The union met with the Piedmont bargaining team and the Federal mediator for three days last week (April 24-26) in Philadelphia. While there were a couple of positive developments overall we were disappointed by the outcome.

On the positive side:

Health Care - The Company retreated from their proposal to increase the cost of health care benefits from workers to 30% (currently about 15%), instead they are keeping the employee share at 15% for 2013 and proposing to increase it by 1% each year after that. They have also made an additional proposal that the union finds unacceptable – if a spouse or dependent can get coverage at another employer (even if they have to pay the whole cost) they will be cut off health care at Piedmont. We will not agree to this because it will be an unfair burden on families of Piedmont employees.

Split Shifts – The Company did agree to give employees who work a split shift (unpaid break in the middle of the day) 1 additional hour of pay for having to work the split shift.

On the negative side:

Economic proposal from the Company –The Company’s most recent economic proposal is worse than what existed before the union election. They are now proposing that for 2012, employees only get a 1% pay raise and a 3% lump sum bonus. For future years, employees will get a 2% pay raise and up to 4% in lump sum bonuses (not a wage increase) based on dependability, etc. Employees capped out will only be able to get up to 4% in lump sum raises. This is a worse economic proposal than they submitted last August. Furthermore they are proposing a contract that goes to 2017. Give me a break!!

We have told them there is no way we will agree to a contract that goes backwards. Obviously, the Company is not feeling enough pressure. We will have to escalate our mobilization efforts.

We will be having an important mobilization call in the next couple of weeks to plan coordinated efforts at all the stations. The Democratic National Convention is being held in Charlotte September 3-5. Most delegates will be flying in on USAirways. The whole world will be watching Charlotte. The Company had better have this wrapped up before that time.

Our next negotiations sessions are scheduled for May 23rd and 24th in Washington, DC.

In an email to employees today (April 20, 2012) , US Airways CEO Doug Parker said the airline had reached agreements with the three unions that represent nearly 55,000 American Airlines employees on what their collective bargaining agreements would look like after a merger.

 

Twenty-five Piedmont agents from a dozen stations met in Charlotte, NC on Saturday April 14th to get an update on the negotiations, discuss future mobilization efforts and brain storm on how to solve on-going problems at the stations. We were also fortunate to have Anita Jwanouskos the head of the flight attendants union at Piedmont and Velvet Hawthorne, one of the leaders of the USAirways Customer Service Agents. They both discussed the status of their negotiations.
 

We reviewed the chronology of the negotiations and updated the attendees on what occurred in the last negotiations sessions which were held in March. We explained how we are now getting to the core items. These issues are compensation, benefits, overtime, furlough and recall, benefits for part-timers, and corrective action. We expect at the next negotiations sessions (April 24-26) that we and Piedmont will be presenting comprehensive proposals that address these core issues.
 

We also discussed potential mobilization activities if we do not make progress at the next round of negotiations. We discussed having a day of action that would be coordinated through the system. It was also raised that if we don’t have a contract by the summer, the Democratic Convention is being held in Charlotte on September 3rd and that might be a good date for activities.
 

Abdur Bilal (CLT) led a discussion on problem solving at stations. We cannot wait until we have a contract to solve our members problems. Many of the problems can be resolved by meeting with station management and expressing our concerns.
 

The CWA Bargaining team spent three long days in negotiations with Piedmont in Harrisburg, PA. The union team is: Abdur Bilal (CLT), Charmaine Celestine (LGA), Dennis Dougherty (PHL) and myself from CWA. The management team is Michelle Foose, Bob Berg, and Doug Hall (an attorney from Ford and Harrison).

During the first part of the meeting we discussed Piedmont’sproposal for full time agents to increase their share of health care premiumsfrom 10% to 33% starting in 2014. This could be as much as a $2,000 per year increases in premiums for people with familycoverage. The Company blamed some of this on the Affordable Care Act (“Obamacare”). We in CWA did some research and found out that in fact because of the Affordable Care Act the Company would actually be restricted in shifting health care to employees and if they made people pay that much more they would be penalized. We said they should re-think their proposal. The Company stopped talking about the Affordable Health Care Act after that but only reduced their proposal from 33% to 30% starting in 2014. We continued to say that this was unacceptable and that agents could not afford to pay sizable increases in health care especially given what agents are making.

Most of the other three days were spent in very unproductive discussions. The Company wants the Union to drop proposals. We said we would drop proposals only if they gave us back some proposals that had real improvements for Piedmont agents. Our position was that we needed an overall economic package so we could see what the Company was willing to offer us and we could bring back to the membership acontract that could be voted on. The Company’s position was that we should drop many of our proposals before they even discussed an overall comprehensive package.

