American Airlines will announce today that they are offering ‘enhanced’ Leaves of Absence and Early Outs to Association members. Association leadership discussed these revised offers and made several suggestions that would make them more attractive to our members. Most of the suggestions were not taken.
We advise all of our membership to consider these offers carefully. Each person must weigh the costs and benefits that accepting any of the offers would have on their unique situation. The Company will communicate the offers and provide information relative to them. Questions about the leaves and early-outs should be directed to management. Questions about the contracts should be directed to your union representatives.
In these unprecedented times, we urge all of our members to be safe. We also remind everyone that our solidarity is our greatest asset in both good and turbulent times.
To All TWU/IAM Association Members on American Airlines:
American Airlines has informed the Association that it will be sending Worker Adjustment and Retraining Notifications (WARN Act notifications) to Association covered employees. This notice, which is required by law, will contain information indicating that American Airlines may furlough employees.
All of the TWU/IAM Association Collective Bargaining Agreements, ratified on March 26, 2020, contain industry leading System and Station protections for our members. It took several years to achieve the Industry Leading Contract that you are covered by and the Association Leadership is willing to participate in any discussions that may help the situation we are faced with, but by no means does this mean we are willing to concede any of the contractual protection or language we fought so hard to get. Should American attempt to violate any provision(s) of our Agreements, the Association is prepared to defend the membership.
The reality is that we are in very unstable and worrisome times. While there are certainly more passengers flying today than in late March, this industry is still operating at only a fraction of 2019 passenger levels. And due to a lack of a coordinated national response to the coronavirus pandemic, rising infection rates in the US and several state-mandated quarantines, there is great risk that a significant rebound in air travel demand will not occur soon enough to return American Airlines to the record profits they achieved not too long ago. The TWU/IAM Association is committed to make all efforts to mitigate the effects this instability may have on those we represent.
Association leadership has had dialogue with American’s senior leadership expressing ideas that could lead to more members opting for a Short Term leave or Voluntary Separation (including offering the Early-Out American presented to members on JetNet during negotiations), fully implementing the work provisions of the negotiated JCBAs and bringing in work currently performed by vendors.
The TWU/IAM Association is also working very hard with legislators to extend the Payroll Support Program (PSP) component of the CARES Act through March 31, 2021. If we are successful, this would mitigate any involuntary furloughs and protect our members for an additional six months. We ask every member to reach out to their elected officials to support the PSP extension.
In closing, we have faced tough times in the past as an Association and each time we have been tested, our common bonds and solidarity have been the driving principles that have led us forward and made us stronger. We must not allow fear, differences of opinion, unsubstantiated rumors, or inflammatory rhetoric to divide us.
Association represented employees may protest any omission or error, which they believe affects their seniority, within thirty (30) days of the posting. Timely submissions received on or before Monday June 15, 2020 will be reviewed and a final determination of seniority, adjustment or denial, will be binding on the parties. Keep in mind that all seniority dates prior to September 16, 2016 were subject to an earlier final and binding protest process. All seniority determinations will be recorded and final revised seniority lists will be posted by the Company. Any employee on leave at the time of posting will have a period of thirty (30) days from his/her date of return to service to file a protest.
The process for submitting all seniority protests is contained on the attached form. Submissions may also be made by email to the following addresses:
Persons who are members of either the TWU or IAM shall remain members of their respective union and will pay dues to that union wherever they may work or whenever or wherever they may transfer within Association covered work groups or CBAs.
New hire employees into any Association covered position shall become members of the union assigned representation responsibility for the location in the Allocation charts and will remain members of that respective union whenever or wherever they may transfer within Association covered work groups or CBAs.
Preferential hires, meaning those who were hired under the preferential hiring agreement prior to ratification of the JCBAs and joined the union opposite from their original union, shall remain members and pay dues to the union they were represented by and belonged to on date of ratification. Should any of those preferential hires desire to revert to membership in their original union, he or she shall advise the Local officers of the union they are currently a member of, in writing and within thirty (30) days, that they wish to revert their membership.
The Association and American Airlines have reached an agreement covering implementation of certain elements of the JCBAs. The following items cover pay, retirement and certain benefits that are most important to our membership:
All JCBA wage rates will be effective the first Monday following the date of ratification (“DOR”), inclusive of
Fuel Tank Entry (which will be paid as a temporary upgrade)
MLS Driver Premium (which will be paid as a temporary upgrade unless a separate MLS Driver bid area is established)
Taxi & Run-up Pay (which will be paid as a temporary upgrade unless a separate Taxi & Run-up bid area is established)
Shift Differential (Shift differential for Legacy American TWU employees will be programmed at JCBA rates following ratification but will continue to be based on shift definitions under the 2012 AA/TWU CBAs until those employees are moved to the Work Brain system. JCBA shift definitions will apply to all covered employees thereafter.)
