SFO Maintenance Center plans

July 29th, 2020

Re; SFO Maintenance Center plans

Dear Brothers and Sisters,

As you are aware from last week, the company planned to drastically overhaul the structure of the Base, which would have eliminated many jobs. We immediately reached out to our political allies, both local and federal, to express our concern that the actions of the company were violating the Collective Bargaining Agreement in a time of crisis. A meeting was held with Speaker Pelosi's office last week for this purpose.

These actions resulted today in the company reaching out to us to let us know that the structure would remain the same in SFO. This is an important win in the battle to preserve your jobs but the struggle to continue protecting the Base will no doubt continue. Both of us are committed to utilizing our substantial resources to continue this fight if and when it rears its head again.    

In Solidarity,
 

Chris Griswold                                   Peter Finn
Principal Officer                                Principal Officer
Local 986                                           Local 856   

UAL SPECIAL UPDATE- SFO Maintenance Base-July 24, 2020

Dear Brothers and Sisters, 

The company reached out to us yesterday to inform us of their plan to fundamentally change the bid area structure of the SFO Maintenance Center. As soon as the plan was revealed to us, we engaged IBT Legal as well as outside counsel. While the legal review continues, Locals 986 and 856 under the leadership of Principal Officers Chris Griswold and Peter Finn respectively wasted no time in engaging politicians from the area, including attending a meeting with Speaker Pelosi's office this afternoon. 

The California Locals will continue to pursue all political avenues to protect the work and the Division will support them in any way we can. 

As more information becomes available, we will share it with you as soon as possible.

 In Solidarity, 

Vinny Graziano
Airline Division Representative
International Brotherhood of Teamsters

CARES Act Letter from David Bourne, IBT Airline Division Director

July 23, 2020

Dear Brothers and Sisters:

Our industry remains in crisis. The damage being caused by the coronavirus has not abated, and in many parts of the country the pandemic has only worsened. Air service remains crippled, with a majority of flights grounded for the foreseeable future.

The IBT Airline Division has been working since the day Congress passed the CARES Act to make sure that the federal government will continue to provide strong and lasting relief to our members. The most important part of this effort is to ensure that the hard-fought wins and tens of billions of dollars which Congress extended to the industry and its workers this spring are not allowed to expire at the end of September without additional funds being made available to ensure our members are kept on payroll.

We have joined arms with our brothers and sisters across aviation labor to call on Congress to pass a direct extension of this program. This program, known as the Payroll Support Program (PSP) granted billions of dollars in relief to airlines with the core requirement that the money be spent to retain its workforce, including paying all workers at current pay rates with full benefits.

We have been lobbying Members of Congress on Capitol Hill to reach out to their colleagues in order to help create the urgency needed to get an extension of this program across the finish line. We are urging that this payroll support program be extended until March 31, 2021. A new stimulus bill is expected to be taken up by Congress, and hopefully passed, before the Congressional recess in August. We have known for some time that this pandemic was here for the long run, elected leaders in Washington DC need to recognize the same and take swift action to protect our jobs.

The Division has also pushed for a number of other provisions which would increase safety on the job while also helping to stabilize the short-term finances of the industry. We have strongly supported the SEATS Act which would help make inflight social distancing a reality. This bill would allow the government to directly purchase empty seats on flights, allowing for greater separation between passengers and crew while also limiting industry losses until the economy stabilizes and normal travel resumes.

We have supported the national extension of hazard pay to airline employees as well as ten weeks paid family leave if your family member contracts coronavirus. We have pushed for comprehensive safety legislation for anyone still on the job, including mandates that facemasks be worn by passengers and crews during boarding and while in the air, and requirements that airlines regularly clean, disinfect, and sanitize all equipment and facilities in accordance with CDC guidance. We have supported efforts to ensure that airline workers receive priority COVID-19 testing, and that airlines be required to provided personal protective equipment (PPE) on the job.

Your union has even encouraged the use of the Defense Production Act, which would force certain manufacturers to start producing PPE instead of their normal goods so that no airline can claim that this PPE is not available.

While these fights are far from over, your union will continue to support you throughout these trying times. If you have any questions about the Division’s efforts or how to help, please don’t hesitate to reach out. We look forward to continuing to stand side by side with you and fighting to protect your work.

Sincerely,

David P. Bourne, Director
Teamsters Airline Division

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UAL Force Majeure Statement

July 23, 2020

Many members have asked me and other IBT representatives whether the IBT-United Collective Bargaining Agreement (Agreement) continues to apply during the pandemic. The simple answer is: IT DOES. Many have said they heard that United will invoke “force majeure” provisions in the Agreement and have asked what that allows the Company to do in an emergency. I have discussed this with our legal team and have some answers to your questions.

First -- “Force majeure” is a legal term that comes from the French words for “superior force.” It refers to clauses in contracts (including collective bargaining agreements) that allow one party or another to escape from some commitments if they are unable to perform them due to circumstances beyond their control. These are often referred to as “Act of God” or “Act of nature” provisions, and might provide that one party to a contract (or both) does not have to do something they promised to do in a contract if they were unable to due to an Act of God or nature occurs. For example, a contract to buy a house might have a “force majeure” clause that applies if the house is destroyed by a tornado or earthquake.

The words “force majeure” do not appear in our Agreement with United, but there are several “act of nature” or “act of God” provisions, including: Article 1.B.10.a (protecting San Francisco base); Article 1.B.10.b (providing for no forced relocation from SFO or Houston facilities); Article 2.M (emergency operations); Article 6.E (notice during RIFs); Article 17.H.6.d (mandatory overtime) and Letter of Agreement #18 (the no-furlough agreement). In every instance, the “force majeure” provisions are different, with different conditions about when they are triggered. Those differences are very important, because the exact language the parties used will determine whether there is a “force majeure” in any given situation. It is important to note that the Collective Bargaining Agreement as a whole IS NOT subject to force majeure exceptions and must be complied with even if acts of God or nature make it difficult or inconvenient for United to do so.

