Mechanics Dispatch — November 28, 2018

Update Regarding Industry Reset

Dear Brothers and Sisters,

Business agents from all across the United Airlines System and Airline Division Representatives met at IBT headquarters in Washington D.C. today, where they listened to a presentation from Economist Dan Akins that addressed the Industry Reset (LOA 29). The purpose of this meeting was to determine the state of the industry regarding pay and the possibilities of pursuing a pay adjustment for United workers represented by the IBT.

Although there is slight disagreement on the exact values calculated to create the percentage average described in LOA 29, even with the most aggressive numbers the United Collective Bargaining Agreement (CBA) still puts us outside the two percent threshold that requires an adjustment when compared to the average for Delta Air Lines and American Airlines. A large reason for this is the failure to finalize an agreement at American Airlines, as well as a United CBA that remains superior to both companies. Although Delta Air Lines shows a slight wage increase over United mechanics, the LOA states that the two carriers will create an average value that must be at least 2 percent over United. With American Airlines making slightly less, the average puts Delta and American Airlines slightly below United (please note that the calculations used were prior to the upcoming United pay increase scheduled in December of this year). 

To ensure that the numbers the company provided are correct, we have asked Mr. Akins and an outside actuary, Peter Hardcastle, to continue the review that had already begun under the LOA. These numbers need to be verifiable to both parties for the next measurement period with the hope being that American Airlines will reach a deal by that time. After this review is complete, a report will be shared with the membership in the same fashion as the 2016 dispatch that laid out the industry average.

In Solidarity,

Vinny Graziano   

Mechanics Dispatch — September 24, 2018

NEWS & UPDATES

With open enrollment right around the corner, October 8-26 for employees and October 29-November 9th for retirees, it is important that you are aware of changes to your benefit choices. The Company flyer is in the mail or you have already received it.

Medical

There are new options this year. The BYO plans are being replaced with EPO plans. Be aware of what the default options are.

Dental

The MetLife plans are being replaced and will be offered by Cigna.

LTD

Long-Term Disability (LTD) will be offered through Prudential rather than MetLife. If you are currently enrolled in LTD you will default to Prudential starting in 2019. 

Employees who wish to enroll in LTD during Open enrollment will not be required to show Evidence of insurability through Prudential.

This is a one-time exception where Evidence of Insurability will be waived for those choosing to enroll in LTD during Open enrollment.

Benefit fairs are being scheduled around the country. Take the opportunity to review all the changes in Benefits.

Aflac

Year one is almost complete for enrolling in the voluntary programs being offered through Aflac. Over 5000 members have enrolled in a plan(s) to date. The plans offered are Short-term disability, Critical Illness, Whole Life Insurance and Accident Insurance.  We have been able to negotiate Guaranteed Issue on pricing and the plans for 2019 the same as 2018. These plans are voluntary, and you have the option to take any combination of plans, a single plan or none, the choice is yours. Aflac enrollers will be visiting stations to explain the plans and take enrollment requests.  

Fraternally,

Ken Meidinger
UAL Benefits Coordinator

Mechanics Dispatch — August 20, 2018

Mechanics Update

August 20, 2018

Dear Members,

Several of you from around the system have asked me about the seniority grievance that was just recently arbitrated which would restore company seniority for those S-CAL and S-CMI members who had adjustments made in accordance with their respective agreements for periods of inactive service. 

The Arbitrator has ruled in favor of the Carrier and had denied the grievance, but did add the following recommendation: 

“Despite the Boards recognition that is does not have the jurisdiction under the agreement to restore prior adjustments made to Company seniority at s-Continental and s-Micronesia, we recommend that the parties discuss the restoration of seniority solely for the purpose of vacation bidding”

To be clear, this recommendation, if acted on, would not restore or add any vacation time to any person’s bank. This would merely reorganize the order that members at different stations across the system could bid vacation time. 

The union’s main concern was the overall impact to the membership at large and how that impact could affect bidding. After a thorough analysis the union learned that 7,621 members would be directly affected if this recommendation were to be implemented.  Out of the 9,488 members in total 7,107 members are worse off for vacation bidding purposes then they are today.

After several discussions between the parties, the Carrier has made it clear that they do not intend to act on the arbitrator’s recommendations to its negative implications.

