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.

May 2017 Business Agents' Report

Memorial Day

During the process of searching for something to write about Memorial Day, we came across an article from the Sioux Falls Argus Leader, written on May 22nd, 2017, that truly expresses the importance of Memorial Day. We have inserted the article in its entirety below: CONSIDER THE TRUE MEANING OF MEMORIAL DAY As Memorial Day approaches, it is a great time to pause and consider the true meaning of this holiday. Memorial Day represents one day of national awareness and reverence, honoring those Americans who died while defending our nation and its values. While we should honor these heroes every day for the profound contributions they made to secure our nation’s freedom, we should especially commemorate them and their families on Memorial Day. Let us never forget how fortunate we are to live in freedom and let us always commemorate our history and honor the sacrifices these heroes gave to protect that freedom. Military life and ceremonies are inspired in tradition and symbolism and funerals for our fallen are no exception. Let me share with you some of the symbolism of military funeral honors. The bestowing of military funeral honors is a way to show the nation’s deep gratitude to those who have faithfully defended their country. This ceremony is the final demonstration a grateful nation provides to a veteran’s family. One of the best-known military traditions is the 21-gun salute or three volleys from rifles. This tradition comes from traditional battle ceasefires where each side would clear the dead. The firing of three volleys indicated that dead were cleared and properly cared for. Originally composed to signal lights out, the somber tune of “Taps” became a traditional way to pay tribute to service members honoring the extinguishing of a life. At the end of a funeral the flag is removed from the casket and folded by the honor guard. With each fold representing something different: the first, liberty; second, unity; third, justice; fourth, perseverance; fifth, hardiness; sixth, valor; seventh, purity; eighth, innocence; ninth, sacrifice; tenth, honor; eleventh, independence; and the twelfth-fold, truth. In the folding, the red and white stripes are finally wrapped into the blue, as the light of day vanishes into the darkness of the night. Sometimes a few of the shells from the volleys may be inserted into the back fold before it is presented to the family as an expression of gratitude for the sacrifice they have made. It has also been said that the three sides of a folded flag are symbolic of the three colors in the flag, the three sided hat of the colonial soldiers and the colonists, the three branches of the national government, the three primary documents of our land (Declaration of Independence, the Constitution and the Bill of Rights), and of course, the three famous words form the soldier’s motto - duty, honor, and country. While visiting a cemetery, it’s not unusual to see coins on a veteran’s grave. The coins are symbolic that a friend was there. It’s said that a penny means they visited and wanted to say thanks. A nickel means they trained at boot camp together, while a dime means they served together and a quarter signifies they were with the veteran when he/she passed away. Whenever attending a funeral where military services are conducted, please go out of your way to thank the leaders from the service organizations that conducted the military funeral honors. They are all volunteers honoring one of their heroes. As Memorial Day draws near, let us ponder the life they made possible for us by their commitment and sacrifice. They paid the ultimate price for freedom, and it is our duty to keep their legacy fresh in the memories of future generations.

Teamsters Member Assistance Program

With the Holiday Weekend approaching we felt it necessary to remind you all of the valuable resource that is at your disposal. Our TMAP (formerly EAP) Coordinators offer free confidential services to help Teamster members and their families identify and resolve personal problems or concerns. They can assist you in developing a plan of action or refer you to an appropriate licensed professional. Some of the issues they can assist with include Alcohol/Drug dependency, Addictive Behaviors, Mental health, Grief and Loss, Child/Teen conduct, Domestic Violence, Elder Care, Trauma, and Relationship problems. They can also assist with Retirement questions, Workers Compensation, State Disability, FMLA, Reasonable Accommodation, and other State, Federal, or Company benefits. All of these services are free, voluntary and confidential and cannot be discussed with anyone without written consent from you. If you have a problem or situation that you would like to discuss in private please call: Steve Loone for MM / GQPV / OV 650- 745-5864 or Steve Crummey for Jet Shop / Back shops 650-745-5867

Labor History for the Month of May

May 7th, 1907 - Two die and twenty are injured on “Bloody Tuesday” in San Francisco when company strikebreakers open fire on striking streetcar operators. Over the course of the strike, two dozen people died in accidents on the system while it was run by scab labor and an estimated 900 others were injured.

May 11th, 1894 - With their wages slashed and no reduction in rent at the company housing, Pullman Palace Car Company factory workers walk off the job. The workers sought the support of the American Railway Union, which gave notice in June that its members would no longer work trains that included Pullman cars. The strike and boycott crippled railway traffic nationwide and at its peak involved over 250,000 workers in 27 states.

May 14th, 1953 - Brewery workers at six Milwaukee breweries go on strike over wages. Employees at breweries located in the Midwest were paid lower wages than those on the East and West Coasts because the brewery owners argued that lower wages ensured that breweries would continue to be concentrated in the Midwest. The strike ended in late July when the workers won their demands. We must never forget!

