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***TRANSPORT WORKERS UNION***
153-33 Rockaway Blvd Jamaica NY 11434
TEL#718 978 1929 FAX# 718 525 0282
Please see the attached ruling by Judge Lane denying the company’s motion for summary judgment on their right to terminate the retiree medical plan.
2014 4 18 AMR Summary Judgment Decision in PDF
TWU IAM Joint Agreement for the formation of the Airlines Mechanic and Related -Stores and Fleet Service.pdf
July 22, 2014
Per our conversation, effective August 1, 2014, the 15 day waiting period before a transfer becomes active for Title I, II, Ill and V employees, will no longer be applicable. On the effective date, when an employee requests a transfer in the online tool, the transfer will become effective immediately.
Sr. Manager – Labor Relations, Tech Ops
See the letter HERE: 15 Day Waiting Period
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 -
CELL# 516 557 6564
OFFICE # 718 487 6709
JFK REPRESENTATIVES SAFETY REPS
RAMP UNION OFFICE # 718 487 7507 GREG MONTOVANI
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
TITLE 2 SECTION CHAIRMAN
AUTO SHOP # 718 476 4014
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.
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