Letter of Agreement #18 (pages 260-61 of the CBA) is the no-furlough article, and as noted above it contains a “force majeure” clause. LOA #18 says that no employee on the Technicians’ or Flight Simulator Technicians’ seniority lists as of December 5, 2016 will be subject to furlough for the duration of the Collective Bargaining Agreement. The LOA contains an exception from the no layoff pledge “in the event that circumstances over which the Company does not have control is the continuing cause of such non-compliance. Circumstances beyond the Company’s control shall be: an act of nature; an ongoing labor dispute; grounding or repossession of a substantial number of the Company’s aircraft by a government agency or court order; loss or destruction of the Company’s aircraft; involuntary reduction in flying operations due either to governmental action(s)/requirement(s) or to a decrease in available fuel supply or other critical materials for the Company’s operation; revocation of the Company’s operating certificate(s); war emergency; a terrorist act, or a substantial delay in the delivery of aircraft scheduled for delivery, provided that one of these listed occurrences has a material and substantial impact on the Company.”

Article 1.B.10.b provides that employees at San Francisco and Houston maintenance facilities as of December 5, 2016 won’t be forced to relocate. It also provides, however, that these protections don’t apply “under the following circumstances: (a) an act of nature; (b) a strike or labor dispute; (c) a reduction in the Company’s operations because of a decrease in the available fuel supply or other critical materials due either to governmental action or commercial supplied being unable to meet the Company’s demands; (d) a revocation of the Company’s operating certificate(s), the grounding of a substantial number of the Company’s aircraft by governmental action, or a significant reduction of the size of the Company’s fleet or schedule beyond current levels; (e) a declared or undeclared war or national emergency; (f) compulsion by government agency or legislative or court action.”

United has announced that it plans to invoke the force majeure language in LOA 18 to lay off mechanics beginning October 1, 2020. It will announce when and where these layoffs will occur in September. United also has announced that it plans to invoke the different “force majeure” provisions contained in 1.B.10.b to force relocation from SFO and Houston starting in October. The IBT-Airline Division, in consultation with our legal team, is reviewing the Company’s plan and determining what it will do in response. We will make more information about that available after the Company announces its specific plans.

It is crucial for our members to understand that except for the few places where “Act of God” or “Act of nature” language appears, there is no “force majeure” allowing the Company to evade its contractual obligations under the Agreement generally. Our collective bargaining agreement remains enforceable, and the IBT will fight to enforce it.

Please let me know if you have any questions and I will do my best to get you answers, and thank you as always for your solidarity in these difficult times.

In Solidarity,

Vinny Graziano

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Support Aviation Workers and Extend the Payroll Support Program

 July 22, 2020 

Support Aviation Workers and Extend the Payroll Support Program 

Dear Senator: 

On behalf of the undersigned labor organizations representing aviation employees, we urge you to include a clean extension of the airline Payroll Support Program (PSP) in the next phase of COVID-19 relief legislation. 

The PSP is the principal component of the airline worker relief provisions in the CARES Act. This extremely successful program, which provides aid exclusively for employee payroll, has ensured that nearly one million airline employees remain employed with their health insurance during this crisis while also preserving collective bargaining rights and prohibiting furloughs. 

Unfortunately, demand for air travel remains at a fraction of last year’s levels and will remain depressed well into next year. The current resurgence of COVID-19 nationwide is occurring just as the PSP program is winding down. Without Congressional intervention, hundreds of thousands of airline workers will lose their jobs on October 1, 2020. Major airlines—including American, Delta, and United—have already announced planned reductions in their workforce totaling at least 60,000 jobs and this is only the beginning. Additionally, the jobs lost require advanced training, background checks, and recurrent certifications that, once lost, will not be immediately recoverable. Losing so many of these jobs from a sector that accounts for five percent of our GDP will have massive, lasting, irrevocable spillover effects on our nation’s economic recovery. 

We respectfully ask Congress to pass a clean extension of the PSP through March 31, 2021, including an additional $32 billion in aid, allowing the program to continue as intended under the current statute without requiring additional applications or agreements between Treasury and the recipients. This is the simplest and fastest way to maintain Congress’ historic commitment to keep aviation workers on payroll—many of whom are on the front lines of this deadly virus. Waiting is not an option. Absent immediate Congressional action mass layoffs will begin on October 1, 2020. 

Only through an extension of PSP grants can Congress ensure that airline workers will be ready to lift our economy up once the threat of this virus has passed. We urge you stand up for airline and airline contractor workers by passing a clean extension of the PSP in the pending COVID-19 relief legislation. 

Sincerely, 

David Bourne, Director, International Brotherhood of Teamsters – Airline Division 

Joe DePete, President, Air Line Pilots Association 

Eric Ferguson, President, Allied Pilots Association 

Julie Hedrick, National President, Association of Professional Flight Attendants 

Pedro Leroux, President, NetJets Association of Shared Aircraft Pilots 

Sara Nelson, International President, Association of Flight Attendants-CWA 

Sito Pantoja, General Vice President for Transportation, International Association of Machinists and Aerospace Workers 

Mike Perrone, National President, Professional Aviation Safety Specialists 

Paul Rinaldi, President, National Air Traffic Controllers Association 

John Samuelsen, International President, Transport Workers Union 

Christopher M. Shelton, President, Communications Workers of America 

Richard Trumka, President, American Federation of Labor and Congress of Industrial Organizations 

Jonathan L. Weaks, President, Southwest Airlines Pilots Association 

Larry I. Willis, President, Transportation Trades Department, AFL-CIO 

Mandatory Mask Policy

Mandatory Mask Policy

Re; Mandatory Mask Policy

Dear Brothers and Sisters,

The company informed us they are instituting a mandatory mask policy. While following the recommendations of the CDC is wise and we are not opposed to a mask policy in theory, the disciplinary aspect of the company's policy is beyond draconian. The punishment prescribed in this policy are that two infractions lead to termination. To estimate the number of terminations that will follow if this policy is instituted is unknowable. What will be true however is the number will be great. In the normal course of performing our duties there will be numerous instances of masks falling down or getting in the way while doing something critical. The way the policy is written members may even be in violation while cleaning up or using the restroom facilities. That is to say nothing of the subjective observance of someone in the breakroom eating or drinking with their masks lowered. At this point we will engage members of Congress for help as well as exploring appropriate legal action to oppose this policy. Please wear your masks to the best of your ability while this process unfolds. Also know that we will defend your just cause rights to the fullest extent possible.

