W W W. I A M141.O R G
S U M M E R 2011
The future is worth building. Your vote will decide more than what union represents you.
Members of IAM, Teamsters agree to independent evaluation S U M M E R 2 011
Official Publication of District 141, International Association of Machinists and Aerospace Workers Editor-in-Chief – Rich Delaney Executive Editor – Dave Atkinson Managing Editor – Mike Mancini District 141 Communication Director – Mike Mancini District 141 Communication Coordinator – Dave Lehive Layout & Design – Mike Mancini Send Address Changes To: IAMAW District Lodge 141 Financial Office, P.O. Box 117399, Burlingame, CA 94011-7399 Phone: 847-640-2222
In this issue • Seven-page comparison of IAM-United Ramp Contract versus the teamster contract at Continental Fleet • Independently commissioned economist Hans R. Isakson, Ph.D., Professor of Economics, University of Northern Iowa grades both unions — the teamsters and IAM.
District 141 dedicates this Messenger to the merger campaign of Ramp and Fleet Service workers at United and Continental Airlines. This organizing drive is the largest in District 141’s sixty-two year history. It precedes an even larger drive for Customer Service / Passenger Service. As these important campaigns unfold, District 141 thanks all represented workers for your continuing support. Members of both the IAM and teamsters have expressed their desire for an independent evaluation of both contracts. Professor Hans Isakson, Ph.D. was recommended, and his work appears in the Messenger. The point of an independent comparison is to create meaningful dialog between both work groups. We’re past “he said, she said” promises. If it’s not in your contract, you can’t quote it in a grievance, or cash it at a bank. Pay scale language is just one way that your IAM contract creates income. Seven pages in this Messenger compare your ability to earn a living under the IAM contract, versus under the teamster contract. The responsibility is yours — and yours alone — to read and understand how one contract compares with another in creating, protecting, and enhancing your livelihood. The important decision you make will affect your family. Your decision determines things as basic as employment, housing, college, vacation, and retirement. The IAM offers a sixty-two year agreement, defined and bolstered by more than six decades of arbitration cases.
The grades are in By Hans R. Isakson, Ph.D. 212 Damascus Drive Cedar Falls, IA 50613
It’s time
Professor of Economics University of Northern Iowa Cedar Falls, IA 50614-0129
Professor Isakson joined the UNI faculty in 1990. Prior, he was a professor at The University of Texas, Washington State University, and The University of Georgia. He has a long record of publications in Regional Science and Urban Economics, Journal of Marketing Research, and others. Professor Isakson is also an economic consultant for a national testing firm. M ay 7, 2011 — A ssessment of the I nternational A ssociation of M achinists and A erospace W orkers and The I nternational B rotherhood of Teamsters R amp/Fleet Workers L abor Contracts
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SPECIAL — EFFECTIVE WAGE RATES Due to the pending merger between United and Continental Airlines, ramp service workers must decide which union will represent them with the new, merged company. An assessment of key provisions of the current contracts between (1) the International Association of Machinists and Aerospace Workers (IAM) and United Air Lines, Inc. and (2) the International Brotherhood of Teamsters (Teamsters) and Continental Airlines, Inc. will enable employees to make a wise and informed decision. This study provides this assessment. This assessment is of importance to ramp workers deciding which union will represent them in the future. Each contract reflects the cumulative bargaining efforts and skills of each union. The union with the better leadership and bargaining skills will have the better contract. Ramp workers would be wise to select the union with the better leadership and bargaining skills to represent them in the future and that union will be the one with the better contract terms. The “Report Card,” on page 13, compares the major provisions of both contracts and assigns a subjective letter grade to each contract’s provisions. The higher grade for each contract feature is in bold print. Overall, the Teamsters contract provides slightly better base wages, while the IAM contract provides better effective wages and excels in many other areas. Many of the various contract features in Table 1 are self-explanatory. However, a few of them deserve further discussion and elaboration. Wages, Overtime, Profit Sharing, and Performance Bonuses It is tempting to reduce the assessment of the two contracts to a comparison of their base wages and nothing more. There is no doubt that the Teamsters base wage rates for ramp workers exceeds those provided by the IAM contract for all but nine and ten years of service. But, this sort of simplification would lead to a seriously erroneous conclusion. Instead, the effective wage rate includes all monetary payments, such as overtime, profits sharing, and performance bonuses that ramp workers earn under each contract. The whole is what should be compared.
