Healthy Airport Ordinance Update

As you're aware, Teamsters Local 856/986 worked with partner unions to pass the Healthy Airport Ordinance last November. The new law requires SFO QSP employers, which includes United Airlines, to provide a platinum-equivalent free family health care plan for employees and their families. The Union has verified through an independent expert that the "Kaiser Plan B" being offered at no cost meets the platinum-equivalent requirement within the ordinance.

The implementation of the law is set to go into effect in March, but if you would like to switch to the no-cost family plan, you have from today until February 15, 2021 to do so. (Please see below for instructions on switching health care plans.)

This important legislation to provide no-cost family coverage would not have been possible without the collective strength of the more than 10,000 SFO workers, including Teamsters SFO 856/986 members, who came together to fight for this vital benefit. Again, immense gratitude to the Teamsters SFO 856/986 membership for helping get this important piece of legislation passed.

In Solidarity,

Peter Finn
Secretary-Treasurer/Principal Officer
Teamsters Local 856

Chris Griswold
Secretary-Treasurer/Principal Officer
Teamsters Local 986

How you can change plans, if you wish 

If you'd like to move into the Kaiser Northern California Option B medical plan or change your coverage tier for 2021, just use the "SFO Station Code Special Enrollment” tile on Your Benefits Resources (YBR)*, where you can easily move into the Kaiser Northern California Option B plan, if you wish.

You’ll be able to switch plans between February 1 – February 15 on YBR. You can find the tile on the homepage of YBR under "Highlights for You" which you can get to through Flying Together > Employee Services > Health & Insurance (YBR) or benefits.ual.com

Important notes about changing coverage:

Please note that provider networks for the different plans are completely different. If you decide to move plans, be sure to review that your current providers are still in network by using the “Choose Your Provider” tool under the "SFO Station Code Special Enrollment” tile on YBR.

If you chose to move to the no-cost plans, the United wellness credits or spousal surcharge will not apply.

UAL Technicians Dispatch Update - CARES Update-January 20, 2021

Brothers and Sisters:

Below is the text of a letter sent yesterday to UAL management. Due to a technical issue, we are unable to post the original copy today. The  PDF copy on letterhead will be posted here tomorrow.

January 19, 2021

Mr. Zachery Jones

Vice President of Labor Relations

United Airlines

233 South Wacker Drive

HDQPO

Chicago, Illinois 60606

Dear Zach:

          As you know, the Consolidated Appropriations Act, 2021 (the “CAA”) signed into law on December 27, 2020, contains a continuation of the CARES Act’s payroll support program (PSP).  The PSP provides federal grants to guarantee that participating airlines are able to continue payment of airline employees’ wages, salaries and benefits at previously established rates.   

          To participate in the grant program, the CAA requires that airlines recall furloughed employees, compensate them for lost pay and benefits from December 1, 2020 onward, and “restore the[ir] rights and protections…as if such employees had not been involuntarily furloughed.”  CAA, Pub.L.No.116-260, Title 4, Section 404(b)(1)(C). 

          United Airlines recently recalled numerous lead technicians throughout the system.  Rather than recalling them to the lead classification, however, the company has recalled them to technicians’ positions and is compensating them as technicians rather than leads.  Similarly, United recalled and furloughed aircraft technicians to lower-paid GSE positions throughout the system, compensating them as GSEs rather than higher paid aircraft technicians.  These examples violate the above-cited section of the CAA, which requires furloughed employees to be recalled as if they had not been furloughed – i.e. to the positions and wages fromwhich they were furloughed.  The PSP funds have been granted to United using historic part 241 data based upon these employees’ pay.   Restoring leads to lead pay, aircraft technicians to aircraft technician pay, etc., under the PSP would ensure that the grants provided United under the PSP are passed on to employees as intended.

          I hope that we will be able to resolve this matter through discussion.  If we are unable to, the IBT will be forced to take further steps to ensure its members rights under the PSP are protected. 

Best Regards,

/s/ 
David P. Bourne

Director, Teamsters Airline Division

Pre-Retirement Seminar

It’s that time of year again when we start thinking about having another IBT Pre-Retirement Seminar put on by your TMAP guys again. This year, because of CDC guidelines and local restrictions on indoor gatherings, will have an online seminar.

The seminar will be held via the Zoom platform online on Saturday, February 27 at 9 a.m.

Anyone that signs up to attend with their personal email would be sent a Zoom link and any handouts of the seminar via e-mail. We are currently reaching out to Fidelity, Kaiser and UAL’s CARP representative to do short presentations as well. Please click the button below to pre-register for the seminar.

Retirement Guide

Helpful Phone Numbers

PBGC and Other Financial Information

Sincerely,

Steve Loone
650-745-5864

Steve Crummey
650-745-5867

TAMC Winter Newsletter

Check out the Winter 2020 Edition of the TAMC Newsletter. In this edition, we cover the state of the industry since the COVID-19 pandemic started.

CARP and Furlough

Dear Brothers and Sisters,

Involuntary furlough under CARP is considered a distributable event, just like a separation/termination status.

Participants who were actively accruing credited service in CARP and were involuntarily furloughed, will return to CARP and continue to accrue credited service upon recall. This is regardless of whether or not they have commenced their benefit while on involuntary furlough. If someone is recalled after commencing their benefit while on involuntary furlough, a rehire offset calculation will be done at their subsequent retirement date to offset the original benefit payment. A rehire offset calculation in the simplest terms is taking the original benefit that was paid out and offsetting it from any future accruals when someone returns to work. 

