Notice of Referendum
This is to serve notice of referendum on whether to accept the United Airlines Technicians and Related Tentative Agreement.
Ballotpoint Election Services has been contracted to administer this election.
Instructions on how to vote electronically, including your voting credentials, on the above-referenced tentative agreement were mailed to members on Wednesday, January 11, 2023.
If you do not receive your ballot package by Friday, January 20, 2023:
Local 856 members who have not received voting credentials by Friday, January 20, 2023, 8:00 a.m. Pacific Time, should contact Lauren Hasan at the Local 856 office at (510) 220-3252.
Local 986 members who have not received voting credentials by Friday, January 20, 2023, 8:00 a.m. Pacific Time, should contact their Local Union office at (626) 350-9860 or by email info@teamsters986.org. To request voting credentials.
Credentials may be requested through Friday, January 27, 2023.
Vote Tally
Electronic ballots will be tallied by Ballotpoint on Monday, January 30, 2023 at 1:00 p.m. (Eastern Time).
Voting Instructions
Instructions for the completion of the voting process will be enclosed in the ballot package.
CBA Extension Information Update
During ratification meetings a few of the members on progression asked why the scale was lengthened to twelve years. The length of the scale remains the same at eight years. After progressing through the scale there is an additional dollar, added in four segments, for longevity. Hopefully that clears up any confusion.
Negotiation Committee Members:
Mitch Hunt - DEN
Dave Mahood - EWR
Blake Silverstein - IAD
Dexter Thomas - IAH
Scott Stoddart - LAX
Paul Becerra - MCO
Mike Pecoraro - ORD
Joseph Prisco - SFO
John Laurin - SFO
January 11, 2023
Progression
Dear Brothers and Sisters,
During ratification meetings a few of the members on progression asked why the scale was lengthened to twelve years. The length of the scale remains the same at eight years. After progressing through the scale there is an additional dollar, added in four segments, for longevity. Hopefully that clears up any confusion.
Fraternally,
Vinny Graziano
General Update 1/9/23
On Wednesday a Zoom meeting of the rank-and-file committee was convened at the request of the Airline Division. The topic of discussion was why the rates for the FST group changed after the Agreement in principle was signed. As is typical in negotiations, small errors were noted in pay scales for the GSE and FST groups.
Negotiation Committee Members:
Mitch Hunt - DEN
Dave Mahood - EWR
Blake Silverstein - IAD
Dexter Thomas - IAH
Scott Stoddart - LAX
Paul Becerra - MCO
Mike Pecoraro - ORD
Joseph Prisco - SFO
John Laurin - SFO
January 9, 2023
General Update
Dear Brothers and Sisters,
On Wednesday a Zoom meeting of the rank-and-file committee was convened at the request of the Airline Division. The topic of discussion was why the rates for the FST group changed after the Agreement in principle was signed. As is typical in negotiations, small errors were noted in pay scales for the GSE and FST groups. The economists from the company recognized the errors and made me aware of the required fix. As soon as I was made aware of the fixes to those rates, I provided the updated information to all Agents and the committee on December 19th that the pay tables have been changed. It is incumbent on us to ensure any error is corrected prior to sending the package to the membership for ratification, and that is exactly what happened here. The committee understands that the company recognized the error and corrected that error regarding the FST group. There were no negotiations no discussion that this group should get an additional increase or anything more than the rest of the groups. This was simply an error that was corrected and acknowledged by the parties.
As far as the timeline of ratification, it currently looks like the voting credentials will be mailed out on the 11th of this month. We have scheduled the 30th as the date of ratification to ensure the new rates of pay go into effect on January 1st if the package is ratified. There will be a process for duplicate ballot requests in case members don’t receive credentials. This usually occurs about seven days after voting opens. Look to your Local to provide guidance on who to contact, but the basics of the process are if you don’t receive a ballot in the mail around seven days after they are mailed, you contact your Local by whatever process they outline, and they notify the Division which has your new credentials sent either to your choice of email or text.
Regardless of whether the package ratifies, we are working with the company on scheduling the next grievance summit. When that meeting is finalized, I’ll notify you through the Dispatch.
Finally, there have been a few questions about how this TA affects our participation in the labor coalition at United. In short, there is no change in our participation in the coalition. We congratulate PAFCA on the recent ratification of their agreement, and we will continue to provide support, where requested, for our coalition partners to help them in securing new labor agreements.
Fraternally,
Vinny Graziano
Time to Update Your Information
We are currently working with BallotPoint to ensure that the ratification vote will take place before the end of January. As soon as the timeline is formalized it will be shared with you here and on the website as well as through your Locals.
December 30th 2022
re Time to update your information
Dear Brothers and Sisters,
We are currently working with BallotPoint to ensure that the ratification vote will take place before the end of January. As soon as the timeline is formalized it will be shared with you here and on the website as well as through your Locals. What I would ask from you, is to please make sure your mailing address is updated with your Local. If you’re unsure who to contact at the Local, please reach out to your Chief steward or Business Agent for help. Time is of the essence in this matter.
Fraternally,
Vinny Graziano
Airline Division Representative
Increased Outsourcing of Narrowbody A Check Work
There is a rumor circulating that the modified provisions of Article 1.B.11 in the extension agreement would include A Check work. For purposes of the CBA, A Check work was never considered heavy maintenance under that provision, and as you will see in the email exchange below, that work would still not be considered heavy maintenance if the extension ratifies.
Negotiation Committee Members:
Mitch Hunt - DEN
Dave Mahood - EWR
Blake Silverstein - IAD
Dexter Thomas - IAH
Scott Stoddart - LAX
Paul Becerra - MCO
Mike Pecoraro - ORD
Joseph Prisco - SFO
John Laurin - SFO
December 28, 2022
Increased outsourcing of narrowbody A Check work
Dear Brothers and Sisters,
There is a rumor circulating that the modified provisions of Article 1.B.11 in the extension agreement would include A Check work. For purposes of the CBA, A Check work was never considered heavy maintenance under that provision, and as you will see in the email exchange below, that work would still not be considered heavy maintenance if the extension ratifies.
The order of the exchange is from bottom up.
Fraternally,
Vinny Graziano
Airline Division Representative
---------------------------------------------------------------------------------
From:Reardon, Thomas - LR
To:vgraziano
Cc:rcfisher7
Wed, Dec 28 at 12:30 PM
Vinny,
I concur with your characterization of “A”-check work as not considered heavy maintenance under the current terms of Article1.B.11, and that characterization does not change under the terms of the extension agreement.