The Signing Bonus Payment agreed to by the parties shall be paid no later than 60-days after the DOR to all active employees as of DOR. Employees on approved leave of absence or not working due to OJI shall receive the Signing Bonus within 45-days of returning to active status.
The Vacation Lump Sum Payment (to eligible employees) agreed to by the parties shall be paid no later thansixty (60) days after DOR.
All other pay elements not provided for in paragraphs 1, 2 or 3 above will be paid, retroactively to the first Monday following the DOR (in a lump sum equivalent), within one-hundred twenty (120) days after DOR, but in no event more than one-hundred (150) days, and thereafter will be paid on a continuing basis as described in the JCBAs.
The IAM National Pension Plancontribution rates provided for in Article 30 – Retirement shall be effective no later than May 1, 2020. The employer matching contributions and employer non-elective contributions provided for in Article 30 – Retirement shall be implemented no later than January 1, 2021. For the time period from May 1, 2020 until such time as the employer matching contributions and employer non-elective contributions provided for in Article 30 – Retirement can be made effective for employees covered by the JCBAs, but no later than January 1, 2021, the following will apply:
TWU Designated Employees will receive contributions to the 401(k) Plan in the amount of 9%; no employee contribution will be required; and will not receive any employer matching contributions to the 401(k) Plan.
IAM Designated Employees will receive employer contributions to the 401(k) Plan in the amount of 4%; no employee contribution will be required; and will not receive any employer matching contributions to the 401(k) Plan.
The employer contributions provided for in paragraphs 5) a. and b. above will be made to employees on a monthly basis and will be made after the last pay period of each month. For example, contributions for eligible compensation earned in May will be contributed in June. These contributions will be reflected in employees’ Fidelity 401(k) statements but will not appear in the employees’ Company payroll statements.
For 2020, profit sharing for each participant covered by the JCBAs will be calculated on a pro-rated basis, using the profit sharing calculation currently in effect for employees represented by the Association up to the DOR and using the profit sharing calculation provided for under the JCBAs for the remainder of the year.
All grievance settlement monies owed to the TWU/IAM Association as a result of joint negotiations shall be paid to the Association within 30 days of receiving payment instructions from the Association, following the DOR.
The parties recognize the importance of the seniority provisions and applications of the JCBAs, such as rebids, realignments, shift bids and transfers, reductions in force and agree to preserve and utilize employees’ seniority during the implementation process. The parties also acknowledge the need to combine overtime and field trip call out procedures into a single system and to allow shift swaps/trades between employees under their respective JCBAs; therefore:
Local management and Association representatives will work together to implement the overtime process outlined in the respective JCBA as soon as practicable in each location.
Field trips will continue to be called out in the same manner as they have been prior to the ratification of the JCBAs until such time that the Company and Association agree to a single system Field Trip call list.
Local management and Association representatives will work together to implement the shift swaps/trades as soon as practicable in each location.
The Association agrees to work collaboratively in order to assist the Company with implementation of these JCBA provisions.
The M&R International outsourcing provisions shall become effective April 1, 2020 upon which the annual 12-month lookback will be based. The data used to determine the initial International Outsourcing hours measurement to be sent to the Association no later than June 1, 2020.
Legacy American TWU employees’ sick bank shall be credited with up to ten (10) days no later than December 31, 2020, based on any ten (10) months in 2020 where at least 80 hours were worked by the respective employee.The payback period for employees who elect to take a ‘loan’ due to the change to pay-in-arrears or bi-weekly pay shall begin no earlier than February 1, 2021. The Company may change employees to pay-in arrears and bi-weekly pay, where applicable, as soon as is practicable.
The payback period for employees who elect to take a ‘loan’ due to the change to pay-in-arrears or bi-weekly pay shall begin no earlier than February 1, 2021. The Company may change employees to pay-in arrears and bi-weekly pay, where applicable, as soon as is practicable.
The impact of the serious COVID-19 pandemic on the operation of the Company has created uncertainty in the ability to predict exact implementation dates for some contractual items the Company is obligated to institute. Therefore, the parties have agreed to meet within 60 days after ratification and on an ongoing basis to reach agreement on any implementation issues that are outstanding after the date of ratification and are not addressed in the Implementation Agreement reached today.
While we expect to reach mutually agreeable terms that would cover any outstanding implementation issues after date of ratification, the Association has not waived any of its rights to resolve disputes that may arise, including the grievance procedure.
Please click here to print and post on all bulletin boards.