For illustrative purposes, if someone is involuntarily furloughed and takes their lump sum benefit of $50k, later returns to work and works until normal retirement, a final full calculation will be done taking into account all service (pre- and post-furlough), and then the original payout of $50k will be offset from the final payout amount. So, if this person ended up accruing a $200k benefit with all service taken into account, the lump sum payout at normal retirement would be $150k

A leave status typically falls into an “active” status category in which vesting service continues to accrue in CARP, so distribution is not permissible. Layoff isn’t technically a status in the Company’s system, but to the extent it’s considered an inactive/termination status, it would be treated the same as an involuntary furlough in the sense that the employee would be able to take a distribution if they’re eligible.

You can call the Benefits Service Center at 1-800-651-1007 and ask for a pension estimate or to start your benefit.

Have a safe and peaceful holiday season.

Fraternally, 

Ken Meidinger
International Representative
Airline Division
UAL Benefits Coordinator

Mechanics' Dispatch -- Career Moves

Technicians Update

December 14, 2020

Career Moves

Dear Brothers and Sisters,

As many of you know, there have been grievances filed over the one-time career move utilization during a RIF. We have been working with the Company to remedy this situation. We are happy to report that individuals that have been RIFed can now use the career move if they are planning on staying at their new location. This information was relayed on the town-hall call on Friday night.  

No one ever wants to be affected by a furlough, but in these difficult times, this contract provision will provide a better economic outcome for those going through this.

In Solidarity,

Vinny Graziano
Coordinator Technician and Related
Airline Division
International Brotherhood of Teamsters 

Industry Reset -- Technician's Update

Technicians Update
November 20, 2020
Industry Reset


Dear Brothers and Sisters,

It is time again for the application of the Industry Reset as set out in LOA #29. The good news for this year's measurement is that the TWU-IAM Alliance at American was able to achieve a rich package of wages and benefits that was used in the model to determine our outcome.

I can report today that the model worked as designed and each of you will be getting a 7.06% increase above the 1% Basic Hourly Rate in Appendix A of Article 15. The additional increase at the top of scale Technician rate is approximately $2.94/hour.

I would like to thank our economist Dan Akins and Actuary Peter Hardcastle for their work ensuring that the formula was applied correctly. You should see the increase in pay shortly. During these difficult times it is certainly welcome news that the Reset worked exactly as intended to make sure this group never falls behind the industry.


In Solidarity,


Vinny Graziano
International Representative
Airline Division
International Brotherhood of Teamsters

Mechanics' Dispatch

Dear Brothers and Sisters,

Earlier this year the Department of Labor (DOL) issued final regulations that allow employers to provide retirement plan communications electronically (on a website or via email) as long as participants are provided with advance notice in writing as well as instructions on how to “opt-out” of electronic delivery (eDelivery). Previously, participants had to choose electronic delivery in order to receive their communications by e-mail.

Effective December 5, the company will opt all of our Fidelity 401(k) participants who are on an active or leave of absence status who have not previously elected to receive documents electronically into eDelivery.

To ensure the Company is meeting the DOL requirements, the Company plans to take the following steps:

1. Send notification via mail prior to December 5 to Fidelity participants who have not already elected to receive plan communications electronically, informing them that they will receive future notices electronically to their united.com e-mail address unless they opt-out.
   

2. For those who don’t opt-out or provide a personal e-mail address, send a reminder e-mail that they can update their e-mail address to a personal one.
   

3. Those who are recalled from furlough or are a new hire or rehire will receive notification of eDelivery upon their status change to active.

Fraternally,

Ken Meidinger

International Representative-Airline Division

UAL Benefits Coordinator

November Business Agents' Report

Stimulus Talks Fizzle

We had all been very hopeful that there would be a 2nd major Stimulus package by now that would have included new Paycheck Protection Program (PPP) provisions for the Airline Industry. The chances of that legislation being passed before the election has steadily dwindled to somewhere near zero. That being said, now that we have all but given up, they will probably get it done. Such is the nature of the absolute disfunction in D.C. these days.

Noting the same lack of progress, the Company recently decided that they would start giving out reporting dates to folks displacing out into the system as a result of the RIF shakedown. What that means is this: There is no longer any chance that the entire RIF will be completely rescinded. If there is a new PPP, United will use the Recall process to get those folks home that want to return. That way, anyone who wants to stay where they landed gets to do so. That, frankly, is only fair. The last thing anyone wants is for folks that have landed out in the system, who have bought houses and taken other steps to establish their new residency, to be told that they have to return. The problem is that this approach raises a whole new set of questions as to how the Company will handle the situation arising from new PPP money. All in all, the further we get  from October 1st, the more complex any potential PPP remedy becomes and the more questions we will have about any process' used by the Company to comply with any legislative requirements.

The Numbers at SFO

As was widely expected, United Airlines chose to execute this RIF largely on the backs of our members at SFO. And while we will continue to fight what we believe were several blatant contract violations by the Company conducted under the cover of COVID darkness, the results of this RIF, as of now, are devastating to our folks.