jobs make overtime extremely unlikely, especially at time and one-half pay. The IAM contract limits part-time workers and prohibits supervisors from performing ramp service jobs, making overtime far more likely. Plus, all overtime work in the IAM contract is at time and one-half with double-time paid for excessive overtime work (i.e. time worked beyond than 12 continuous hours). Recently, United and Continental gave workers a profit sharing payment. United workers represented by IAM received 5.9% of their 2010 wages, while Continental workers represented by the Teamsters received 3.9% of their 2010 wages. The IAM contract includes, but the Teamsters contract does not include, provisions for profit sharing payments. In addition, unlike the IAM contract, the Teamsters contract does not contain provisions for performance based bonuses. This past year, IAM ramp workers received a performance based bonus of $1,250. By factoring in all of the monetary payments provided by each contract, an effective wage rate can be calculated. The chart below contains an example of this calculation for a ramp worker with ten plus years of service under each contract. It factors in the average amount of overtime, the most recent profit sharing payment each received, and the most recent performance bonus paid to a ramp worker with ten plus years of service. Notice that although the base wage rate provided by the Teamsters contract is 40 cents more per hour than the IAM contract, the overtime, profit sharing, and performance bonus makes the IAM effective wage rate 55 cents per hour greater than the Teamsters effective wage rate. Across all years of service, the IAM effective wage rate exceeds the Teamsters effective wage rate for all but four (3, 4, 6, and 7) years of service classifications. The chart below shows the amounts by which the IAM effective wage rate exceeds the Teamsters effective
Effective Wage Rate (with 10+ years of service)
The better overtime opportunities, profit sharing, and performance bonuses provided by the IAM contract quickly make-up for the IAM contract’s slightly lower base wage rates. On average, IAM ramp workers receive about thirty-six minutes of overtime (at time and one-half) per week. Teamsters ramp workers are fortunate to receive half that amount of overtime at straight time pay. Under the Teamsters contract, as long as one ramp worker is willing to work overtime at straight time, no other ramp worker can receive time and one-half pay. In addition, the Teamsters contract lack of any restrictions on part-time workers, plus its lack of any restrictions preventing supervisors from performing ramp service
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wage rate. Negative number on this chart indicate year of service classifications in which the Teamsters exceeds the IAM effective wage rate. All workers should base their union affiliation on more than just one year of effective wage rates. Ramp workers should look at a period of at least seven years of continuous service. Because the IAM effective wages are so much higher than the Teamsters effective wages, over an extended period of time the IAM contract’s cumulative effective wages surpass those provided by the Teamsters contract.
IAM Effective Wage Minus Teamster Effective Wage
Work Shifts , Part-Time Workers and Overtime Significant differences also are found between the two contracts in the areas of work shifts and part-time workers. The extraordinarily long shifts allowed by the Teamsters contract and the virtually unlimited start times provide the company with many opportunities to replace full-time workers with part-time workers and to avoid scheduling overtime. The eight hour shifts, limited start times (7 in 24 hours), and limits on the number of part-time employees in the IAM contract avoid these problems. Because the Teamsters contract allows split shifts, these split shifts along with the above result in even greater use of part-time workers and even a reduction in the total person hours worked at any particular location. The IAM contract does not allow split shifts. In addition, the Teamsters contract allows management to avoid overtime by assigning supervisors to perform ramp service jobs, something that the IAM contract does not permit. Summary
Outsourcing Jobs The two contracts also differ significantly in the area of outsourcing. The IAM contract prohibits outsourcing jobs, while the Teamsters contract does not. The unfortunate Teamsters workers whose jobs are outsourced have very slim prospects. They can either try to find another job, or apply to work for the vendor providing the outsourced services. In all probability, the vendor providing the outsourced services will be non-union. According to the U.S. Bureau of Labor Statistics, non-union transportation workers earn $18.13 per hour on average. So, even if a displaced Teamsters ramp worker gets hired by the vendor providing the outsourced services, that worker will suffer a considerable cut in wages. Displaced workers will also most likely suffer a considerable decrease in benefits as well. Within the transportation industry, about 77 percent of the jobs are non-union. Continental in particular has an established track record of outsourcing ramp jobs to non-union vendors. Nearly 60 percent of Continental’s ramp service jobs at a variety of their locations have been outsourced to non-union vendors. This rampant outsourcing of jobs by Continental occurs because the Teamsters contract does not prevent them from doing it. Under the IAM contract, these jobs cannot be outsourced.
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Overall, the IAM contract provides ramp workers better effective wages and other desirable working conditions than does the Teamsters contract. There are a few years of service classifications in which the Teamsters contract provides slightly better effective wages. But, in virtually all other time of service classifications and all other areas, the IAM contract is superior to the Teamsters contract. The wise choice for all ramp workers is to elect IAM to represent them. The Grades The grade point average for the two contracts taken from The Report Card (next page) is as follows: IAM 3.5 or B+ Teamsters 1.9 or D+
Professor Isakson is an economist at the University of Northern Iowa, author, and consultant.