The division, along with the Business agents have come to the realization that attempting to pursue this matter flies in the face of every effort we have made to keep the historic order at each property entered into this merger. Not only does it negatively impact more then two thirds of the membership it will have negative implications to relative seniority as it pertains to vacation as well. Therefore, due to the overwhelming negative impact this would cause to our membership at large, the union has made the decision NOT to pursue this matter further.   

For any further questions please feel free to reach out to your respective Business agents.

In Solidarity,

Vinny Graziano

Mechanics Dispatch — July 15, 2018

GSE “GQ”/FAC “PV” Review Committee Update

July 15, 2018

Dear GSE/FAC Brothers and Sisters,

Your review committee met with the company in Chicago on May 31, 2018 to discuss issues concerning both GQ/PV departments. Discussions began with how Core Four would be implemented and how this philosophy would better serve the company as well as creating a working environment for employees that constitutes the basic core four principals.

Following the Core Four discussion we begin speaking about “ARC prevention” uniforms.  Cintas is the current vendor and will be furnishing these types of uniforms to stations that require the use for special clothing. Now; the use of such a uniform is extremely uncomfortable and hot, but these types of uniforms must be available when needed and must be worn when needed. Remember ARC flashing is extremely serious and can result in injury or even death.

Throughout the year, department heads will be making station visits meeting with employees and local committees regarding your concerns relating to your respective areas. Please do your due diligence, along with your union steward by explaining your concerns regarding how to improve your departments safety standards, tooling, training etc. Improvement begins with all of us getting involved collectively and expressing how best to improve.

Conversations continued regarding how best the iPad could be used in departments such as ours. Ideas were discussed and the company is committed to reviewing the potential benefits and efficiencies that using this technology can bring. The more tools we have at our disposal the more efficient and safer we become.

Bid areas 108 (Welders) and 109 (Machinist) were discussed with the company in length and fully explained that these two bid areas are independent from one another and must remain separate in accordance with all outlining provisions that are in the agreement. There will be no special considerations for the intermixing of these two bid areas.

As some of you might be aware, there is a new facility being built in Orlando that will be staffed for five (5) GQ Techs, three (3) PV Techs and one (1) Lead Technician. Postings for these positions will commence on or around July of this year. Updates will be furnished once more information is obtained regarding the new facility.

Currently at the Houston base the vendor, JBT is maintaining the baggage system. A request for proposal (RFP) has been maybe, along with staffing models as well as a complete cost analysis. We are hopeful that this analysis can show that it can be cost effective if we do this type of work or part of it in-house. In addition to this, jet bridge maintenance is also being explored which may allow for more flexibility in manpower. We will continue to focus on bringing as much work in-house as long as it shows its cost effectiveness.

On the west coast, United will be vacating the west hanger in Los Angeles and American will be taking it over in the near future. Plans for a new United hanger look promising and will be maintained by those on the Techs Ops seniority list. 

In Newark, there is currently an outside vendor who maintains all the hangers as well as the back shop facilities. We will continue to further examine if this work is economically feasible to have union members maintaining these facilities and how best to bring this work in-house if not all then in part. 

There has been concern regarding who will maintain the new terminal at LaGuardia airport and how this may affect current manpower. Currently, discussions regarding the scope of work an who will be maintaining this terminal are on-going. Once further details emerge and we get a better understanding on the Port Authority plans then will we update accordingly. 

Chicago has a new GSE shop and construction is progressing with the anticipation that September will be the tentative move date, but once there is confirmation of when the shop will be ready an update will follow. In addition, there also is a new aircraft MX hanger and facility shop being built and there currently is no confirmed date as when these two facilities will open. 

In regards to trade testing; both parties have been in discussion and the trade testing curriculum has been reviewed in part and will be presented to all the Business Agents throughout the system at the next meeting. 

Facilities testing still remain an issue of how what type of practical test will be agreed upon and how fairly that test will be administered to all those that wish to bid into Facilities MX. Once that is completed the Business Agents will review and determine the best way to proceed. 

Concerns have risen regarding how our Utility Specialists are trained. The company stated that each station has different needs and training revolves around what those at that particular station may be as outlined and not to exceed that which is listed in the collective bargaining agreement.  

One area of training that was agreed upon was that of tires. Utility Specialists for GSE will be sent to a two day course regarding tires. We asked that once this course is completed that the DST or Lead work with the Utility Specialist on the different types of tires and wheels we use in order to assure all safety standards and safety precautions are adhered too. Additional work for the Utility Specialist still remains a topic for future discussion and will continue to be reviewed.

