The parties met starting on the 25th and the Union presented their opening proposal. The proposal included the items addressed in the bargaining survey as priorities including maintaining the current medical coverage, retro pay, buyouts, lead ratios, and the inclusion of an EAP LOA.
The Company made their priorities known later in the day and informed the committee that the overall economic package would need to mirror the previous tentative agreement.
The parties passed counters through the week. Minor progress was made but the parties remained far apart on the major issues at the end of the week.
Due to the Union’s proposal regarding buyouts, the Company engaged it’s accountants to cost out the proposal and expect to have an answer for the Union when the parties reconvene on November 10th in Chicago.
The bargaining committee remains committed to achieving the priorities as expressed through membership feedback over the last several months.
In addition, Marcel Delhommeau announced that previously outsourced B757 sub Continental landing gear work is being brought in house to sub United in San Francisco starting during the month of January.
In attendance for the Union were Local negotiators Larry Calhoun – NYC, Jay Koreny – IAD, Mike Pecoraro, Scott Baroni – ORD, Mitch Hunt, Scott Brown – DEN, Roger Apana – HNL, Dion Cornelious - LAX, John Laurin, Don Stevens, Mark DesAngles – SFO, Business Agents, Javier Lectora - 856, Rich Petrovsky, Dave Saucedo, Dave Elmore – 986, John Hennelly – 455, George Graham, Kevin Giegoldt – 781, Ralph Salzano – 210, for the Division Joseph Prisco SFO, Ken Meidinger DEN, Representatives - Clacy Griswold, Paul Alves, Bob Fisher, IBT Legal - Ed Gleason, and Labor Economist - Norman Weintraub.
In attendance for the Company were Doug McKeen, Joe Ferreira, Marcel Delhommeau, Jeff Wall, Anil Khorana, Juan Ruiz, Ray Ames, Anita Davis, Michael O’Dell, Mark Prpich, Kathy Cassley, Gary Kaplan, Kellee Allain
Friday, October 28, 2011
Sunday, October 23, 2011
Tea Party tells companies "Don't Hire"
Here is a story from the local newspaper describing the Tea Party's plan for jobs. It is a disgusting testament to the depths some people will go for political gain. What more needs to be said except that these treasonous bastards should be deported to some uninhabited island so their disease can't be spread.
Saturday, October 15, 2011
Mechanics for Change and seniority
Seeing the latest drivel from the Mechanics for Change regarding seniority, I felt compelled to respond. Like charlatans that pick and chose sentences from well known documents to prey on the unsuspecting masses, the authors of this rag chose to frame a story comparing contracts by selecting only certain sentences in order to make it appear that only they know the true path to perfect contract language.
Now let’s examine some facts as they pertain to this seniority flyer. The protection of seniority goes far beyond a couple of paragraphs in CAL Article 3. True protection takes advantage of multiple elements. In light of that how does the UA agreement fare? First in 2000 we had over 15,700 mechanics and related employed under this agreement. Today we have 4823. During that same time the CAL mechanics never suffered a furlough of any kind, and in fact their numbers increased by 15%. How could the Mechanics for Change claim the seniority language in the UA agreement is better if 70% of the membership has been decimated while the CAL membership increased? Gaining pay seniority while laid off is little comfort if there is limited possibility of return due to the extreme numbers of mechanics on furlough.
Looking at mechanic Jane Doe in their missive, they claim that under the CAL agreement using only the terms they spell out, she would lose 2 weeks of vacation. What they don’t tell you is this would be her choice to be furloughed to the street, because CAL has job security for everyone on the seniority list. LOA 22. This is unlike the UA language which currently provides no protection for 23.5% of the UA membership because the current UA agreement doesn’t protect anyone with less than October of 1989 seniority. In addition CAL Jane Doe would be able to bump anywhere her seniority would hold, Article 6, which would create many paid system bumps, which is and was a deterrent to layoffs in the first place. Of course the UA language requires that Jane Doe could only bump the most junior employee and that mechanic could be all the way across the country. The UA agreement requires a severely reduced exercise of seniority in all situations, including layoffs, when compared to the CAL language. But there is no sense letting the facts get in the way of a good story.
In monetary terms while Jane Doe at United was accruing her extra two weeks of vacation, Jane Doe at CAL, because of her extra protections, was actually receiving wages in the amount of $150,000 if she were on dayshift. Do the Mechanics for Change really advocate the position that the UA membership sacrifices $150,000 for two weeks of vacation? This idea is the very definition of insanity!
