Here's your weekly update.
1. 4% raise and the NMB ruling: I've received some questions about the NMB's (National Mediation Board) decision to recognize the joint association and the impact it would have on our current pay scales. Some believed that that decision would drive the 4% raise other groups saw late last year or earlier this year. That is not true. The groups that received the 4% were groups that had already agreed to a joint collective bargaining agreement (JCBA). We, like the agents, had more steps to complete before we could start negotiating for a new JCBA. With the NMB ruling this week that process has been given the green light.
We are waiting on word as to when this process will begin. The first step will be the joint reconciliation of the different contracts currently in place for the TWU and the IAM so the joint negotiating team will have one voice at the table with the company. As soon as we have any information about any talks that information will be shared with you. We will soon add a "Negotiations" tab across the top ribbon of the Local 512 website that will be updated as soon as we get any information about any negotiations. (Title II or Title III) AA President Scott Kirby and C.E.O. Robert Isom have explained in different town hall meetings how the 4% raise played out and Mr. Isom mentions "double digit increases" in his town hall presentation. Whether that's at one time or over the life of the contract is not clear. He also mentioned the "Delta plus seven model" which is not fully determined at this point either. Pay close attention to his words "on a wage basis". Officers of a corporation have a total compensation package with exorbitant stock options on top of salary. Delta offers it's employees profit sharing as part off their compensation. If we cannot successfully negotiate profit sharing then that financial piece of the Delta pay structure must be taken into account at the table. The two links below are of the different town hall meetings. One was in DWH/DFW on March 17, 2015 and the other one was done in CLT on March 5, 2015. If the links below don't work log into JetNet and search for the links to the meetings.
https://w.wg1.kontiki.com/widgets/aa/player/100947b3-998f-4bf9-8cfe-567718d41b6c?params=MD1mYWxzZTsxPTEzOzEyPWZhbHNl&valetKey=vk_ayb00cli6c93u14dcwq7zhqfrpet03f4
https://w.wg1.kontiki.com/aa/player/018974b7-e252-469c-b0c9-a3685750f2bc?params=MD1mYWxzZTsxPTEzOzEyPWZhbHNl
Outside of the 4% raise and the pending contract negotiations our current agreement calls for an "Industry Comparable Pay Rate" for this September 12th. It is attachment 4.3 in the Title III agreement and attachment 4.6 in the Title II agreement. The highlights of the language is below but please read the whole attachment for a full understanding of the language. If you have any questions, please call the office and speak to an Officer.
For Title II:
At September 12, 2013 + 36 months, a calculation will be made to determine the maximum regular hourly pay rate (top of scale base pay rate license premium and longevity) of the plant maintenance mechanics at Delta, United, Continental and US Airways (or their successors) in effect on that date.
For Title III:
At September 12, 2013 + 36 months, a calculation will be made to determine the maximum regular hourly pay rate (top of scale base pay rate license premium and longevity) of the equivalent classification at Delta, United, Continental and US Airways (or their successors) in effect on that date.
2. Paid training time: The company has agreed to pay anyone who wants it, 3.25 hours of paid training time (TRO) through Tuesday, June 30, 2015. to complete the following lessons:
ENVR9896 = Environmental Awareness (Due 15Jun15) – Customer Service and Fleet Service
**NOTE: This is a regulatory lesson. We have changed the due date locally to insure compliance
SECR0800 = Access Control (Due 30JUN15) - Customer Service and Fleet Service
PPL3020 = Value of Respect (Due 30JUN15) - Customer Service and Fleet Service
RAMP6102 = Training Update2 – Fleet Service (Due 30JUN15) - Fleet Service
To be properly paid for TRO, please follow the guidelines below:
1. The time paid TRO must be before or after your shift
2. You must be badged in to receive pay for the time
3. The training must be completed at a Quantum set located in the airport
4. To receive payment, you must accurately sign and complete the TRO Exception Log located in Class Room A of the H5 Training Facility.
Please click on the attachment for more information. If you have any questions, please see Sheila Murphy or Tim Krause in the training department.
3. CEO pay (from the AFL-CIO): 373 to 1. That was the average CEO-to-worker pay ratio in 2014 for Standard & Poor’s 500-stock index companies. That means the average worker would have to work for an entire year to make what a CEO makes in a single day. When we talk about income inequality and the widening pay gap, this is what we mean.
Five years ago, Congress passed a law requiring all publicly traded companies to disclose the CEO-to-worker pay ratio. The thinking goes that if companies are required to disclose this ratio, consumers and shareholders would be able to hold companies more accountable to closing the pay gap within their own ranks. But Wall Street and big corporations have lobbied hard to stop the U.S. Securities and Exchange Commission (SEC) from enforcing this rule.
It’s time to change that. Click here to sign the petition telling the SEC it’s time to do its job and enforce the law requiring companies to disclose their CEO-to-worker pay ratios. So what’s the hold up? Frenzied lobbying by major corporations that oppose the law and have successfully pressured the SEC to not step up and enforce it. Your petition signature will be delivered directly to the SEC in June to pressure it to do its jobs and start enforcing the law now. The SEC is still considering this and corporations are lobbying hard against it. Which means we need your voice in the fight.
Click here to sign the petition now.
https://actionnetwork.org/petitions/tell-the-sec-require-corporations-to-report-their-ceo-to-worker-pay-ratio
4. Badge renewal issues: We've heard that some CSM's are telling members that the badge renewal process is to be done on their own time. To be crystal clear, Article 27(p) of our contract provides that the company will: "When possible, an employee who is required to obtain or renew airport badges will be afforded that opportunity during his scheduled shift." Use this contractual provision when applying for your badge and hologram renewal. If you have an issue with a specific manager giving you incorrect information about when you can renew your badge please call the office and speak to an Officer about who the manager was.
5. 737 Help: I need help in getting information on 737 trips that do not get support help. In a meeting with the company this week they said the bid is good and the proper manpower is out there. While I disagree, I need information to back it up. I asked last weekend for information and have gotten some but I'm being told that's just the tip of the iceberg. To properly address this I need as many instances of 737 trips where there isn't enough help. Text, email me or call me with trips that are not getting the help they should. Gate, time, flight number, date and weight are all good information.
This month's membership meetings are this Thursday at 15:00, 17:00 and 23:00. I look forward to seeing you at a meeting.
Please work smart and stay safe.
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