Fraternally,

Ken Meidinger
Committee Chair

GSE/FAC committee members:
Scott Baroni, Angel Cantu, Allen Cosides, Dion Cornelius, Greg Sullivan

Mechanics Dispatch — June 20, 2018

Mechanics Update

Dear Brothers and Sisters, 

Many of you have inquired about some of our Letters of Agreements and where we currently stand regarding them; in particular Industry Reset (LOA #29), Offered Positions (LOA #21) and the Labor Management Cooperation (LOA #31). 

The reset agreement assures that a measurement of annual wages and benefits of United must remain at least two 2% higher than the average of American and Delta Airlines. The economic model was completed and agreed upon shortly after the ratification of the Agreement. The model is kept on a server at the NMB for security. In addition, the Industry Reset Letter of Agreement states that the parties shall meet to commence the process six months in advance of the "Measurement Date". This meeting has taken place in accordance with the Letter of Agreement, and our economist has been watching the industry since date of ratification in anticipation of the upcoming reset. 

The one unresolved agreement is the Joint Collective Bargaining Agreement (JCBA) for American and USAirways. At this point, it appears unlikely that there will be a ratified agreement prior to the "Measurement Date." Scope; which is a vital part of any agreement, along with pension, remain on the table and are vital for concluding that JCBA.  

However; the other measured airline (Delta) has had improvements in their compensation package, which will most likely trigger the reset by the measurement date, as outlined in the agreement. As we get nearer to the measurement date and we are able to solidify information based on all the metrics outlined in the agreement a dispatch will be distributed explaining how the rest calculation will take place. 

As a result of the amalgamated agreement “Offered Positions;” letters to those on furlough will be going out shortly in accordance with LOA #21. After these letters are sent, furloughed members will have six months to bid on the positions as described in the letter. Those members will retain their rights until they have been either offered and accepted, or declined, a position at their bid city(ies). Positions that are available will be offered to those in furlough status at hub locations of SFO, LAX, ORD, EWR and IAD. 

Work continues on the Bylaws for the Labor Management Cooperation Committee and how best to effectively use this cooperation committee as we move forward. There is no timeline currently for completion of this LOA and as more information becomes available it will be reported in future dispatches.

In Solidarity,

Vinny Graziano 

Mechanics' Dispatch

2017 Profit Sharing Update

Brothers and Sisters,

There has been some frustration over the shrinking amount of profit sharing for this year, especially in light of the profit sharing announcement at Delta.

The reason the committee took this approach was simple. Based upon our goal of protecting your short and long range goals; we determined, based on the economic forecasts of consultant Dan Akins, that profits would drop leading to a substantial loss in your Profit Sharing. This has been borne out as we see that the pilots have taken a stunning 60% reduction in their Profit Sharing.

While the underlying premise of Profit Sharing is good; the sad reality is that it is tied to the company’s profits and is never a guarantee. Our goal was and will always be to ensure that you are recognized for your efforts.

Based upon these concerns, the committee determined that it would be far better to capture the highest hourly rate possible, rather than have annual earnings flex with the ability of the company to make a profit, especially during any future recession. We also recognized that other airlines might increase their respective profit sharing formulae or amounts. In order to capture any possible upward change, the committee included profit sharing at other carriers in the industry reset language in LOA #29.

With our concern that of protecting your finances; and our concerns that the profits would decline, having a negative impact on you, the negotiating committee agreed to the new formula that was based on protecting your hard earned money even in any decline. The reset will occur this December and will take into account the recent increase at Delta Airlines whose profit was much higher than United's. That increase will be applied towards your future raises, and will remain, regardless of the company's profits, for the duration of the agreement and beyond.

Our goal was then and will always remain; protecting the paychecks and financial futures of you and your family. By moving Profit Sharing percentages to hard dollars in your paycheck, we have insured that regardless of United’s profits or industry economic downturns that will come, your hard work will always be recognized and protected.

