Local 512

February 28, 2026

Sisters and Brothers,

This week, I offered President Elvira a break from the weekly update as he is attending the FLOC, Future Leader Organizing Committee. I wanted to take this opportunity to address some recurring issues that need clarification.

FSA’s Fleet Service Agents take directions from their Crew Chiefs. There are many new Customer Service Managers (CSM) on ramp, many of whom have little to no airline experience. To add fuel to the fire, they also lack experience dealing with union labor groups. It has been brought to the locals' attention that CSMs are directing the fleet work group and are even doing the work of an FSA. Both scenarios are covered and governed in the TWU/IAM Association Joint Collective Bargaining Agreement. 

If a CSM tells you to do something, that is typically what your crew chief would tell you. Tell them very politely that you have no problem doing the work; it is just that you take direction from your crew chief, represented by the TWU/IAM Association. This is clearly written in Article 7(d) of the JCBA. “The Crew Chief will lead and direct the work of Fleet Service employees on his assigned crew”. It goes on to say, “While he is performing such work, others will not assume his responsibilities.”

Now, there is an exception to this rule in the Management Rights Clause at Article 39(b). “Management employees may assign and/or direct the work of covered employees where Crew Chiefs are not readily available. This might be the scenario when your crew chief steps away to hydrate or to use the restroom.

WARNING: the new member of management may flex their muscles and issue a directive to perform a specific task or comply with an order. First, the directive must be specific and state what will happen to you if you do not comply. In any event, it is advisable to comply and grieve afterward. This has been a widely accepted position among arbitrators in cases involving insubordination.   

Now, let's address management helping you handle bags, get gate bags, and assist in bringing an aircraft to the gate. These examples are all protected work of the TWU/IAM Association. The manager's job is to ensure your crew has the tools and manpower to complete your assigned tasks/flights. When you witness management performing any Fleet service work, politely tell them it is not their job and that it is the TWU/IAM Association's work. After they cease, a union representative must be contacted to file a grievance. 

Once again, there is an exception to the scope rule. Article 6(m), “in cases of irregular airport operations, emergencies, or for the purpose of instructing or training employees, employees not covered by this agreement may perform work covered by this. A situation shall not be deemed to be an emergency within the meaning of this paragraph where scheduled or overtime employees are reasonably available to adequately handle the requirement”.

Front-line management feels compelled to help a line crew because they have nowhere else to turn. The manpower structure in Chicago is, let's say, weak. Workforce planning has no idea what it takes to run the operation in Chicago. These same people determine our head count and the full-time/part-time ratio. They are stripping manpower to see how close to the bone they can go before the full technology is in place. Another short-sighted stance that leadership has embraced is centralizing lost-time and pay. This may be all in the advance of artificial intelligence. The company's artificial intelligence is limited to management tools, and when fully implemented, these same tools will replace management. 

Many things are happening within the company that are driving the current environment and the decisions that are being made.

The Articles of the Joint Collective Bargaining Agreement appear confusing and, at times, don’t clearly state its true intent. 

TWU Local 512 recently arbitrated a case involving Hangar 3 in Chicago, in which we believed the facility maintenance work was that of the TWU/IAM Association. The hearing was held via Zoom on August 12, 2025, and on October 7, 2025. The Association presented solid exhibits showing the very close relationship between American Airlines and AAG’s wholly owned subsidiary, Envoy Air. The Association's position was clear. Through a lease agreement between American Airlines and the City of Chicago on Hangar 3, American had control. Also, according to Americans' own 10-K SEC filing, American pays for the crews, maintenance, and marketing of the wholly owned regional carriers. The filing also stated that American controls the marketing and seat inventory of the regional carriers through a capacity purchase agreement. The 10K also stated that all revenue from seats and ancillary products (freight and mail) is remitted directly to American Airlines.

The company's position was that the plain meaning of the contract was “work performed for the company”. The word "company" refers to American Airlines, Inc. The company went on to say that the union tried to capture work on leased facilities and equipment but failed. The arbitrator ruled based on the language of Article 6.A and Article 6.S. The board believed the facilities work on Hangar 3 is not work performed for American Airlines, and American Airlines does not have control of Hangar 3. The arbitrator broke the tie on the board and denied the grievance, saying, “The company did not violate the agreement when it denied mechanics at Chicago the right to perform facilities maintenance work on Hangar 3.”

Contractual arbitration cases can be hard for unions to win because the burden of proof is placed on them. It has the most to do with the arbitrator's philosophy and contract interpretation. Past practice is hard to prove, and choosing the right arbitrator is challenging. Close cases usually default to management, and having a pro-management arbitrator does not help.

Many hours of work were devoted to preparing for the arbitration hearing. Local 512 would like to thank all the witnesses and leadership who provided guidance and encouragement.

In Solidarity,

Michael Szwed

Vice President – TWU Local 512

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