In Solidarity,

Vinny Graziano
Airline Division Representative
International Brotherhood of Teamsters

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RIF Options Information

Mark DesAngles - IBT Local 986
Javier Lectora - IBT Local 856
Teamsters Airline Division - SFO Point
 
July 21st, 2020

Re: RIF Options Information 
All SFO IBT Members,

The following information is based on some of the questions and feedback we have been getting from you all as we visited various work areas throughout the Base. Although we anticipate more questions to arise as we get to more areas, we thought it prudent to get out as much information as we can as quickly as possible, based on the time sensitive nature of the RIF Options process.

We were asked today why someone making their selections was not able to prioritize a selection to exercise FRD seniority to go to a non-home Bid Area (a BID Area you are currently not working) in the System over a selection to exercise FRD seniority to go to a home Bid Area (current Bid Area) in the System.

The answer is that exercising FRD to go to a home Bid Area in the system is part of Option 1 and all Option 1 selections, per the CBA, must be exercised before you can go to Option 2, which is exercising your FRD to any non-home Bid Area in the system. You are not required to select all the places in the system where your home Bid Area exists when you make your selections. But if you do select one or more, the program is required to try and exercise your seniority to go to one of those selections before moving on to Option 2 in the shakedown process. Please refer to LOA 19 (Exercise of RIF Options) in the CBA.

Also, you should keep in mind that all technicians are required to exercise Craft Seniority to stay at their point before being able to proceed to Option 2 to bump into the system. It is better to click on all of your BAQ preferences so that you can prioritize those options accordingly because, even if you did not make a particular BAQ choice, the system would auto-assign you to a Bid Area you are qualified in at SFO (if that option is the only one available) before allowing you to go to Option 2 to bump the system.

We also received a question as to whether or not an IBT member can retire from Furlough. Our understanding is that, technically, the answer is yes. You would have access to your CARP funds and to Company pass travel based on your age and years of service. However, you have to be an active employee upon retirement to have access to the bridge medical. Also, for those that were around during the 2005 bankruptcy, the PBGC will not pay you benefits unless you retire from active status. Therefore, for most of us, the practical answer to this question is no. Please do not make that type of decision without talking to your TMAP Member Assistance Coordinator first.

One of the other questions we were asked was whether a technician furloughed from SFO could potentially be recalled to another station. The answer is no. You will only be recalled to a station where you have recall rights, meaning one from which you were furloughed. However, while you are on furlough, it is a possibility that certain stations may exhaust their recall lists faster than others. Once a station exhausts its recall list, it can start posting vacancies to the system. A member on furlough can then bid those vacancies, which are awarded in Craft Seniority order. Also, if you did end up getting a bid to another station, you would still have your recall rights to SFO. Therefore, it is imperative that you stay connected while you are out on furlough so that you can be aware of any opportunities that arise. You will have access to a modified flying together portal while you are furlough.

That is all for now. Please don't hesitate to reach out to your Shop Steward or Chief Steward if you have any questions or concerns so that we can get you squared away.

In Solidarity,

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

SFO Furlough Letter

Mark DesAngles - IBT Local 986

Javier Lectora - IBT Local 856

Teamsters Airline Division - SFO Point

July 17th, 2020

All SFO IBT Members,

By now, most of you have probably seen the email by SVP TechOps Tom Doxey regarding the furlough notices. Because of the possibly complex trickle effects of the JFK station closure in terms of potential Article 6 bumping from some very senior employees, the Company is sending Furlough/Displacement notices to potentially 90% of IBT members, despite only sending out far fewer WARN notices. As Airline Division Representative Vinny Graziano stated in the Special Update sent out yesterday, the IBT Legal Department is reviewing the situation to determine whether or not there has been a violation of the WARN Act. Despite this, we want to make it clear that receiving a furlough/displacement notice does not mean you will be furloughed or displaced. But it is essential that you follow the instructions to choose all of your available options if you get a furlough/displacement notice because the impact to the system has the potential to be significant.

The Company also officially notified the IBT that it intends to invoke the force majeure language in LOA 18 (Furlough Protection) and Article 1.B.10 (Base Protection). The IBT has been told by legal counsel that the Company was within their rights to do so. This means that the Company will be able to furlough individuals with greater seniority than December 5th, 2016 and displace members from both the San Francisco and Houston Maintenance Bases.

Now, let us address the number of total expected furloughs that Tom also provided today on a call. The initial overage determined by the Company was 2,898 IBT members. 906 members took the VSP. So, as of now, we have been told that the 1,992 IBT members will be furloughed. This is the breakdown:

• 1325 Technicians

• 230 Facilities Technicians

• 220 GSE Technicians

• 203 Utility Specialists

• 14 Maintenance Planning Analysts

Please be aware that these numbers will potentially be reduced by the voluntary PCL program that the Company intends to offer to our members. We also want to make it clear that, despite the fact that you may not be furloughed, the number of IBT members displaced due to bumping has the potential to be significantly higher. We will be sure to let you know if anything changes.

Additionally, the deadline for BAQ approval is set at 3pm PST today. It is our intent to make sure the Company understands the we expect open issues related to wrongly rejected BAQ's will be addressed and corrected.

Beginning next week, we will be briefing extensively on all three shifts so that we can get all of your questions and concerns addressed. There is a lot of ground to cover, so please be patient until we can make it to your area.

In Solidarity,

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

SPECIAL UPDATE – JULY 16th, 2020

July 16, 2020

Re: Furlough Notices

Dear Brothers and Sisters,

United notified the IBT that the number of furlough notices will be significantly higher than the number of WARN notices sent. The number could be as high as 90% of all of our United members receiving furlough notices. Right now, our legal department is reviewing the situation to determine whether there is a violation of the Act.