The original RIF shakedown resulted in the following impacts at SFO:

504 Involuntary Furloughs

178 Layoff at the Point

28 Retirement in Lieu of Furlough

3 Separations

288 members bumped into the System

The subsequent RIF repull (more on that below) resulted in an additional 18 Involuntary Furloughs and 6 additional LAOP's at SFO. There were also some award results modified for other folks during that particular process, but the overall numbers remained largely the same with regard to members bumping into the system.

Honestly, we believe that the Company was extremely callous and opportunistic in the approach that they took towards SFO during this RIF and we are committed to the fight to restore all of the jobs that we can to SFO going forward. The reality is that current UAL management was fully aware of the history and what our folks have had to endure over the years and yet they still decided that sending 30-year plus folks to the street while they feed outside vendors all-they-can-eat is all good. Frankly, we are disgusted.

Grievance Update

The Union was able to prevail in two termination cases this month. One was returned without a hearing after our grievance was sustained. The second was a result of our first virtual System Board hearing with the Company in September. Although not a perfect platform by any means, due to what we feel is a somewhat impersonal setting for something as significant and ultra-personal as a termination hearing, we are nevertheless pleased with the result. We are pushing for additional dates to hear our remaining termination cases.

The remainder of our discussion will center around the current open grievances thus far generated by the Company's decisions with regard to SFO.

A grievance was filed challenging the Company's decision to cease doing Heavy Checks at SFO charging that the Company violated LOA #3 of the Collective Bargaining Agreement. That grievance is now at arbitration level and we are currently awaiting an arbitration date.

Another grievance was filed over alleging an Article 1 Scope violation with regards to the MPA work here at SFO. That grievance is also at Arbitration level awaiting assignment of an arbitrator and date.

Another scope grievance was filed regarding the Company use of outside vendors to do storage checks on United aircraft. That grievance is also currently at arbitration level.

It is our understanding that there are several system terminations at arbitration level rightfully prioritized to receive the earliest 2021 arbitration dates and that scope grievances will receive highest priority thereafter.

Two other sets of grievances that were generated systemwide had to do with the Company filling vacancies during the RIF and also the question of FRD vs Craft Seniority and will be further discussed below.

Additionally, there were several other grievances filed by individuals alleging other specific violations by the Company during RIF. These are currently working through the grievance process. We will report more on those as they progress through the grievance process. 

'Vacancies during RIF' Grievances and the resulting LOA

 There were several grievances filed systemwide, including at SFO, because of the Company using the RIF process to fill existing vacancies at several locations in the system, despite the contractual requirement to freeze all vacancies during a Reduction in Force situation. After the Union threatened legal action, the Company agreed to the remedies outlined in the Letter of Agreement signed on September 29th.

Because of some apparent confusion, we felt it prudent to address this issue briefly. First and foremost, the main reason that this issue was so important was that, by adding vacancies during the RIF, the Company robbed senior Technicians of the right to bid those vacancies using their Craft Seniority per Article 5 (Filling of Vacancies). During a RIF, most folks are just trying to keep a seat where they are at. More importantly, folks bumping into the system during a RIF are using Furlough Recall Date (FRD) Seniority to do so. That is why it was so important to make sure the Company removed those vacancies from the RIF.

The result of the LOA was that the senior technician awarded one of these wrongfully added vacancies, along with everyone junior to him, had the RIF shakedown redone. The purpose of the redo was to remove the vacancies and restore these stations to the headcount snapshot that was taken on July 17th. This redo resulted in approximately 250 additional furloughs systemwide.

 The second phase of the remedy is currently underway. Vacancies are currently being posted at various locations for folks to bid using Craft Seniority.

After the vacancies are filled, all vacated positions will be backfilled through the recall process to achieve the October 1st headcount snapshot for the entire system.

The back-end result means there will not be any more individuals laid off than would have been if the first iteration of the RIF shakedown was left to stand. The difference is that the Company will have filled the vacancies in the correct manner. That way, the use of Craft Seniority for the filling of vacancies will have been honored in terms of what is required in Article 5 (Filling of Vacancies) AND the vacancy freeze during RIF situations will have been honored as is required in Article 6 (Reduction in Force). 

Furlough Recall Date vs. Craft Seniority

As part of the LOA signed regarding the 'vacancies during RIF', an agreement was made to hold an expedited arbitration regarding the use of FRD to hold Bid Areas during the RIF.

As you all know, FRD is your company seniority adjusted for time in promoted status and as well as other 'adjustable' time off such as extended Leaves of Absence.

The arbitration will decide the question of whether the Company was right to allow folks with higher FRD to remain in their home Bid Areas (which they would have been displaced from by Craft Seniority) or whether they should have been reduced from their home Bid Areas by Craft Seniority, then forced to displace the person with the lowest FRD at the point when their RIF options were exercised. More to come.

Apologies to our Lead Technicians

Before we move on, we would like to send out a few words to all the Leads (current and displaced) for us missing the mark when it comes to the information that we relayed to you during our briefings in the runup to the RIF shakedown. Despite the plain language in Article 6 that was staring us in the face stating that. "The employees with the least Craft Seniority by classification, by station in the affected Bid Area will be reduced," we mistakenly believed that the Leads and Technicians in every BAQ would be on the same Bid Area RIF list. That was obviously wrong, and we apologize for the mistake. We tried very hard to get you all of the correct information you all needed to make sound decisions and on that one we missed the mark. We will refrain from throwing anyone under the bus and just go ahead and take full responsibility!