MESSENGER
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The Report Card Dr. Isakson assigns a grade point average for the two contracts: IAM 3.5 (or B+), Teamsters 1.9 (or D+) Contract Feature IAM/United Teamsters/Continental Jobs Covered
All ramp servicemen
Fleet service workers
Grade Grade IAM Teamsters B
B
A –
D
Outsourcing Prohibited at 29 major airports
No restrictions; employer may contract out covered jobs; currently, nearly 57% of jobs have been outsourced
Base Wage Rate
$10.28 to $20.82 per hour
$10.40 to $21.22 per hour
C
C+
Overtime
1-½ time for normal overtime; Double-time for excessive overtime (i.e. time worked beyond the first 12 hours)
Overtime goes to lowest bidder employee starting with those who bid straight time followed by those who bid 1.5 time; No double-time available
A
C–
Overtime Distribution
Employees with least amount of accumulated overtime get first choice
Employees willing to receive straight time get first choice
A
C–
Overtime Bypass
Employee bypassed gets full overtime pay for overtime hours missed
Employee given option to future overtime hours
A
D
Vacations
1 to 6 weeks
1 to 5 weeks
B
B–
Medical & Dental
Employee pays about 20% of cost
Employee pays about 20% of cost
B
B
Part-Time Workers
Limited to 30-40%
No limits; 50% at largest hub
A
D
Split Shifts
Not allowed
Allowed
A
D
Shift start times
No more than 7 in a 24 hour period for full-time workers No limit
B –
D
Duration of Shifts
8 consecutive hours of service
Up to 13.5 hours of continuous service
A
D
Work Week
Five 8 hour shifts within 7 days; no alternating long & short weeks
Up to 80 hours in any two week period; alternating long & short weeks permitted A
Lead Ratio
One lead per no more than 12 employees None
A
D
Lead Pay
Premium plus top of scale pay Extra $1.75/hour regardless of seniority. ($22.13 per hour)
A
B
Work Sharing
Management restricted from performing No restrictions covered jobs
A
C
Performance Bonuses
Yes
None
B
C–
Profit Sharing
5.9% of eligible hours
3.9 % of eligible hours
A
B+
Medical Benefits While on Furlough
90 days
End of month
B
C–
C
Company Travel Allowed While on Sick Leave
Prohibited
B +
D
Protection From For 1/26/1994 and greater seniority Furlough
By seniority protection expires 12/31/2011
B –
D+
B + 3.5
D+ 1.9
Average Grade Grade Point Average
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It was a good year, if you were a CEO
HOW MANY WORKERS COULD BE SUPPORTED BY THE AVERAGE PAY OF AN S&P 500 INDEX COMPANY CEO?
CEOs of the largest companies received, on average, $11.4 million in total compensation last year, according to the AFL-CIO analysis of 299 companies in the S&P 500 Index. Combined, that totals $3.4 billion in pay in 2010, enough to support 102,325 jobs paying the median wages for all workers. Wall Street executives who helped create the financial crisis and economic recession also did well. While cash bonuses fell, total compensation for Wall Street firms increased in 2010. The Wall Street Journal estimates that total compensation at large financial services companies rose to a record $149 billion in 2010. Are these CEOs being paid to expand their companies, grow the real economy and create good-paying jobs? Apparently not. According to the Federal Reserve, U.S. corporations held a record $1.93 trillion in cash on their balance sheets. A lack of business investment is one reason that more than 14 million Americans remain unemployed. During the past decade, CEOs of the largest American companies received more in compensation than ever before in U.S. history. They supposedly deserved this money for increasing stock prices. Did they? On Dec. 31, 2010, the S&P 500 Index closed 19 percent below its high on March 24, 2000.
CEOs are not two-to-seven-hundred times more valuable people than you are.
Over the past decade, shareholders—including workers—lost trillions of dollars in retirement savings because of financial scandals, collapsing bubbles, the real estate bust, and the Wall Street financial crisis.
WHY WOULD ANY UNION AGREE TO PUNISH MEDICAL HARDSHIP? You are diagnosed with a serious medical condition, and survive a year of treatment. On the 91st day of your illness, you stopped accruing seniority. Seniority affects shift preference, job preference, salary, and retirement. The teamsters agreed to it.
While CEO pay is still out of control on Wall Street and in the rest of Corporate America, shareholders now have new tools to fight back. CEOs must now give their shareholders a “say on pay,” thanks to the Dodd-Frank Wall Street Reform and Consumer Protection Act signed in July 2010. Although these votes are not binding, they will encourage boards of directors to reform their companies’ executive compensation. No CEO wants to suffer the embarrassment of shareholders voting against their pay. As a result, companies are under pressure to eliminate practices that are red flags for investors. Tax gross-ups, golden parachutes, corporate jet travel, preferential pensions and perquisites unrelated to performance are now under the microscope. Compensation is becoming more long-term and linked to measurable performance. The Wall Street Reform Act also provides other protections for investors. Board of Directors’ compensation committees now must consist entirely of independent directors. Financial companies must ensure that their incentive pay plans do not create excessive risk, but CEOs are pushing back. They particularly dislike the requirement that companies disclose to investors the pay disparity between the CEO and the typical worker. Congress required disclosure of this information because investors are concerned about growing CEO pay and its impact on pay disparities within companies. U.S. Bureau of Labor Statistics, May 2009 Occupational Employment and Wage Estimates, national cross-industry estimate of median annual compensation for all occupations.
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MESSENGER
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IN 1948 THE IAM
The teamsters talk buzz words, but not their contract.
NEGOTIATED DOUBLE-TIME, TIME-AND-A-HALF, AND LATER, OVERTIME BYPASS.
NO JOB SECURIT Y
But the teamsters conceded those gains in 2010
NO LAYOFF PROTECTION
by granting straight-time overtime to the company,
NO HMO OPTION (FREE IN MOST LOCATIONS)
along with no overtime bypass payment.
NO OVERTIME EQUALIZATION
IAM, ART. VII – B, PAR.10, “An employee who is bypassed
NO DOUBLE TIME OVERTIME
NO SIX WEEK VACATION MAX NO EASY HOUR
in violation of these overtime distribution procedures
NO SCOPE
shall be paid and charged at the applicable rate for
NO PENSION PROTECTION
the hours missed.”