In the meantime, there are questions as to how this increase can happen. If you remember during ratification, we explained that we wanted to make the furlough process as difficult as possible on the company in order to deter them from using Article 6. What we are seeing now is the result of that language. As an example, there is one small station closing that has several members with very high seniority. When exercising their options, they could potentially affect hundreds of other members as the bumping ripples through the system. As members bump from Bid Areas and stations or points the ripple effect is magnified further. In other words, it is difficult and costly for the company to furlough you under the provisions of the CBA. It is important to remember, however, that not everyone receiving a furlough notice will be furloughed – it is an indication that they may be furloughed or displaced. Many people receiving furlough notices will not be furloughed or displaced.

Another question is whether the company is violating Article 1 and LOA 18. The company informed us that they will be utilizing the force majeure provisions in both provisions. The force majeure clause reads similarly in both. In LOA 18 it reads: Circumstances beyond the Company’s control shall be: an act of nature; an ongoing labor dispute; grounding or repossession of a substantial number of the Company’s aircraft by a government agency or a court order; loss or destruction of the Company’s aircraft; involuntary reduction in flying operations due either to governmental action(s)/requirement(s) or to a decrease in available fuel supply or other critical materials for the Company’s operation; revocation of the Company’s operating certificate(s); war emergency; a terrorist act, or a substantial delay in the delivery of aircraft scheduled for delivery, provided that one of these listed occurrences has a material and substantial impact on the Company. We have reached out to our attorney for review and he states the company can invoke force majeure language in the current situation.

As more information becomes available it will be shared as quickly as possible.

In Solidarity,

Vinny Graziano
Airline Division Representative
International Brotherhood of Teamsters

SFO RIF and Recall Letter

July 15th, 202

All SFO IBT Members,

There are many questions regarding the WARN Notices that were recently sent out by the company. First, please understand that receipt of a WARN notice does not mean that you will be furloughed, or even impacted by movement because of a furlough.

That being said, we believe that everyone should start to familiarize themselves with relevant contract language.

The following is provided to help our members better understand the Collective Bargaining Agreement language in Article 6 (Reduction in Force), LOA 19 (Exercise of RIF Options) and other pertinent CBA language.

POINT SHAKEDOWN DEFINITIONS AND PROCESS

• Surplus – Article 6.A - A surplus is declared in a Bid Area by Class Seniority

• Furlough – Article 6.A.1 - If the point/station surplus creates a furlough at the point, the Furlough Recall Date (FRD) seniority will determine who is to be furloughed.

• Furlough Recall Date (FRD) - Article 4.D.1: FRD is your Company Seniority with any adjustments for time in management over 6 months (or over 1 year for TechOps supervisors/senior supervisors hired after 12/5/16, per LOA 17) and periods of personal and Educational Leaves of Absence over 90 Days. FRD is used only for Layoff and Recall.

• Notices – Article 6.C: All employees affected by Bid Area surplus which will lead to a furlough will receive a notice. Additionally, all employees who could potentially be displaced in other stations due to employee transfer will also receive a notice. The potentially affected employees option sheet will not be exercised unless that employee is affected by the reduction or displaced by a senior employee.

• Station selections – Article 6.C: After establishing the affected employees per Article 6B, UAL will send a selection sheet listing all available Bid Area and stations. This selection sheet must be filled out within 14 days or receipt. Technicians may select to displace a more junior employee at any station within 14 days of furlough notification. Failure to select alternative stations will result in layoff at the point (LOAP), absent extenuating circumstances. The selection sheet will likely include all stations and will not be tailored to individual seniority. If your goal is to stay employed, be sure to exhaust all your available selections or you could be placed on LOAP.

• Bump – To displace a junior employee at a station/point, or in the system

BUMPING – Article 6.B.1 and 6.B.2:

• Option 1a: Using Craft Seniority the senior affected technician may displace any technician in any bid area he is qualified for at the point OR

• Option 1b: Using Furlough Recall Date (FRD) Seniority the affected technician may displace any technician in his home bid area (from where he was reduced) on the system.

• Only if unable to exercise seniority to bump in Article 6.B.1 above, then per Article 6.B.2,

• Option 2: Using Furlough Recall Date (FRD) seniority the affected technician (that has been declared as surplus) may displace any technician in any bid area that he is qualified for on the system.

• LOAP – Article 6.B.3: At any time during steps 1a, 1b. or 2 of the process a technician that has been identified for RIF may choose Layoff at the Point (LOAP); All layoffs would be effective after point shakedown process is completed.

NOTES ON SHAKEDOWN PROCESS

• Overlapping Choices – LOA 19: When making your selections you may overlap your choices. Example: You may designate as your three choices to bump within three different Bid Areas at your station/point (using Craft Seniority), designate your 4th choice to displace in your home Bid Area at another station/point (using FRD), then your 5th choice bump to another Bid Area at your station/point (using Craft Seniority), and so on.

• Making your selections – LOA 19: If you not have sufficient seniority to displace into your bid area in any of the location/points you select under option 1b above, but have sufficient seniority to displace the junior employee in any bid area within your craft/classification that you are qualified for at your point, the employee must displace into a bid area within his craft/classification at your point before moving to Option 2 above.

• Lower paying area – Article 6.J: A technician identified for RIF will not be forced to displace to a bid area he/she is qualified for at his location if that displacement results in a lower rate of pay.

• Lower Craft – An employee will not be allowed to displace into a craft unless they have previously established seniority in that craft. For example, a technician may not displace a utility specialist unless he has previously established a utility specialist craft seniority date.

• Bumping to lower Craft – Article 4.C.4: An employee that bumps into a lower craft will continue to accrue seniority in the previous Craft.

• A technician can bump into a higher paying classification such as Lead or Inspector as long as he qualified in that Bid Area.

TRANSFERS RESULTING FROM FURLOUGH

• Move – Article 15.E & F: An employee who accepts a transfer to another station as a result of furlough will be offered moving and travel expenses. Please refer to the CBA for exact details.