Now let’s examine some facts as they pertain to this seniority flyer. The protection of seniority goes far beyond a couple of paragraphs in CAL Article 3. True protection takes advantage of multiple elements. In light of that how does the UA agreement fare? First in 2000 we had over 15,700 mechanics and related employed under this agreement. Today we have 4823. During that same time the CAL mechanics never suffered a furlough of any kind, and in fact their numbers increased by 15%. How could the Mechanics for Change claim the seniority language in the UA agreement is better if 70% of the membership has been decimated while the CAL membership increased? Gaining pay seniority while laid off is little comfort if there is limited possibility of return due to the extreme numbers of mechanics on furlough.
Looking at mechanic Jane Doe in their missive, they claim that under the CAL agreement using only the terms they spell out, she would lose 2 weeks of vacation. What they don’t tell you is this would be her choice to be furloughed to the street, because CAL has job security for everyone on the seniority list. LOA 22. This is unlike the UA language which currently provides no protection for 23.5% of the UA membership because the current UA agreement doesn’t protect anyone with less than October of 1989 seniority. In addition CAL Jane Doe would be able to bump anywhere her seniority would hold, Article 6, which would create many paid system bumps, which is and was a deterrent to layoffs in the first place. Of course the UA language requires that Jane Doe could only bump the most junior employee and that mechanic could be all the way across the country. The UA agreement requires a severely reduced exercise of seniority in all situations, including layoffs, when compared to the CAL language. But there is no sense letting the facts get in the way of a good story.
In monetary terms while Jane Doe at United was accruing her extra two weeks of vacation, Jane Doe at CAL, because of her extra protections, was actually receiving wages in the amount of $150,000 if she were on dayshift. Do the Mechanics for Change really advocate the position that the UA membership sacrifices $150,000 for two weeks of vacation? This idea is the very definition of insanity!
Wednesday, October 12, 2011
Mechanics Dispatch 10-10-11
Airline Division appoints Negotiators
With support from Local leadership in both cities, the Airline Division last week appointed two additional members to the UAL national negotiating committee.
Joe Prisco from San Francisco was appointed to provide additional input and insight regarding the line mechanics and Ken Meidenger from Denver was appointed to provide additional input and insight regarding the ground equipment and facilities mechanics. Additionally it was announced that Jim Prout from Denver TK will be the coordinator for the simulator technicians and available to the committee as needed.
The full committee will be convening on October 18th, and formal negotiations with United resume on October 24th.
Payroll issues identified at sub United
On the weekly Chief Steward call many cities reported payroll shortages relating to vacation pay. These shortages are affecting all departments as United transitions to a new payroll system. Several cities have contacted the payroll department and have been informed that the company is working to remedy the problem. Please scrutinize your pay during this transition period and notify your steward if you have been shorted.
Facilities work being outsourced systemwide
Many cities are reporting the work to rebrand terminal facilities is being outsourced. Members are encouraged to file grievances when they witness this activity. According to the Chief Stewards on the call this appears to be driven by corporate real estate and they are not reviewing this work with local committees prior to sending this work to the vendors. This is happening at both sub United and sub Continental.
CAL benefits review committee continues to meet
The review committee that was established as a part of the Continental mechanics agreement met again last week. The purpose of this committee is to provide oversight and to ensure that the company provides benefits as described in the agreement.
With support from Local leadership in both cities, the Airline Division last week appointed two additional members to the UAL national negotiating committee.
Joe Prisco from San Francisco was appointed to provide additional input and insight regarding the line mechanics and Ken Meidenger from Denver was appointed to provide additional input and insight regarding the ground equipment and facilities mechanics. Additionally it was announced that Jim Prout from Denver TK will be the coordinator for the simulator technicians and available to the committee as needed.
The full committee will be convening on October 18th, and formal negotiations with United resume on October 24th.
Payroll issues identified at sub United
On the weekly Chief Steward call many cities reported payroll shortages relating to vacation pay. These shortages are affecting all departments as United transitions to a new payroll system. Several cities have contacted the payroll department and have been informed that the company is working to remedy the problem. Please scrutinize your pay during this transition period and notify your steward if you have been shorted.
Facilities work being outsourced systemwide
Many cities are reporting the work to rebrand terminal facilities is being outsourced. Members are encouraged to file grievances when they witness this activity. According to the Chief Stewards on the call this appears to be driven by corporate real estate and they are not reviewing this work with local committees prior to sending this work to the vendors. This is happening at both sub United and sub Continental.
CAL benefits review committee continues to meet
The review committee that was established as a part of the Continental mechanics agreement met again last week. The purpose of this committee is to provide oversight and to ensure that the company provides benefits as described in the agreement.
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