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***TRANSPORT WORKERS UNION***
153-33 Rockaway Blvd Jamaica NY 11434
TEL#718 978 1929 FAX# 718 525 0282
TWU IAM NMB Request - March 2015.pdf
Local 501 Officers had recently filed 88 grievances for contractual violations on behalf of members at our LGA & SJU stations. All grievances were granted and the awards total over 350 hours of compensation pay. (Thousands of dollars).
As our International President Harry Lombardo has recently stated below:
"We need every TWU member to know that when they're at work, on the clock, their union has their back," said International President Lombardo. "We are with them and fighting for them on the shop floor, in negotiations with their employers, and in the offices of their elected representatives.
ONE UNION - ONE FIGHT!
VICTOR J. GONZALEZ
As I reflect back to October 2013 when I succeeded to the Office of President it was one of the proudest moments of my Life!
After serving our Local 501 membership since 1997 as a Steward, Chief Steward, Section Chairman,
Executive Board Member, Recording Secretary, and 1st Vice President, my Dream to become President
became a reality when I was duly Elected on May 23, 2014.
Taking charge and being responsible for everything from our Local Communications,
Finances, to the rebuilding of a New Local 501 Administration doesn't happen without being prepared, motivated and focused. On May 23, 2014 the voices of our membership were heard loud and clear when they voted and duly Elected a New Administration which took over Office on June 1st, 2014.
I am proud to say that our entire Local 501 Executive Board really stepped up from day one to perform their duties and carry out all the responsibilities that come with running our Local. The Local 501 Financial bottom line has increased without effecting Our Steward team which has grown and is motivated and providing a robust representation for the membership. As a Local we support and have been committed to the Benefits, Veterans, Working Woman’s and Safety Committees. We are active at the NY State Conferences and at the Central Labor Council.
Our goal as an Administration is to be visible, provide timely and accurate information.
(AND EARN OUR MEMBERS RESPECT!)
As we move forward into the future, Local 501 is ready to take on any and all challenges we may face at the New American. Our Administration will do everything in our power to protect our members and be a part of producing a future CONTRACT we Deserve under our Leadership!
At the end of the day my experience with the membership lets me know that our members do not want to hear any excuses, they Just want RESULTS!
In conclusion I encourage ALL of our members to Stand as ONE, support one another and be
A PROUD TRANSPORT WORKERS UNION MEMBER of LOCAL 501.
ONE UNION—ONE FIGHT!
Victor J. Gonzalez
On the early morning of November 29, 2011 I was in the line control room of JFK Ramp Services when I got a text message from a 501 member in Philadelphia telling me that AMR Corporation, our employer, had just filed for Chapter 11 bankruptcy. This employer, with over $4 billion in reserves, had just notified the world that it was broke and that it now was looking for to get on the corporate welfare system and slash all of it’s obligations and commitments made to its employees. So desperate was their cry of poverty that they were even willing to cut ties with those they claimed to hold in the highest esteem… it’s “beloved” shareholders. We often hear the term “Corporate Greed” associated with Wall Street fat cats and know we were witnessing it in our own backyard.
When we look back at the history of TWU Local 501 we proudly remember the “glory days” when our Local included stations like Albany and Islip. We now sadly add to that list Bradley, Newark and Philadelphia. Why? Because this employer of ours has done nothing but attack Air Transport Division Locals ever since Alfred E. Kahn, at the behest of then President Jimmy Carter, led the final push to deregulate our industry in the hopes that it would stop the subsidized airlines from heading down the same road of the nation’s railroad industry…workers and their families futures notwithstanding.
It would be impossible to deny the fact that the Local suffered greatly during the bankruptcy. Costly negotiations, frozen pensions, medical costs increases, along with a management group hell bent on trying to demoralize our Membership with a heavy hand toward discipline and intimidation also exacerbated the FEAR that the company AND our employment would not live to see another day. Many of our fellow brethren are no longer with us due to the downsizing and the company is still attempting to do what they can to beat in to us their “more with less” philosophy that we know could actually backfire and land us right back where THEY put us on that fateful day that saw the beginning of the end of AMR Corp.