NO PART TIME LIMITS NO START TIME LIMITS NO LEAD RATIOS
For a typical ramp/fleet worker, the resulting loss in overtime pay would be a five-percent pay cut.
NO SENIORIT Y PROTECTION NO UNLIMITED RECALL NO DEMOCRACY
Considering their contract, that’s understandable.
The grades are in. Previous page
UNLIKE THE TEAMSTERS, WE WERE ELECTED TO CLOSE THE CONCESSION STAND. 7
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Records, Politics & Legislation, Retirees, Community Services, Membership Services, Safety & Health, Scholarship, Strategic Resources, Trade & Globalization, Women’s Rights, Human Rights, and Winpisinger Education Center.
IAM – District Lodge 141 District Lodge Convention & Bylaws Every year, M e m b e r s elect Delegates to go to the District Lodge convention to debate and recommend changes to the District Lodge Bylaws. Those recommendations are then subject to membership ratification. District Lodge Executive Board Every two years, M e m b e r s nominate and elect half of the District Lodge Executive Board to a four-year term. The Executive Board is made up of the President and Directing General Chairman, Secretary-Treasurer, twenty-two Assistant General Chairman, six Vice Presidents, three Trustees, and three Auditors. District Lodge Departments and Services Bylaws, Conventions, Conferences, Contract Administration, Arbitration, Communications, Finance, Membership Records, Information System, Legal, Politics & Legislation, Retirees,
Here’s a look at how democracy in the world’s largest airline union is structured.
Community Services, Education, Safety & Health, Scholarship, Organizing, Employee Assistance, Women’s Rights, and Human Rights.
IAM - Grand Lodge Grand Lodge Convention & Constitution
IAM – Airline Local Lodges (54)
Every four years, M e m b e r s elect Delegates to go to Grand
Local Lodge Executive Board
Lodge convention. Members vote on changes to the Grand Lodge Constitution.
Every three years, M e m b e r s nominate and elect the Local Lodge Executive Board to a three-year term. The Executive Board
Executive Council
is made up of President, Secretary–Treasurer, Recording Secre-
Every four years, M e m b e r s nominate and elect an Executive
tary, Conductor-Sentinel, three Trustee’s, and three Auditors.
Council. The Executive Council is made up of the International
Local Lodge Grievance Committee
President, General Secretary-Treasurer, and seven General
Every three years, M e m b e r s nominate and elect Local
Vice-Presidents for each Territory.
Lodge Grievance Committee Chair, Grievance Committee
IAM – Grand Lodge Territories
Secretary, and Committee Chair for each contract.
Eastern, Midwest, Southern, Western, Headquarters, Transportation, Canada.
Local Lodge Departments and Services Bylaws, Grievance Committee, Communications, Finance,
Grand Lodge Departments and Services
Membership Records, Information System, Politics & Leg-
Accounting, Apprenticeship, Bylaws & Disputes, Collective
islation, Retirees, Community Services, Education, Safety
Bargaining, CREST, Communications, HPWO Partnership, Human
& Health, Scholarship, Organizing, Employee Assistance,
Resources, Information System, Legal Department, Membership
Women’s Rights, and Human Rights.
voteIAM.com
MESSENGER
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54 to zero The IAM has fifty-four local lodges that exclusively serve airline members. Local lodges provide local enforcement of contracts by locally elected officers who work in the airlines. A teamster “local” serves entire regions, multiple trades, and appoints business representatives who do not work in the airline business.
Vote online or by phone Instructions at voteIAM.com/how
It’s time
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IAM141.ORG
Messenger
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IAM | U N I T ED R A M P
teamster | CO N T I N EN TA L FL EE T
N E G OT I AT E D W I T H A B A N K R U P T CO M PA N Y
N E G O T I AT E D W I T H +$9.1 B I L L I O N C A S H
Scope
“The Company will not eliminate the classification of Ramp Serviceman at any station listed by name in Paragraph C. All Ramp Serviceman work currently performed at these stations shall be performed by Ramp Servicemen represented by the IAM and shall not be contracted out.”
Paragraph C. “The stations where Ramp Serviceman who are covered by this agreement will be located: Baltimore, Washington, D.C., Detroit, Milwaukee, Boston, Newark, Philadelphia, Buffalo, John F. Kennedy International Airport, LaGuardia, Pittsburgh, Cleveland, Dulles, Chicago, Omaha, Denver, Los Angeles, Honolulu, Atlanta, Salt Lake City, Minneapolis, San Diego, Sacramento, San Francisco, Portland, Seattle, Tampa, Fort Lauderdale and Orlando.”
None
Job Protection
Contracting out work; Work going outside the company; Transferring of work; Work going to other employees inside the company
All work performed by the Company involving the work of all classes and grades of Ramp Servicemen, Storekeepers, and Vehicle Drivers as described in the work classifications in Article IV of this Agreement, is recognized as coming within the jurisdiction of the International Association of Machinists and is covered by this Agreement.
Article 1 Paragraph D. The Company reserves the right to contract out work heretofore customarily contracted out and to ‘transfer’ or ‘contract out’ other work within the scope of this Agreement.