There was some good news on the afternoon of the last day of the negotiations session, when the Company said that they would be open to both sides exchanging ‘comprehensive’ proposals at the next negotiations session. These meetings are set for April 24 through April 26 in Philadelphia. We are hopeful that we will finally get downto a comprehensive package on all the outstanding big issues.

Some progress but….

CWA and Piedmont met with the Federal mediator on February 21, 22, and 23. We made some progress during these talks. We came to agreement on five (5) articles: Hours of Service, Holidays, Vacation, No Strike-No Lockout and Union Representation.

The improvements that were agreed to were: a 2nd Personal Day for Agents with 2 years of service and a third week of vacation after 7 years of service (now it is 8 years).
We also made some progress on Furlough and Recall and Part-timers where the Company agreed to some bumping rights for furloughed employees and paid bereavement time for part-time employees. But the Union did not believe the Company went far enough and so there was no agreement on those articles.
 

There are now nine (9) open articles. The most important issues are Compensation, Overtime, Part-timers, Furlough and Recall, Corrective Action and Union Security. The next meetings are set for March 20, 21 and 22 in Harrisburg. The union is attempting to have more frequent meetings but the Company has resisted meeting more frequently than once a month. We need to keep the pressure on the Company through activities at the work place: walk-throughs, leafleting, picketing, signing petitions and anything else that people can organize to let the company know that these negotiations have been dragging on too long.
 

Unfortunately the Company has proposed that agents pick up more of the costs of health care. The big jump would be in 2014 when they are proposing that full-time agents pay 33% of the premiums. This would be a huge jump in costs for agents.

Single coverage would go from $55/month in 2012 to $72.65 in 2013 and to $167.70 in 2014. Family coverage would go from $185/month in 2012 to $232 in 2013 to $419/month in 2014. For people with family coverage that would be an a 125% increase in health care premiums or $2800 increase a year and an over $1.40/hour decrease in take home pay. Who can afford that? Certainly not agents who work at Piedmont.

The Union is adamantly opposed to any cost shift of health care costs to the lowest paid employees at the Company. We believe that costs should be pro-rated by income. There is no reason why agents should have to pay a higher percentage of their salaries than high paid managers. We also feel that part-timers should not have to pay the full cost of health insurance. We will be discussing this issue at the next negotiations session.
 

CWA today filed a law suit in the United States District Court charging that Piedmont suspended pay raises in retaliation for Piedmont workers joining CWA. The Union is also charging the Company with discriminating against Piedmont agents. The suit ( files.cwa-union.org/PiedmontAgent/20120214-complaint.pdf )asks the court to order the restatement of the Annual Merit and Bonus program and to pay lost wages and damages for all employees who lost wages due to the Company’s suspension of the program. We will let everyone know how the suit proceeds. 

Meanwhile we go back into negotiations next week to try and negotiate a contract with an improved pay and benefit package. We need to keep the pressure on the Company.

Velvet Hawthorne, a CWA Representative reports about her attending a meeting with USAirways CEO, Doug Parker, and a coalition of unions at US Airways:

I attended the Labor committee meeting on January 18, 2012 in Phoenix- I discussed the following in the meeting, there are 3 members of the board of directors there, Doug Parker, CEO and Scott Kirby, President and various VP's, managers and other labor leaders from the company.

Piedmont agent pay freeze

Doug Parker and the board were advised that we were outraged by the merit pay freeze imposed by our solely owned subsidiary Piedmont airlines on the workers that are in negotiations for their first contract. They were told that the average agent in PHX makes $8.50 an hour and can qualify for food stamps. The agents believe the triple play bonus will not be paid to them as well and the Union felt this will affect the bottom line when the agent’s moral dropped because of this. We asked why the agents should run from plane to plane now, like they have been doing because of short staffing and lack of equipment, since they are not going to be given a well deserved raise, this may affect the coveted on time performance as well. The company never did this to the East employees during first contract negotiations. We do know that America West did it to the West customer service agents when they voted in the IBT. The company is making money and described in the meeting how pleased they are with the work all of the groups are doing to make this company successful. This express group plays a vital role in the success and on time performance of the company, they deserve this raise, it is only, at most, 6% of their wage, which is usually under $10.00 an hour to begin with. Doug Parker said he felt they would be getting a wage increase once negotiations were completed. We advised him that they need this increase to survive now, not later.

 

The Union negotiating team met with the Piedmont management team and the Federal Mediator (Michael Kelliher ) on January 11th and January 12th at the CWA Office in Philadelphia. The Union expressed its outrage to management about the company’s decision to suspend merit and bonus raises. We also explained that we were going to insist on retroactive pay to make up for missed wage increases in any collective bargaining agreement that we agree to.

We were able to come to an agreement on two (2) articles: Leaves of Absence and Uniforms. The company agreed to a paid Parental Leave Day that can be used for the birth or adoption of a child. The company also agreed that $75 of the $300 uniform allowance will be paid to the employee in cash for the purchase of gloves, knee pads or shoes.
 