Best Regards,
Tom
Thomas Reardon (he/him/his)
Managing Director, Labor Relations - Ground
United | Corporate Support Center | 233 S. Wacker Drive WHQLR 28th Floor | Chicago, IL 60606
From: Vinny Graziano
Sent: Wednesday, December 28, 2022 9:02 AM
To: Reardon, Thomas - LR
Cc: rcfisher7
Subject: [EXTERNAL] Heavy Check/MX
This message was sent from outside of United Airlines. Please do not click links or open attachments unless you recognize the sender and know that the content is safe.
Hi Tom,
This will confirm our discussion that narrowbody A-Check work has not been traditionally considered heavy maintenance under the provisions of Article 1.B.11, and that further, such A-Check work would not be considered heavy maintenance under the terms agreed to in the extension agreement.
If you agree with the above could please respond with your concurrence.
Regards,
Vinny Graziano
Clarification of Language in the TA
It has been brought to my attention that a misinterpretation of the scope change in the extension agreement has been circulating. To be clear, the change to scope allowing narrowbody heavy maintenance work to be performed overseas, without IBT consent, applies only to the work the company has historically outsourced under Article 1.B. paragraph 11, and which has to this point been accomplished at MROs in North America. This is not an expansion of the company’s ability to further outsource work, and only applies to heavy maintenance as described in the new, if ratified, Article 1.B. paragraph 11. In order for other covered work to be subject to further outsourcing, the other paragraphs in Scope would need similar changes, and there are no modifications to any provision in the Article besides 1. B. paragraph 11.
Negotiation Committee Members:
Mitch Hunt - DEN
Dave Mahood - EWR
Blake Silverstein - IAD
Dexter Thomas - IAH
Scott Stoddart - LAX
Paul Becerra - MCO
Mike Pecoraro - ORD
Joseph Prisco - SFO
John Laurin - SFO
December 20th 2022,
Dear Brothers and Sisters,
It has been brought to my attention that a misinterpretation of the scope change in the extension agreement has been circulating. To be clear, the change to scope allowing narrowbody heavy maintenance work to be performed overseas, without IBT consent, applies only to the work the company has historically outsourced under Article 1.B. paragraph 11, and which has to this point been accomplished at MROs in North America. This is not an expansion of the company’s ability to further outsource work, and only applies to heavy maintenance as described in the new, if ratified, Article 1.B. paragraph 11. In order for other covered work to be subject to further outsourcing, the other paragraphs in Scope would need similar changes, and there are no modifications to any provision in the Article besides 1. B. paragraph 11.
Currently, the CBA only protects one line of heavy maintenance. That protection in the TA has now increased to two lines, to capture the line created from the recent Arbitration ruling issued regarding overseas narrowbody maintenance. The arbitrator granted the line for one year, but it is now added as a permanent line in LOA #3 if the TA passes. The work of this line will be performed by A&P Technicians, period. Apprentices will be assigned to learn only, not perform this work, or the work on two lines as the current rumor states. In addition, if the company avails themselves of the new provision in Article 1.B. paragraph 11, they must then protect an additional 4 heavy maintenance lines, whether that be mod work, AD work or heavy check work. This is a significant expansion of our current heavy maintenance scope and does not detract or diminish in any way from any current protections for this membership’s job security.
Hopefully that clears up the misconceptions that are being discussed on the floor.
In solidarity,
Vinny Graziano
Airline Division Representative
International Brotherhood of Teamsters
Links to TA Information
Links and information on the IBT/UAL tentative agreement.
Negotiation Committee Members:
Mitch Hunt - DEN
Dave Mahood - EWR
Blake Silverstein - IAD
Dexter Thomas - IAH
Scott Stoddart - LAX
Paul Becerra - MCO
Mike Pecoraro - ORD
Joseph Prisco - SFO
John Laurin - SFO
December 16th, 2022
Links to TA information
Brothers and Sisters,
As reported in the last Dispatch, below are the links to the information that was attached to yesterday’s Dispatch;
https://teamster.org/wp-content/uploads/2022/12/121522AirlineAIP.pdf
https://teamster.org/wp-content/uploads/2022/12/121522UnitedMXandRelatedEconomichighlights.pdf
https://teamster.org/wp-content/uploads/2022/12/121522ExtensionAgreementSummaryPowerPoint.pptx
In solidarity,
Vinny Graziano
International Representative
Teamsters Airline DivisionLinks to TA information
IBT/UAL Reach a Tentative Agreement
The Airline Division has been listening to your concerns regarding the economic situation. It is obvious that our members must attain immediate financial relief and we have been working towards that goal for several months. Operationally, since United Next was announced some time ago, Teamster leadership across the system has relayed its concern to the company that pay rates were too low to attract and retain qualified technicians. Once the reset numbers were revealed, we pressed further for a plan moving forward that would bring some economic relief to our members. As a result of this effort, the company has proposed a short-term extension to the rank-and-file committee. The committee voted to accept the terms, and this is now a Tentative Agreement (TA).
Negotiation Committee Members:
Mitch Hunt - DEN
Dave Mahood - EWR
Blake Silverstein - IAD
Dexter Thomas - IAH
Scott Stoddart - LAX
Paul Becerra - MCO
Mike Pecoraro - ORD
Joseph Prisco - SFO
John Laurin - SFO
12/15/2022
IBT/UAL reach a Tentative Agreement
Dear Brothers and Sisters,
The Airline Division has been listening to your concerns regarding the economic situation. It is obvious that our members must attain immediate financial relief and we have been working towards that goal for several months. Operationally, since United Next was announced some time ago, Teamster leadership across the system has relayed its concern to the company that pay rates were too low to attract and retain qualified technicians. Once the reset numbers were revealed, we pressed further for a plan moving forward that would bring some economic relief to our members. As a result of this effort, the company has proposed a short-term extension to the rank-and-file committee. The committee voted to accept the terms, and this is now a Tentative Agreement (TA).
The next step is to present the full TA to the membership for your consideration and ratification vote. If the Proposed TA passes, the added provisions and increase in pay will become part of the current agreement. If the TA does not pass, we will continue the traditional bargaining and continue with our current language and pay rates.
While all details will be fully released very soon, I can announce that we secured for you immediate and significant pay increases with a return to full language discussions as early as January 2024. Every member will benefit from this proposed TA. We will work as quickly as possible to get this out for ratification.
Further information will be available later today.
In solidarity,
Vinny Graziano
International Representative
Teamsters Airline Division
UAL Mechanics Dispatch 11/23/2022
As required by LOA #29 the reset calculation is now complete. While the number is far below what we were hoping for, the math is plain. We will receive a 2.6% increase over the basic rate starting December 4th. According to our economic team, the lack of profit sharing at AA and DL along with the bond yields affecting pension costs, led to the lower-than-expected result.