As the 1st Vice President of TWU Local 501 it is imperative that I spend my time in office educating our Membership as to why certain things happened and what we need to do to fight back at the threats and intimidation tactics that the bosses know so well. I’m often confronted with the claim by Members that management is always harassing them. To this valid claim I will agree. And that is because that is what management does. They are good at it. They are trained to do it. And if they get away with it they will continue to do it. The Executive Board of the Local has spent valuable resources in the last 6 months at preparing all of our appointed Stewards with strategies that can help combat these issues. If you have done nothing wrong you should have no fear at standing up to management with Union representation and defending yourself. As your Vice President, let me be clear on this one point that I have preached over and over; TWU Local 501 is in no position to demand that our employer run an efficient business. But we will make damn sure that we do everything by way of the contract and/or government legislation that they run a safe business that allows you to go home to your families at the end of the day without injury or retaliation. If a flight does not depart on time or a piece of cargo was not sent to a flight and you and your fellow 501 Sisters and Brothers were at your work area at the assigned time and performed your tasks safely, then the delay is on the company NOT YOU! If after a delay someone from management wants to speak to you, I implore you to get a Shop Steward and let your Representative do what they are trained to do. If you have performed your job properly, and used the tools made available to you in our Auto/Facility/Ramp shops this Local will fight tooth and nail to make sure your contractual rights are not violated and that the principles of “Just Cause” are maintained. Our contracts allows the company to conduct an investigation when they deem fit (Art. 29f.) But that same contract guarantees you, the Member, robust union representation along with a grievance procedure to fight back that which we deem an unjust resolution. And as the advocate for all of our Local’s arbitrations many of you already know my personal resolve at fighting unfair or excessive discipline doled out by management.
Our bankruptcy was a sham. There I said it. And I’m never going to retract that statement. Corporate America (including American,) and our elected officials on both sides of the aisle have spent the last 40+ years dismantling workers rights through legislation and loopholes that have destroyed the middle class of this great nation of ours. We must fight back. We must fight back in the shops. We must fight back in arbitration. We must fight back in negotiations. We must fight back in the streets. And we must fight back in the voting booths. We, as a society, have grown too accustomed to thinking that it will all work out. In our work sites it will continue to deteriorate if we just resign ourselves that it is ok to lift that heavy tagged bag or piece of cargo by ourselves. That it is ok to go to work when you have a “slight” fever and you should not go to the doctor. That it is ok that the horn or brakes do need to be fixed in your baggage tractor. That it is ok to allow a member of management to berate you when you have done nothing wrong only to empower them to continue doing it to others. None of these things are ok. We have recently done some things to show what strength in unity can accomplish in the shops. We must continue building on these things. I implore you all to join forces with the Executive Board of Local 501. The Transport Workers Union, under the leadership of Harry Lombardo, John Samuelsen and Alex Garcia took over in late 2013 with the vision of empowering the Locals of this great organization. As a delegate to that convention I believe in that mandate. If you are a Veteran join our Veterans Committee, I ask all of our Sister Members to seek out and join the Working Woman Committee. Contribute to the Committee on Political Education (COPE) so we can remove the bums that have destroyed our working conditions and our morale at the same time. When a call-to-arms come across that another of our TWU Locals may be in trouble join them as they have done in the past for Local 501.
As we continue future newsletter communications please feel free to contact me with any items you would like to see addressed. My email is Acuzz11228@aol.com and I can always be reached on my cell at (347) 661-3527. I commit to you that I will spend my every single day as your Vice President to strengthening our Executive Board’s collective goal to create better working conditions for you AND your families. All I ask in return is that you stand with our Executive Board to fight for those same things for you and your family as well.