• COLA – Article 10.E.4.c: If an employee is due to be furloughed during a COLA, the employee’s status will be changed from COLA to furlough. Written notice will be given to the employee.

• Seniority – Article 4.J.1: There is no disruption to seniority (including pay seniority) when opting to exercise system seniority  

• Recall time limits – Article 6.J: A displaced employee who continues working is not subject to time limits for recall. Stations with furloughed/displaced employees cannot create a vacancy until all recall rights have been satisfied. 

• Travel time – It is expected that employee moves will be completed within a fourteen (14) day period, from start to finish. Up to seven of these days for traveling will include wages. Some expenses such as meals will be paid for up to 14 days. Additional time may be awarded in extenuating circumstances.

• Badging – Employees electing to bump to another station will start the badging process prior to transfer. Employees will remain at their home station until the badges are ready. 

• Medical – Medical will continue until you reach your new station. Once there, you can keep your same options if available or select other options using a special open enrollment period.

LAYOFF AT THE POINT (LOAP)

• Layoff – Article 6.E: At the end of the point shakedown process, any employee who is unable to bump at home station or to the system is put on LOAP.

• Severance – Article 6.S: Pay will be 1 week of full pay per year of service to a maximum of 15 weeks. You will continue to receive pay as if you were on normal pay status.

• Medical – Article 6.Q: All medical and dental plans will continue while you are in pay status (severance pay) and will continue to the end of the month you were last on a pay status.

• Vacation – Article 6.F: Full payment for unused vacation time credited from the previous year as well as vacation accrued up to the time of lay off. There is an option to keep accrued vacation time in the bank until the end of the year. See the contract for full details. Save your DATS, use floating holidays as much as possible.

• Flight benefits – Article 6.G: Continue for 6 months from date of lay off.

• VEBA – Article 16.G.2.c: Active HRA account remains as such for a period of 5 years, after which it will be transferred to Retirement RHA account. However, you may make a one-time election prior to that date to transfer the balance of Active (HRA) account to Retirement (RHA). But if you get recalled, you will not be able to transfer back to Active HRA account.

• COLA – Article 10.E.4.C: If an employee is due to be furloughed during a COLA, the employee’s status will be changed from COLA to furlough. Written notice will be given to the employee.

• Seniority – Article 4.J.1: Craft and Company Seniority will continue to accrue. Pay seniority (step pay increases) will freeze after 90 days from the date of furlough while on LOAP. 

• Unemployment – In California, the maximum weekly benefit amount is $450. It is unknown at this time if additional federal funds will be available to supplement any state unemployment benefits.

• Retirement – Carp and 401K contributions will be frozen while on LOAP. Retirement to access these funds while on LOAP is possible however only active employees are eligible for UAL offered benefits.

• For additional questions regarding Retirement, Medical, other Benefits or Community Services please contact your Member Assistance Coordinator (Steve Loone 650-745-5864; Steve Crummey 650-745-5867) 

RECALL

• Recall – Article 6.I: Recall back to your former station will be done by FRD seniority (highest to lowest) as the station begins to reopen.

• Recall rights – Article 6.K: An employee will lose his recall rights to a vacancy at a station if he refuses recall to the same classification at the same station. When given a recall notice back to the bid area you were first furloughed from, you may choose to remain at your current location. In this situation all recall rights to the former station are lost.

• Notification – Article 6.O: Displaced employees still working but in different positions within the Company may be offered a hand delivered, unregistered, and uncertified written recall notice.

• Failure to respond to Recall – Article 6.G.5: Loss of seniority while on LOAP will occur if an employee elects not to respond to recall notice within 14 days or return to work after recall.  

• Recall time limits – Article 6.J: A displaced employee who continues working is not subject to time limits for recall.

• Temporary Recall – Article 6.L: An employee on LOAP may accept or deny recall of less than 180 days without loss of recall rights.

• Duration on LOAP – Article 4.G.6: Loss of seniority will take place if an employee is out on lay off for more than 6 years and with less than 6 years seniority. For employees with more than 6 years seniority, the layoff status is equal to the number of years of service. 

• Recall eligibility – Article 6.M: It is the employee’s responsibility to maintain current address and contact information. This can be done on the flying together web site. While on LOAP, employees are given limited access to the site.

• Voluntary Transfers – Article 6.K – An employee may submit bids to other stations while on furlough without forfeiting recall rights pursuant to Article 5. This might happen if other stations are opening up vacancies prior to that station from which lay off occurred.

• Recalls before Vacancies – Article 6.D: Stations with furloughed/displaced employees cannot open a vacancy for Article 5 bidding until all recall rights have been satisfied.

• Medical exceptions – Article 6.P: If you are unable to return to service of the company at the time of recall because of an illness or injury, you will remain on furlough until you are released by your doctor to return to work.

We hope that you have found this helpful. Please make sure to forward any questions to your Shop Steward or Chief Steward.

In Solidarity,

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

Click here for a printable version of this update.

July Business Agents' Report

UAL Sends Out WARN Notices

While we had started to be encouraged by a temporary flattening of the pandemic curve and an uptick in travel nationwide, recent developments make it clear that we can no longer hopeful for less severe outcomes with respect to the airline industry. United Airlines has now made it clear that there will be a significant number of folks impacted by the reorganization of the company into a much smaller entity in the near term.

There is simply no getting around the fact that with 500 aircraft parked around the system, the resulting reduction in volume of work across the system, and particularly at SFO, is staggering. Add to that the decision to do two lines each of heavy checks at Orlando and Houston, and to no longer do heavy checks in Airframe, and it is no surprise that SFO will be severely impacted.

As such, the Company sent out WARN notices this week to a significant portion of our folks here at SFO. We want to be clear that receiving a WARN notice does not necessarily mean that you will be furloughed or even be affected by movement caused by a furlough.

As of this writing we still don't fully know the number of folks that will be directly impacted. As you know, there are several efforts underway that can potentially mitigate how many people are directly affected by furloughs, including the VSP and PCL programs.

