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***TRANSPORT WORKERS UNION***
153-33 Rockaway Blvd Jamaica NY 11434
TEL#718 978 1929 FAX# 718 525 0282
Apply for the 2014 Michael J. Quill Scholarship
Q & A - Special Crew Chief Self-Demotion
March 2014 AA/TWU Fleet Service agreement
ER-HDQ Page 1 revised 2/10/14
Q. 1 I am a full time Crew Chief. At my station, only part time Fleet Service clerks have put in a bid for a full time Fleet Service Crew Chief promotional opportunity. Will I be allowed to self-demote?
A. 1 Bids will only be awarded within the same station (local airport), classification and status (FT/PT). Full time Crew Chief opportunities will be filled by full time employees and part time Crew Chief opportunities will be filled by part time employees. Under the circumstances you describe above, you would not be allowed to self-demote.
Q. 2 I am a full time Crew Chief. I have less seniority than an employee with recall rights to the position I want to self-demote to at my station. Will I be allowed to self-demote?
A. 2 In order to protect the recall rights of other employees, the Company and the TWU have agreed that under such circumstances, you would be prohibited from exercising the ability to self-demote during the special window. (Reference letter of agreement dated March 14, 1996).
Q. 3 I have been a Crew Chief for less than 180 days. Can I self-demote?
A. 3 Normally, a Crew Chief is not allowed to self-demote during the trial period. However, during this special window only, you are eligible to self-demote.
Q. 4 I am a full time Crew Chief, who was a part time Fleet Service Clerk immediately prior to becoming a Crew Chief. Will I be allowed to self-demote?
A. 4 Yes, but only if a full time Fleet Service Clerk has put in a bid for a full time Crew Chief promotional opportunity. (Refer to Question #1.)
Q. 5 Can I refuse a bid for a Crew Chief opportunity under the special self-demotion provision?
A. 5 You may withdraw your bid prior to the end of the special window, but not after. Bids on file at the end of the special window are irrevocable and cannot be rescinded.
Q. 6 I refused a Crew Chief system bid four months ago. Am I eligible to bid for a Crew Chief opportunity created by the special self-demotion?
A. 6 Your refusal of a regular Crew Chief bid will not prohibit you from bidding on a Crew Chief opportunity resulting from the special self-demotion. However, you
Q & A - Special Crew Chief Self-Demotion March 2014 AA/TWU Fleet Service agreement
ER-HDQ Page 2 revised 2/10/14
are ineligible to put in a system bid on regular Crew Chief vacancies for six months from the date of your refusal.
Q. 7 I was demoted for cause (or during the trial period) six months ago. Am I eligible to bid for a Crew Chief opportunity created by the special window?
A. 7 No. As a result of your demotion less than twelve months ago, you do not meet the qualifications required for the Crew Chief classification.
Q. 8 What qualifications are required to be a Crew Chief?
A. 8 To qualify for a Crew Chief position created by the special window, an employee must take and pass the qualifying test(s) established in the QAM (Qualifications Administration Manual) prior to being awarded a Crew Chief position. In other words, all employees must be qualified before the self-demotion and upgrade can take place.
Q. 9 What shift, days off and/or work area will I have as a result of changing positions during the special window?
A. 9 Shift, days off and other work assignment details will be handled on a local basis and coordinated with the Company and local TWU representatives.
Q. 10 I am currently a Crew Chief at a station that is covered under the One Station Complex Agreement, specifically, LGA. Am I subject to being reassigned to JFK as a result of electing to self-demote?
A. 10 No. The provisions of Article 46 - One Station Complex Agreements, are not applicable under the self-demotion process.
Q. 11 I’m a Crew Chief in Cargo. Will I be “held” for promotion/demotion purposes within the Cargo group or will I be blended into the overall Fleet Service group at the station?
A. 11 The special self-demotion provision was intended to apply at the station (local airport). Therefore, for purposes of the special self-demotion window, the Cargo Fleet Service employees and the Ramp Fleet Service employees will be blended into one group.
Q. 12 I am on an unpaid Leave of Absence/Inactive Status. Will I be eligible to self- demote or promote under this special provision?
Q & A - Special Crew Chief Self-Demotion March 2014 AA/TWU Fleet Service agreement
ER-HDQ Page 3 revised 2/10/14
A. 12 No. You must be on active payroll at the time you submit your request in order to be eligible to participate in the Crew Chief special self-demotion window. If you are drawing SK pay then you would be considered under this provision.
Q. 13 I am on a Union Leave of Absence. Am I allowed to self-demote or promote under this provision?
A. 13 Yes.
Q. 14 If I self-demote under the special window, will I be able to be utilized as a D1 (Acting Crew Chief) after my self-demotion? If not, how long will I be ineligible?
A. 14 Crew Chiefs self-demoting through the special self-demotion process will be required to wait for a period of twelve (12) months to bid another regular or temporary Crew Chief vacancy and wait twelve (12) months to serve in the capacity of an acting Crew Chief.
Q. 15 When must the window open and close?
A. 15 As outlined in Article 12(n) (2) and (3), the window must be started and concluded during the month of March.
Should you have any questions not addressed in this Q & A, please call your ER/HR Ops Support office or representative.
Click here to download the application for the 2014 Michael J. Quill Scholarship. Before you complete the scholarship application, please read through the information below to be sure that you qualify.
