JULY 20, 2012...
YOU'VE READ ABOUT IT NOW SEE WHAT IT IS THE UA MEC IS SO AFRAID OF:
*IS IT QUESTION #4?
*QUESTION #7?
*QUESTION #8?, #9?, #10?, OR #11?
TAKE THE SURVEY FOR YOURSELF AND FIND OUT!
FACC JOINT CONTRACT SURVEY IS OPEN ON LINE!
 |
| Survey Closes August 13th |
If you are having trouble accessing the survey from the
email that was sent to you or by clicking on the link above, please be aware that our survey vendor provides a
"fail safe" to prevent multiple entries from the same email or IP
address.
Thank you,
Fly Safe
CMI GETS A TA.....
Highlights:
*Nothing removed from current book.
*Signing bonus $3000.
*Int'l overide $1.00/hour.
*401k match.
*Parity with CAL pay scale, trip rigs, and reduced flying.
*Cross Over to CAL.
*Occupational Injury sec. fixed to cover those injured at work
100%
* Caps on sick and OL banks raised to 93 hours.
*Amendable date Dec. 31, 2014
==========================================
Why Didn't UA MEC Wait to Allow CAL to Participate in the JNC Survey?
The fact of the matter is the s-UA MEC would not allow any input from the CAL MEC in regards to the structure of the questions in the sUA survey. So why would CAL want its members to be surveyed under these circumstances? A biased and skewed 66 questions to be used against there membership at the joint negotiating table??? AND they wanted CAL's participation anyway???
"It is the CAL AFA MEC’s firm opinion that any survey involving Joint Negotiations that is intended for all three groups must be developed from start to finish by all three MEC’s. While CAL and CMI were asked for their input on the UAL MEC’s final product, it was insufficient and the timing inappropriate." CALafa.org
"The CAL AFA MEC does not take issue with the UAL MEC conducting their own survey for the Joint Negotiations; the CAL AFA MEC has already done this with our contract proposals. We do take exception with those select leaders and proxies who continue to propagate false rumors insisting that the CAL AFA MEC refuses to participate in a UAL MEC survey. The CAL AFA MEC respected the negotiating and ratifying process for the UAL MEC contract and we expected the same courtesy and respect in return. CMI must still conclude their negotiations and ratify their agreement and they should be afforded the same courtesy." CALafa.org
"TELL THE TRUTH AND SO MAKE PEACE"
-Maxine Hong Kingston
Education is the key. The afa should be doing all it can to educate the membership about each others contracts, good and bad. All we seem to have heard from s-Ua side is how bad the IAM contract is. Tell us the truth, we are an intelligent, educated work force. Empower us all with the facts and we will make the right decision.
Hold seminars, explain the pros and cons from different view points in each contract. Then take input from CAL CMI and UA flight attendants as to what questions to ask in a survey. To take a survey without telling people what the other side is all about and especially how it works is not ethical and not valid.
Flight Attendant Robbie Fanning's parody makes the point:
Media Release: AFA extends popular Contract Education Seminar to 5th week.
Seminars designed to dispel rumors about both contracts.
Washington D.C., Association of Flight Attendants-CWA.
In the interest of gaining momentum for a joint contract, AFA has extended its popular contract education seminar into its 5th week, citing much needed insights from both subsidiary groups-UA and CO.
“I was really blown away”, Julie Ceslaisi, LAX-based Flight Attendant for the UA group stated. “After listening to the MEC explain everything about Duty Rigs I knew my assumption about CO having no work rules was totally false. I was dumbfounded to discover the many provisions CO has that are actually BETTER than UA.”
Citing the example of the stranding of hundreds of flight attendants in Europe during the May 2011 volcanic ash plume, the MEC demonstrated how CO flight attendants made MORE money with their contract during the delay than UA did with their duty rigs.
“Duty rigs are like being on a fixed-income when all your friends are making more”, Ceslaisi added, “The minute you give up a small guarantee, you are awarded an infinite possibility. Contractual guarantees no longer work when they trigger a series of diminishing effects".
Like notes in a symphony, a contract is a composed of a set of limits, guarantees and potentials. S-UA flight attendants must decide if the potential to earn is more valuable than the limit of a guarantee. This interdependence is what dictates hourly pay.
“The workshops have been really great in educating both groups about the dynamics of both contract styles”, Tamber Denty, spokesperson for the LEC in Chicago said. “The CO group loves UA’s Holiday Pay. The UA group wants CO’s flexibility. We’ve explained that giving up certain work rules that restrict income isn’t necessarily a concession."
And that’s the issue. Both groups currently work with a significant disparity in hourly pay, with CO earning some $9-13 more per hour. The workshops were designed to explain why AFA was not able to achieve CO’s hourly pay in the recent TA.
“In order to bring UA up to CO’s level, the workshops were used to identify those prohibitive work rules that, when relinquished, not only increase UA’s pay, but also ushers in the flexibility UA wants and deserves”, Tom Foolerly, lawyer for AFA said.
The survey for s-UA will start hitting mailboxes today.
"Because AFA has been so honest and forthcoming about the dynamics of both contract styles, we feel comfortable our members have the facts needed to make the right decisions", Denty said.
(reprinted with permission)
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