Below is the calculation used by the parties;
11/23/2022
Reset valuation
Brothers and Sisters,
As required by LOA #29 the reset calculation is now complete. While the number is far below what we were hoping for, the math is plain. We will receive a 2.6% increase over the basic rate starting December 4th. According to our economic team, the lack of profit sharing at AA and DL along with the bond yields affecting pension costs, led to the lower-than-expected result.
Below is the calculation used by the parties;
The Industry Reset language in LOA 29 was designed to keep us moving forward especially when the other two comparable airlines moved ahead. The direct benefit of this language has produced approximately 9% more than the CBA would have provided without LOA 29. In fact, this contract increased the top rate from $36.92, just prior to ratification, to $54.51 on December 4th 2022, inclusive of the VEBA. This reflects an overall increase of 47.6% over the life of the agreement. Click here to view the new rates.
Unfortunately, LOA 29 does not focus on solely on wages, nor does it reflect vast economic changes such as the rising worldwide inflation. Retirement plan, vacation hours, sick time accrual hours, and employee health care costs remain superior under the Teamsters over Delta and American and are also considered to be part the reset. Negotiations is the vehicle to force those needed wage changes. We are now pressing the company to address the hourly rates in bargaining quickly. We’ve expressed to the company that anything less than industry leading pay rates is unacceptable. It is our intent to deliver that to you as soon as possible. The good news is that the company has the same data we have. We’ve expressed that their continuing ability to hire and retain the planned increase in Technicians is greatly diminished under the current scale. While nothing has been committed to by the company, they understand the depth of the problem.
Our next meeting with the company will take place in Phoenix starting December 13th. We are hopeful that meaningful progress on pay rates will be made at this meeting.
Fraternally,
Vinny Graziano
Airline Division Representative IBT
Negotiating Committee Meets in Miami
The committee met at Local 769 in Miami last week to continue the review of language to be proposed when we meet with the company in December.
We started on Tuesday morning reviewing Article 7 Hours of Service. We completed the review of 7 and voted on the suggested changes. We looked at Article 3 again and made suggested changes. In addition, we determined that any changes may impact Article 2 Definitions. Usually, Article 2 Definitions remain open until the end of bargaining. Changing language during this process may require a modified or new definition to be added to the Article 2.
Negotiation Committee Members:
Mitch Hunt - DEN
Dave Mahood - EWR
Blake Silverstein - IAD
Dexter Thomas - IAH
Scott Stoddart - LAX
Paul Becerra - MCO
Mike Pecoraro - ORD
Joseph Prisco - SFO
John Laurin - SFO
November 14, 2022
Negotiating Committee meets in Miami
Dear Brothers and Sisters,
The committee met at Local 769 in Miami last week to continue the review of language to be proposed when we meet with the company in December.
We started on Tuesday morning reviewing Article 7 Hours of Service. We completed the review of 7 and voted on the suggested changes. We looked at Article 3 again and made suggested changes. In addition, we determined that any changes may impact Article 2 Definitions. Usually, Article 2 Definitions remain open until the end of bargaining. Changing language during this process may require a modified or new definition to be added to the Article 2.
Wednesday, we spent the whole day reviewing, and we finished our review of Article 10 Leaves of Absence, Article 11 Sick Leave, Article 12 Field Trips, and Article 13 Training. These Articles are now ready to pass to the company when we meet in December.
On Thursday we discussed Article 14 Safety and Health and made changes the members requested. This Article will be reviewed by AD Rep Chris Moore before it is finalized, and we will then vote on any changes suggested at the next meeting.
We were informed that the company and the economists and actuaries were continuing to meet about the reset, and had a meeting scheduled on Friday November 11th. As soon as the reset number is finalized it will be reported out.
Our next meeting is scheduled for the week of December 12th with the company and will be the official start of face-to-face negotiations with United.
Fraternally,
Your Negotiating Committee
Grievance Summit Update
This week I, along with Director Joe Ferreira and Reps Dave Saucedo, Angel Cantu and Bob Fisher met with Labor Relations Representatives to review the grievance docket. Grievances are reviewed between the parties locally on an ongoing basis, but summits happen when the docket starts to build beyond normal. There are currently about 130 language cases on the docket throughout the entire system. Over the course of two days, we were able to review close to half of the open cases. Several grievances were settled, and some were withdrawn. In addition, there were a few grievances where the language was not clear, and those issues will be held in abeyance to be addressed in negotiations.
11/2/2022
Grievance Summit Update
Dear Brothers and Sisters,
This week I, along with Director Joe Ferreira and Reps Dave Saucedo, Angel Cantu and Bob Fisher met with Labor Relations Representatives to review the grievance docket. Grievances are reviewed between the parties locally on an ongoing basis, but summits happen when the docket starts to build beyond normal. There are currently about 130 language cases on the docket throughout the entire system. Over the course of two days, we were able to review close to half of the open cases. Several grievances were settled, and some were withdrawn. In addition, there were a few grievances where the language was not clear, and those issues will be held in abeyance to be addressed in negotiations.
We were not able to review every case this session and as a result another session is scheduled to take place in January. For those grievances we couldn’t resolve in some manner, hearings will continue to be scheduled.
Look for further updates after the next summit.
Fraternally,
Vinny Graziano
International Representative
Teamsters Airline Division
United Negotiations Update
The committee met at Local 856 October 18th-20th to continue preparing articles for bargaining. Our first session with the company will be held December 13-15th with a location yet to be determined. While we’re hoping for negotiations to move along at a brisk pace once started, we need to do the in-depth analysis of the language in order to make that happen. Like every task, solid preparation is the key to success.
October 24, 2022
Negotiation Update
Dear Brothers and Sisters,
The committee met at Local 856 October 18th-20th to continue preparing articles for bargaining. Our first session with the company will be held December 13-15th with a location yet to be determined. While we’re hoping for negotiations to move along at a brisk pace once started, we need to do the in-depth analysis of the language in order to make that happen. Like every task, solid preparation is the key to success.
The entire committee was in attendance this session. In addition, we were joined by legal counsel Stephanie Spanja. The committee discussed what was previously agreed on internally and Stephanie weighed in to make sure the language changes we will propose regarding the grievance procedure and arbitration clauses are legally sound.
After finishing the discussion on those articles, we moved to classifications. We spent time discussing which provisions of this article led to grievances since 2016. We made suggested changes where we believe the language needs to be strengthened. We began discussions on seniority and will finalize this when we meet next on the week of November 7th.