We told the Company and the Mediator that we were unhappy at the amount of progress we were making and would insist on movement on economic proposals at the next session.
 

The next negotiations sessions are set for February 21, 22 and 23 in Washington, DC.

 

Foul Play!!

Piedmont management is getting desperate. They are feeling the pressure of the union's mobilization activities.

Their decision to suspend its merit increase and bonus program is a blatant attempt to intimidate Piedmont agents into agreeing to a substandard contract.

The Union Negotiating Committee will only agree to a fair contract. We will not be intimidated.

We will be insisting on retroactive pay raises to make up for any merit increases that are not given out to agents.

We will continue to put pressure on Piedmont management.

We will continue to tell the public about the poverty wages that are handed out to Piedmont employees.

We want fair treatment.

Piedmont works because we work!!
 

Union and Company Schedule Mediations Sessions

Union Starts Leafelting USExpress Passengers

Delta-US Airways Close Swap of Flying Rights

Report from PHX

Worksers United for Better Working Conditions

Piedmont Agents Protest at CLT on Anniversary of Union Election

A Cry from LGA

Union Plans to go to the Public About Company Delays in Negotiating First Contract

National Mediation Appoints Federa Mediator for Piedmont Negotations

What's Holding Up the Contract (continued)

Who to Contact in Human Resources

National Mediation Board Appoints Federal Mediator for Piedmont Negotiations:

Michael Kelliher was appointed by the NMB to mediate the negotiations between Piedmont and CWA. Here is his biography from the NMB web-site:

Michael joined the National Mediation Board as a Mediator in August 2010 with thirty years of labor relations experience in the airline industry as a labor advocate. His labor relations experience includes work in a variety of capacities including a term as President of the Association of Professional Flight Attendants. Prior to joining the NMB, he taught as an adjunct professor of management in the Brennan School of Business at Dominican University.

Michael earned his undergraduate degree and MBA from Dominican University in River Forest, Illinois. He holds a certificate in mediation from Northwestern University's School of Continuing Studies and earned an ombudsman certificate from the United States Department of Defense.

 

The negotiations between Piedmont and CWA are covered under the Railway Labor Act. The first part of the process is called Direct Negotiations. Under the law either or both parties may request mediation by the National Mediation Board, a Federal Government Agency.

Because the Company was not willing to come up with any additional increases and the Union was not willing to accept a status quo contract, both sides decided to request mediation as part of the negotiations process.

The National Mediation Board have appointed a federal mediator, Mike Kalliher, to try and assist in getting a contract. But his efforts are only voluntary. Neither side has to accept his recommendations.

CWA and Piedmont will continue to bargain but this time in the presence of the mediator. There is no specific time line for the mediation process but at some point we will either reach an agreement or the mediator will determine that mediation will not help any more.

At this time the mediator will suggest that the parties take their dispute to an independent arbitrator who will decide what should be in the contract. But the catch here is that either side can decide not to do this and it is very unlikely that Piedmont would agree to let an independent person decide the wages and benefits of its agents. If Piedmont declines arbitration, the mediator will “release us” from mediation and the agents can decide to strike engage in a slow down or take some other action which could have an economic impact on the company. This will be a serious action but may be necessary if Piedmont does not make any movement to improve the wages and benefits of its workers.

Mobilization will continue even though we are in mediation. In fact we must increase our activities in order to put pressure on the Company to make proposals that are fair to us. It is only the pressure we put on the Company, that will make them realize that agents are angry at the lack of progress in the negotiations, the more management realizes that we the agents are critical to the operations of the Company, the more likely the Company will propose wage increases that will benefit us. Please make sure you stay involved and do what is requested. It is your own wages and benefits that we are fighting for. Remember: Piedmont Works Because We work.

For more information, check out the web-site www.piedmontagent.org or e-mail Jimmy Tarlau at jtarlau@cwa-union.org.
 

Today the Company ended informal negotiations with the Union because they were unwilling to come up with any money to improve the wages of Piedmont employees. The union Bargaining Council will be meeting this weekend to decide to go to mediation. It is clear to us that only mobilization activities at the work place that threaten the company’s operations will have any success in getting the company to come up with some real improvements.
 

Bargaining Report

CLT Agents Stage Silent Walk

Report from CLT:  Out Union at Work

Family and Medical Leave Fact Sheet

Do Not Operate Unsafe Equipment

Benefits of Being a Union Member

Q&A About Union Dues

Click here  to print out a copy of the newsleter or click the title to read the whole issue on line.

Family & Medical Leave Fact Sheet

Everyone should know that an approved family or medical leave Absence does not count as a dependability event and cannot be counted against you for evaluation purposes.