Quotes of the Month

There are more instances of the abridgment of freedoms of the people by gradual and silent encroachment of those in power than by violent and sudden usurpations. - James Madison No man can think clearly when his fists are clenched. - George Jean Nathan Stay Informed The communication process is an extremely important part of what we do to represent our folks here at SFO and, as we have been outlining for quite some time, we have been blasting out the BA Report along with any other communication we get from the Airline Division or the International to anyone who registers at the TeamstersSFO website. Additionally, there are weekly meetings held with the Shop Stewards to pass on any important informational items that may come up during the month. It is crucial to our process that every area on every shift have Shop Steward representation and that the Shop Steward give, at a minimum, weekly briefings to his/her crew so that all the information gets to our members. We feel that it is essential for all of our members to be engaged and informed at all times. Therefore, we encourage all of you to spread the word to your fellow technicians to go to the TeamstersSFO website and click on the ‘email signup’ tab to get on the list. And, most importantly, we urge you to also consider getting more involved. Every month, on the last Thursday, we hold Craft Meetings at Local 856. At these meetings, the membership hears reports from the Business Agents and other members of the SFO Committee on Grievances, Safety, Member Assistance, and TSAP. Additionally, all members have an opportunity to ask questions and to bring up topics for discussion. Check your IBT Bulletin Board for dates and times and make it a point to stop by. As always, stay informed! In Solidarity Mark DesAngles Javier Lectora Business Agent Business Agent Local 986 Local 856 Business Representatives 

April 2017 Business Agents' Report

United Airlines Attendance Policy

The Company officially introduced its new attendance policy this week. We would like to give you the Union’s perspective on this new policy.

First, some history. The Company approached the Union during negotiations and asked if we would consider including an attendance policy that was based on a ‘point system’ in our Collective Bargaining Agreement. As you can imagine, it was a very short conversation that began with ‘No’ and ended with ‘No’. The Negotiating Committee did not believe that including a Point System in our contract was in the best interest of the membership so we refused. Now that the Company’s policy has been introduced, you can all see why that was the correct decision.

While the Union recognizes that the Company has the right to implement policy, we feel that any such policy that would, on its face, threaten to discipline our members in a manner that is unfair and unreasonable, violates the CBA’s just cause protection. As such, we intend to use the grievance process to challenge this policy at every turn.

On Monday, May 1st, on the official day of its implementation, the SFO Committee submitted grievances to the Company against the policy as-a whole. Additionally, We intend to continue filing grievances against individual portions of the policy as they are instituted whenever our member’s rights are violated. We will keep you posted as things unfold.

Article 19 – Grievance Procedure

In light of the current situation regarding the attendance policy and in the spirit of our continuing efforts to inform and educate our members on the provisions of the Collective Bargaining Agreement, we will now discuss Article 19 as it pertains to the submittal of grievances and the movement of those grievances forward through the various steps in the grievance process.

The first thing that should happen in any case where one of our members feels that the contract has been violated is that they should immediately contact a Shop Steward. It will be the Stewards responsibility, with assistance from the Chief Steward, if necessary, to gather all the facts related to the issue in order to determine if a grievance has actually occurred.

As it is stated in Article 19.A, “It is the intent of the parties to settle complaints and grievances at the lowest possible level in the procedure based upon the facts and common sense”.  So once a grievance has been verified, the Shop Steward should immediately contact the Supervisor responsible to try and get the issue resolved. It is important to note that the CBA allows for 30 days from when the grievance occurred or from when the grievant or the Union became aware of the grievance to present the complaint to management (Article 19.B.1).

Now, in a situation where the facts are disputed by the Company, or in cases where there appears to be an unwillingness to resolve the grievance despite the facts, the Shop Steward will help the member fill out a grievance form. This should occur within 10 calendar days from when the discussion with management was first initiated (Article 19.B.2)

This is known as a First Step Grievance. The grievance form will include the contact information of the grievant, any Articles of the contract that have been violated, date(s) of said violations, description of the facts, remedy sought, name of Supervisor contacted, and the date of the Supervisor’s oral answer in regards to the complaint. The Steward should also make sure to gather any supporting documentation, such as Overtime Lists and Signup Sheets, and attach copies to the grievance form prior to submittal. Three copies of every First Step Grievance, along with supporting documents, should always be made by the Shop Steward. One for the grievant, one for the Steward’s own records, and one for the Chief Steward. Once the grievance is submitted, the Company will have 10 days to answer in writing (Article 19.B.3).

If the Chief Steward has not yet been contacted by the Steward, it is important to do so once it has been put to paper and submitted to the Company so that the Chief Steward can start tracking the time on the grievance and so that they can initiate further dialogue with the Company with the intent of getting the grievance resolved. Additionally, it is important to note that if you are a newer Steward or you are not yet comfortable with researching or writing grievances, we suggest reaching out to a more experienced Steward or the Chief Steward at the very beginning so that you can get guidance researching and writing the grievance prior to submittal. We believe that every grievance provides a potential learning opportunity. And because this is the most crucial part of the process we want all our Stewards to be comfortable with researching and writing grievances as well as other important facets of being a Steward such as communicating with management, understanding the CBA, knowing your rights as a Steward, and knowing the rights of our members both in general as well as during interactions and/or interviews with management. We also want to make sure that we develop very consistent practices so that our memberships best interests are always being served throughout the grievance process.