Fraternally,
Your Negotiating Committee
Mitch Hunt -DEN, Dave Mahood EWR, Blake Silverstein IAD, Dexter Thomas IAH, Scott Stoddart LAX, Mike Pecoraro ORD, Paul Becerra MCO, Joseph Prisco SFO, John Laurin SFO
Video updates will be posted on YouTube here:
The link to our Facebook page is here:
The Instagram page is found here:
Apprenticeship Program Update
In complying with the recent arbitration decision, the apprenticeship program outlined in Article 23 will be implemented by the carrier soon. The program language and the associated FAQs were reviewed by the negotiating committee and Business Agents in Las Vegas. The group made suggested changes and the company accepted those changes. As a result, the program and FAQs are finalized and are currently being distributed. As you will see, those entering the program will be placed in accordance with the provisions of the current CBA. Protections for the current membership are now in place to ensure the apprentice group will not be counted towards the required head count for any reason, will not be used for technician overtime and if a furlough occurs, those in the program will be released first. We will continue to monitor as the program develops to determine what changes will be needed to ensure everyone is protected.
October 11th, 2022
Dear Brothers and Sisters,
In complying with the recent arbitration decision, the apprenticeship program outlined in Article 23 will be implemented by the carrier soon. The program language and the associated FAQs were reviewed by the negotiating committee and Business Agents in Las Vegas. The group made suggested changes and the company accepted those changes. As a result, the program and FAQs are finalized and are currently being distributed. As you will see, those entering the program will be placed in accordance with the provisions of the current CBA. Protections for the current membership are now in place to ensure the apprentice group will not be counted towards the required head count for any reason, will not be used for technician overtime and if a furlough occurs, those in the program will be released first. We will continue to monitor as the program develops to determine what changes will be needed to ensure everyone is protected.
Fraternally,
Vincent Graziano
Airline Division Representative
The following pages include the language and the FAQs
The purpose of this Letter of Agreement (“LOA”) is to clarify the current Collective Bargaining Agreement (“CBA”) between United Airlines and the International Brotherhood of Teamsters (IBT) so as to account for the implementation of an Apprenticeship program, as envisioned in Article 23 and Letter of Agreement #34, Section 13 of the CBA, and to ensure that an apprentice technician gains the complete and thorough knowledge necessary to be certified as an Aircraft Maintenance Technician. All CBA Articles and Sections that are not specifically addressed in this LOA are applicable to Apprentice Technicians, as with any position covered under the CBA.
Unless specific reference is made herein to “Newly Hired Apprentice Technicians,” all references to “Apprentice Technicians” shall include both “Apprentice Technicians” and “Newly Hired Apprentice Technicians,” as defined in this Letter of Agreement.
Apprentice Technicians:
The Standards of Apprenticeship (e.g. requirements for tasks performed, syllabus, training required and prerequisites for graduation) as determined by the Company and discussed by the Apprentice Program Steering Committee in consultation with the FAA, will be maintained and shall be part of this program.
Apprentice Technicians shall serve an apprenticeship of three (3) years and will be given every opportunity to gain a complete and thorough knowledge of the trade to which they are apprenticed. The Standards of Apprenticeship established shall make appropriate provision for giving credit to Apprentices for past experience so that their period of apprenticeship may be shortened by the credit given. In addition, if the Apprentice Technician finishes all tasks, training, and requisites for graduation and is able to test for their Airframe and Powerplant license early, the Company at its discretion may shorten the apprenticeship program.
The Designated Station Trainer (DST), selected per LOA #24 of the agreement, to whom an Apprentice Technician is assigned will be held responsible for proper training and guidance. However, an Apprentice Technician will be held responsible for their own work and will sign for their own tasks per the outlined syllabus, but will not sign for work for which there is a Company or Government requirement that such work be signed for by a licensed Technician, unless the Apprentice Technician holds a valid and appropriately rated Airframe and/or Powerplant certificate.
The number of Apprentice Technicians shall not exceed 10% of the total number of employees in the Technician and higher classification under this agreement.
No more than two (2) Apprentice Technicians shall be assigned to a DST at one time and no more than two (2) Apprentice Technicians shall be worked together as partners.
Assignments and instruction
Apprentice Technicians may be assigned to a Supervisor or Designated Station Trainer (DST) for purposes of instruction, training, signing-off tasks/work, troubleshooting the Apprentice Technician’s work/task, and evaluating the Apprentice Technician’s progress through the program.
Position Description
Apprentice Technician (Classification) – An employee whose job includes acquiring the skills of the Technician Craft under the direction of a Technician on work generally recognized as Technician’s work and assigned tasks specified in the apprenticeship curriculum.
“Newly Hired Apprentice Technicians” – Any employee hired into the Apprenticeship Program from outside the Company or outside the bargaining unit (e.g. – IAM Ramp Service Employee, AFA Flight Attendant, M&A, etc.)
Current employees covered by the UA/IBT CBA may update the record of their qualifications for Bid Area 126 and/or submit for the qualification for Bid Area 126 to be evaluated based on review of qualifications and to be tested if required by the Company. Employees who hold a valid FAA Airframe and Powerplant License are not eligible to bid into the Apprenticeship Program or apprentice exclusive training.
Bid Area Title, Number, License Requirements and Experience Requirements
Bid Area 126 - Apprentice Technician; no license requirement, High School diploma and successful completion of a trade test required.
Seniority:
Pay Seniority – Pay Seniority determines an employee’s position on the pay scale, except that:
1. If the employee is a Newly Hired Apprentice Technician, the Pay Seniority Date will be the date they entered the apprenticeship program.
2. If the employee is transferring into the apprenticeship program from another IBT classification within the Craft, they will retain their Pay Seniority and remain on the basic Technician pay scale based on their Pay Seniority in accordance with Article 15 Appendix A, of the Technician Wage Scale.
3. If an employee is transferring into the apprenticeship program from a different IBT-represented craft, or is a non-IBT Company employee transferring into the apprenticeship program, the Pay Seniority Date will be the date they entered the apprenticeship program. The employee will be placed on the Appendix A wage sale at a basic pay rate equal to or higher than the current basic pay rate of the position from which they are transferring, excluding premiums.
4. All applicable premiums in Article 15 will apply with the exception of the A & P license premium.
5. Employees will continue to move through the wage progression table throughout the program.
Craft Seniority – An employee’s “Craft Seniority” date is established upon entering a Craft; except that;
1. A Newly Hired Apprentice Technician, or an employee working in a lower or higher craft, will be placed on the Technician Craft Seniority List on the first day they graduate from the Apprenticeship program with two years (24 months) of adjusted seniority credit.