Furlough Process & No Furlough Clauses By Company Seniority; No Furlough Clause protection for January 26, 1994 and greater seniority
When the need arises, employees will be subject to reduction-in-force by location, job classification and status in reverse order of Craft Seniority. A “Cinderella” no-furlough clause expires midnight, December 31, 2011
Recall From Furlough “Employees maintain recall rights as provided in subparagraphs J.2., J.3. and J.4. of this Article to the job classification, work status, point and/or location from which they were laid off until recall is offered and is either accepted or declined.
“Employees may remain on inactive furlough status for the lesser of six (6) years or the employee’s length of service. After that time they are terminated.”
Lifetime Recall Rights”
SPECIAL SECTION
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IAM Contract | U N I T ED
teamster | CO N T I N EN TA L
N E G OT I AT E D W I T H A B A N K R U P T CO M PA N Y
N E G O T I AT E D W I T H +$9.1 B I L L I O N C A S H
Vacations COMPANY SERVICE
0-1 Years 1+ Year 9+ Years 16+ Years 24+ Years 29+ Years
Weeks
Hours
1 2 3 4 5 6
40 80 120 160 200 240
Completed Years of Service
Vacation Weeks/Hours
Up to 1 week/40 hours 1 week/40 hours 2 weeks/80 hours 3 weeks/120 hours 4 weeks/160 hours 5 weeks/200 hours
Less than 1 year 1 to 4 years 5 to 9 years 10 to 16 years 17 to 24 years 25 or more years
2010 Base Wage Currently working under 2009 base wage rate of $20.82. Still in negotiations for 2010 wage rate.
$ 21.22
Asking for full retro pay and restoration of previous sacrifices, including the return of 2005 base wage of $25.06.
Overtime Scheduling & Rate Priority “Base station overtime opportunities (including overtime at alternate airports within the same metropolitan area) shall be distributed as equally as possible among those available qualified employees who are shown on an overtime list as having accrued the least number of overtime hours.”
“Planned overtime will be awarded in Craft Seniority order to qualified employees within the classification who sign up for overtime and are available to work the overtime, beginning with those employees who can work the entire overtime assignment at straight-time (1X) rate.”
Overtime Double Time Rates
No Double Time
“Overtime rate of double time shall be paid for all hours in excess of the first eight (8) hours worked on one of the two (2) regularly scheduled days off each work week for all time worked on the second regularly scheduled day off in a work week if the first regularly scheduled day off has been worked and for all time worked in excess of twelve (12) hours in any twenty-four (24) hour period except when an employee, after bidding, voluntarily changes shifts.“
Overtime Bypass “An employee who is bypassed in violation of these overtime distribution procedures shall be paid and charged at the applicable rate for the overtime hours missed.“
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An employee erroneously bypassed for overtime will be given the option to work the same number of hours at the same rate he originally would have received had they not been bypassed for planned overtime, by mutual agreement and during productive hours within the same pay period to the extent possible.
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IAM Contract | U N I T ED
teamster | CO N T I N EN TA L
N E G OT I AT E D W I T H A B A N K R U P T CO M PA N Y
N E G O T I AT E D W I T H +$9.1 B I L L I O N C A S H
HMO & Medical Contribution HMO contribution = Free (in most states) PPO Family Medical contribution = $242
No Free HMO option (anywhere) PPO Family Medical Contribution = $375
Part Time The number of part-time Ramp Servicemen assigned to each Class of stations defined below will not exceed the percentage (rounded to the nearest whole number) of full-time Ramp Servicemen and Lead Ramp Servicemen in active service as follows:
Up to 100% Part-Time allowed — everywhere
Class A: 30% Class B: 40%
Shift Start-Time Limits “The starting time for shifts at Line Service Stations shall be established in accordance with the needs of the service at each station, but in accordance with the provisions of Paragraphs A and B of this Article, provided that there shall not be more than seven (7) starting times within a twenty-four (24) hour period for any full time classification of employees for a work area at a Line Station. There shall not be more than five (5) starting times within a twenty-four (24) hour period for any part-time classification of employees for a work area at a Line Station, and there shall be at least one hour separation between any two part-time starting times, and there shall be no back to back scheduling.“
No limit on shift start times for full or part-time •
Unlimited start times make it more difficult to have a full-time job
•
In Newark, Continental ramp has fifty start times.
Split Shifts
Two different start times on the same day that splits a shift in half Not Allowed at UAL
Lead Ratio
Split shift schedules will be scheduled to have a minimum of 2 and a maximum of 4 hours between shifts. All scheduled split shifts will be completed within 12 hours
Lead Ratio & Lead Pay Lead Ratio
“A Lead Ramp Serviceman’s group ... in no case shall there be included within his group more than twelve employees.
None
Lead Pay
Lead Pay
All those awarded a lead position will bypass wage progression scale and receive premium + top of scale pay, regardless of seniority.”
Lead’s base pay is based on seniority and on wage progression scale
SPECIAL SECTION
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IAM Contract | U N I T ED
teamster | CO N T I N EN TA L
N E G OT I AT E D W I T H A B A N K R U P T CO M PA N Y
N E G O T I AT E D W I T H +$9.1 B I L L I O N C A S H
Work Sharing Program Article XX, Paragraph K.
Article 1, Paragraph C.
“Supervisors and higher ranking officials of the Company shall not be permitted to perform work on any hourly-rated job covered by this Agreement except in emergencies or instructions or training of employees.”