Fraternally,

Vincent Graziano
National Coordinator, Technician and Related International Brotherhood of Teamsters Airline Division

Mechanics' Dispatch

Welcome to AFLAC

The Benefits Committee has been successful in obtaining voluntary ancillary benefits from AFLAC. These benefits are in addition to the benefits offered by United and have been made available by the contract language found in Article 16 J. The products that AFLAC will be offering are Whole Life, Critical Illness, Accident and Short-Term Disability. As a voluntary product you may choose any combination of the offered plans or none, the choice is yours.  

One of the many advantages of these AFLAC products is that they will be portable. That means that should you retire or decide to leave United Airlines at any time, you may take these products with you, with no change in benefits or cost for the rest of your life. 

AFLAC enrollment specialists have already started enrolling members in Hawaii, Guam, Cleveland and Denver and will be visiting stations across the system. Each Station will be given advanced notice of when the enrollment specialists will be attending your station, so stay tuned! Members will have the ability to learn about AFLAC's products and enroll with an AFLAC representative either by phone or in person at your respective stations. What's better is that the premiums will be paid through payroll deduction. 

You will have three weeks to sign up from the date visits start at your station to secure the guarantee issue, which comes with this initial sign up. After the enrollment period ends, members will have to wait until next year’s open enrollment period to participate. Guaranteed issue means “no medical questions will be asked.” We anticipate that enrolling our 10,000+ members will run through the first quarter of 2018, so please be patient. 

Attached is a description of the plans being offered. 

http://teamsterair.org/sites/teamsterair.org/files/uploads/teamstersproductbooklet2017.pdf 

Fraternally,

Your Benefits Committee:

Ken Meidnger International Representative

Vinny Graziano International Representative

Mike Moats CLE        James Johns DEN      John Pangelinan Guam

Moki Kim HNL                      Bob Clever IAH          Dominic Fierro IAH

Audery Scates LAX    Gary Kagel MCO      Larry Calhoun NYA

Mike Pecararo ORD   Steve Loone SFO  

Mechanics' Dispatch

VEBA !

What is it? 
It is money put into an Active HRA if you are enrolled in a company medical plan. If you do not have a company medical plan it is in a Retiree RHA. 

Where can I see these accounts? 
Sign on to Flying Together, click on "My Info," click on "Your Benefits Resource," click on the box that says "Active HRA" or "Retiree RHA" (this box may or may not have a dollar value in it depending on whether you have money in your account). There is your VEBA money! 

For those of you who use Flexible Spending Accounts, your HRA or RHA will be listed second on the page and may require you to scroll lower on the page. 

Want to see how much has been deposited each pay day? 
Click on the blue words that say, "View Contribution Details" (FYI... anything typed in blue on any of these pages is a link to more details) 

Want to see any activity on your account? 
Below the contribution details you will see any recent activity listed in one liners with a word shown in blue. That is a link to more details. This activity will show claims that are being paid to you (Active HRA only). A better place to view this information is to the right of where it says view contribution details ... click on "View Health Care Claims." 

Those claims could be things like co-pays, coinsurance, deductibles or prescription co-pays or premiums that you have paid out for yourself or eligible dependents. 

All employees on the Active HRA have been set up to receive most of your eligible medical expenses (not premiums) back automatically (either by check to your house or direct deposited to an account provided you give that information after clicking on the "Edit Your Profile" selection which is 2 selections below where you clicked to view health care claims earlier) then click on "Add" in the direct deposit box. Fill out your banking information and click “Save.” 

There are two ways to stop getting these eligible expenses (not premiums) returned to you automatically. Call the Benefits number at 1-800-651-1007 and select spending accounts.  Now you can simply request they stop automatically reimbursing you for co-pays, coinsurance, deductibles etc., or you can ask them to send you a debit card for your HRA account (if you currently have a debit card for Flexible Spending you can call and ask them to link your HRA account to it). The debit card allows you to choose when to pay these expenses out of your account by paying the doctor, hospital, dentist, pharmacy etc. directly with the debit card provided you have money in the account. This does not affect your premium reimbursement. 

How do I verify, receive or stop my premium reimbursements? 
After clicking on My Info, click on Your Benefits Resource. On the top left-hand side, just under the United globe you will see a box "Health and Insurance" click on that box. Just below the home box on the top left-hand side there is a box called "Take Action", click on the triangle in it.  Now select "Active HRA Reimbursement Change". 

If you want your premiums reimbursed automatically monthly then select "YES". 

If you do not want them reimbursed automatically then select "NO".  

Now click on "Submit." Then click on "OK." 