2. An employee that is currently working within the Technician Craft and transfers into the Apprenticeship program will continue to accrue Craft Seniority while working in the Apprentice Technician Classification.
Seniority Lists
Newly Hired Apprentice Technicians, and employees entering the Craft from a higher or lower Craft, will appear on the System and Station seniority lists based on when they entered the Craft; however, they will be subject to an adjustment in their Craft Seniority once they graduate from the Apprentice program. (See paragraph above)
Probation
1. Newly Hired Apprentice Technicians shall be on probation per Article 4 of the CBA. Apprentice Technicians who do not demonstrate sufficient aptitude to learn the trade or meet performance expectations will not be retained as an Apprentice and will be separated from the Company.
2. Employees who transfer into the Apprenticeship Program from another work group and do not demonstrate sufficient aptitude to learn the trade or meet performance expectations will be disqualified and allowed to exercise seniority and return rights (if any) under their previous CBA. If there are no previous CBA return rights, the employee may be put on a Personal Leave of Absence for up to 6 months at the employee’s request, to provide an opportunity to find employment in their prior work group or another work group within the Company.
3. Employees who transfer into the Apprenticeship Program from within the bargaining unit, and do not demonstrate sufficient aptitude to learn the trade or meet performance expectations will be disqualified and be allowed to return to their former Bid Area and shift. If that position is no longer available, the employee will be allowed to exercise his seniority as described in Article 6, Reduction in Force (Ref. Art. 5.D.3.d)
4. An employee may be assigned and re-assigned to any shift and days off until they graduate from the Apprenticeship Program. Apprentice Technicians will not be allowed to bid for a Technician shift, work area or days off. The Company will provide a reasonable schedule consisting of 40 hrs. per week and 2 or 3 consecutive days off per week. Although shifts may be re-assigned throughout the duration of the program, the Company will not rotate an Apprentice Technician through multiple shifts during his scheduled work week.
5. A Newly Hired Apprentice Technician who leaves the service of the Company for any reason and is later rehired will be treated as a new hire, including the serving of another period of probation. No credit for previous Company service will be given.
6. For performance reasons and with the Union’s concurrence after consultation with the program steering committee, the Company may extend the time required for an Apprentice Technician in the Apprenticeship Program up to six months.
a. The Company will evaluate Apprentice Technicians based on the Apprenticeship Program criteria on an on-going basis and at the completion of each module.
b. Newly Hired Apprentice Technicians while on probation may be separated from the Company during the Apprenticeship Program without a fact-finding meeting or recourse to the Grievance Procedure.
Filling of Vacancies:
A newly hired Apprentice Technician may not fill Technician vacancies, bid on any posted Technician vacancy created as a result of a new or vacant position or participate in a Technician “Point Shake Down.”
When the Company fills an Apprentice Technician vacancy, it will do so in accordance with the following provisions:
1. Technician positions will be posted first in the permanent Bid Area where there is a forecasted operational need for Technicians (e.g. 101 Line Technician in EWR).
2. Once the permanent bid area Technician list is exhausted in accordance with Article 5 of the CBA, the remaining positions will be posted in eBID as 126 Apprentice Technicians for the permanent Bid Area.
3. Remaining vacancies will be filled as follows:
a. Current United Airlines IBT represented employees in bid seniority order based on their qualifications (BAQ).
b. Remaining vacancies will be filled competitively at the discretion of the Company.
4. Once an Apprentice Technician graduates from the Apprentice Program, they will be placed into the permanent bid area, into the shift that remains from the “trickle down” shift award.
5. An employee who, through the bidding process, is awarded a vacancy to the Apprenticeship Program (Bid Area 126), will be placed on a “Qualifying Period” until they graduate from the program, not to exceed 3 years (36 months).
6. Employees in the Apprenticeship Program will not participate in a Technician Shift Bid.
7. Shift Bids – Within the 126 “Apprentice Technician” Bid Area, employees will work a shift assigned to them to correspond with the curriculum of the Apprenticeship Program and will not participate in a Technician Shift Bid until they graduate.
8. Day And Shift Trades – Apprentice Technicians are not permitted to Day or Shift Trade while in the Apprenticeship Program. Apprentice Technicians and Technicians will not be able to trade with one another.
Reduction in Force (RIF) and Recall:
All provisions of the reduction in force article will apply to an Apprentice Technician who has seniority under the Collective Bargaining Agreement. All “Newly Hired Apprentice Technicians” will be separated from the Company prior to the start of a Technician Reduction in Force (RIF) with no recall rights.
Holidays:
For holiday staffing purposes, all Apprentice Technicians regularly scheduled for duty will be off for the Holiday.
Vacation:
Apprentice Technicians will bid vacation as a group separate from the Technicians in the work area.
During the year, subject to the needs of the service, an Apprentice Technician may request VAC-DAT for a specific day or sequence of days subject to the available time in the employees vacation bank. The Apprentice Technician can be denied a VAC-DAT request if it conflicts with the planned curriculum of the Apprenticeship Program. Requests should be made to the Supervisor no more than sixty (60) days and no less than forty-eight (48) hours prior to the beginning of the shift or sequence of shifts in question. The Supervisor will have an answer to the Apprentice Technician’s request by the end of the employee’s work day on the day the request was made.
Leaves of Absence:
Apprentice Technicians who are approved for any Leaves in this article are required to make up the lost time and the curriculum not completed due to such Leave.
Field Trips:
Apprentice Technicians (Bid Area 126) in the Apprenticeship Program will be ineligible for Field Trips. Once the Apprentice Technician graduates from the Apprenticeship Program and is assigned to their permanent Technician Bid Area, they will be allowed to sign up in the Field Trip book, or its electronic equivalent, in that permanent Bid Area.
Training:
Training assignments are part of the Apprentice Technicians regular employment. If training assignments outside the normal curriculum of the Apprenticeship Program are to be offered, the provisions of Article 13 will apply.
Alcohol and Drug Testing:
An “Apprentice Technician” is considered a DOT covered position and the FAA/DOT regulations and Company Policy are applicable.
An Apprentice Technician who receives a verified confirmed positive drug test or whose breath alcohol test indicates a concentration of .02 or above, may be removed from the program. If they have recourse under Article 14 that shall apply. In no case will they be eligible to return to the program.
Compensation & Appendix A – Wage Scales:
All applicable provisions of the CBA will apply; for Appendix A – Wage Scales
Line Pay Premium – Line pay premium: $1.00 per hour. An Apprentice Technician who is assigned to a Bid Area or a Line Station that normally receives the Line Premium would be eligible for this premium.
Health and Welfare Benefits:
Apprentice Technicians will be provided Health and Welfare benefits in accordance with the CBA.