If the Grievance is denied by the Company, the Grievance Committee will then review the grievance to further verify that the grievance has merit. If so, a 2nd  Step Grievance will be generated. This 2nd Step appeal must be submitted within 10 days of receipt of the Company’s written answer (Article 19.B.4). If upon review, the Grievance Committee finds that the grievance, for whatever reason, lacks merit, the grievance will be immediately withdrawn.

After a grievance is pushed to the 2nd Step, the Grievance Committee Secretary will coordinate with the Company to schedule a 2nd Step hearing, with the Managing Director (or designee) serving as the hearing officer. The purpose of this hearing will be to allow the Union to “…present relevant testimony and information.” Afterwards, the hearing officer will have 10 days to render a decision in writing (Article 19.B.5).

After reviewing the decision, the Grievance Committee will have 14 days to appeal the decision to the 3rd Step. At this point, a 3rd Step Grievance will be generated and forwarded to the Business Agents (Article 19.B.6). It will then be the Business Agent’s responsibility to further engage the Company in an effort to resolve the issue. If there is no resolution, the grievance will be scheduled for a System Board of Adjustment Hearing (SBA) within 30 days (Article 19.D.1).

The System Board of Adjustment is composed of two members from the Company and two members from the Union. During the hearing, the Business Agents and Company Representatives from the area where the grievance occurred will each present their arguments, which may or may not include interviewing witnesses, and submit evidence to the Board. Afterwards, the Board shall render a decision “… no later than thirty (30) calendar days after it has closed record in the hearing of the case.” (Article 19.D.2)

There are three possible outcomes from a System Board hearing in a case where a grievance is presented by the Union. The four-member Board can rule in favor of the Union (sustain the grievance), in favor of the Company (deny the grievance) or they can split the vote (deadlock). If the Board denies the grievance or deadlocks, the Business Agents will consult with outside legal counsel to review the case and help determine whether the decision will be accepted or the case will be appealed to the Board of Arbitration (Article 20).

Keeping in mind the desire to resolve issues at the lowest level, there may be circumstances throughout the process that will require a mutual agreement with the Company for time-limit extensions beyond the given contractual deadlines in order to facilitate continued dialogue, provide time for document requests, submit for attorney review or to move the discussion up the Company’s chain of command in pursuit of a resolution. Procedural rules with regard to time-limits are outlined in Article 19.E.5. Also mentioned is the fact that, “In cases where the Company does not comply with the time limits, the grievance will be deemed automatically appealed to the next step.”

The last item that we will mention is that, after a grievance has been advanced to the 2nd Step, once it is settled, sustained, denied and/or lacks sufficient merit to proceed to the next step in the process, a Closeout Letter will be issued by the Union informing the grievant of the outcome. We hope that you have found this explanation of the Grievance Procedure helpful.

HRA Account Automatic Reimbursements

During a conference call last week with the Company’s Benefits folks we were able to verify unequivocally that the default condition for all of our members with HRA accounts was to have the ‘Automatic Reimbursements’ feature enabled. This means that eligible medical expenses would be automatically deducted from the HRA accounts as they are submitted regardless of whether the member has chosen to be reimbursed for premiums from the account. As of now, the only way to turn off this feature is to call the Benefits Service Center and request that it be disabled. We do not know why this feature was enabled and we are hoping to get it corrected but, in the meantime, we urge you to call and have the feature disabled on your account if you do not want the HRA money in your account deducted for eligible medical expenses.

Teamsters JC7 Day at the Ballpark

There will be a raffle held at the May Dayshift Craft Meeting for tickets to the June 17th A’s/Yankees game at the Oakland Coliseum. It’s all part of the Teamsters Joint Council 7 Day at the Ballpark and includes a huge tailgate party before the game. Tickets for the tailgate party will be provided with the game tickets. Last year, over 3200 Teamster members and their families attended the event. Tickets for the raffle are $5 each or 3 for $10. Please see your Chief Steward to purchase. May Craft Meetings will occur on May 25th.

Teamsters JC42 fights against RTW legislation

Joint Council 42 has begun a campaign to fight the so-called Right-To-Work legislation that is currently making its way through Congress. Please go to weareonebigunion.com to find out more information how to join the fight against this corporate sponsored anti-union legislation that threatens us all. Ultimately, the real meaning of this proposed legislation is Reduced Teamster Wages.

Local 856 launches Anti-Outsourcing Campaign

Local 856 has launched a campaign to fight outsourcing. The purpose of the campaign is to educate the public and employers about negative impact of outsourcing. Please visit standwith856.com for more information. The site has very cool stories of Local 856 members that highlight the dedication, quality, and difference they bring to the job.

Labor History for the Month of April

April 6th, 1905 - Teamsters in Chicago begin a sympathy strike in support of locked out Montgomery Ward & Co. workers who were on strike to protest the company’s use of nonunion subcontractors. When other businesses rallied to the company’s defense, the dispute spread quickly. Workers battled strikebreakers, police, and scabs for 105 days; 21 people died.

November 7th, 1945 - Machinists in Stamford, Connecticut, go on strike when the Yale and Towne lock company terminates its contractual obligations and withdraws recognition of their union. The company’s union-busting effort was met with a city-wide general strike on January 3 in which 10,000 people marched and rallied in support of the workers. By early April, the company conceded.