Bid Area Qualifications

During the period leading up to the RIF shakedown, and again afterwards, we were inundated with requests for help with BAQ's. Since then, we have spent a tremendous amount of time getting folks BAQ's squared away. The primary focus was to address wrongfully rejected BAQ's because several folks were going to be on the wrong side of a furlough if their issues were not handled. It has been a mad dash here at the end because of upcoming secondary round plus a number of recalls being initiated, but we were able to get most issues resolved. We continue to work outstanding BAQ issues at this time.

One matter we would like to address is the assertion by some folks that they should have been given all of their BAQ's through auto-population on eBids. In answer to that, we point to Article 3.e.3.c. It reads, "No employee shall be regarded as qualified for any Bid Area that he has not affirmatively claimed qualification unless he was employed in that Bid Area on the effective date of this Agreement." We hope that clears things up.

 Some Information Regarding Company Paid Moves

Now that the Company has started to give out report dates, it is important for everyone to understand issues related to Company paid moves. We are getting calls all the time about this stuff and we want to pass along anything that we find out as a result. Specifically, we have received two primary questions generated by the information provided in the IBT Represented Employees Summary of RIF Benefits and Privileges. First, there was some confusion about the apparent conflict between the language on page 19 that says transfer services are available 90 days from the effective date of transfer and page 26, question 2, where it says that you have 6 months from your report date to initiate your move. The feedback we received from Human resources was that you have 6 months after your report date to initiate your move but that, once initiated, you have 90 days to complete the move. Please remember that the process is initiated when you fill out the NuCompass information form.

Another related issue has to do with the information on page 20 of the handout under the header Travel to your New Location. Please be clear that if you are going to drive to your new location and submit expenses for reimbursement to NuCompass, you must first fill out the NuCompass information form. If not, any previous expenses might not be considered for reimbursement. Hope this helps.  We will be sure to relay any new info we get as we get it.

A&P License Audits After RIF Awards

As we tried to communicate to everyone before the RIF Shakedown was initiated, we expected the Company to perform audits of every individual awarded a position at any Line Station through the RIF shakedown to make sure that they possessed both A&P Licenses. It has been reiterated for quite some time that the only two locations where non or partially licensed individuals from SFO Base could go was the IAH Base.

Unfortunately, many folks still were not aware of this restriction and others were unclear as to what stations were considered Line Stations.

Consequently, these audits resulted in quite a few RIF Awards out to the system being rescinded by the Company. Any individuals who had their awards rescinded will have to participate in the upcoming secondary RIF round. By the way, all stations outside of SFO and IAH bases are considered Line environments. It is apparent now that everyone now fully understands that.

Of significant concern was the recent occurrence of awards being rescinded after individuals had received report dates. We find this oversight completely inexcusable. If you were someone who may have been financially harmed because of a late notification of a rescinded award, we expect the Company to make every effort to make you whole. If that does not happen, please be sure to reach out.

2021 Vacation Accruals Paid Out

Due to some serious lack of communication on the Company's part, many individuals who were being furloughed did not get the opportunity to choose the option to leave their 2021 Vacation Accruals banked, per Article 6.F of the CBA, in case they are recalled before the end of 2021. We have a grievance on the matter which is currently at 2nd Step. As of now, the Company is refusing to allow any individuals to buy back their 2021 accruals, but we are going to push for that exact remedy. It is especially important that we have an accurate idea of who may be interested in this outcome. If you have been furloughed and feel that you should have been given the opportunity to bank 2021 accruals, please reach out to the Union, if not done yet, so we can document your interest.

 Direct Medical Premium Billing During Severance

We have received many calls concerning the confusion over the direct billing for medical benefit premiums for individuals receiving severance pay. Article 6.Q states that, "Employees Medical Benefits will continue until the end of the month in which pay continuation furlough pay ceases..."

The one caveat is that United will not continue any payroll deductions for medical premiums during the severance period. As a result, you are now being billed directly. Those of you with at least two months of total medical benefits are being sent the combined bill for both October and November medical benefit premiums at this time.

The Company has taken steps to make the payment process easy for folks by adding a pay feature on accessible through YBR. All of you should have received an email from the Company by now on the matter.

The only thing that we will add on this topic relates to questions that we have received about this from furloughed members. It is purely optional as to whether or not you pay these premiums to keep your medical benefits active until the end of the month which your severance ends and it will not affect your recall status if you decide not to do so. That being said, if you are planning to retire during your severance period and plan to use your retirement bridge, you must have active medical benefits.

On a different note, the Company discovered an error in the IBT rates for the individuals who are on severance. All those folks should have been contacted by the Company informing you of the error and directing you to the YBR website for updated rates. If you have not received either of the above-mentioned communications for some reason, please go to the YBR site directly for the information.

Qualifying Periods

We have been asked by many folks whether or not they are subject to the Qualifying Period outlined in Article 5.D.3 of the agreement. They note that that the language specifically addresses folks who have been "...awarded a vacancy to a Bid Area or Classification in which he has never worked."

Management has been briefing folks of this requirement and it is causing much concern.