Overtime:
Eligibility – Apprentice Technicians are ineligible for Technician overtime.
After graduation from the Apprenticeship Program, the employee will be placed in their permanent bid area and be given the highest number of overtime hours in the Bid Area.
Union Security & Representation:
Apprentice Technicians will be required to become members of the Union according to the term of the CBA.
Grievance Procedure and Board of Arbitration:
Non-probationary Apprentice Technicians will have access to the grievance and arbitration process.
Calibrate - Tech Ops Apprentice Program
FAQs
1. What is Calibrate?
Like Aviate for flight ops, we have identified our Tech Ops hiring programs as Calibrate, which includes the Apprentice Program.
2. What is the purpose of Calibrate?
United is launching Calibrate, including the Tech Ops Apprenticeship Program to help reach our hiring goal of 6,000 by 2026, increase awareness and access to Aircraft Maintenance Technician (AMT) careers, and enhance diversity on our Tech Ops team.
3. Who is eligible to apply to Calibrate?
The initial Calibrate cohort will first be offered to IBT represented employees through the contractual bidding procedure. They will be required to hold a high school diploma and pass the trade test (10-day BAQ course). Once all interested IBT represented employees have had an opportunity to apply for the program, non-IBT represented internal candidates and candidates external to United may apply. Specifically to the A&P Apprenticeship Program, IBT represented employees who possess both the Airframe and Powerplant licenses are not eligible for this program.
4. How do I obtain the bid area qualifications for an apprentice position (BAQ 126)?
A trade test will be administered upon completion of a 10-day training course as defined in article 3 UA / IBT CBA.
5. What is the 10-day BAQ course? During the 10-day course, will I be compensated?
The 10-day BAQ course will prepare you to pass the trade test and enable you to bid for the Apprentice position. During the 10-day BAQ course, employees will receive their normal pay.
6. Will the Apprenticeship Program expand to include training to become qualified Ground Equipment and Facility Technicians?
Yes, we do plan on developing a curriculum in obtaining qualifications in ground equipment and facility maintenance.
7. Where and when will Calibrate be launched?
Our first Calibrate Apprentice cohort will launch in IAH Houston on October 20, 2022. Immediately after that we will launch the bidding process. At a later date, we will plan and communicate about stations to be included in future waves. We anticipate adding cohorts starting in Q1 both in IAH and in other cities.
8. How long is the Apprenticeship Program?
The Calibrate Apprenticeship Program is a 36-month program. Candidates who currently hold an A or P, or who have previously documented aviation maintenance experience may have a shorter duration in the program.
9. How will Apprentice pay be determined?
IBT-represented employees entering the Apprentice program will be put on the Article 15 Technician wage scale at or above their current wage and progress through the scale throughout the program. Premium pay will not be offered if an apprentice tests out on a license. A&P License Premium pay will only be available when apprentices enter a Technician bid area that requires an A&P Certificate.
10. Will the Apprenticeship Program affect Technician headcount?
No, Apprentice positions will be separate and distinct from Technician positions. Apprentice vacancies at a station will first be offered to current qualified IBT represented employees through the bid system.
11. As an IBT employee how do I apply to the Calibrate apprentice program?
IBT-represented United employees will bid into Apprentice Technician roles through E-Bid. Bid Area 126.
12. As a non IBT employee how do I apply to the Calibrate Apprentice Program?
Once we have exhausted the e-bid for IBT represented employees, the program will open for other internal United employees through normal job vacancy postings.
13. As an external hire how do I apply to the Calibrate Apprentice Program?
Once we have exhausted the e-bid for IBT represented employees, and have considered other internal United employees, external applicants will apply on our Careers website.
14. What kind of training will the Apprentice receive during the 36 months?
Training will focus on helping Apprentices gain the skills and knowledge required to test for and obtain their A&P License. This will include hands-on on-the-job training and classroom training.
15. Will the current Technicians be required to train Apprentices or sign-off their work?
An Apprentice training assignment will be strictly voluntary. Technicians will not be required to sign for the work of Apprentice Technicians. Apprentice trainers will receive the Lead premium when acting in that capacity.
16. What departments in Tech Ops will I have the opportunity to work in as an Apprentice?
Apprentices will be moved through departments (e.g., engine shop, line maintenance, shops) with the goal of satisfying the requirements to obtain the Airframe & Powerplant Technician license at the end of the program.
17. Will the Apprentice be able to work overtime or field trips?
Article 23 paragraph d of the UA/IBT CBA provide “Except in emergencies, an Apprentice will be offered overtime work only under the following conditions: After eighteen (18) months in the apprenticeship program, an Apprentice will be placed on the bottom of the overtime list in the work area to which he is assigned (bid area 126) and may be offered overtime if all Mechanics on the same list have been offered overtime, provided that working overtime will not interfere with the Apprentice’s program of related classroom training.” Apprentices will not be eligible for field trips.
18. Will a location transfer be offered?
Calibrate Apprentice positions are tied to a specific station at which accepted participants will work. If applicable, accepted IBT represented participants can exercise their single career move option that will be approved in line with standing United policies.
19. If I exercise a career move to enter the program, what are my obligations?
If the employee bids out of the location within a 24 month period, the employee will be required to reimburse the costs of the career move on a pro-rata basis, as outlined in the United policy.
20. Will Apprentices affect my Technician seniority?
NO! Article 23 paragraph I of the UA/IBT CBA provides that Apprentices will be awarded 24 months of craft seniority once they successfully complete the program. Apprentices that complete the program in less than 24 months will receive craft seniority for the number of months it took them to successfully complete the program.
21. How does the Consent Decree and Furlough Recall Seniority apply to the Apprenticeship Program participants?
For current IBT represented employees who enter the Apprenticeship Program through BAQ 126, there will be no change to their Furlough Recall date as established by Article 4 of the CBA and the Consent Decree. For current non-IBT represented United employees who enter the Apprenticeship Program through the competitive process, there will be no change from the process in place under the current CBA for internal employees who enter a position covered by the UA/IBT CBA. That is, current employees entering a position covered by the UA/IBT CBA will have a Furlough Recall date based on their Company Seniority Date, and for some employees this date may have already been adjusted in accordance with the Consent Decree based on prior positions within United. For external employees newly hired into the Apprenticeship Program, a Furlough Recall date will be established based on Article 4 of the CBA and the Consent Decree.
22. How will the program acknowledge previous relevant work experience?
The applicability of previous relevant work experience and how it might change the planned Apprenticeship curriculum will be determined on a case-by-case basis.
23. If an Apprentice tests out on a license, will they get the premium pay for that license while on the program?
They will not receive A&P License Premium until they enter a Technician bid area that requires an A and/or P license.