Do you want to receive text messages telling you how much money is in your account? 
Click on the "edit your profile" choice then click on change in the Text Message box. Fill in your information and select whether you want messages weekly, monthly or quarterly. 

Do you want to know what expenses may or may not be covered? 
Click on the box above edit your profile which is called "Check Eligible Health Care Expenses"

This is not meant to be a complete explanation of the program. Just some of the basics to help you monitor and/or receive your "VEBA" money. 

Many thanks to Larry Calhoun from Local 210 for putting this together. 

Fraternally, 

Vinny Graziano 

Teamsters Airline Division

Mechanics' Dispatch

Retirement Benefits Update

The International Brotherhood of Teamsters Benefits Committee at United Airlines has put together an informational and resource package to assist members in understanding retirement benefits. The goal of this guide is to provide a quick-reference guide to help UAL Teamster members with retirement concerns and questions.

Members who are actively planning or considering retirement should find this package useful. The information included in this report explain a wide variety of topics such as; eligibility, the process for requesting retirement benefits, an explanation of what to expect from retiree benefits, and other useful and resource contact information. 

The Benefits Committee is made up of members from across the system who work at a variety of stations.  Ken Meidnger- International Representative, Vinny Graziano- International Representative, Mike Moats- Cleveland , James Johns- Denver, John Pangelinan- Guam, Moki Kim -Hawaii Islands, Bob Clever- Houston, Dominic Fierro- Houston, Audery Scates- Los Angeles, Gary Kagel- Orlando, Larry Calhoun- New York, Mike Pecararo- Chicago and Steve Loone -San Francisco.

The document may be viewed or downloaded here

Mechanics' Dispatch

On Thursday July 6th, the company invited the Business Agents to Chicago for the purpose of meeting the new HR team for United Airlines. The meeting was primarily introductory and no specific station or member grievances were discussed. The main topic surrounded the new HR structure along with contact information and station assignments for the new team. This was followed by a conversation on the filing of vacancies.  

Article 3; regarding Bid Area Qualifications has been an open issue for many mechanics across the system. We made some time to discuss this pressing topic and the company has made a suggestion that a process improvement team could be implemented to work out the difficulties with the BAQ’s and Ebid systems. The IBT is in the process of delegating two BA’s to assist on this committee.  

As matter of record, the parties had a brief conversation regarding some open matters and items that are still ongoing in hopes of finding a mutual resolution. Additionally, the badging issue that our members are experiencing at many stations across the system was discussed. A final topic involving return to work generic forms which have become problematic and the need for a case manager was brought up but no solution was found at this meeting. 

Later in the day during a follow up meeting with Labor Relations representatives, the union once again s conveyed that contractual grievances throughout the system are building and have been on the docket for quite some time. It has been mutually understood that these cases must be heard. To help resolve this, both parties are in the process of creating a System Board of Adjustment pursuant to Article 19 that will be held over consecutive days in order to get as many grievances heard and properly adjudicated in a timely manner. Boards disputing contractual language violations will be held in the East, West and Midwest on a rotating basis. Termination cases will continue to be held at the home station per the agreement.  

Mechanics' Dispatch

Joint Communication on IBT Lump Sum Hold Back Allocation

As per LOA #28, the Company held back 3.0% of the $185M lump sum pool to correct any errors or omissions in the allocation, calculation and distribution of the lump sum, as determined in the challenge process. All disputed claims have now been finalized and the remaining contingency will be paid pro rata to eligible employees according to the allocation methodology. Hold back payments will be paid to employees in a separate check on June 7, 2017. Regular 401k election rules will apply for domestic US employees.

If you have additional questions please email IBTImplementation@united.com.

Mechanics' Dispatch

Joint Communication on IBT Lump Sum Hold Back Allocation

June 5, 2017

As per LOA #28, the Company held back 3.0% of the $185M lump sum pool to correct any errors or omissions in the allocation, calculation and distribution of the lump sum, as determined in the challenge process. All disputed claims have now been finalized and the remaining contingency will be paid pro rata to eligible employees according to the allocation methodology. Hold back payments will be paid to employees in a separate check on June 7, 2017. Regular 401k election rules will apply for domestic US employees.

If you have additional questions please email IBTImplementation@united.com.

