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Dear Council 41 Member:
First of all the July 21, 2003 Council 41 Newsletter is below.
I just returned from the regularly scheduled MEC meeting (July 21-23). During this meeting the MEC passed several resolutions and set forth a plan of action to confront US Airways Senior Management and their continued abuse of the US Airways flight attendants.
The following resolution was passed unanimously and will be presented to the US Airways Board of Directors by the AFA board representative MEC President Perry Hayes.
WHEREAS, the US Airways flight attendants did our part to save our airline after CEO David Siegel and his new management team took over, and,
WHEREAS, the hundreds of millions of dollars saved by the airline as a result of the substantial sacrifices flight attendants twice made in wages, benefits and work rules that were extracted under heavy-handed threats of the shuttering of our carrier, have taken a devastating toll on our families and quality of life, and,
WHEREAS, those extreme measures still were not enough to save the jobs of thousands of our flying partners, whose dedication to US Airways was repaid with a furlough notice and a ticket to the unemployment line for them and their families, and,
WHEREAS, Dave Siegel's management team has regularly violated our contract even after the sacrifices we made for the survival of the airline, and
WHEREAS, management has unilaterally expanded the scope of our negotiated Restructuring Agreement beyond any terms the flight attendant would ever consent to under any circumstances - even under the threat of closure of our airline, and,
WHEREAS, Siegel and his key lieutenants' disingenuous interpretation of our contractual provisions regarding personal days, medical and sick policies, the reserve system and an abusive continuance of the additional 5% pay reduction because of the war have been, by judgment of this MEC, to be willful and illicit attacks on the US Airways flight attendant,
THEREFORE BE IT RESOLVED that the MEC's position is that the existing US Airways management team has failed to honor or administer our collective bargaining agreement in good faith shows a reckless disregard for the emotional and physical health of their workers, treating us as liabilities rather than the frontline ambassadors that we are everyday for our airline, and,
BE IT FURTHER RESOLVED that David Siegel and the US Airways Board of Directors will be alerted to our position and asked to intercede on the behalf of the airline's dedicated frontline employees to return our 5% pay deferral now and immediately resolve outstanding contractual violations in an acceptable manner, making a public display of this airline's massive internal problems unnecessary and,
BE IT FINALLY RESOLVED that if David Siegel and the US Airways Board of Directors do not intercede on behalf of the US Airways flight attendant, the MEC and all flight attendants will act in solidarity to ensure that the flying public, community leaders, shareholders, and the media are alerted to the massive disputes described here, through all legal avenues available to us - including letters to Congress, letters to investors, media events and other public displays - as part of an intensive effort to bring US Airways into compliance with the existing flight attendant working agreement.
As you can see the resolution calls for action by flight attendants if management does not rectify the many violations. The Company does not want to face a public campaign. This could be our only way to get the respect we deserve.
The MEC also passed the following resolution to wear your AFA Pin and a green ribbon. Ribbons and pins will be available in my mailbox. Katie and Alin will be carrying ribbons and pins with them.
WHEREAS US Airways management has sustained a campaign of violating the provisions of the flight attendant contract, especially regarding personal days, medical and sick policies, the reserve system and an abusive continuance of the additional 5% pay reduction because of war, and
WHEREAS flight attendants must have an ability to visibly display their solidarity in protest of management's campaign of artificial repression of our wages and contract violations, and
WHEREAS AFA member's have historically sent messages to management by adding ribbons to their pins, and
WHEREAS the symbolism of flight attendants and CWA members wearing green ribbons under their pins will send an even stronger message to management that all workers are united in our fight to end management abuses, and
THEREFORE, BE IT RESOLVED that the official AFA pin for US Airways flight attendants is hereby changed to the AFA pin worn with a green ribbon.