Employees covered by this Agreement may be assigned to perform work of other crafts and/or classifications as directed by the Company and to work with other employees of the Company in coordination and to share work as the needs of the service require.
Management Protection “Employees promoted to supervisory positions or to other positions (not covered by this or any other Agreement unless otherwise agreed upon) will retain and continue to accrue seniority in the classification from which promoted for a period of six (6) months following promotion, except that employees in such positions on November 1, 1969, shall retain and continue to accrue seniority for a period of six (6) months from that date. At the expiration of the six (6) months period, employees in promoted positions shall retain but shall no longer accrue seniority.“
Employees who are promoted on a permanent basis to any management or administrative position within the Fleet Service department below the Fleet Service Director level will continue to retain and accrue seniority in the Fleet Service Employee craft.
Work Week Work Week Article 6, Paragraph A
Work Week ARTICLE 4 – Paragraph D.
Eight consecutive hours of service, exclusive of meal period, will constitute a full time work shift. Forty (40) hours, consisting of five (5) eight (8) hour days worked within seven (7) consecutive days, midnight Saturday to midnight Saturday, will constitute a standard full time work week.
“Alternative full-time schedules of more than (ten) 10 hours but no more than thirteen and one-half (13.5) hours may also be utilized. Such schedules might include (but are not limited to) workweeks consisting of three (3) twelve (12) hour days plus one (1) four (4) hour and/or two (2) thirteen and one-half (13.5) hour days and one (1) thirteen (13) hour day.”
‘Alternating’ Work Week Not allowed. See above.
Paragraph F “At no time will the Company schedule a full-time employee for less than forty (40) hours in a week. However, the Company may alter the above to eighty (80) hours of work in each two (2) week pay period ...” i.e. you may have to work 60 hours one week and 20 the following at the discretion of management.
LOA 74-8 R allows for job preferencing
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Job Preferencing
No provision
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SPECIAL SECTION
IAM Contract | U N I T ED
teamster | CO N T I N EN TA L
N E G OT I AT E D W I T H A B A N K R U P T CO M PA N Y
N E G O T I AT E D W I T H +$9.1 B I L L I O N C A S H
Swing & Graveyard Shifts Graveyard, Swing Shift Article 21, Paragraph I. 1.
Graveyard Only Paragraph E
“Any shift starting at 11 AM or later and before 5 PM shall be considered an afternoon shift and any shift starting at 5 PM or later and before 6 AM shall be considered a night shift.”
“Graveyard shift is any shift which begins on or between 2000 and 0359.”
No split shifts
Split Shifts
Paragraph I “Split shifts will be offered in accordance with the needs of the service…” ARTICLE 12 – Paragraph D “Employees working split shifts and those whose schedules are adjusted in excess of 30 minutes and notified 72 hours in advance will be paid a premium of five ($5.00) dollars per shift”
Part Time Hours Article 6, Paragraph B.
Paragraph H
“Part-time shifts will be scheduled for a minimum of four (4) hours per day and a maximum of six hours per day, exclusive of a thirty (30) minute meal period for employees scheduled for or who actually work in excess of four and one-half (4 ½) hours.”
“Part-time employees scheduled to work five (5) hours or less will not be scheduled a meal period.”
Seniority Rights Article 10, Paragraph B.
Article 3 - Paragraph D.
“Seniority plus the ability to satisfactorily perform the work required for the job in question shall govern all employees covered by this Agreement in preference of shifts, in case of lay off, re-employment after lay off, in the filling of full and part time vacancies, and in all promotions, demotions or transfers ...”
“Work areas will be designated by the Company for each Classification, and employees will bid shifts by work areas within their Classification,” (work area comes before shift and RDO)
Seniority and Ties Article 10, Paragraph E.1.B.
Article 5 - Paragraph B. 3. B.
“Ties in classification seniority date on the master system seniority list will be broken first by Company seniority date and then by giving preference to the employee with the lower number comprised of the last four (4) digits of his Social Security number.”
“When two or more employees hold the same Craft Seniority date, the most senior will be the employee with the lowest last four (4) digits of his/her social security number.”
SPECIAL SECTION
IAM uses company seniority to break a tie.
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IAM Contract | U N I T ED
teamster | CO N T I N EN TA L
N E G OT I AT E D W I T H A B A N K R U P T CO M PA N Y
N E G O T I AT E D W I T H +$9.1 B I L L I O N C A S H
Vacation Bidding Article 13, Paragraph H
Article - Paragraph B.3.C.
“Employees covered by this agreement will be permitted to select their vacation in the shop, station, office or department in which they are employed in accordance with Company seniority.”
“Craft seniority will govern the bidding of shifts, vacations and holidays.” IAM uses class for bidding and company for vacations and holidays.
Out of Class Transfer Article 10, Paragraph N.1.
Article 5 - Paragraph B.3.E.
“An employee whose transfer request to a different classification represented by the Union is accepted by the Company shall retain and continue to accrue seniority in his former classification for 2 years.”
“Craft seniority is retained, but will not accrue for time spent outside the Fleet Service craft.
Seniority Protest Article 10, Paragraph E.1.A.
Article 5 - Paragraph C.1.A.
“The contract provides for all seniority protests to be expedited to Step Three of the Grievance Procedure.”
“An employee may only protest his/her own seniority.”