We remain fully committed to making sure that any actions that the Company takes regarding maintenance work, furlough mitigation efforts, or personnel decisions at SFO are done so with adherence to the Collective Bargaining Agreement.

Currently, the IBT has been working with the Company to produce a set of documents with explanations, including FAQ's, based on Article 6 (Reduction in Force) and LOA 19 (Exercise of RIF Options). This effort has been ongoing, and we expect those documents, along with others we are preparing, to be ready soon.

We understand that there are a lot of questions out there on the floor. Rest assured, we are working diligently to answer all of your questions. To that end, we will be conducting briefings regularly throughout SFO on all three shifts starting soon and we will continue to do so right on up to October.  Until then, please be patient, folks.

These are extremely challenging times for us all, but we will get through this together. We always have. Please stay safe!

Pathetic Displays Over and Over Again

There is no doubt that this pandemic has hit us all hard. It has brought with it a boatload of challenges, starting with the most obvious: How do we keep our families safe! As if that is not enough, folks with kids are struggling with decisions about childcare and unknowns related to the upcoming school year. Add to that the uncertainty of potential furloughs during this period of mass unemployment and it is no surprise that anxiety levels on the floor are enormous.

One of the things our many years of experience has taught us is that, unfortunately, there are always going to be folks who spend most of their time sitting in the corner throwing darts at those who choose to serve. We do not speak of those members who might express disappointment with one provision of the contract or another after a long hard-fought negotiation. That is inevitable. We speak of the others. The ones who have literally spent their entire careers at UAL running guerilla campaigns against one Union or another. Some of these characters have been at it 20-plus years and long ago lost their moral compass. They will twist facts and outright lie with no hesitation because they learned a long time ago that there is no accountability in their game. They know that a lot of folks will just take them at their word, no matter what they say. They routinely preach as fact unrecognizable versions of the truth. They don't care whether or not their actions hurt the membership.

But nothing is more pathetic than when those individuals choose to capitalize on the anxieties of our members at a time when our folks are dealing with so much. It is a pretty disgraceful display.

This is one of those times when solidarity is paramount. But we are sorry to say that it has become an inevitable certainty that when a crisis hits our members and people are stressed to the max, the bottom feeders will come out. It is the standard playbook. We have all seen it before. Over and over. They seek to divide us for their own gain. And they could care less that they do so at a time when our members face historical challenges. This is what they do.

Let's talk about some real facts. This ALTA bunch does not represent a single member of any employer anywhere. Not one.

Yes, we know, some of these people supported a previous Union and never got over the membership rightfully choosing to move on from that bad experiment. We get it. But don't walk around this property like we should all be looking back at those few short years as the golden age of technicians. That is far from the truth. We all went through it and we all have the scars to prove it.

Unionism is a by no means an easy nor perfect endeavor. Negotiating a contract within the Railway Labor Act is a particular challenge. Companies can string out negotiations for years, which costs members more every day that goes by. The longer the process goes on, it forces the calculus between what you will gain and what you will lose. In the end, there will always be some compromise and some disappointment. Anyone who tells you different is either lying or in denial. But you surely gain as well. And we have gained a lot since the Teamsters came on the property. Of that there is no doubt. So, please stop trying to tell us how good we had it back in 2006.

We will continue to work hard every day for the membership while you do not and then say you are.

 Backshops Chief Steward Elections

The ballots for the Backshops Chief Steward election between John Laurin and Maurice McDonald have been mailed by BallotPoint. Any members who do not receive a ballot by July 20th should call Lisa Hensel at (650)266-7702. The window for duplicate ballots will be open between the hours of 8:30am - 4:30pm from Monday July 20th thru Wednesday July 22nd.

The deadline to cast your ballot will be 12pm on Wednesday July 29th.

The ballot count will be conducted on Wednesday July 29th at 12:00pm -12:15pm. Please refer to your IBT Bulletin Board for details.

We understand that there is a lot of things going on right now but we strongly urge you to exercise your right to vote and be heard.

Kin Care Update

After the Company changed the policy regarding California Kin Care so that it was auto designated for all sick time, we filed a complaint with the California Division of Labor Standards Enforcement (DLSE) arguing that the company violated CA Labor Code Section 233. We subsequently worked with an attorney from the State throughout a lengthy interview and document submittal process that was finally completed on April 10, 2020. We are currently awaiting a final decision by the State. There are several grievances currently on hold pending this decision.

Additionally, the Teamsters have been working the issue on the legislative front. On January 29th, 2020, Assembly Member Kevin Mullin introduced Assembly Bill Number 2017 (AB2017) to clarify the language of Labor Code Section 233 so that Kin Care can only be designated at the employee's discretion. The Teamsters co-sponsored the bill, which went through committee and was awaiting a final vote in March before COVID-19 hit.

Although the COVID-19 pandemic has delayed both of these potential resolutions to this issue, we fully expect to get this situation remedied one way or another. We will report back as soon as we hear anything further.

Grievance Update

Unfortunately, due to the pandemic, all System Board hearings across the system have been cancelled until further notice. For SFO, this means that our April 21st-22nd and July 15th-16th dates have already been cancelled and, because of the recent resurgence of the COVID-19 pandemic as well as the pending furloughs, our October 14th-15th dates may be in jeopardy.

The IBT has been working with the company on a process to allow for virtual hearings but even if we do get all of the details hammered out, this process will be used solely to do termination hearings initially which, rightfully so, must be our top priority right now..

In the meantime, we continue to work with Labor Relations to find remedies for any of the 3rd Step (System Board of Adjustment level) grievances that we can. 1st and 2nd Step grievances will continue normally through the process until they reach 3rd Step.

One important thing that we should mention is that any grievances regarding contract language that are currently in-process do not simply go away if the member transfers, retires or is furloughed. That is not how the process works.

The normal process of grievance evaluation at each step of the process will continue without regard to the status of the employee who filed the grievance or without regard for whether or not the aggrieved individual is still on active status.

Thus, if your grievance has merit, it will continue through the process.

Click here for a printable version of this report.

