but flies nearly an identical amount of ASMs. That would mean AA is getting significant less capacity out of each employee.

No because UA has a higher percentage of wide-bodies going of memory it's 25% UA 17% DL 15% AA, and I don't think anyone going to argue that an A319 getting less ASM then a 777 is surprising or representative of anything but the size of the aircraft.

dstblj52 wrote:

No because UA has a higher percentage of wide-bodies going of memory it's 25% UA 17% DL 15% AA, and I don't think anyone going to argue that an A319 getting less ASM then a 777 is surprising or representative of anything but the size of the aircraft.

I figured someone would make that mistake. I didn't mention the widebody gap because AA owns a higher narrowbody gauge that works in the other direction. Where the net effect of those two forces is, I don't know, but it's quite clear to me that AA should be flying more ASMs than they do, and that is not an uncommon opinion.

Hopefully with this good contract mechanics will realize that they can't play games anymore and delay flights over nothing.

Profit sharing formulas, no matter how high they are, don't mean anything if the company doesn't make good profits and their behavior last summer really affected profits in 2019.

Thank you for the information regarding CSA (legit no sarcasm. As a mainline TWU fleet service clerk myself, it’s always interesting to learn about other departments.

-LPDAL

lpdal wrote:

Thank you for the information regarding CSA (legit no sarcasm. As a mainline TWU fleet service clerk myself, it’s always interesting to learn about other departments.

-LPDAL

No problem, even in PSVC they forget sometimes lol

usairways787 wrote:

ABEguy wrote:

usairways787 wrote:

This, so much this, along with the fact that languages on both sides were completely different. We had much better scope language (LAA) side versus (as needed where directed) (LUS) side. The two unions do not work together, you cannot have two unions representing one work group as it's counterproductive and the animosity one side versus the other is still prominent, especially after one side gets better healthcare than the other, but AA prides itself on diversity and inclusion. While I'm happy LUS keeps their insurance, I do feel fair that both sides should be under one healthcare plan, and LUS should have the option to opt out of their now critical status pension plan. TWU will go to 9% 401K match, while LUS is lower with a contribution to their IAM top brass slush fund.

US787

I thought the main snag was the companies desire to outsource positions through retirement? Does this agreement achieve scope protection that was sought for so long? Btw congrats guys and gals. Glad you finally have something. It’s so overdue and shame on Parker for dragging this out like he did, and harming passengers and the brand in the process.

The main snag was the medical, and IAM wanted the pension. Deicing in DFW will leave, headcount will not. Cargo will be secured in all LAA stations that hold it, catering in CLT and PHL will remain in house. As for scope, these were just the bullet points that were broadcasted, the final agreement is in the works of being put together for a ratification vote. Until then, only wages, holidays, vacation, profit sharing etc have been shown to us. As soon as I know more, I'd be happy to share it with you. I do know all the information you can see for yourself is on twu-iam.org

It is indeed shameful, this could've been done years ago and should've. Time will tell if it is ratified, from people I've talked to it could really go either way. There's no cap on LAA insurance, there is on LUS.

US787

Yes please keep us in the loop. Do you know if AA is currently performing work at that new hanger in GRU? Or is that part of the scope dispute?

Mainline AA ramp will be coming back to BNA to my understanding.

I heard BNA, MSY, IAH, DTW, and SNA. That's unconfirmed, though.

ABEguy wrote:

Yes please keep us in the loop. Do you know if AA is currently performing work at that new hanger in GRU? Or is that part of the scope dispute?

GRU hangar has been up and running for a bit now.

From what I understand the overseas widebody work in places like HKG will continue. The TA has language that members will "will perform at least 50% of aircraft overhaul as measured by billable hours" with a minimum headcount of 2,600, while international outsourced line station work can represent 11% of member hours worked.

The following stations are going to be staffed by mainline clerks / agents for mainline equipment (not sure if we, the mainline people, will do Eagle flights in these stations)

1. BNA
2. IAH
3. DTW
4. MSY
5. SNA

Max pay is going from (graduating steps) $30.81/hour to DOS+48 $34.95/hour.

All clerks and agents will be getting a $3,000 (before taxes) signing bonus.

10 days will be considered holidays and will have a pay multiplier of 2.5. (Approximately $87.38 / hour when maxed on the DOS+48 payscale) plus crew chief and the any other differential if applicable), for those maxed on the DOS + 48.

I definitely will be voting yes on this contract, as I hope my fellow clerks and agents will too.

-LPDAL

Corpsnerd09 wrote:

10% profit sharing or 20% if profit sharing reserves totals above 2.5 Billion... Nice. I'm sure the pilots/FAs and passenger service unions will have their hands out

What's a profit sharing reserve? I thought profit sharing was computed as a percent of profit in that quarter/year, and paid during the next quarter/year?

Contract voted in with a positive vote of 95% in fleet service.

Looking forward to my $3,000 check!

-LPDAL

Talk about good timing. $3,000 is significant today.

Maintenance gets $6,000

Congratulations!

The long road to a joint collective agreement is now over. Congrats to my fellow AA employees below the wing here.

US787