April 9th, 1970 - Defying a law prohibiting them from striking, public school teachers in Minneapolis walk out over wages and the right to bargain collectively. A year after the strike was settled, the Minnesota legislature passed the Public Employment Labor Relations Act (PERLA), strengthening collective bargaining rights for public employees.

We must never forget!

Labor Quotes

I can be a patient man with stupidity, but not with those who are proud of it - Ed Asner

Power concedes nothing without a demand; it never has and it never will - Frederick Douglass

Stay Informed

The communication process is an extremely important part of what we do to represent our folks here at SFO and, as we have been outlining for quite some time, we have been blasting out the BA Report along with any other communication we get from the Airline Division or the International to anyone who registers at the TeamstersSFO website. Additionally, there are weekly meetings held with the Shop Stewards to pass on any important informational items that may come up during the month. It is crucial to our process that every area on every shift have Shop Steward representation and that the Shop Steward give, at a minimum, weekly briefings to his/her crew so that all the information gets to our members. We feel that it is essential for all of our members to be engaged and informed at all times. Therefore, we encourage all of you to spread the word to your fellow technicians to go to the TeamstersSFO website and click on the ‘email signup’ tab to get on the list. And, most importantly, we urge you to also consider getting more involved. Every month, on the last Thursday, we hold Craft Meetings at Local 856. At these meetings, the membership hears reports from the Business Agents and other members of the SFO Committee on Grievances, Safety, Member Assistance, and TSAP. Additionally, all members have an opportunity to ask questions and to bring up topics for discussion. Check your IBT Bulletin Board for dates and times and make it a point to stop by.

As always, stay informed!

In Solidarity,

Mark DesAngles              Javier Lectora
Business Agent               Business Agent
Local 986                            Local 856

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

March Business Agents' Report

BAQ ‘Grandfathering’ under the 2010 Agreement

There has been some confusion about the BAQ grandfathering rights for former sub-UAL technicians. Here, we will outline the Union’s position with regard to that issue and give you the rationale behind that position.

First, we need to make clear that all the BAQ grandfathering that we have referenced in recent months ‘officially’ took place when the stand-alone CBA was ratified back in 2011. We urged the Company back then, for obvious reasons, to make sure to get all the BAQ’s established and all the grandfathering taken care of prior to completion of an amalgamated CBA. The reason for this was simply because we did not want the grandfathering issue to get muddy once we did get an amalgamated agreement. Unfortunately, the Company did not get it done. But, nevertheless, our position on the matter has not changed: All of the technicians on the Seniority list as of the Date of Ratification of the stand alone agreement ratified in 2011 are entitled to BAQ grandfathering for any BAQ to which they were able to bid prior to the agreement without taking a test. The reason for our position is simple.

With the introduction of the new definitions for the various Bid Areas, we could not accept a situation where former sub-UAL technicians would have diminished bidding rights as compared with our former sub-CAL counterparts when it comes to the Filling of Vacancies under Article 5. In other words, before the introduction of the new Bid Areas in the last CBA, a technician had the right to bid to all of these areas and be considered equally amongst any folks that were bidding the vacancy. The only factor that determined who was awarded the vacancy was seniority. With the introduction of the new Bid Areas and the anticipated move to eBID, as well as a more streamlined system of bidding vacancies, meaning elimination of Special Postings language from old sub-CAL agreement which required a new posting every time the ‘requirements’ were changed to attract more candidates (such as current G2 or G3 Sort Groups), it was important for us to make sure that the former sub-UAL technicians bidding rights were not diminished in any way. Because of the structure of the eBid System of bidding vacancies, the only way that could happen was to make sure that all of our technicians were grandfathered in all of those BAQ’s for which they could previously bid without taking a test. That expectation still exists.

We have seen the various matrices that the Company has put together regarding ‘like’ BAQ’s and the Company’s intent to grant qualifications to our folks in multiple BAQ’s after consideration of their work experience and the similar nature of some of the BAQ’s (example: 105 and 106). Generally, we do not have any issues with these systems, but we insist that they be applied on a ‘going forward’ basis, after completion of required grandfathering for our folks on the seniority list at Date of Ratification of the last CBA.

By not making sure that the grandfathering was taken care of prior to the amalgamated CBA, the Company created a confusing situation that we are doing our best to work through.

We have been involved in weekly discussions with the Company about these issues and we are making significant progress in clearing things so we urge you all to continue submitting BAQ requests for those BAQ’s for which you are entitled until those request are approved. If those requests continue to be denied, make sure to reach out to your Shop Steward so they can initiate contact with management to get things resolved.

In regards to those Bid Areas that require a Trade Test, the eBid process allows you to submit requests at any time. That way, you can be considered in the first tier of bidders as long as you request the Trade Test prior to the opening of a vacancy for that Bid Area. But you must make sure to take the initiative and submit your Trade Test requests for any area that you feel you are qualified or else you might miss out on being sorted into Sort Group G1. This process assures fair consideration for all of our folks in comparison to our former sub-CAL counterparts for all vacancies in Bid Areas requiring a Trade Test and, therefore, requires no special consideration in terms of grandfathering. Hope this information helps.

Moving forward, if you feel that there is a topic in the CBA that you would like us to clarify further, please feel free to reach out to your Shop Steward or you can email either one of us directly at mdesangles@TeamstersSFO.com or jlectora@TeamstersSFO.com.