Mechanics' Dispatch -- Furlough Delivery Notices

Mechanics Update

July 7, 2020

Furlough Delivery Notices

Brothers and Sisters, 

The company approached me about using UPS instead of the USPS to deliver Reduction in Force notices. The reason for the change from what they've used in the past is that right now the USPS is having difficulty delivering mail in a timely fashion. 

Reading Article 6 C., it requires "Certified Mail, (Return Receipt Requested)..." for notification. After discussing this provision with IBT Legal, it was determined that UPS delivery meets this standard. Since there is no violation of the provision, the company's request was granted, and RIF notices will be sent via UPS.

In Solidarity,

Vinny Graziano

Airline Division Representative

International Brotherhood of Teamsters

Mechanics' Dispatch — WARN Notices

Mechanics Update

July 7, 2020

WARN Notices

Dear Brothers and Sisters,

Please click on the link below to download and read a letter regarding the pending WARN notices that will be issued by United.

https://teamsterair.org/sites/default/files/uploads/warn_ltr-_7.6.2020.pdf

In Solidarity,

Vinny Graziano

Airline Division Week in Review -- July 4, 2020

This week, Airline Division Director David Bourne issued the following message to the membership:

"To say that the economy has experienced upheaval since the coronavirus began would be quite an understatement, but the good news is that since our last update the aviation industry is beginning to show signs of recovery. 

The airline industry is seeing demand return at a slow but steady pace. Between June 24–30, the Transportation Security Administration screened an average of 579,549 passengers a day, which represents 23 percent of the average passenger volume for the same period in 2019. Airlines have responded to the uptick in demand by adding more flights, operating just shy of 10,000 flights per day, which is roughly 40 percent of the level of demand prior to the COVID-19 pandemic.  

The Teamsters Airline Division has stayed in close contact with our members’ employers throughout the crisis, and we are working closely with them to do everything in our power to mitigate risks to our members working as mechanics, pilots and other essential service workers in aviation. The uptick in cases in Texas, Florida and other parts of the country is extremely alarming and we encourage all of our members to continue to follow the precautionary measures that have been outlined by the Centers for Disease Control and other public health organizations.  

If you haven’t done so already, please review our union’s coronavirus safety and health guidelines at https://teamster.org/covid-19/, and if there are any specific concerns that you have about your safety on the job, don’t hesitate to reach out to your shop steward or business agent. We will continue to keep you updated periodically and as always, stay safe."


A Message from the Airline Division

Today, we recall the events of July 4, 1776 and celebrate our Declaration of Independence as a nation. As you join with family and friends to celebrate; we ask that you keep in your minds and hearts our brothers and sisters who are on the job today here and around the globe.  While the physical offices of the Division remain closed due to the COVID-19 crisis, we continue to be available to serve our membership. We will return to our virtual office on Monday, July 6th.

On behalf of the Airline Division staff, we wish each of you a happy and safe July 4th.

AD Voluntary Relief Update

Please see the update below from the Airline Division Regarding Voluntary Relief

View fullsize

Grievance Committee Nomination Results

Grievance Committee Nomination Results

Nominations for the 2020-2023 Teamsters SFO 856/986 Grievance Committee term were accepted at the SFO Base IBT office on June 11, 2020. Below are the results. (Areas in which the chief steward ran unopposed will not receive ballots.)

Grievance Committee Coordinator:
Fred Wood – unopposed, elected by acclamation

Grievance Committee Secretary:
John Johnson – unopposed, elected by acclamation

Jet Shop Chief Steward:
Deborah Ward-Crummey – unopposed, elected by acclamation

Line Maintenance Chief Steward:
Greg Sullivan – unopposed, elected by acclamation

MPAs Chief Steward:
Joanne Asing – unopposed, elected by acclamation

Airframe Maintenance Chief Steward:
Dale Mitchell  – unopposed, elected by acclamation

Back Shops Chief Steward:
John Laurin
Maurice McDonald

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Back Shops Chief Steward Election Procedure:

Voting for the Back Shops Chief Steward will be conducted by BallotPoint. Back Shops members in good standing will receive voting instructions in the mail the week of July 6, 2020. Further information to follow.

If you have recently moved, please make sure your address is up-to-date with your Local. 

Local 856 members (Last name A -- Led):
Please contact Marta Pacheco at (650) 635-0111 x 7704 or MPacheco@ibt856.org

Local 986 members (Last name Lee -- Z):Please contact Adriana Sanchez at 1-626-350-9860 x112 

Special Update RE: Company Offered Voluntary Separation Package

UNITED AIRLINES

TECHNICIANS and RELATED

SPECIAL UPDATE – MAY 29th, 2020

May 29th, 2020

RE; Company Offered Voluntary Separation Package

Dear Brothers and Sisters,

The company presented a Voluntary Separation Package yesterday to you the members. The Teamsters were advised during the company's discussion process that a package would be forth coming. We made suggestions to enhance the package, but those suggestions were not included in the final version. To be clear, this was not a negotiation and the package was not agreed to by the IBT. Each of you are in different stages of life and will need to weigh your options accordingly. However, in our opinion this package falls short of what we believe will be needed for a majority of the members who are close to retirement but not ready to make that decision. We can't say if any other packages will be offered, but if the company is serious about getting a large number of members to retire early, they will have to add more financial incentives to achieve that goal.

In Solidarity,

Vinny Graziano

Representative, Airline Division

International Brotherhood of Teamsters

June 2020 Business Agents' Report

Memorial Day 2020

With the COVID-19 pandemic now having claimed more than 100,000 lives in the United States, Memorial Day took on a historically somber tone this year. It is truly astonishing that, in a few short months, this disease has claimed more U.S. lives than the Vietnam and Korean Wars combined. Unfortunately, we are not out of the woods yet. It is pretty safe to say that we are all holding our collective breath as our desire to start opening up and getting out battle our inherent fear of a second wave and the potential to catch this terrible disease. Especially so in the absence of a truly validated and proven treatment or the creation and wide distribution of a safe and successful vaccine.