First, the answer to the question of whether the Qualifying Period applies to positions attained during a RIF situation can be found in Article 3.B. It reads, "New Hires, employees bidding permanent vacancies, employees filling temporary vacancies, employees exercising seniority in a reduction in force or those being recalled, either from furlough or from a reduction to a different/lower Classification, Craft, or Bid Area must meet license, trade tests and other requirements, as spelled out herein, except that an employee who has previously completed a Qualifying Period for a particular Bid Area shall not be required to meet these qualifications." So, the answer to the question is 'yes', those members exercising seniority in a RIF to bump to another Bid Area that they have not previously worked are indeed subject to a Qualifying Period.

However, a Qualifying Period is not a Probationary Period. And the Union will be particularly vigilant in making sure that this language is utilized in a completely fair and consistent manner. And we will vigorously challenge any attempt to disqualify someone unfairly using this language.

 Recalls and Recall Rights

There are currently recalls underway for 21 positions at SFO. The following are positions that are currently being filled:

·       1 - 101 Line Technician

·       3 - 103 Powerplant Technicians

·       3 - Line 104 Avionics Technicians

·       2 - Base 105 Sheetmetal Technicians

·       2 - 107 Composite Technicians

·       2 - 109 Machinists

·       4 - 118 Facilities Technicians

·       1 - 121 Platers

·       1 - 123 Avionics Technicians

·       2 - 128 Electricians

By now, you all should have received a copy of the Recall Q&A through your Company email. Please make sure to read through the information completely and contact the Union if you have any questions.

Also, the complete Recall List can be found in eBid platform under the 'Help' tab.

Secondary RIF Round Explained

The secondary round is being conducted to allow any individuals who were on 'inactive' status, such as EIS, when the first 'active' employee snapshot was taken in late June. Also participating will be any individuals who had their original award rescinded for any reason, such as lack of A&P Licenses or incorrect Furlough Recall Dates, any folks who had wrongfully rejected BAQ's that caused them harm during the first RIF round that were later corrected, and any other folks who had personnel record modifications due to some critical circumstance.

The process for the Secondary RIF round will be as follows, subject to any changes as necessary:

·       Notification will go out to all individuals who will be participating this Friday, October 30th.

·       BAQ List will be frozen Thursday, October 29th and the list should  be migrated over to the RIF Options platform on Friday, October 30th.

·       RIF Options tool will be opened on Wednesday, November 4th, and remain open until Monday, November 23rd.

·       RIF Options Output tool will be run the week of November 30th.

·       RIF Awards likely published the week of December 7th.

·       All notifications to follow shortly thereafter

·       Effective dates likely to be January 3rd, 2021

 Again, please understand that these dates are given only for general guidance and are subject to change by the Company for logistical reasons.

It is important to note that the secondary RIF round will not result in additional personnel being pushed onto furlough status. All senior individuals exercising their seniority will be absorbed wherever their seniority allows them to go without additional bumping to the street.

The exception, of course, is that junior individuals participating in the secondary round who do not have the seniority to hold SFO or another station, available as part of their RIF options. They will be furloughed as a result of the secondary round.

Another False Narrative

We have been hearing chatter about the recent Arbitration award concerning the Force Majeure language in the AMFA/Alaska Air CBA.

Of course, certain individuals have been out there peddling the theory that this is somehow indicative of the Teamsters unwillingness to fight for the membership. All of this is nothing but another bag of BS from folks who have nothing more to do than to throw darts from the sidelines while others do the heavy lifting on behalf of the membership. It is the same old story.

After review of this award, it is plainly clear that the situation at Alaska Air had zero to do with ‘fighting’ Force Majeure. In fact, they had language that cancelled their job protections if the business was reduced by 10% for over 120 days. That is nothing more than a bad winter season!

Make no mistake, Force Majeure is actually in effect at Alaska Air. However, the core issue of the arbitration award involved a technicality based on placement of paragraph 4 of their LOA #9. The Company screwed up drafting the agreement and by placing the paragraph at the end of LOA #9, they essentially made that paragraph exempt from their Force Majeure language. As a result, Alaska Air could displace folks from their Line stations to their hubs, but not furlough from those hubs.

Good on them for finding and exploiting a loophole. But we do not understand how this ‘technicality’ that accidentally benefited the folks at Alaska can somehow equate to the IBT not fighting for the membership at UAL.  It is a completely false narrative.

Kin Care Amendment Passed by the California Legislature

After kin care issues at SFO were brought forward by the membership, Teamsters 856/986 co-sponsored legislation with Assembly Speaker pro Tem Kevin Mullin that gives employees the sole discretion on the use of sick leave. On September 28, Governor Newsom signed this legislation, AB 2017, into law. It will take effect on January 1st, 2021.

This bill is significant because this was added into the Labor Code, clarifying any confusion our employers might have when it comes to sick leave use, “the designation of sick leave taken for these reasons shall be made at the sole discretion of the employee”, instead of the employer designating how we use our sick leave. The bill passed with no opposition.

On October 21st, a letter was sent to senior UAL Leadership on behalf of all Teamsters 856/986 members here in California, by a local attorney with whom we work with extensively, informing UAL of the passage of AB2017 along with our expectation that the Company be ready to comply with the law on the first day of the new year.

 Face Masks are Starting to Become an Issue

On a recent call with senior management personnel here at SFO, we were asked to convey the concern that is being caused by the increasing frequency of non-compliance with regard to mask usage.