SFO GSE Equipment Safety Inspection Program

In 2014, the Airport implemented the Ground Support Equipment Safety Inspection Program (GSESIP) and have since then performed periodic safety inspections and audits on United’s GSE. In the most recent audit in 2016, GSE performance improved by 26.7% to an outstanding score of 96%. We want to give a shout out to all of out GSE technicians and congratulate you on taking care of business.

United sends out Your Spending Account (YSA) Mailer

By now, all of you should have received a mailer from the Company regarding Your Spending Account (YSA). In the past, you would have only received YSA information if you were a participant in the Flexible Spending Account (FSA) program. Now, with the addition of the VEBA language in our agreement, which gives you $1.20 for all compensable hours up to 2080 per year, you will all have a Health Reimbursement Account (HRA) or Retiree Health Account (RHA) established April 2, 2017. If you are enrolled in a Company medical plan, your VEBA contribution will be deposited in your HRA and you can use it for premiums or eligible expenses, except if you are enrolled in the High Deductible Health Plan (HDHP). In that case, different rules will apply. If you are not enrolled in a Company medical plan your VEBA money will be deposited in your RHA and it will be available upon retirement or separation from the Company.  Please read the mailer carefully and refer to the YBR website on Flying Together for more information.

Labor History for the Month of March

March 29th, 1937 - The U.S. Supreme Court, in West Coast Hotel Co. v. Parrish, upholds the constitutionality of minimum wage legislation enacted by the State of Washington, overturning a decision in 1923 that held that federal minimum wage legislation for women was an unconstitutional infringement of liberty of contract. The case was brought by Elsie Parrish, a hotel housekeeper who lost her job and did not receive back wages in line with the state’s minimum wage for women law.

March 25th, 1911 - A fire breaks out on the top floors of the Triangle Waist Company’s Asch Building in New York City. Unable to escape because they had been locked in by their employer, 146 workers died, most of them young immigrant women. The tragedy inspired a movement for workplace safety and a crackdown on sweatshops.

March 19th, 1917 - The U.S. Supreme Court upholds the constitutionality of the Adamson Act, a federal law that established an 8-hour workday, with overtime pay, for interstate railway workers. Congress passed the law in 1916 to avert a nationwide rail strike.

We must never forget!

Labor Quotes

Every advance in this half-century--Social Security, civil rights, Medicare, aid to education, one after another--came with the support and leadership of American Labor — Jimmy Carter

The mass of mankind has not been born with saddles on their backs, nor a favored few (born) to ride them — Thomas Jefferson

Stay Informed

The communication process is an extremely important part of what we do to represent our folks here at SFO and, as we have been outlining for quite some time, we have been blasting out the BA Report along with any other communication we get from the Airline Division or the International to anyone who registers at the TeamstersSFO website. Additionally, there are weekly meetings held with the Shop Stewards to pass on any important informational items that may come up during the month. It is crucial to our process that every area on every shift have Shop Steward representation and that the Shop Steward give, at a minimum, weekly briefings to his/her crew so that the information gets to our members. We feel that it is essential for all of our members to be engaged and informed at all times. Therefore, we encourage all of you to spread the word to your fellow technicians to go to the TeamstersSFO website and click on the ‘email signup’ tab to get on the list. And, most importantly, we urge you to also consider getting more involved. Every month, on the last Thursday, we hold Craft Meetings at Local 856. At these meetings, the membership hears reports from the Business Agents and other members of the SFO Committee on Grievances, Safety, Member Assistance, and TSAP. Additionally, all members have an opportunity to ask questions and to bring up topics for discussion. Check your IBT Bulletin Board for dates and times and make it a point to stop by.

As always, stay informed!

In Solidarity

Mark DesAngles                    Javier Lectora
Business Agent                     Business Agent
Local 986                              Local 856

February Business Agents' Report

Article 5 – Filling of Vacancies

As we discussed in last months report, there is a 180-day period from the Date of Ratification for folks to submit requests for the various Bid Area Qualifications (BAQ’s) for which they are entitled. This month we will first outline the eBid process during those 180 days and then describe how the process will proceed after the 180-day period ends. But first a few words on the 180-day process itself. We are well aware that the verification process is not functioning as it should be. There are many cases where BAQ requests are being rejected in error and the in those cases we want people to resubmit their requests. Additionally, we are speaking to the Company about several problems that are being encountered related to these BAQ requests such as the inability to submit supporting comments in the comment boxes and the lack of coherent processes in place at the local level to ‘confer and resolve’ matters that arise, as is specifically outlined in Article 3, Paragraph E.3.b. We want folks to continue to submit these BAQ requests until the Company gets it right. If you are repeatedly denied a BAQ that you are entitled without good reason, then please get with your Shop Steward so we can engage the Company as to why. If that is unsuccessful, then we are going to start filing grievances.