24. Can a frontline worker have a full or part-time job within UAL while participating in the Apprentice Program?
No, the Apprentice position is a full-time position at UAL.
25. Will employees entering the Apprentice Program have to fulfill a probationary period?
Current IBT-represented employees who have already passed probation under the UA/IBT CBA will not have to fulfill a probationary period as an Apprentice. Non-IBT represented Company employees and new hire employees entering the Apprentice Program will be required to fulfill a probationary period.
26. Will the Apprentice Program create a B pay scale?
No, Apprentices will enter the Technician pay scale at or above their current rate and progress through the scale throughout the program and beyond if they are awarded a Technician position
27. Will Apprentices be able to bid shifts and days off?
No. Article 23 paragraph E of the UA/IBT provides that “Shift assignments may be made without regard to seniority when approved by the Local Joint Apprenticeship Committee. Shift differential as specified in the Mechanics’ Agreement will apply. Apprentices will not be included in the normal station shift bid for Technicians.
28. What happens to the Apprentice if there is Reduction-in-force (RIF)?
During a RIF of Technicians the Apprenticeship Program will be put on hold. No Technician will be furloughed if there are active Apprentice Technicians on the system. Newly Hired employees and those from outside the bargaining unit will be able to exercise any return rights to their previous classification and CBA (if any), or if past their probationary period of 180 calendar days will be furloughed with recall rights to Bid Area 126 pursuant to the CBA, Article 4. Those with seniority rights under the UA/IBT CBA may exercise those rights.
29. Can Apprentices perform day trades or shift trades?
Trades for Apprentices will be at management's discretion based on the continuity of the Apprenticeship program and operational need. Apprentices may not trade with Technicians.
30. Will Apprentices be eligible for vacations? Sick leave? What are the paid holidays?
Apprentice Technicians will be entitled to those contractual benefits.
31. How many Apprentices are planned to be onboarded?
United will need to hire 6,000 Technicians by 2026 and this program will help us fill our pipeline. So we will hire as many as we can operationally support. Note, that per Article 23, paragraph F of the CBA, “The number of Apprentices shall not exceed 10% of the total number of employees in the Mechanics and higher classifications.”
32. Will the Apprentice benefits change upon joining the program (i.e., accrued vacation, Health Insurance, Pay, Etc.)?
Apprentice Technicians will be entitled to benefits, sick time, and vacation accrual, etc. in accordance with the provisions of the UA/IBT CBA.
33. Will the Apprentice time count for craft seniority if they are hired as an A&P?
Article 23 paragraph I of the UA/IBT CBA provide that “An Apprentice, on the day following the date of completion of his/her apprenticeship training, shall be classified as a Mechanic and given two (2) years Mechanic classification system seniority at the point at which he/she completed his/her apprenticeship training.”
34. Once the employee becomes an Apprentice, will they have the same ability to bid / not-work on certain days?
Apprentice Technicians will be assigned to a shift and days off in order to accommodate the continuity of the Apprenticeship program. Apprentice Technicians will not bid for time off or holidays off with Technicians.
35. Is the Apprentice expected to provide their own tools? Will financial support be provided in case of financial need?
Apprentices, like AMTs, are expected to provide their own tools. We are exploring opportunities to financially support the potential investment in personal tools.
36. What opportunities exist for Apprentices after successful completion of the program?
The objective of the Apprentice Program is to test for the A&P certificate. Upon receiving their A&P certification, they are eligible to fill a Technician vacancy.
Negotiation Update 09/30/2022; Social Media Links
This week the committee started reviewing and making suggested changes to Article 5 Vacancies, Article 6 RIF and Recall, Article 19 Grievance Procedure and Article 20 Arbitration.
The Committee discussed Article 6 and given that the membership just went through a furlough, there was much discussion on what worked, and more importantly, what didn’t work.
September 30th, 2022
Negotiations update,
Dear Brothers and Sisters
This week the committee started reviewing and making suggested changes to Article 5 Vacancies, Article 6 RIF and Recall, Article 19 Grievance Procedure and Article 20 Arbitration.
The Committee discussed Article 6 and given that the membership just went through a furlough, there was much discussion on what worked, and more importantly, what didn’t work.
There were several suggested changes to the language.
There were a couple areas of concern with Article 5 Vacancies that the committee discussed and then made suggested changes. Pending a review by our attorney, Articles 5 and 6 will need a final vote by the committee before passing to the company.
Wednesday and Thursday we began to discuss Article 19 Grievance Procedure and Article 20 Arbitration. The committee discussed the system-wide frustration of getting grievances heard and answered in a timely manner. The committee reviewed and made suggested changes and the articles are waiting for Legal review.
There was a discussion on the recent arbitrator's decision for the Airbus work and why the apprenticeship program was added into the award. How this award was received was discussed for some time.
The committee also received the on-line proposals that you submitted to the Airline Division via the web form. Further discussion and research on the proposals and how to incorporate your suggestions will take place as each Article is reviewed.
Finally, our thoughts and prayers are with our brothers and sisters in Florida, as well as all East Coast members affected, as Hurricane Ian bears down on them and finally passes them. We hope that all affected are not greatly impacted by this horrible storm.
A video update will be posted on the YouTube channel as soon as possible here
The link to our FaceBook page is here
And finally, the Instagram page is found here
Fraternally,
Vinny Graziano
Airline Division Representative
Airline Division Member Update Sunday, Sept. 25 -- Register Using Link
A Teamsters Airline Division Member update will be held at 11 a.m. Eastern time (8 a.m. Pacific time) Sunday, September 25. Please join General President Sean M. O'Brien and Division Director Joe Ferreira for an important update on the Airline Division.
A Teamsters Airline Division Member update will be held at 11 a.m. Eastern time (8 a.m. Pacific time) Sunday, September 25. Please join General President Sean M. O'Brien and Division Director Joe Ferreira for an important update on the Airline Division.
September 25, 2022 -- 11:00 a.m. ET (8 a.m. Pacific Time)
Use the QR Code below or go to:
http://ibt.io/ALD09252022
General Update; IBT UAL Social Media Launched
Last week, the members of your rank-and-file negotiating committee met in Washington, DC to attend negotiation training sponsored by the Airline Division. The committee was presented an overview of the RLA, including both the steps outlined in the Act, and their roles and responsibilities under the Act. This was followed by practical suggestions on achieving solid agreements. Stephanie Spanja, IBT Staff Attorney assigned to the Division, along with Greg Unterseher, Manager of Pilot Representation, led the training session. All members were present except for Scott Stoddart who was excused.