We want to be real clear, folks. Wear your masks at all times! The last thing we want is people getting in trouble for something like not wearing a mask while at work.

We are still smack dab in the middle of a pandemic and we all need to be mindful of that.

There is no doubt that we are all experiencing some level of fatigue when it comes to COVID-19 but the danger is still very real. So, let's all be considerate of one another and keep masks on whenever on the property.

The TeamstersSFO Committee is Losing Key Personnel

We had hoped that we would get additional stimulus money from Congress in time to get this Reduction in Force rescinded, but that did not happen. As a result, as part of the many folks we are losing at SFO, the TeamstersSFO Committee is losing several vital individuals:

·       Coordinator Fred Wood is going to Houston

·       Line/Flight Safety Rep Paul Dodge is going to Portland

·       Airframe Safety Rep Keri Martin is going to Portland

·       TSAP/ERC Rep Tracy MacCorkell is going to Honululu

·       TMAP Representative Steve Crummey was Furloughed

·       Line LOSA Rep Ben Brillo is going to Honolulu

·       Line LOSA Rep Matt Kruger is going to Maui

We want to take the time to thank them all for stepping up and working so hard on behalf of the membership here at SFO. It has been an honor to work with you all and we wish you and your families the best. We hope that they will all be back at some point in the near future!

As a result of these losses, we have made the following interim appointments to the TeamstersSFO Committee:

·       John Laurin - Coordinator

·       TMAP Representative (Jet Shop/Backshops) - Eddie Lugo

Thanks to you both for your willingness to step up and fill the void.

Tracy MacCorkell will continue as the TSAP Representative.

We will keep you updated on additional personnel moves as they happen.

SFO Briefings

We are scheduling briefings to be conducted over the next three weeks to check in with folks and to answer any questions that you may have. The Chief Stewards and Shop Stewards will be notifying folks of the meeting times/locations starting early next week. We look forward to seeing you.

Please click here for a printable version of this report. 

2021 Dental Rates

Dear Brothers and Sisters,

In researching the dental premiums for 2021 we have found that the Company was over the 9.25 percent as described in Article 16C4c for the core Dental plans. We reached out to the company and the adjustments have been made. Below are the new rates:

Please check to make sure that you are being charged the correct amount.

Fraternally,

Ken Meidinger
International representative- Airline Division
UAL Benefits Coordinator

Force Majeure award AMFA v Alaska Airlines

Technicians Update

October 7th, 2020

Force Majeure award AMFA v Alaska Airlines

Dear Brothers and Sisters, 

Several members have asked, given the recent arbitration award won by AMFA, if that would apply to our CBA. We reached out to our Legal Counsel to have them review the award and the language to see if the application would be similar. 

Whether or not the pandemic caused a triggering of the force majeure clause was never in question before the Board in that award. The ruling only applied to whether paragraph #4 was subject to force majeure. Unfortunately, the pandemic is considered a force majeure event, and it applies to both Article 1 and LOA 18 of our CBA as you will see below in the review from our Legal Counsel. 

According to Counsel, "the issue in the case was not whether COVID-19 constituted a force majeure event, but rather whether or not the no-furlough clause contained in paragraph 4 of LOA #9 was even subject to the force majeure language found in paragraph 2 of the LOA #9.  The arbitrator found that it was not."  

As to the other cities on the system Counsel concluded "It is clear however, that LOA #9 does not provide any protection from force majeure, and that all the other stations on the Alaska system would be subject to the force majeure language. This in spite of the fact that all the other stations also have the exact same no-furlough protection contained in paragraph 1 of LOA #9."  

Further in reviewing applicability to the UA Technicians Agreement, Counsel states "As for any application to the IBT-UAL MX CBA, the no-furlough language found in LOA #18 and in Article 1, § 10.b. is clearly tied to the force majeure language contained in those same exact locations. Moreover, there are no stations excluded from the force majeure language found in LOA #18 and in Article 1, § 10.b., which is the opposite of the AMFA-Alaska case. That is why the award from Arbitrator Horowitz has no application to the IBT-UAL CBA and is not of any use to us." 

Finally, Counsel concludes that "While the Award from Arbitrator Horowitz is in favor of the Union, it has absolutely no application to the IBT-UAL MX CBA." 

Fraternally, 

Vinny Graziano
International Representative
Airline Division
International Brotherhood of Teamsters.

Annual Enrollment

Dear Brothers and Sisters,

The union has researched premium changes to 2021 benefits. Article 16 B 4 F states that the “core and select medical plans cannot exceed 9.25 percent.” Article 16 B 5 defines the select regional plans. The company is under the 9.25 percentage. Be aware that the Aetna select plans are changing and co-pays are going up – $35.00 for your primary care physician and $70.00 for specialists. Co-insurance is changing from 100 percent to 80-20 percent and out of pocket maximums are all changing. Beware of changes to medications you are taking, as changes to this tier structure could happen.  