ELECTRONIC TRANSFER AND BID SYSTEM CHANGES EFFECTIVE MARCH 7
Updated On: Feb 04, 2015 (00:29:00)
DURING THE 2008 NEGOTIATIONS, THE UNION AND COMPANY AGREED TO MUTUALLY DEVELOP AN ELECTRONIC TRANSFER AND BID PROCESS (SEE ARTICLE 12-ATTACHMENT 12.3-TRANSFER CHANGES). THE EFFECTIVE DATE OF THESE CHANGES IS MARCH 7, 2015. PLEASE SEE THE ATTACHED SIGNED LETTER AND DETAILS OF THE NEW ELECTRONIC TRANSFER AND BID PROCESS Read More...
Download: 2015_February_4 Electronic Transfer and Bid System Signed Letter.pdf
TWU/IAM HOT NEWS
Equity Lawsuit Update
*** CLICK HERE TO DOWNLOAD THE OFFICIAL 2015 APPLICATION!
To download a copy of the Michael J. Quill Scholarship Official Rules, click here.
ONE UNION - ONE FIGHT!
TWU IAM Joint Agreement for the formation of the Airlines Mechanic and Related -Stores and Fleet Service.pdf
2015 Winter Express
ARE YOU A VETERAN? Click here to register with our TWU Veterans Committee and sign up for news/action alerts.
Learn more about the TWU Veterans Committee: Click here to visit the Committee website.
Contact the Committee: Click here to email TWU International Representative and Vets Committee Liaison Jose Galarza.
1ST VICE PRESIDENT
2ND VICE PRESIDENT
| RUSSELL SPERO
|| EDWARD TROISE|
LGA -Title 2
LOCAL 501 REPRESENTATIVES CONTACT LIST
153-33 ROCKAWAY BLVD, JAMAICA, NY 11434
OFFICE# 718 978 1929 * FAX# 718 526 0282
VICTOR J. GONZALEZ
OFFICE # 718 978 1929
1ST VICE PRESIDENT
CELL # 347 661 3527
2ND VICE PRESIDENT
CELL # 516 524 5667
3rd VICE PRESIDENT
CELL# 787 603 8153
FINANCIAL SECRETARY TREASURER
CELL# 516 643 4555
Cell # 631 767 6163
EXECUTIVE BOARD MEMBERS
RUSSELL SPERO -
TEL# 516 790 6538
CELL# 516 557 6564
OFFICE # 718 487 6709
RAMP UNION OFFICE # 718 487 7507
TITLE 3 SECTION CHAIRMAN
JFK FREIGHT STEWARDS
JFK TITLE 2 SECTION CHAIRMAN
CELL# 516 749 3880
UNION OFFICE# 718 476 4079
TITLE 3 SECTION CHAIRMAN
JOHN BUCKLEY JR
TITLE 2 SECTION CHAIRMAN
Shop # 718 476 4029
AUTO SHOP # 718 476 4014
LUIS (pinky) ROSA
Here is the letter from the NMB to the TWU/IAM Association:
And Here is the letter from Garry Drummond – ATD Director,
to Mr. Sito Pantoja – IAM General Vice President:
pertaining to several issues in the TWU/IAM Association Agreement.
The TWU/IAM were scheduled to meet with each other November 16-20th, 2014 to begin the process planning for future joint contract negotiations.
The letter above from TWU ATD Director explains why the TWU will not be attending the above mentioned scheduled negotiations preparation sessions.
Victor J. Gonzalez
Part-Time Utilization & Part-Time Review Panel
The Part Time Panel was established in 1995 to ensure compliance with the contract regarding the use of part time employees. In connection with part-time utilization, the TWU and the Company agreed that full-time employees would not be arbitrarily replaced with part-time employees. The intent of this agreement is to insure that flight schedules, volumes, and good business practice dictate the optimal split between full-time and part-time employees at a location.