Mechanics' Dispatch

Lump Sum Update

On April 6th, in accordance with LOA #28, an arbitration case was held to hear the lump sum disputes filed by members who believed they were paid incorrectly. Arbitrator Josh Javits was chosen by the parties to hear these cases. The total number of disputes was 39. Four members chose to participate by phone in the hearing. The arbitrator is now in the process of reviewing each dispute to determine the outcome. As soon as the Arbitrator rules we will notify the company so they can finish the process of distribution of the holdback.

Fraternally yours,

Bob Fisher
Airline Division Rep
IBT

Mechanics' Dispatch

Attendance Policy

March 1st 2017

Brothers and Sisters,

As most of you know, the Company is instituting a new attendance policy. It is being briefed that this policy will be implemented on March 15th. It was relayed to me that some supervisors across the system are briefing that the IBT has signed off or agreed to this policy. Let me be as clear as possible, that is outright lie. Just as in the working together guidelines, the Company makes policy.  It is our policy to fight them all the way through the grievance process to arbitration, if necessary, on rules and policies that we believe are unfair and harmful to the membership. We will attack this new policy in the same fashion. To be clear, this is a United Airlines policy and was not agreed to in any fashion by the IBT.

In solidarity,

Bob Fisher
International Representative
Airline Division
International Brotherhood of Teamsters

Mechanics' Dispatch

Transition Items 

Monday the 9th there was a call with all the Business Agents around the system and the Division to discuss transition items. The BAs were notified that the company has hired a printer to manufacture the new JCBA for distribution, but that the timeframe for completion is unknown at this time.  

New members of the Joint Board of Adjustment were added and announced on the call. These new members are Vincent Graziano from Local 210, Thomas Esposito from Local 769, Javier Lectora from Local 856, and Dave Saucedo from Local 986. A system wide Joint Board is tentatively scheduled for the week of March 9th in Los Angeles. This Board is scheduled to last all week with the purpose of adjudicating the grievances that still remain from the prior CBAs. 

Operationally it was discussed that the company is not changing to the new duty times until they can train those that will administer the language. Until that time the status quo from the old language remains in place. The twenty-year premium in GSE/Facilities and Bid Area 128 has not been applied to leads with less than twenty years. An et al grievance has been filed on the matter.  An et al grievance has also been filed for the former sCO mechanics that had their company seniority adjusted for time spent on layoff. Those members have a different accrual for vacation and lower seniority date for pass travel than those from the former sUA subsidiary. The Division views this as a matter of basic fairness that needs to be addressed. There were several other issues discussed on the call and they are all being addressed with the company. As resolutions are achieved they will be reported. 

A meeting is being worked on for the BAs to meet with Don Wright and his team to further discuss transition items. This meeting should take place in the next couple of weeks. Another BA call is scheduled for the 23rd.  

Seniority Challenges 

Many members have asked which list to use to base their appeals. Use the list posted at https://teamster.org/ual-2016/seniority-list 

Luis Morel Chief Steward in MCO caught a typo in the second sentence on the third page. The description talks about breaks in ties and said “where the lowest number is junior.” That should have read highest and is now corrected. 

LOA 28 Challenges

This is a reminder that challenges to the lump sum amounts described in LOA 28 must be postmarked by February 28th. The explanation and form can be found at https://teamster.org/ual-2016/pay-and-benefits

Management Changes 

As many of you already know Kris Bauer has replaced Charles Duncan as the SVP of Tech Ops. Kris comes from Allegiant Air. A move in LR now has Tech Ops Dealing with Managing Director Tom Reardon. Tom started his career with United as an Aircraft Technician. 

GSE/Facilities Call 

A conference call was held on 1/6/2017 between representatives of the Union and the Company concerning Facility and Ground Equipment issues. On the call for the Company were Ray Ames, Gary Dyer, Jesse Jandura and Paul Gniadecki. For the Union were Clacy Griswald, Bob Fisher, Ken Meidinger and Allen Cosides. The parties discussed the opening of MCO. A joint team of Union and Company representatives will visit MCO to determine the scope of work in late January or early February. The issue of bringing Chelsea Mechanics into the IBT continues to be discussed. Under Article 1 F 2 the system review committee will be broken up into separate facilities and ground equipment teams consisting of six members each. A committee is being established to address the utility specialist scope of work as per LOA #6. Local Facility review committees under LOA # 7 will continue to review local issues