RESERVE SYSTEM IMPLEMENTATION
Also during our meeting the Company announced they would implement the reserve in November. Exactly what the Company will implement is not known at this time. The MEC is looking at any and all legal action available to us. The Negotiating Committee will send a letter to each flight attendant's home explaining what transpired during negotiations.
Please keep in mind that the negotiations that took place were to "fit" the time balance reserve system into our current agreement.
I will keep you up to date on what happens with the US Airways Board of Directors.
Dear Council 41 Member:
I hope you and your families are having an enjoyable summer. With all the added stresses that have been thrust upon us by management we need some relaxation and time away from work.
I do not like to be so negative in my correspondence but with each passing month it becomes more and more difficult to be positive. The MEC continually pushes to correct the problems we are faced with each and every day.
I have listed the MEC Grievances flied since our restructuring agreements were signed last year. We as the MEC, lead by the MEC Officers try to work with management to correct problems. What has happened on the big issues (see list below) is each and every time we are stonewalled. In the past (previous management) we were able to work out many problems to a mutual satisfaction. Currently almost every major issue goes to a grievance.
At that point our argument is heard by one of several members of senior management in the Inflight department. The MEC Grievance Chairperson along with our AFA Attorney presents our case. IF management upholds the grievance it then goes to an arbitrator. This process can take up to 2 years.
>>5% Deferral<<
Many of you have inquired about the status of the 5% pay deferral. The MEC has sent a letter along with the other labor groups to Dave Siegel. While I believe it is morally wrong to keep taking this money the Company is holding steadfast to the exact language of their War Contingency. Too bad they cannot do that with the other Sections of our agreement.
It should be no surprise that the bottom line is the almighty dollar. The finance department is squeezing every drop from us.
Have a safe and relaxing summer. Keep up the good work.
In Solidarity,
Bob Kenia
RUMORS
Several rumors have surfaced regarding the December return of many flight attendants from VF. There is no way at this time to determine how many flight attendants will be returning in December. While the number on paper is rather large the flight attendants on VF (1-6) have not made the determination if they are extending their leave. This must be done 90 days in advance. Once that number is determined it will be published.
Also as long as there will be involuntary furloughs the Company must offer voluntary furloughs. Please do not get alarmed at this time. It is premature to worry at this time. The deadline for submission of extensions is SEPTEMBER 3.
VF 7
On Friday July 18th the Company announced another Voluntary Furlough. The duration is 21 or 27 months, which is different from the previous leaves. The Company is not offering the 6-month leave at this time because of what they call their "break even point." The few dollars that maybe spent on a 6-month (with an option to extend) leave are taken into consideration over the employees. The other components of the leave remain the same.
The Company is looking for 170 voluntary furloughs or they will involuntarily flight attendants. The Voluntary furlough will commence September 1. THE DEADLINE FOR SUBMISSION IS July 27! Applications are available on the Hub.
Once again the Company is not allowing enough time for people to sign-up or even learn about the leave just like they did with the VF6. Please pass the leave information on to your friends and flying partners. You will be informed via the MEC E-Line if there are any changes.
NURSES
It is our understanding that US Airways hired 2 nurses to monitor sick time and occurrences. The MEC President sent a letter to the VP of Human Resources to ascertain what their role will be and to state AFA's position. You are under no obligation to discuss your situations with anyone other than a supervisor. Our contract is clear in when and how the Company can seek a Doctor's note.
H.1. A doctor's statement may be requested for any sick occurrence in excess of five (5) occurrences during any continuous active twelve (12) month period.
2. Notwithstanding the above, the Company may require a physician's written confirmation of illness or injury or make personal inquiries of the type or nature of such illness or injury when a supervisor can demonstrate he/she has reasonable cause to believe that an individual flight attendant's use of sick leave may have been for other than legitimate reasons. Further, the cost of such physician's confirmation, pursuant to Paragraph H.1. above and this Paragraph, shall be borne by the Company with the understanding that a flight attendant may be required to see a physician of the Company's choice and at a time dictated by the
Company.