The Committee has access to the information necessary for making determinations as to whether the part-time/full-time mix is and continues to be in accordance with the principles outlined above as well as those specific scheduling and staffing provisions outlined in the Agreement. This Committee will review part-time issues brought to its attention, and will take the necessary and appropriate action to resolve those issues.
Part-Time Utilization and Part-Time Review Committee is composed of two (2) representatives from each party to review utilization of part-time staffing. The Review Committee meets in DFW on an as needed basis.
The Seniority Protest Panel was originally used in the early 1990’s due to the number of employees having problems with capturing occupational, classification and company seniority accurately while upgrading to different title groups, along with the impact of reductions in force and recalls.
The language was incorporated into the agreement in the 2001 contract. The panel consists of one representative from American Airlines Employee Relations department and a International Representative (or his designee) from the Transport Workers Union, ATD. The two parties review the protests to determine if the protest has merit. The parties review the employee’s payroll histories, the seniority lists in which the employees entered the company or classification, along with the proper application of the Kasher Award for the former TWA employees.
The panel can grant the protest and adjust the employee’s seniority and correct the placement on the seniority list or reinstate their protection status.
The panel can grant the protest in part.
The panel can deny the protest.
When the decision is rendered the protest is sent back to the TWU International ATD and logged on the protest log. It is also scanned and sent to the local president where the protest originated.
The Seniority Protest is outline in Article 13 (d) and (e) of the CBA.
Reduction In Force (RIF) & Recall Panel
The RIF/Recall panel came into effect in the 2001 agreement. The panel was created because the Union believed that after a RIF/Recall a grievance processed through the System Board, it would take too long to get a settlement.
The RIF panel is outlined in Article 15
ARTICLE 15 – REDUCTION IN FORCE
(m) Upon request of the Local Union President, an employee may, within seven calendar days, appeal to a review panel composed of a representative of the TWU International and the Vice President, – Employee Relations, any disputes regarding Reduction In Force application or administration.
The Recall Panel is comprised of an International Representative (or his designee) and a member of AA Employee Relations. The panel was added when the company started reducing employees at stations or recalling employees back and with all the complexities that are involved in both reductions and recalls there are times when mistakes were made. Again, the Union and the Company believed it would be better to have a Panel to be able to settle the disputes more expeditiously than through the arbitration process and to ensure other employees are not further harmed.
The RIF Recall Panel meets once a month to discuss and investigate and render a decision. If the panel members cannot come to agreement on the disposition of a dispute the case will then be scheduled on the System Board of Arbitration for disposition.
Sick Leave Harassment Panel
The Sick Leave Harassment Panel was established on May 11, 1971 due to claims raised by members that they were required provide information from their Doctor’s without just cause and without being advised that they were suspected of abusing the sick leave benefit.
A supervisor can issue a ’90-day Doctor’s Slip Requirement Letter if sick leave abuse is suspected. The letter notifies the member if you are off sick during this 90 day period, a doctor’s note stating that you were treated for an illness or injury is required for you to be eligible for sick leave pay. (Reference Article 34 Mechanic and Related, Fleet Service and Stores Agreement)
If a member feels that the issuance of the 90 day letter was not justified, he has a contractual right to appeal it by requesting a hearing before the Sick Leave Harassment Review Panel. For the member to request a sick leave harassment hearing he must notify his Local President in writing as soon as possible after the issuance of the 90 day letter, so his hearing can be scheduled. He should request assistance from the local union representatives in obtaining all the necessary attendance records for reference at the hearing.
The union does not present the case on your behalf, nor does employee relations represent the supervisor at the hearing. You and the supervisor involved are both required to attend the hearing, with each of you testifying on your own behalf. A decision on your appeal will be made based on your testimony and any submitted documentation.
If the Review Panel decides in your favor, an additional day will be added to your sick leave balance and the 90-day Doctor’s Slip Requirement will be rescinded. Should the Review Panel determine the supervisor had adequate grounds for the issuance of the 90-day Doctor’s Slip Requirement Letter, it will remain in effect for the balance of the 90-day period and a sick day will be deducted from your sick leave balance.