September 20, 2022
General Update
Dear Brothers and Sisters,
Last week, the members of your rank-and-file negotiating committee met in Washington, DC to attend negotiation training sponsored by the Airline Division. The committee was presented an overview of the RLA, including both the steps outlined in the Act, and their roles and responsibilities under the Act. This was followed by practical suggestions on achieving solid agreements. Stephanie Spanja, IBT Staff Attorney assigned to the Division, along with Greg Unterseher, Manager of Pilot Representation, led the training session. All members were present except for Scott Stoddart who was excused.
I would like to commend each of the rank-and-file negotiators for taking on the responsibility that these positions require. It is not easy, or convenient, to bargain through long hours away from home and family. Each member of this committee is essential and their ability to work together is crucial to provide you with the best Agreement possible. All members recognize this responsibility and signed a letter of commitment to the process and each other. Working as team, I’m sure this group will lead you to an industry leading agreement, and more importantly, one you can be proud of.
In case you missed it, a short blurb on this class was posted to the main IBT Facebook page and can be found here: https://www.facebook.com/ibtatua
Prior to training each member of the committee recorded a video introduction for the membership. In keeping with earlier reporting, those videos are now posted to our YouTube channel at https://www.youtube.com/channel/UCHIX1xPu5nk2J3gnSnBxRdg. Please take the time to get to know your committee and subscribe to the channel for future updates.
We are currently working on developing an app to provide information but in the meantime, we launched on two other social media platforms. On Facebook we can be found here: https://www.facebook.com/ibtatua. On Instagram we can be found here: https://www.instagram.com/ibtatua/. Please like and follow for future updates. As you requested in the survey, we are attempting to provide better communication.
There is a change in the Division assignments which takes place on October 1st. Chris Moore is taking the Safety Representative position. Chris brings fifteen years of experience interacting with governmental agencies on your behalf and will excel in this role. I’d like to thank Chris for the time and passion he’s dedicated to this position and for what I know will be his outstanding service to this membership moving forward. As part of his new role Chris has been named as a permanent member on the International Transport Workers’ Federation (ITF) Ground Staff Sub-Committee which works on safety and health issues across the globe. Replacing Chris as the Central Region Rep will be Angel Cantu. Angel brings twenty years of union involvement negotiating and policing Agreements to the Division. I’m confident Angel will serve the Central Region well as he has the experience and dedication needed to achieve solid outcomes for the membership.
A Teamsters Airline Division Member update will be held on Sunday, September 25th at 11 am et. Please join General President Sean M. O'Brien and Airline Division Director Joe Ferreira for an important update on the Airline Division. To register please follow this link: http://ibt.io/ALD09252022
Fraternally,
Vinny Graziano
International Representative, Airline Division
International Brotherhood of Teamsters
Airbus Outsourcing Award
As you are aware, the Arbitrator overseeing the Airbus outsourcing case ordered the parties to try and reach a settlement. Unfortunately, we remained too far apart to settle this case. Since the Arbitrator retained jurisdiction over the case, today we are announcing that she made an award which ends the grievance process.
September 16, 2022
Airbus Outsourcing Award
Dear Brothers and Sisters,
As you are aware, the Arbitrator overseeing the Airbus outsourcing case ordered the parties to try and reach a settlement. Unfortunately, we remained too far apart to settle this case. Since the Arbitrator retained jurisdiction over the case, today we are announcing that she made an award which ends the grievance process.
In her award the Company is directed to implement a check line beginning in the first quarter of 2023 and maintain that line for one year. Further, directed that the apprenticeship program outlined in Article 23 will be implemented in conjunction with the above check line and directed that the clarifications to the implementation of the program, outlined in LOA 34 #13 of the CBA, will be a part of the award.
As a result of this award, there will be no ratification of the clarifications of the apprenticeship program. Now any future modifications to the program that may be needed, will fall to the nine-member negotiating committee during bargaining for the new CBA.
While we did not achieve everything we asked for, a one-year commitment to a check line provides an approximately $500,000 improvement to the membership as it is expected to drive around fifty positions, not counting any apprentices. Awards by third parties, in this case the arbitrator, are almost never what you expect. The good news here is that moving forward we will attempt to memorialize this work in the new CBA.
Fraternally,
Joe Ferreira, Director
Airline Division
Shortening of Scale in SFO and SEA
I’m pleased to report that the company reached out to us to inform us that they agreed with our request to move new hires up the scale in two cities. The Union continues to advocate raising the rates up for all newly hired technicians across the system. However, at this point the carrier has agreed to move all AMT members in SFO and SEA, currently in steps one and two, to step three on the schedule A rate table.
August 22, 2022
Re: Shortening of Scale in SFO and SEA
Dear Brothers and Sisters,
I’m pleased to report that the company reached out to us to inform us that they agreed with our request to move new hires up the scale in two cities. The Union continues to advocate raising the rates up for all newly hired technicians across the system. However, at this point the carrier has agreed to move all AMT members in SFO and SEA, currently in steps one and two, to step three on the schedule A rate table.
This is the culmination of a multi-year effort by the Airline Division along with Chris Griswold of the Teamsters General Executive Board and Local 986 and Peter Finn of the Teamsters General Executive Board and Local 856 to recognize the difficulty faced by our newer members economically. In 2016 we recognized that there may be a need to start new hires further up the scale and we negotiated a provision in Article 15 that allows for this.
We will continue the dialogue with the company to persuade them that this is the right move in the rest of our cities. The good news here is that by moving some members up the scale it increases our leverage during negotiations to reduce the progression scale during bargaining. Shortening the length of the scale was the number three item of importance in the survey.
Look for future updates as further details are released.
In solidarity,
Vinny Graziano
Airline Division Representative
International Brotherhood of Teamsters
Field Trip Pay Arbitration
I’m pleased to report that today we settled the upcoming arbitration over when the time and three quarters, commonly referred to as 1.75, begins and ends. The settlement captures what we bargained, which is pay begins one hour before a trip starts to gather necessary tooling and stops one hour after a trip ends domestically for paperwork.
August 16, 2022
Re: Field Trip Pay Arbitration
Dear Brothers and Sisters,
I’m pleased to report that today we settled the upcoming arbitration over when the time and three quarters, commonly referred to as 1.75, begins and ends. The settlement captures what we bargained, which is pay begins one hour before a trip starts to gather necessary tooling and stops one hour after a trip ends domestically for paperwork. For international trips it is two hours on either side. I’d like to offer my thanks to Director Joe Ferreira who was a huge help in getting this grievance taken care of.
In solidarity,
Vinny Graziano
Airline Division Representative
International Brotherhood of Teamsters