Now, during these 180 days, when a vacancy bid closes on eBid, you will see that the names are sorted according to Sort Groups. We will describe the Sort Groups in greater detail later but what is important for you to know is that for the duration of the 180-day period the Company will use a separate spreadsheet and sort all the bidders by their Craft Seniority, regardless of what Sort Group number is next to their names or what position they are on the list as a result of the Sort Group. Afterwards, the Company will start at the top of the list and work there way down. If the person is already sorted in Group 1 (G1), then that person is already BAQ’d for that particular Bid Area and they are a successful bidder. If the person is sorted as a G3, the Company will reach out to find out if the person should be BAQ’d so that none of our folks are inadvertently missed because the BAQ verification process is incomplete. We are following the process very closely to make sure the Company conducts the process accurately and we have been able so far to correct any issues that have come up.

After the 180-day period ends on June 19th, the eBid process will normalize so that all bidders for a vacancy are sorted by Sort Group priority according to Article 5.D.1 of the CBA. As mentioned before, Sort Group 1 (G1) indicates that a technician is fully qualified in that BAQ. Sort Group 2 (G2) indicates a fully qualified technician that is restricted from bidding, which is otherwise known as being in the ‘penalty box’. There are two circumstances in which a restriction from bidding will be imposed on a technician. The first occurs when a technician has turned down a previous bid offer. They will be restricted from bidding for a period of two years. And the second case is that once a technician has accepted a bid award and reported to a new location, they will only be able to bid for a vacancy once in a two-year period following notification of the first bid (please note that all restrictions are automatically lifted if the 

vacancy being bid is for a premium position such as Lead or Inspector). Sort Group 3 (G3) indicates IBT represented employees regardless of current craft who meet all the requirements of Article 3 except for the Experience requirement. If the vacancy is not filled through groups G1 and G2, than there is essentially a waiver on the experience requirement. This is where folks will be sorted who are not BAQ’d in the area being bid. What is essential to note is that this sort group also includes folks that are not currently technicians who have A&P licenses and are looking to transfer into the Technician Craft. For example, if a Utility Specialist who has his A&P wants to become a technician, he or she will not have to apply as an internal candidate AFTER a bid closes anymore. They can bid directly for an open vacancy and be considered for the position if it is not filled through Sort Groups 1 and 2. They would still have to take the written and practical tests to be offered the position but they would no longer have to ‘interview’ afterwards. If they pass the tests, they are offered the position. Period. This is important because it allows us to prioritize for vacancies folks who are currently in our book ahead of either management who hold Craft Seniority (Sort Group 4) or any other internal candidates from outside our CBA, who obviously have no Craft Seniority.

Something else that is worth mentioning relates to the issue of Trade Tests. After the 180-day period concludes, you will have hade to put in a request for a Trade Test prior to the bid opening in order to be allowed to take a Trade Test and be considered as a G1 for a particular vacancy. If you put in a Trade Test Request after the bid opens, you will be sorted only as a G3 so it is very important that all of you that are trying to get qualified in a BAQ that requires a Trade Test and that you have never worked (and are not ‘grandfathered’) to get the process going as soon as possible so that when a bid for that vacancy opens you can be considered with the first tier of bidders. We hope that this information helps.

2017 Scholarship Applications Being Accepted

Its that time of year again. We encourage those of you with kids that are in their last year of High School or in an accredited college or vocational program to apply for the various scholarships being offered both locally and nationally.

The James R. Hoffa Memorial Scholarship Fund offers an Academic Scholarship for High School Seniors as well as a Training and Vocational Programs Scholarship for those enrolled in vocational programs. The deadline for both scholarships is March 31st, 2017. For more information and to download an application, please go to the James R. Hoffa Memorial Scholarship Fund website at http://www.jrhmsf.org.

The Teamsters Local 856/986 UAL-SFO Scholarship Fund is also accepting applications until March 31st for High School Seniors who will be attending a University, College or Trade School. Please go to the TeamstersSFO Website at http://teamsterssfo.com and scroll down to the Available Scholarships box.

Also accessible through the TeamstersSFO website is the application for the California Teamsters Hispanic Caucus Scholarship application. The application deadline for this Scholarship is Mat 31st.

Additionally members of Teamster Locals 856 and Teamster Local 986 should visit their respective Locals website to check the availability of additional scholarship opportunities particular to each Local. The Teamsters Local 856 website is located at http://teamsters856.org and the Teamsters Local 986 can be found at http://www.local986.org.

***Please note that, regardless of what Local you belong to, you must bring all of your applications to Local 856 so that they can verify that you are a member in good standing before forwarding your application to the appropriate address. So don’t wait until the last minute folks!

SFO Tech Ops Safety Toe Shoe Program

On February 9th, VP Base Maintenance informed SFO Ground Safety Chairman Ralph Ortiz that the Safety Toe Shoe Reimbursement Program would be continuing at the San Francisco Maintenance Base. The program provides a reimbursement allowance of up to $52.80 per employee per year on a rolling 12-month basis for shoes that comply with the standards outlined in the Ground Safety Manual, GSM Chapter 3, Section 23-2, Paragraphs 5.1 and 5.2. The protective footwear must meet American Society of Testing Materials (ASTM) Standard F2412-05 Standard Test Methods for Foot Protection” and F2413-05 “Standard Requirements for Protective Footwear”. The procedure for reimbursement is as follows:

• Purchase shoes meeting standard identified above
• Present receipt within 30 days to local management
• Complete uSource on-line training or station administrative staff applies as an employee surrogate for uSource Expense Report submissions
• Complete “All About Me” expense report Direct Deposit banking information (one-time only)
• Submit report with receipt via uSource
• Receive reimbursement via Direct Deposit

Please contact your local administrative staff for guidance through the process. It important to note that United has a general shoe policy in GSM Chapter 3, Sections 23-2, Paragraph 5.1 “Substantial Footwear Requirement”. You should familiarize yourself with the policy so that you can avoid any injury related to wearing improper footwear in the workplace.