Seniority and Promotion Article 10, Paragraph N. 2.
Article 5 - Paragraph F.1.
“At the expiration of the six (6) months period, employees in promoted positions shall retain but shall no longer accrue seniority.”
“Employees who are promoted on a permanent basis to any management or administrative position within the Fleet Service department below the Fleet Service Director level will continue to retain and accrue seniority in the Fleet Service Employee craft.”
Furlough Protection Article 10, Paragraph H.
Article 7 - Paragraph I.
“When it becomes necessary to lay off employees at any location on the Company’s system, any temporary employees at the point will be terminated first and then system seniority...will govern.”
“When the need arises to reduce the number of employees, employees will be subject to reduction in force by location, job classification and status in reverse order of Craft Seniority.”
Article 10, Paragraph J. 11.
Moving Expenses
No paid move
“Employees shall receive moving expenses as provided under Company policy as of Nov. 12, 1993”
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SPECIAL SECTION
IAM Contract | U N I T ED
teamster | CO N T I N EN TA L
N E G OT I AT E D W I T H A B A N K R U P T CO M PA N Y
N E G O T I AT E D W I T H +$9.1 B I L L I O N C A S H
Seniority and Sick Time Article 15, Paragraph A., B.1.
Article 9 - Paragraph A. 3.
“An employee who exhausts his sick leave or who is off work because of illness or injury longer than 16 days without sick pay… shall retain and continue to accrue seniority.”
“Seniority for all purposes continues to accrue during paid sick leave. Company and Pay seniority will be adjusted for inactive service beginning on the 91st day of unpaid sick or medical leave.”
Overtime Distribution Article 7, Paragraph B.
Article 6, Paragraph E
“Station overtime opportunities shall be distributed as equally as possible among those available qualified employees who are shown on an overtime list as having accrued the least number of overtime hours.’’
“Planned overtime will be awarded by Craft Seniority order to qualified employees within the classification who sign up for overtime and are available to work the overtime, beginning with those employees who can work the entire overtime assignment at straight-time (1X) rate.”
Overtime Equalization Under the IAM agreement only voluntary overtime is subject to equalization rules.
“Once an employee is assigned mandatory overtime, every effort will be made to avoid assigning the same employee mandatory overtime the next day. Employees with the least Craft Seniority not assigned mandatory overtime the previous day will be the next in line.”
Travel and Sick Time The IAM agreement does not prohibit travel when on occupational illness. “While on extended illness status, the employee may be granted free or reduced rate transportation privileges.. ”
Article 9 - Paragraph C.7. “Employees on occupational injury status/ transitional duty may not use their own or any other employee’s pass privileges or reduced rate travel for personal travel”
Medical benefits on Furlough Article 23, Paragraph A. 5.
ARTICLE 7 - Paragraph U.
“The Company Medical and Dental benefits (including Dependent coverage) of an employee who is laid off from active service due to a reduction in force will be continued while he is on layoff for a period of 90 days from the date of his layoff,”
“A furloughed employee’s medical benefits will continue until the end of the month in which pay or pay continuation ceases.
SPECIAL SECTION
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REMEMBER Recent retirees United Airlines Bailey Baker Buckman Burns Carter Crow Gabehart Herbrand Hoopes Hoyte Johnson Mc Ghee, Middleton Newberry Prioleau-Lewis Sacramento Schenck Specchio Swope Twistol Untalan Waters Watson White Wiggins Williams Woolen Wyatt Young
Darrell C. Bradley S. Eugene C. Michael B. Delphine M. Glenn L. J.Lynn Karlene F. John C. Alfred W. Kathryn D. Virgil W. Delores M. Sharon Maryalice Oscar C. Terry L. Ripalta T. George L. Robert E. Mariano N. Cindy J. Pidia M. Steven E. Leo J. Mary E. Nancy K. Allen T. Harold P.