The Annual Enrollment (AE) for 2021 benefits is open for active employees from October 19 – 30; for retirees, COBRA, VSP and furloughed employees it is open from November 2-13. Enrolling in your 2021 benefits can be now done online – log on to YBR by navigating through Flying Together > Employee Services > Health & Insurance (YBR). You can also call the Benefits Service Center at 1 (800) 651-1007 from 7 A.M. to 7 P.M. Central Time, Monday – Friday. There is also a CHAT feature in YBR to assist with questions. You can also contact Accolade Health Assistant at 1(844) 252-6830 or united.myaccolade.com

Many of your 2020 elections will carry over for 2021, however, you’ll need to make elections during AE if you want to:

• change plans and/or levels of coverage, 

• add or remove dependents from your coverage,

•  contribute to the healthcare and/or dependent care FSAs next year, or

• enroll in one of the new medical plans.

You can change your HSA contributions at any time – the more money you put away tax‑free, the more you’ll have to spend on future eligible medical expenses, even in retirement. Take time to review your benefit elections to make sure they will meet your needs for the coming year.

United Airlines will be launching a new PPO plan next year. Similar in design to the Healthy Rewards PPO, the United Airlines PPO Plan uses the same wide PPO network, lower deductible, and coinsurance percentages. 

The new United Airlines PPO plan does not have wellness incentives tied to it, meaning you do not get money from United Airlines for completing an annual physical. Instead, you have a lower deductible to hit before the plan begins paying coinsurance. 

With the introduction of the new United Airlines PPO Plan, the company will be eliminating the Healthy Rewards PPO plan at the end of 2020 for all employees. Below are some of the details of the new United Airlines PPO Plan.

View fullsize

If you’re enrolled in the Healthy Rewards PPO plan today, you will be automatically enrolled in the new United Airlines PPO plan for coverage starting January 1, 2021. If you want to switch plans for 2021, be sure to make your new election during AE. If you have funds remaining in your HRA you can continue to use them for 5 years (as long as you remain enrolled in United Airlines’ medical coverage). 

You can now use your Healthy Rewards HRA dollars for even more eligible expenses, including dental and vision. This means any money remaining in your HRA can be spent on eligible medical, prescription, dental AND vision expenses. If you enroll in a Flexible Spending Account (FSA) over the next five years, you can use your HRA funds after you’ve exhausted your FSA funds. Do not confuse the HRA Healthy Rewards Account with your HRA VEBA Health Retirement Account.

Stay Safe,

                        Ken Meidinger

                        Airline Division International Representative

                        UAL Benefits Coordinator

Airline Division Asks United Airlines to Return Furloughed Members Back To Work

October 2nd, 2020

RE; Airline Relief

Dear Brothers and Sisters,

You may have seen a press release from Speaker Pelosi's office urging airlines not to lay off staff.

The Speaker's statement was that a deal for relief would soon be reached. Soon after the press release was issued, a request was made to undo the furlough for this membership by Director Bourne to the leadership of United. As soon as we hear back from the company, we will let you know.

In Solidarity,

Vinny Graziano

Click here to see a printable version of this letter.

---

October 2nd, 2020

Kate Gebo
Executive Vice President Human Resources and Labor Relations
United Airlines

Zachary Jones
Vice President, Labor Relations
United Airlines

Dear Kate and Zachary,

In light of the statement this afternoon from Speaker Pelosi's office, the Teamsters Airline Division urges United Airlines to return our members to work with all due haste. The longer it takes to unwind this furlough the more problems that will be created. Time is of the essence for the peace of mind of our members.

Regards,

Capt. David Bourne
Director, Teamsters Airline Division

Click here to see a printable version of this letter.

Speaker Pelosi Commits to Passing Payroll Support Program

As we've previously reported, Local 856 Principal Officer Peter Finn and Local 986 Principal Officer Chris Griswold have been in consistent contact with Speaker Pelosi's office expressing the importance of saving aviation jobs at SFO. Please see Speaker Pelosi's statement below committing to extending the payroll support program for airline workers and asking airlines to delay furloughs.

---

October 2, 2020

Contact: Speaker’s Press Office,
202-226-7616

Pelosi Statement on Imminent Relief for Airline Workers

Washington, D.C. – Speaker Nancy Pelosi issued this statement calling on airlines to hold off on furloughs and firings as an agreement for relief for airline workers is being reached:

 
“The massive furloughs and firings of America’s airline workers jeopardize the livelihoods of tens of thousands and threaten to accelerate the devastating economic crisis facing our nation.  Today, I am calling upon the airlines to delay their devastating job cuts as relief for airline workers is being advanced in Congress.


“We will either enact Chairman DeFazio’s bipartisan stand-alone legislation or achieve this as part of a comprehensive negotiated relief bill, extending for another six months the Payroll Support Program.  This initiative is focused solely on the workers, keeping them on the payroll so these workers maintain their critical training and certification requirements unique to their industry.


“As relief for airline workers is being advanced, the airline industry must delay these devastating job cuts.”

# # #

Technicians Special Update

Technicians Special Update

October 1, 2020

Lack of CARES Act Extension

 
Brothers and Sisters,


I am very disappointed the extension was not passed yesterday. I know for many of you this leads to pain and confusion about the future. I understand what you're going through but please do not give up hope. There is broad bipartisan support for airline relief in Congress. Our lobbyists believe a package will pass shortly and I remain hopeful it will.

In the meantime, while we wait on Congress, remember if you need help your Locals have many resources to assist. In addition, the EAP program can also be very helpful in stressful times. If you'd like to help put pressure on Congress, I urge you to call your Senators and Representatives to implore them to pass relief quickly for our industry. The phone number for the Capitol switchboard is 202-224-3121. The operator will patch you through to your Senator or Representative.