Thanks to Ralph Ortiz for his work in assuring that this important program continues at the Maintenance Base!

Pre-Retirement Seminar Yields a Packed House

This years Pre-Retirement Seminar, held on February 4th in the Employee Communications Center had the participation of over 300 employees and family members. The packed house heard very informative presentations from our IBT Member Assistance Program Coordinators Steve Loone and Steve Crummey as well as presentations from Kaiser Permanante and Fidelity Investment representatives. We want to extend our thanks to all of you who participated in this year’s event. Special Thanks to Steve Loone and Steve Crummey for putting it all together. For those of you who were not able to make it, stop by the Union Office any time to receive a copy of our Retirement Information Guide along with other relevant materials that we have on-hand.

Labor History for the Month of February

February 7th, 2008 - A huge explosion and fire at the Imperial Sugar refinery northwest of Savannah, Georgia, kills 14 and injures 38 people. The explosion was fueled by massive accumulations of combustible sugar dust throughout the packaging building. An investigation by the U.S. Chemical Safety Board stated that the explosion had been “entirely preventable,” noting that the sugar industry had been aware of the risk of dust explosions since 1926.

February 3rd, 1941 - The U.S. Supreme Court rules unanimously in United States v. Darby to uphold the Fair Labor Standards Act of 1938, which banned certain types of child labor, established a minimum wage, and set a maximum workweek at 44 hours.

We must never forget!

Labor Quotes

“As Americans, we should be opposed to bigotry and racial discrimination at every turn, and to do everything possible to make the Bill of Rights a reality for every citizen. As members of the American labor movement, we support every tenet of Americanism. Equal opportunity is one of those tenets.”

-James R. Hoffa

Stay Informed

The communication process is an extremely important part of what we do to represent our folks here at SFO and, as we have been outlining for quite some time, we have been blasting out the BA Report along with any other communication we get from the Airline Division or the International to anyone who registers at the TeamstersSFO website. Additionally, there are weekly meetings held with the Shop Stewards to pass on any important informational items that may come up during the month. It is crucial to our process that every area on every shift have Shop Steward representation and that the Shop Steward give, at a minimum, weekly briefings to his/her crew so that the information gets to our members. We feel that it is essential for all of our members to be engaged and informed at all times. Therefore, we encourage all of you to spread the word to your fellow technicians to go to the TeamstersSFO website and click on the ‘email signup’ tab to get on the list. And, most importantly, we urge you to also consider getting more involved. Which brings us to our last point. Every month, on the last Thursday, we hold Craft Meetings at Local 856. At these meetings, the membership hears reports from the Business Agents and other members of the SFO Committee on Grievances, Safety, Member Assistance, and TSAP. Additionally, all members have an opportunity to ask questions and to bring up topics for discussion. Check your IBT Bulletin Board for dates and times.

As always, stay informed!

In Solidarity

Mark DesAngles                  Javier Lectora
Business Agent                    Business Agent
Local 986                               Local 856

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

January 2017 Business Agents' Report

Bid Area Qualifications

Per Article 3 Paragraph E.3.a of the Collective Bargaining Agreement there is a 180-day window established for the purposes of allowing technicians to submit requests for all Bid Area Qualifications (BAQ’s) for which they are entitled. In addition to any BAQ’s that you have already worked, formerly sub-UAL technicians with A&P licenses are entitled to submit requests the following BAQ’s: 101, 102, 103, 105,106, 107, 110, 111, 112, 113, 116, 117, and 122. Basically, any BAQ that you could have bid to prior to the merger without taking a test is one for which you can submit. Additionally, non-licensed technicians are ‘grandfathered’ for all the same BAQ’s except for the 101 BAQ. If you are a non-licensed technician at SFO Maintenance Base, please refer to LOA 12 of the CBA for information on your bidding rights and restrictions. In order to submit for qualification in any of these listed BAQ’s, in addition to those they have previously worked, each technician must log into eBID, go to the ‘BAQ (IBT Seniority List)’ drop down menu, choose ‘Qualifications/Seniority List’, then click on his/her name to view their BAQ’s. Then, they need to click on the ‘yes’ button next to all BAQ’s for which they are qualified. Always make sure to hit the ‘Submit’ button when done and the Request Status column will change to Awaiting TOM Approval. Again, every technician should make sure that they have submitted for all the BAQ’s they have worked plus all those for which they are ‘grandfathered’. This is especially important for those who intend to bid any upcoming vacancies. If you have any questions, please contact your Shop Steward or your Chief Steward.

Early Out Submission Window Opens

For all of you who wish to take part in the Early Out Program, the window for submitting your applications opened on January 15th. In order to be considered eligible for the Early out you must be on ‘Active Status’ as of January 15th and remain on so until your release date. Additionally, you must have a minimum of 15 Years of Service and be at least 45 Years Old. The deadline to submit your application is February 28th. For more information please go to IBT Implementation on Tech Ops page in the Flying Together Website.