SFOSE MCIOZ DENCG BWICG CHIBD DENCS DENTK DENCS PHLCG SFOCS IAHOZ DENCG SFOCG CVGOZ HNLRR SFOJJ DENOZ DENCG ORDCG ORDCG SFOJJ HNLRR DENCG SFOJJ ORDCG LAXCS DTWRR DENCG LAXCG
31 Yrs 2 Mos 10 Yrs 4 Mos 16 Yrs 3 Mos 24 Yrs 9 Mos 12 Yrs 5 Mos 13 Yrs 3 Mos 26 Yrs 8 Mos 13 Yrs 6 Mos 42 Yrs 2 Mos 10 Yrs 4 Mos 24 Yrs 0 Mos 38 Yrs 9 Mos 14 Yrs 1 Mos 14 Yrs 1 Mos 24 Yrs 5 Mos 22 Yrs 0 Mos 45 Yrs 6 Mos 22 Yrs 2 Mos 13 Yrs10 Mos 10 Yrs 8 Mos 20 Yrs11 Mos 15 Yrs 0 Mos 36 Yrs11 Mos 22 Yrs10 Mos 37 Yrs 3 Mos 12 Yrs 8 Mos 43 Yrs 9 Mos 20 Yrs 0 Mos 13 Yrs11 Mos
US Airways Retirees Anderson Bittle Brashear Bryant Cuevas Herrera Incontro Lee Madeira Miller Musgrove Racine Ratliff Santiago Stinner Walker
Johnny Perez Ralph A. James R. Dennis M. Hortencia B. Eladio H. Donald R. Richard M. Aurelio F. Ralph Timothy B. Emile E. Fred Jeffrey Juan J. John D. Marian
LAS 24-Apr-2011 CLT 28-Mar-2011 PVD 04-Apr-2011 SEA 31-Mar-2011 SEA 07-May-2011 DCA 03-May-2011 PHX 15-Apr-2011 PIT 27-Mar-2011 PIT 22-Mar-2011 CLT 30-Apr-2011 IND 03-Apr-2011 PHX 29-Apr-2011 CLT 30-Apr-2011 LAS 31-Mar-2011 PHX 11-Mar-2011 CMH 01-Apr-2011
AirTran Airways Retirees Deeb
Frances
MCO
Hawaiian Airlines Retirees
2011 No report
Philippine Airlines Retirees No report
19
Allen D. Joseph W. Omar Lydell
LAS PHL PHL
3/9/11 3/28/11 4/17/11
AirTran Airways Obituaries
United Airlines John R. retiree Marianne Dean E. retiree
Emile E. retiree SFOJJ 1/27/11 Louis ORDCG 2/18/11 Carl L. retiree ORDJL 2/16/11 Daniel retiree ORDCG 2/20/11 Joseph P. retiree DENFF 2/21/11 David B. retiree YVROZ 2/15/11 Claudia R. retiree LAXRR 1/12/11 Edward H. retiree LAXOZ 1/6/11 Robert L., Jr. retiree DENTK 1/12/11 Thomas M. retiree DENJL 2/20/11 William J. retiree DENJL 1/29/11 Myron retiree ABEOZ 1/28/11 Michael J. retiree SFOFF 2/28/11 Harry G. retiree DENCG 2/26/11 Beverly B. retiree PBIOZ 1/11/11 Jesse B. retiree LAXCG 2/8/11 Geraldine A. retiree MCOOZ 2/15/11 Louis H. retiree DTWCG 1/27/11 Robert L. retiree DENFF 1/14/11 Richard G. retiree PHXOZ 2/27/11 Lillian P. retiree BOITO 2/10/11 Glenn A. retiree BWIFF 1/30/11 Robert E. retiree IADCG 1/21/11 James C. retiree ORDHK 1/20/11 Charles L. retiree DENFF 12/26/10 Joseph retiree LAXHH 11/11/10 Adeline P. retiree VLORR 1/24/11 Eric M. retiree LGACG 2/18/11 Sherie D. retiree ROCTO 8/28/10 Colleen C. retiree PHXOZ 12/13/10 Albert retiree SFOJJ 5/31/11 Ac C. ORDCG 1/21/11 William H. retiree DENTK 12/25/10 F. Fern retiree DENHH 1/5/11 Ralph E. retiree BOSFF 1/10/11 Erika retiree ORDHN 1/6/11 Donald D. retiree HNLCG 1/12/11 Herbert A. retiree ONTOZ 1/27/11 Uldis retiree SFOFF 2/26/11 James R. retiree PDXCG 1/14/11 Alice L. retiree ORDHN 2/7/11 Robert C. retiree ORFOZ 1/18/11 Haven P. HNLHH 1/13/11 James H. retiree HNLFF 1/31/11 Frederick D. retiree DENFF 1/21/11 Victor O. retiree DENTK 1/14/11 Edward W. retiree ORDFF 1/14/11 Kamil A. retiree DENTK 1/17/11 Allen L. retiree ANCOZ 2/26/11 Alvin D. retiree YNGOZ 1/3/11 Helga retiree IADCG 1/10/11 Ripalta T. retiree DENCG 2/25/11 Charles S. retiree CLEFF 1/22/11 Leo E. retiree DENTK 1/28/11 Edna L. retiree ORDJL 2/4/11 Philip F. retiree CVGOZ 1/27/11 William A. retiree LAXCG 1/22/11 Edward E. retiree SFOFF 12/18/10 Lawrence J. retiree OMACG 2/28/11 Charles E. retiree MIAHH 1/26/11
US Airways Obituaries Bright Staton Wilson
Obituaries Bash Bingham Blackburn
Bommel Brandonisio Bryels Camasta Carmosino Carroll Casem Clay Duffy Ferguson Gatesman Gavula Gramiak Hargis Harrison Hilliard Hostetter Hudson Hunt Jarman Jr Jolly Jeffrey Jones Karagas Kern Kojelis Lee Lewin Lewis Martin Matteroli May Meis Morley Nardone Nikolich Nishimura Olson Ozols Psoinos Reid Riggs Runnels Sakashita Schafer Serviss Sherwood Skapa Slyter Smith Sparrow Specchio Stephen Sullivan Underwood Van Alstine Von Wida Waites Weare Williams
CLECG 1/23/11 ORDCS 1/17/11 DENTK 2/6/11
Mealing Kevin ATL 2011 Hawaiian Airlines Obituaries Philippine Airlines Obituaries
SUMMER 2011
No report No report
IAM141.ORG
USPS 000-993
I N S I D E Economist and Professor Hans R. Isakson, Ph.D. grades the IAM and Teamster union. Evaluation, page 3
MAILING LABEL
Grades, page 7
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