 
With high regards,

 

Vinny Graziano
Airline Division
International Brotherhood of Teamsters

Mechanics' Dispatch -- Sept. 29, 2020

Technicians Update

Dear Brothers and Sisters,

As you are aware, various Locals identified a number of issues with the current furlough process and numerous grievances were filed on behalf of the membership. In the last Dispatch it was reported that we were trying to work with management to resolve these issues and make sure that the agreement was followed as intended. 

What wasn't reported was that we were preparing and working towards filing an injunction in Federal Court to halt the Reduction In Force process. Six attorneys from both the IBT Legal department, and the firm of Barkan Meizlish, were coordinating the construction of a major dispute case on our behalf. This step was necessary because if the furlough stood as it was many members would be negatively affected with little recourse to be made whole.  

In a new development, I am happy to report that we've come to an agreement. At this point the lawsuit will not be necessary based on the Company rerunning the furlough using the same data set meaning there will not be a do over of choices. What will happen is the additional vacancies at cities like Tampa, Seattle and a few other impacted cities will be filled after the RIF is complete via the recall process or by article five, Filling of Vacancies if warranted.  

While this will cause an extra step in the reshuffling it will honor seniority and will be conducted as per the Collective Bargaining Agreement. A number of other issues were resolved as well, including being displaced to lower paying positions, and bumping into lower rated crafts.  

Two other previously filed grievances (FRD, Audit trail) will be heard as minor disputes using the expedited arbitration process tentatively scheduled for Nov 30, 2020. In addition to these two grievances moving forward any other grievances that have been filed by the locals will continue using the grievance machinery outlined in Article 19. I'm pleased we were able to resolve these problems to the benefit of the membership that had been disenfranchised as a result. 

An update will be sent once these above mentioned cases are heard and adjudicated.

In  Solidarity,

Vincent Graziano

International Representative

Airline Division

CARE ACT Lobbying Update

Click here to view the letter from the Airline Division on the current status of the CARES Act II and PSP.

Joint letter from United CEO Scott Kirby, IBT Airline Division, and other aviation unions urging passage of PSP

Click here to view the letter

UAL Mechanics Dispatch-September 9, 2020

Technicians Update
September 9, 2020

 

Dear Brother and Sisters,

I would like to give you an update regarding an issue that has been raised after the selection process ended by several members and their representatives. As stated in past releases, and as you know, our Reduction In Force (RIF) procedures were made extremely challenging and expensive for the company to follow and implement.

These challenges were designed to be an added extra level of protection for the membership in hopes to mitigate furloughs during times such as the one we currently find ourselves in.

A consequence of instituting a difficult process is that there will always be mistakes in any type of application, especially one that has numerous complexities, such as the one outlined in our agreement.  

One item that members have been very outspoken over is the increase of manpower in a few stations throughout the system such as Tampa. 

After review, the union has determined that the company has used Article 6 as a vehicle to fill vacancies, when all vacancies are contractually frozen during the displacement process. The company has violated the agreement in several areas and has potentially placed technicians in stations out of seniority order by not giving those that are senior a chance to exercise their seniority. 

At this point we are, and have been, working with the company to assure that all provisions as outlined in the agreement are followed. If we are unable to come to a resolution in an expeditious fashion then we will continue to process all grievances. These grievances have already been filed as ET-AL so that the entire system is covered. 

As this process unfolds, we will continue to keep you updated.


In Solidarity,
  

Vinny Graziano
Airline Division Representative
International Brotherhood of Teamsters

RIF Final Staffing Numbers

As most of you probably already know, United released the final version of the post-RIF staffing numbers for the entire system last night. Just as we had anticipated, SFO was hit very hard. We have yet to receive the detailed breakdowns for each Local from the company, but simple math makes it apparent that SFO is losing approximately 1200 positions. On a call with the Company yesterday, the Union made it clear that we expect the Company to comply with Article 6.D and provide us with a complete and detailed accounting of the entire shakedown process in order to ensure that none of our member's rights were violated. The Company committed to providing that information.

The Company also stated their intent to start contacting impacted members sometime next week. If you are contacted and told that you have been impacted by the RIF in some way, and suspect that there is an error of any kind, please be sure to notify your management contact, ask to be directed to your RIF Coordinator and then immediately contact the Union.

Also of note, SVP Tom Doxey stated that the RIF process would be halted and all RIF notices rescinded if Congress designated more paycheck protection monies through a new version of the Cares Act. That would be followed by an updated analysis by the Company of this fluid situation we find ourselves in and then the initiation of a completely new RIF shakedown process afterwards. This would most likely result in a new RIF date of April 1st, 2021. We understand that this might create some very real problems for those folks that must give housing notices so let's hope Congress can get this done soon, before things get really complicated.

Earlier this week the Company confirmed to us their intent to keep the SFO base BAQ's (102, 104Base, 105Base, 110Base) intact going forward. However, based on these staffing numbers, we are obviously very unsatisfied as to the number of folks being kept in those BAQ's. 

Additionally, a source of major concern for us is the Company's lack of an adequate answer to the question of what work will replace the heavy check work that is going out of Airframe, which the Company has now chosen to call Line+. Because of that, we have filed a scope grievance challenging that decision. We will keep you informed of any developments along that front.

 In Solidarity,

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