Seniority Challenge
By now, most of you should have verified that your Seniority Dates are correct. For those of you that have not please go to https://teamster.org/ual-2016/seniority-list to view your seniority dates. The Company and the Union have been working to correct any discrepancies and most of the initial problems, which were generally IT-related, have been resolved. But if you feel that your seniority is incorrect for any reason please fill out and submit the online Seniority Challenge Form immediately. To access the form go to Tech Ops website, click on IBT Contract Implementation link and then choose the Challenge Form under the heading Online Forms. 

Lump Sum Protest
You can find a copy of the Lump Sum LOA as well as the Lump Sum Dispute Form at https://teamster.org/ual-2016/pay-and-benefits. You will have to print the form, fill it out, and mail it to the IBT at the address listed on the form. It must be postmarked by February 28th, 2017.

Pre-Retirement Seminar
TeamstersSFO is hosting our annual pre-retirement seminar for all active and retired Mechanic And Related members at the Base on Saturday, February 4th from 9am until 1pm. There will be a wide range of valuable information provided and we strongly encourage any members who are planning to retire in the near future to attend. Attendees will be provided a Retirement Guide and a Retirement Information Booklet to use as a reference during the transition to retirement. Spouses/Domestic Partners and members on Extended Illness who wish to attend must check in at the Main Lobby between 8:30am and 8:45am to be escorted to the seminar, which will be held at the Employee Communications Center (Old SAMC).

Please check your local IBT Bulletin Boards for more information.

Employee Hearing Loss Determinations
The Teamsters SFO Ground Safety Committee was informed by the Base Safety Department that 22 out of 23 SFO maintenance base employee’s tested in 2016 who showed shifts/losses in their hearing were determined to have undergone non-work related hearing loss. HCI, the Health Conservation/Testing vendor United uses, reviewed each employees hearing test results and the corresponding work determinations questionnaires to make these assessments. 

The Base Safety Department has informed us that they will be sending letters to the 22 employees to explain why their hearing shift/loss was classified as not to being work-related.  Due to medical privacy, United cannot provide the Teamster Safety Committee with a copy of the letter nor inform us which employees will receive a letter. 

 We recommend that if you received this letter and have questions or concerns that your hearing shift/loss was ruled to be non-work related, visit your Teamsters SFO Ground Safety Committee representative. We can provide you with information on what options you may have.

Did You Know: Girl Scouts Gift of Caring Program

The Girl Scouts Gift of Caring Program is a great way to support military personnel and Girl Scouts at the same time!

During the cookie program, customers can donate money directly to Girl Scouts, which will then be used to purchase cookies that are sent to organizations that bring comfort to the women and men serving in the armed forces. There are several ways to donate but we recommend talking to your local Girl Scout cookie salesperson and asking how you can help support our troops deployed overseas. For those of you who want to make larger donations visit you local Girl Scout Troops website and look for the Gift of Caring Program information. Thanks to Technician Lou Kostura for the info!

Labor History for the Month of January
January 19th, 1915 - Deputy sheriffs open fire on striking workers who had assembled to meet a train believed to be bringing in scabs for the American Agricultural Chemical Company in Roosevelt, New Jersey.  Two workers were killed and many more wounded.  Twenty-eight deputies were arrested on murder charges; nine of those were convicted of manslaughter.

January 4th, 1965 - Eight thousand social workers represented by two different unions in New York City go on strike over workload and wages. Mayor Robert Wagner fired all of the strikers and threw nineteen leaders in jail for two weeks, but the workers won the strike within a month. Supported by organized labor, the civil rights movement, and a community coalition, it was the longest labor action by public employees in the history of New York City.

January 16th, 2006 - An underground explosion traps thirteen miners in a coalmine in Sago, West Virginia.  Twelve of the miners died, most by asphyxiation.  The mine had been cited more than 270 times for safety violations over the preceding two years.

We must never forget!

Labor Quotes

Management doesn't seem to understand the importance of the human factor - Charles, Prince of Wales

We should measure the success of our economy by the breadth of our Middle Class and the scope of opportunity offered to the poorest child to climb into that Middle Class - John Sweeney

Stay Informed
As we have been outlining for quite some time, we have been blasting out the BA Report along with any other communication we get from the Airline Division or the International to anyone who registers at the TeamstersSFO website. Additionally, we have weekly meetings with all of our Shop Stewards to make sure that we can get any items of importance out to the floor in a prompt manner. The SFO Committee feels that it is essential for all of our members to be engaged and informed at all times. There are a few self-serving individuals out there who seek to capitalize on our memberships lack of engagement by spreading rumors and falsehoods at every turn. Therefore, we encourage all of you to spread the word to your fellow technicians to go to the site and click on the ‘email signup’ tab to get on the list and to also make sure that your area has Shop Steward representation. Our goal is to reach as many members as possible here at SFO to make sure our folks always have the latest communication available. As always, stay informed!

In Solidarity

Mark DesAngles                    Javier Lectora
Business Agent                     Business Agent
Local 986                              Local 856

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