Additionally, we should not forget the true meaning of Memorial Day. The sacrifice that members of this and past generations have made for our country makes it necessary that all of us take at least a moment to pay tribute to them. In the absence of a direct consequence, it is sometimes hard to truly grasp and appreciate what they have given, what their families have had to endure, or what we as a society have gained because of their sacrifice. We simply cannot afford to forget that on this day, it does not matter which battle or war, whether we individually agree or not that it was necessary, whether we believe it was a success or a failure, whether you are on one side of the political spectrum or the other, this day, Memorial Day, is to honor them for fulfilling their duty to country at immense cost.

That being said, we hope that all of you were able to have a safe holiday this Memorial Day 2020.

Aviation Maintenance Technician Day

AMT Day was observed on May 24th. With all of the madness and uncertainty (yet again!) around us, it is an easy day to overlook. But the skill and integrity with which most folks accomplish their work every day needs to be celebrated. Never more than during difficult times like these when there is so much to be fearful about and we must exist surrounded by constant uncertainty. We salute you all for the professionalism you exhibit on a daily basis. Your dedication to your craft and unwavering commitment to safety is truly appreciated.

COVID-19 Cases at the San Francisco Maintenance Base

As you all know by now, there were two confirmed cases of COVID-19 in the Jet Shop several weeks ago. Contact tracing protocols were initiated, and affected areas were deep cleaned. Members on all three shifts in the affected area were also briefed by company representatives. At this point, there have been no further developments.

The Furlough Question

Ever since this COVID-19 pandemic hit and decimated the economy and the travel industry, everyone has been preoccupied with the question of furloughs from our ranks. We have been asked repeatedly what the impact to our folks will be and it is frustrating as heck to have to say that we simply do not know. This is an extremely dynamic situation and the Company has not indicated precisely their intent except to acknowledge what we already know, which is that there will indeed be layoffs. Beyond that, it would be a disservice to the membership for us to speculate how many because there are simply too many unknowns at this point.

Both of us have over thirty years at this airline and we have both had to deal with the uncertainty of pending layoffs several times throughout our careers. And we definitely understand that this furlough question will be a constant topic of conversation on the floor. And rightfully so. But we do not believe that it is a given that the Company can just do whatever they want in this circumstance. They must follow the CBA. From where we sit, the primary legal question as to whether or not the Company can simply layoff our members at their discretion beyond the CBA's furlough protection date has not been answered. That and many other questions remain before we have a real indication of what to expect on October 1st. So patience is a must right now.

Another question that has come up has to do with concessions. A few folks have indicated that they believe that the Union should engage with the Company in negotiating contract concessions. We strongly disagree. We have all been through too much to just be handing back hard-fought contract language to the Company. The overwhelming majority of our members agree with us that this is not a feasible approach to take. Due to the number of folks that have reached out to us recently about this topic, we felt that this needed to be said so that there is no confusion on this issue.

We have taken the time to put together some pdf's of various contract language regarding furlough protection, furloughs, and seniority. We think that all of our members should take the time to review and become familiar with the language. This is your contract and you should know it, especially in times like these. This contract language has been distributed to all of the Shop Stewards so please be sure to reach out to your Steward for copies. Or you can email us directly if you like and we will get them out to you. Afterwards, please reach out to your Shop Steward or Chief Steward with questions or come on up to the office and we will be sure to get them answered.

UAL's Voluntary Separation Program 2

Last week, United rolled out its second Voluntary Separation Program. To be clear, this was not a negotiated agreement and the Airline Division believes that this program lacks sufficient financial incentives. In a statement released this weekend, Airline Division Representative Vinny Graziano stated that "...this package falls short of what we believe will be needed for a majority of the members who are close to retirement but not ready to make that decision." Nevertheless, each of you will have to make your own determination as to the viability of this program based on your own personal situation. Please be sure to review all details thoroughly before making your decision.

Union History

May 31st, 1997 - Rose Will Monroe, who became known as “Rosie the Riveter” dies at the age of 77.  Rose worked at an aircraft parts factory during World War II and was “discovered” by filmmakers producing a film promoting war bonds.  The song and the iconic poster were already well known and a real-life Rosie who was a riveter “proved too good for the film’s producers to resist,” said Monroe’s daughter.

May 30th, 1937 - In what would become known as the Memorial Day Massacre, police open fire on striking steelworkers, their families, and supporters who were marching to the Republic Steel plant in South Chicago to set up a picket line.  The police killed ten people and pursued those fleeing the attack, wounding many more; no one was ever prosecuted.

June 25th, 1938 - President Franklin D. Roosevelt signs the Fair Labor Standards Act (FLSA) into law. The FLSA applied to industries whose combined employment represented only about one-fifth of the labor force. In these industries, it banned certain types of child labor, established a minimum wage, and set a maximum workweek at 44 hours.

Union Quotes

True wisdom lies in gathering the precious things out of each day as it goes by - E.S. Bouton

History teaches us that men and nations behave wisely once they have exhausted all other alternatives - Abba Eban

Tomorrow's justice does not justify today's injustice - Jeffrey Nall

Our Commitment to Communication

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. 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 members to go to the TeamstersSFO website and click on the ‘email signup’ tab to get on the list.

The Chief Stewards are in constant communication with your Shop Stewards in order to pass on any important informational items that may come up. It is crucial to our process that every work area on every shift have Shop Steward representation so that you can be assured of getting information in a timely manner. Also, be sure to check the bulletin boards in your area for the latest information. 

Get involved and stay informed.

 Please Stay Safe Folks!

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

Click here for a printable version of this report

SFO Grievance Committee Election Guidelines

The Teamsters SFO -- 856/986 Grievance Committee Election nominations will take place on June 11. Please click below for complete guidelines. 

Click here for more information

Teamsters SFO Scholarship Deadline Extended

The Teamsters SFO -- 856/986 has been extended to Friday, May 15, 2020. Sons and daughters of Teamsters SFO members who are graduating high school seniors and have been accepted to an accredited university, college, trade or vocational school are eligible.

Click here for complete rules and application.