Contact your Local TWU representatives prior to submitting your request to appeal to ask for their assistance. In general prior to submitting your request for a SLH hearing to your Local President, you should ask the supervisor who issued the 90-day letter to advise you in writing, the reason why you are suspected of sick leave abuse. Following receipt of this information you should review your C-21 and C-23 Attendance Records (and get copies- for reference) this will help to determine if the supervisor has any grounds for ‘suspected abuse’, or if it is unwarranted harassment. If you decide to go forward with your appeal any doctor’s notes you have concerning your absences or medical treatment would be important evidence on your behalf.
The Sick Leave Harassment Review Panel meets bi-monthly (or as needed) in DFW. The Review Panel is composed of a representative from the Air Transport Division and a representative from Employee Relations.
The Cross Utilization Panel was established in the early 1990’s to ensure compliance with the provisions outlined in Article 11 (h). This provision allows the company to cross utilize employees in different classifications.
(h) Regardless of any provision in this Agreement, the Stores Agreement, or the Fleet Service Agreement, the Company may assign or schedule any employee to perform work of any classification under this Agreement, the Stores Agreement, or the Fleet Service Agreement. Provided, however, the Company will not assign Aviation Maintenance Technicians to do that work now performed by Building Cleaners.
The only time when the Company can cross utilize a member from one classification to another is when a classification is fully encumbered and has no one available within that classification to perform work.
The Cross Utilization Panel is comprised of a TWU ATD International Representative and a member from American Airlines Employee Relations.
The Cross Utilization Panel meets once every other month (as needed) to review the facts of the cases submitted.
Technical Crew Chief Panel
The Technical Crew Chief Panel was established on October 28, 1985 due to the Technical Crew Chief being a new classification at that time. The purpose of the panel is to ensure compliance with the contract regarding the work being performed within the classification of Technical Crew Chief in Maintenance and Engineering.
The purpose of the classification of a “Technical Crew Chief” is to provide technical assistance, guidance, training and administrative support to the Maintenance and Engineering Department. The scope of the “Technical Crew Chief” classification is, in addition to the Crew Chief classification, outlined in the Labor Agreement.
A possible violation would be when a Technical Crew Chief performed duties outside of the established scope of work. Any disputes arising out of interpre¬tation or application of the Letter of Agreement dated October 28, 1985 shall be processed to a panel consisting of the International Vice Presi¬dent of the Transport Workers Union (or his designee) representing the workers, and the Vice Presi¬dent of Maintenance & Engineering (or his designee) representing the Company, or their designees.
If you feel that a Technical Crew Chief has been performing job tasks outside his job classification and scope, contact your Local TWU representatives to bring the issue to the Technical Crew Chief Panel. Make sure you give your local all of the pertinent information regarding the alleged violation e.g. a narrative summary of the work performed, FMR, log book pages, etc.
The Technical Crew Chief Panel meets as needed in DFW, reviews the facts and supporting information and renders a decision.
Accommodation Review Board
The Accommodation Review Board (ARB) was established in late 1992 to comply with American Airlines employees’ requests under the ADA (Americans with Disabilities Act). When a member has exhausted all other means under the Collective Bargaining Agreement and has permanent restrictions, the employee should contact their local manager in writing, along with a copy to the Local President, requesting a review by the ARB.
The members of the board are as follows:
- Analyst Accommodation (Chairperson from AA)
- AA Attorney
- Senior Principal of Employee Relations
- Manager of Human Resource Operational Support
- AA area physician
- TWU International ATD
- TWU ATD Benefits Committee Chairman
The board meets on the fourth Tuesday of every month. In the event that a dispute arises within the board and the member cannot be accommodated, there are times under the TWU group where field trips will be made to the specific city to address the issue. After all remedies are exhausted, a job search is then exercised to try to place the affected member into a job that would accommodate his/her restrictions.
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