The TWU-IAM Association today announced its American Airlines membership overwhelmingly ratified contracts covering more than 30,000 Mechanic & Related (including Maintenance Control Technicians & Maintenance Training Specialists), Fleet Service, and Material Logistics Specialists/Stores members.
Percent Voting Yes:
Mechanic & Related: 90.94%
Fleet Service: 95.45%
“The resounding approval of these contracts yet again proves that by standing together and demonstrating our solidarity and determination, we are able to achieve contracts our members deserve,” said Association Chair Sito Pantoja and Vice Chair Alex Garcia. “It is that same resolve that will get us through this unprecedented crisis facing our airline, our industry and our country.”
As we move closer to the ratification vote for the Joint Collective Bargaining Agreements with American Airlines, we wanted to provide the members with a sample of the information that will be provided over the next few days via US Mail or by AA Company email.
In the unlikely event a member does not receive the voter information by US Mail or AA Company email, the following phone numbers will be available for a replacement PIN. A replacement PIN can only be provided to a member if the original PIN has not already been used to cast their vote. Once a replacement has been issued, the original PIN will be inactive.
TWU Fleet 520-991-9670 IAM Fleet 800-396-8481 TWU MLS and M&R 817-938-8787 IAM MLS and M&R 727-415-6628
Only the above phone numbers should be used for a replacement pin, if necessary, and will be available from 9:30am to 7:30pm Eastern Daylight Time on Thursday, March 26.
Due to worsening circumstances surrounding the Coronavirus crisis in the United States, the TWU/IAM Association leadership has been working on an alternate method, in the voting procedures, for the ratification of the tentative Joint Collective Bargaining Agreements with American Airlines. This exception to the normal voting process will convert the process from paper, in-person ballots, to allow for individual electronic voting by internet. This change will allow all eligible voters to cast a ballot in an environment they feel is safe and free from the threat of spreading the virus or becoming infected by it. Your safety is our top priority in this process.
The Association will utilize the same vendor for the process that is used by the National Mediation Board in their electronic representation elections, BALLOTPOINT.
BALLOTPOINT will issue each voter a Personal Identification Number (PIN) by USPS to their address on file with American Airlines. This mailing will include instructions of how each voter will use the BALLOTPOINT portal to vote.
BALLOTPOINT is also going to send an email to each voter’s American Airlines email account. Within that email will be a link with the same Access Code sent by mail, along with voting instructions. A voter may sign on to their American Airlines email through JetNet on the day of the vote, open the BALLOTPOINT email, click on the link and be logged in to the secure portal to cast their ballot.
The email is being sent in case the PIN and voting instructions do not arrive by regular mail in time for to vote.
Voting will be conducted beginning at 6:00 am Eastern, Wednesday, March 25th and will conclude at 8:00 pm Eastern, on Thursday, March 26th.
This voting method is private and secure. Results of the vote will be provided to Association leadership promptly after the polls close and results will then be provided to our membership.
If you have any questions, please address them to your local union representatives.
TWU-IAM Association representatives have concluded reviewing the final JCBA documents and have authorized the company to print and mail full-text contracts to all members. Each member will receive the contract pertaining to your classification. Also included in the mailing will be a letter from TWU-IAM Association Director Sito Pantoja and TWU-IAM Association Vice Director Alex Garcia.
Voting will take place on Thursday, March 26. Specific information regarding voting locations and times will soon be available on TWU local and IAM local and district websites along with the Association website.
For your consideration, please view the letter, full-text contracts and highlight booklets below.
This week, TWU-IAM Association representatives continued the process of reviewing tentatively agreed to Joint Contract language. Late Friday evening, the Executive Committee finalized the remaining documents necessary to put the contracts together for membership review, before ballots are cast.
The work that Association representatives have been engaged in during the last four weeks has been arduous and time consuming but vitally important. We must ensure that every word in these agreements is correct and that nothing has been overlooked, so TWU-IAM members receive documents to review and vote on that reflect the contract that was made by both parties. We will not sacrifice thoroughness for any reason, and we appreciate the patience and support of the entire Association membership during this process.
Over this weekend, our plan is to review the final documents and to authorize the airline to prepare the contracts for printing and distribution. Next week, the Association negotiating committees will be meeting with TWU-IAM representatives on Monday and Tuesday to review the content of the tentative Agreements. The critical agreement covering implementation of some terms of the Agreements remains to be finalized. Once done, the contracts will be complete.
We anticipate the T/A’s will be released online, Tuesday evening or Wednesday morning, after completing the review of the agreements with TWU-IAM representatives.
Again, we appreciate your patience and support as we bring this process to conclusion.