3. The provisions of this Section are established to ensure that a flight attendant shall not suffer a loss of compensation while he/she is legitimately ill or disabled. A flight attendant who uses sick leave for other than legitimate illness or disability may be subject to disciplinary action based on the facts involved.
If you are contacted by one of these nurses or asked to speak to a nurse please let one of your local officers know.
UNDERSTAFFING
A few months ago we published the understaffing parameters determined by the Company in December 2002. As of May 1, 2003 the Company has eliminated all understaffing. I believe this is a violation and to top it all of the Company did not notify the flight attendants of any changes until July. So as of now there is no understaffing pay. You will be notified of any changes.
GRIEVANCES FILED
-- Furlough/Moving Expenses Company refuses to pay moving expenses for displaced flight attendants
-- Voluntary Furloughs do not coincide-The Company is in violation of the agreement because the VF and the involuntary furlough dates do not coincide. AFA was granted this award by an arbitrator.
-- Sick Policy….Need I say more
-- Fingerprinting- Company did not pay flight attendants for fingerprinting (after initial fingerprinting did not work). The Company has offered a settlement with no further details at this time.
-- Personal Day interpretation
NON-REV STATUS
The Company recently changed the non-rev travel policy. All active employees and their spouse/domestic partner, dependents and retired employees (retired with a gold pass) will be boarded at an S3 boarding priority. Previously we were boarded at an S4. Voluntary furloughs travel at an S4 boarding priority. This is a positive change for all active employees however you must remind the agent upon checking in that you are an S3. Unfortunately old habits are hard to break and therefore the agents are not always listing non-revs correctly.
This problem has been brought to my attention by several flight attendants. I have written to the VP of Human resources. He stated there would be another educational tool for the agents and you would be listed correctly if you use a kiosk to check in.
TWO FINANCIAL ASSISTANCE PROGRAMS ARE STILL AVAILABLE FOR FLIGHT ATTENDANTS:
The Airport Worker Resource Center is still open, however it is now run strictly by WORC. The $500 assistance grant is still available as well as assistance with job training, health care, etc. For more information contact the Center at 703-414-5575.
2) The Community Services Agency of the Metro Washington Council has an Emergency Assistance Fund available. It is for past due bills only and you must show a continuing impact from 9/11. For example, US Airways has had reduced flying, furloughs and filed bankruptcy since 9/11. Applications are in Annette Hill's mailbox.
For more information, contact the Community Services Agency, 202 857-0480.
RESERVE
Currently, AFA and the Company are trying to work on the reserve system that was given to us this past December. Both parties are trying to work on the details of the system and how it fits into the rest of the agreement. As soon as there is more to report you will be informed via the MEC E-Line and this newsletter. The MEC has taken the position that the new reserve system should not be implemented until Pref Bidding is implemented. However the Company is looking at the bottom line and they want the new system implemented as soon as possible.
I do not have to remind you that the changes in the reserve system will be drastic.
PREFERENTIAL BIDDING
Also our scheduling committee, MEC Vice President Pam Hook and ITD flight attendant and former MEC President Carol Austin are working in the Preferential Bid system. Along with ALPA they are reviewing several vendor proposals and compiling a list of situations that a software program will have to deal with within our agreement. There is no start-up date at this time. The winter restructuring agreement calls for the new system to be implemented no later than June 2004. I have a great deal of confidence in our committee and their ability to address the issues of the flight attendants.
This newsletter was sent via e-mail and placed in all flight attendant mailboxes.
Sign up HERE
or www.afausairways.org
and Click on the Washington page.
Bob Kenia, LEC President
703-690-6859 office
703-690-9350 Fax
bkenia@afasuairways.org
Alin Boswell, LEC VP
703-212-8090 office
703-212-8089 fax
alin@afausairways.org
Katie Whitney, LEC Secretary
703-719-6940 office
703-719-6935 fax
kwhitney@afausiarways.org
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