Important to note:
- You must have the TWU local of the relative, if alive, on whose membership or former membership in TWU your eligibility depends. Complete Section C of the application.
- You must have your high school fill out Section D of the application.
- When all sections are completed, the whole application should be returned to:
Michael J. Quill Scholarship Fund
Transport Workers Union of America, AFL-CIO
501 3rd St. NW, 9th Floor
Washington, DC 20001
Read below for more information and FAQs on the scholarship.
Since 1969, TWU has awarded 15 four-year college scholarships each year to college-bound dependents of TWU members. Each award recipient receives $1,200 annually, for a total of $4,800 over the four-year college period.
Quill Scholarship awards have benefitted hundreds of families throughout the TWU. Sons and daughters of our members in city passenger transit, railroad and air transportation, utilities, public employment, space installations, and allied industries are among those who began their college educations with the help of the TWU’s signature scholarship, bearing the name of our founder.
The Quill Scholarship Program is supervised by International Executive Vice President John Samuelsen with the able assistance of Executive Secretary Tinisha Thompson.
Frequently Asked Questions on the Quill Scholarship
How does an applicant qualify?
The applicant must be certified twice. First, a TWU Local must certify the facts that make the applicant eligible. Secondly, the principal of the high school must attest to the fact that the applicant is capable of doing college work. The applicant must comply with the Rules of the Scholarship Fund, available upon request.
Who is eligible?
Sons and daughters and dependent brothers and sisters (claimed with IRS) of present, retired, or deceased TWU members who are High School Seniors and who will enter an accredited college of their own choice beginning with the Fall term are eligible. Sons, daughters, brothers, and sisters of full-time, paid officers of the Union are not eligible.
When is the deadline?
All applications must be received by the Michael J. Quill Scholarship Fund by May 5, 2014.
How is the scholarship paid?
The scholarship money is paid directly to the college or university that the successful applicant attends.
How does a person apply?
Fill out and send in the application.
How are the winners decided?
By a random drawing held in May of each year at TWU headquarters. Winners will be notified immediately thereafter.
At the Local 100 protest on October 29th,2013 with Local 501 President Victor J. Gonzalez, Local 512 President Chris Biancalana, International President Harry Lombardo, and Local 512 Secretary-Treasurer Kevin Hagn. — in New York, NY.
AA has announced that it will release a second distribion of stock on or shortly after January 8. Please see the attached communication from the company along with a Q & A.
Day 30 Stock Distribution.pdf
TWU IAM Joint Agreement for the formation of the Airlines Mechanic and Related -Stores and Fleet Service.pdf
American Jetnet Equity Q&A
PROFIT SHARING PAYOUT.pdf
VICTOR J. GONZALEZ
1ST VICE PRESIDENT
2ND VICE PRESIDENT
Anthony Jordan &
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
FINANCIAL SECRETARY TREASURER
CELL# 516 236 8573
CELL# 516 643 4555
EXECUTIVE BOARD MEMBERS
PAT ALBARELLA - EMAIL: PASQUALE55@AOL.COM
VINNY MORALES - EMAIL: MRMOUSE46@AOL.COM
RUSSELL SPERO - EMAIL: RUSS.SPERO@ICLOUD.COM
CELL# 516 557 6564
OFFICE # 718 487 6709
JFK REPRESENTATIVES SAFETY REPS
RAMP UNION OFFICE # 718 487 7507 GREG MONTOVANI
TITLE 3 SECTION CHAIRMAN
Cell # 631 767 6163
JFK FRT VICE CHAIRMAN
OFFICE # 718 487 6797
CELL # 516 456 5769
JFK TITLE 2 SECTION CHAIRMAN
CELL# 516 749 3880
UNION OFFICE# 718 476 4079
TITLE 3 SECTION CHAIRMAN
CELL# 347 552 2551
TITLE 2 SECTION CHAIRMAN
CELL # 516 439 3849
FM OFFICE # 718 476 4029
AUTO SHOP # 718 476 4014
CELL# 787 603 8153
TRANSPORT WORKERS UNION
AIR TRANSPORT DIVISION
FLEET SERVICE *NEW CONTRACT LANGUAGE*
MAINTENANCE & RELATED
US Airways -IAM-Fleet Service 2008 Contract
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.
MSP Scope Modification--July 31, 2013
Letter From American Airlines to Don Videtich, Deputy Director TWU
As you are aware, during the negotiations that led to the current Mechanic and Related agreement, the work scope for the Maintenance Support Person (MSP), formerly the Plant Maintenance Man (PMM), contained in Article 11 of the agreement was modified. Subsequent to that modification, it was recognized that some of the language in the work scope descriptions were either too ambiguous or all-encompassing and, thus became difficult for a Crew Chief to provide proper job assignments to the MSP.
In order to address those concerns, representatives from both the Company and the TWU met on November 8, 2012 and January 29, 2013, and finalized resolutions to these concerns on July 24, 2013. The attached document represents the agreed to modifications and clarifications to the MSP work scope and will be used as the prevailing MSP work scope document.
The Company and the TWU also agree that this document will be a working document and that a need may exist to further clarify the MSP work scope. If that occurs, the Company and the TWU agree to meet and discuss any proposed changes raised by either party and act in good faith to craft a mutually satisfactory resolution.
MSP Scope Modification Letter in PDF
MSP List of Duties in PDF
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