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MEC
Office Moving July 30-31
In
an effort to reduce costs our MEC will be relocating
this week. This move will ultimately result in a $45,000
savings over the next three years. The MEC office will
close at noon on July 30 and will reopen when the move
is complete. Our phone numbers will remain unchanged.
Our new mailing address is 200 Marshall Drive,
Coraopolis, PA 15108.
Arbitrator
Decision On Furlough Grievances
On
July 16, 2003, the US Airways System Board met to hear
two furlough related grievances in an expedited fashion.
The outline below will explain the issue and opinion of
the Arbitrator James Conway.
1.
AFA Grievance #30-99-02-50-03 - the issue at hand was
whether the company violated the language negotiated
during the 2002 Summer Restructuring Agreement when they
offered a belated voluntary furlough that did not
coincide with the May 1, 2003 involuntary
furloughs.
The
pertinent language in the |
Restructuring
Agreement is clear: "In the event the Company
institutes a reduction in force that results in the
furlough of employees covered by this Agreement, the
Company will offer employees who would not have been
involuntarily furloughed the opportunity to accept a
Voluntary Furlough. The commencement of such Voluntary
Furlough will coincide with the date(s) established for
involuntary furloughs (emphasis added).
As a result,
the arbitrator ruled that the company violated the
agreement; that the company cease and desist from
announcing flight attendant involuntary furloughs
without complying with Section 1C above. He further
opined that[a]ny further attempt to perpetuate a policy
of unilaterally disregarding its commitments to its
employees in this regard will result in an order
encompassing monetary and, if appropriate, punitive
damages."
2. AFA
Grievance#30-99-02-39-03 - the issue in this case
revolved |
around
whether the company had the obligation under the
contract language in Section 19K to consider the twelve
months of service of any involuntarily furloughed flight
attendant if, in the preceding twelve months, they were
on a voluntary furlough. For example, a three-year
flight attendant who took a six-month voluntary
furlough. Upon return, the flight attendant was notified
that they would be involuntary furlough. According to
Section 19K, the flight attendant would be eligible for
1.5 months of furlough pay. However, since the flight
attendant was absent for six months on a voluntary
furlough, the company was only considering the six
months of active service.
The
arbitrator agreed with the company's position. He stated
"this situation in the record presents no ground
for setting aside the Company's decision to take into
consideration time spent on voluntary furlough in
applying the terms of Section K to the grievants."
For those considering a voluntary furlough, your
furlough pay may be compromised by time spent on your
furlough. |
