This page is designed for the memberships benefit
to better understand specific parts of the
Contract language.
It will focus on only one Article/Section at a time.
Please check back frequently to see the latest topic for your knowledge.
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May 29,2016-posted
Article 1 – Classification and Vacancies
Specialty Vacancies – Passenger Service
Day 1 Implementation
- Specialty positions are posted and if there are not enough bidders in the same work status in the location, employees in the alternate work status in the location may bid on the posting before going to employees in the same work status on the system.
- NOTE: Basic and Specialty employees in Passenger Service Agreement may be in either work status to bid on Lead positions in either work status (not a change) Example: Post for full-time Lead CSR, / Employee A: Part-time CSR with 1/1/2000 seniority / Employee B: Full-time CSR with 8/1/2002 seniority / Employee A will be awarded the position
- New letter of Agreement on the United Club and Global Services Specialty positions / Defines qualification, alternate pools and order to fill vacancies / See Letter of Agreement for details
May 28,2016-posted
Article 3 – Compensation and Benefits Retirement
- Employees will see an increase to the company’s contribution to their Pension Plan
- The contribution rates increase for employees that participate in the IAM National Pension Plan
- Increased wages will equate to increased Pension contributions for employees that participate in CARP
May 27,2016-posted
Article 1 – Classification and Vacancies
Specialty Vacancies – United Club / Global Services
Day 1 Implementation
- Two letters of Agreement (not included in the CBA) were signed outlining the interview and objective selection criteria, pool and filling of vacancies
- Defined qualifications. – Must have 4 or more attendance points remaining upon application *Lose qualification if employee reaches termination warning for attendance* – Must be current and remain current with all training – No more than one documented verbal warning in last 12 months – Minimum 1 year Customer Service experience – Pass a product assessment.
- Station may determine size of pool based on shift groupings such as Days, Afternoons and Nights. – This means a junior employee may remain or become qualified over a senior employee based on shift grouping.
- Once per year the station will give non-qualified employees the opportunity to become qualified to a minimum of 10% of the overall pool. – After the selection process is over, the station can reallocate their pools as needed – If a pool needs to be reduced, it will be done so in juniority order.
- CSR-United Club employees that transfer to a different station will transfer as a basic CSR but with their qualification and will be placed in the qualified pool at the new location. – If this causes the pool to become too large, the station can reduce the pool in juniority order.
- Any employees reduced from the pool due to reasons other than performance will retain their qualification for a period of 1 year. – If the employee does not return to the pool within 1 year, their qualification will be removed.
May 26, 2016-posted
Future Scheduled Items
- Hourly Wage Increase – 11/15/2016
- Pension Contribution – 1/1/2017
- Task completion to the hour for all groups – Q4 2016 (Exception: Reservations)
- Working overtime on a scheduled vacation shift or day trade off – Q4 2016
- 1 Hour Voluntarily Offer of Overtime – Q4 2016
- Eliminate overtime charging for missed opportunity – Q4 2016
- Zero overtime balances quarterly – Q4 2016
- All Mandatory Overtime @ 1.5, 2.0X on second consecutive day – Q4 2016
- Predefined part-time sick leave accrual – Q4 2016
- Badging Time paid – Q4 2016
- MCS work rules – next shift bid
- MCS 401 (k) match – 7/1/2016
May 25, 2016-posted
Day 1 Items
- Employees may bid for Lead or Specialty positions from the alternate work status
- Day’s off pattern dispute escalation process
- New structure for relief lines
- Meal Period scheduling
- Daily movement between work areas
- Task Completion (Previously Shift continuation) – Solicit Volunteer – Only complete primary task.
- Vacation bidding dispute escalation process
- 3 day maximum vacation carry over
- 10 hour floating holiday pay
- Disciplinary notices copied to the IAM Local Committee
- Maximum 30 days holding an employee out-of-service without pay
- Exchange of information 72 hours prior to any disciplinary hearing
- 3rd step grievance hearing option
- Allow employees working during badging hours 1 hour to get badge
- Management preforming hourly rated work
May 24, 2016-posted
Article 3 – Compensation
- $100 million lump sum pool will be paid out at DOS; distribution to be determined and communicated by the IAM
- Ramp Service, Customer service and Store Keeper Employees pay a rates increase to $29.87.hour @ Top of Scale (TOS) starting 11/15/2016 (11/13/2016)? = 18.4% increase and 32% cumulative increase over duration of agreement. – 2.0% increase on 12/1/2017 – 2.5% increase on 12/1/2018 and 12/1/2019 – 2.0% increase on 12/1/2020 and 12/1/2021.
- Brick and mortar reservation agent rate – $29.57/hour @ TOS = 18.4% increase at 11/15/2016 and 32% cumulative increase
- Remote reservations – $25.13/hour @ TOS = 18.4% increase at 11/15/2016 and 55% cumulative increase; remote agent scale will match brick and mortar scales on 12/01/2021
- Longevity premiums for all classifications will be eliminated as of 11/15/2016 in exchange for 18.4% top of scale increase
- Maintenance & Fleet Technical Instructors, Load Planner and security Officers will receive the same percentage increase throughout their pay scale as Fleet Service, Passenger service and Storekeeper Employees
- Lead Premium remains at $1.75/hour throughout the contract
- Specialist Premiums remain at $1.00/hour through the contract
- First rate increase is November 15, 2016