You are eligible for FMLA if:
(i) You have been employed by Piedmont for at least twelve months;
(ii) You’ve worked at least 1,250 hours during the previous twelve-months
(iii) You are based at a location that employs more than fifty (50) Piedmont employees within a seventy-five (75) mile radius.

 

[for more information - click the title]

Report from CLT:  Our Union at Work
By Abdur Bilal

As we emerge from the birth of a work place without a voice, into a unionized workforce it is natural for us to experience the growing pains that come with such growth and development.
 

Yes, there are times when we are not able to represent every individual issue that workers face, but we believe we will be able to do so when a contract is signed and a grievance procedure is in place.
 

What we have done is respond to your voices when issues were affecting us station-wide. We heard your voices when management asked part -timers to work a 16 hr. work week. We met with management several times to discuss this issue, and finally agreed for part-timers to work 60% of the bid. We also agreed to implement this new procedure in September instead of June.  [Click the title to read more]
 

Over 40 CLT agents staged a silent walk in E Concourse on Friday afternoon September 14.

The agents  marched from Gate 1 to Gate 18 to Gate 35. The walk lasted 10 minutes.

Piedmont management was upset. They brought it up at negotiations on Monday and told us that USAirways wanted to know what the heck was going on. We said that it would be in everybody's interest (the workers and management) to get these negotiations resolved as soon as possible.
 

The Union and Company met with Piedmont management on September 19, 20, 21. We agreed to some contractual language regarding vacation scheduling but most of the time was spent discussing how much the Union’s economic proposals would cost the Company.

The Company said that our proposals were exorbitant. We argued that the proposals were necessary for our agents to earn a decent living working in the airline industry. We also told the Company it would be more useful to come up with their own economic proposals at which time we might compromise on some of our proposals.

The Company said they would give this some considerable thought and come to the next negotiations session with some better ideas on what they think would be an economic package. Our next meeting is scheduled for October 10,11 and 12. 

DO NOT COMPROMISE PASSENGER SAFETY

The Federal Aviation Administration holds US Airways Express directly responsible for providing adequate passenger protection at each airport served and Gate position used

Do not allow passengers to wander in a haphazard fashion or to remain unescorted on the ramp area. Passengers must not be permitted to remain on the ramp while the unloading, loading, and servicing are being performed (Exception: Passengers may remain on the ramp during the unloading and loading of carry-on baggage)

Passenger safety is everyone’s responsibility. In addition, a designated person will be responsible to ensure that safety is not compromised
Ground handling personal must be present to control passenger movement

(US Airways Express Ground Operations Section 2-Ramp Safety April 1, 2009-rev 18 & 19)

SAFETY FIRST !!!
 

Memo from USAirways

Dear Fellow Employees,

I am writing today to share some news about Airport Customer Service (ACS) staffing changes that are being made in the coming months.

Throughout the year, we adjust flying to best allocate our resources, creating changes in the staffing needed to handle our schedule. As part of a recent schedule adjustment, beginning this fall we will no longer be offering point-to-point service from Las Vegas to Boston, Dallas, Fresno, Calif., Los Angeles and San Francisco. The majority of the Las Vegas flight schedule adjustments will occur in late November with the remaining minor adjustments completed by January. When complete, the number of flights to/from Las Vegas will be reduced from 35 to 21 daily departures.

We will also be discontinuing the handling of ramp function by mainline employees in Albuquerque, N.M. and Manchester, N.H. this fall, followed by Indianapolis; New Orleans, La.; Buffalo, N.Y.; Oakland, Calif. and Orange County, Calif. in January.

As a direct result of the discontinuance of some point-to-point service and changes in ramp handling in seven cities we will be reducing approximately 31 airport customer service and 250 fleet service employees in the cities affected. At this time there are enough openings in the system for those that are able to relocate. In fact, this December we will be in-sourcing the ramp function in Atlanta, creating an additional 40 open positions as a result of increased mainline departures. Those that do take furlough status will be provided with transition benefits as explained in their collective bargaining agreement.

Decisions to reduce staffing never come lightly, but are a reality of the industry we operate in and the broader economic environment of the country. We must constantly be on the lookout for ways to be more productive and reduce costs – and that means taking steps like these to ensure the survival of our company and stable employment for more than 32,000 employees. We simply do not have the luxury to carry resources that are excess to what we need or cost more than our competitors.

We are working to minimize the impact this action imposes on our colleagues. Meetings are being held at the affected stations and employees will receive options as outlined in their collective bargaining agreements. Company representatives will also be on hand in the coming days to provide more information.

I ask that we all continue to focus on the operation and providing the level of service our customers enjoy. I thank each of you for your continued contributions and support.

Bargaining Report

By Abdur Bilal

Over the past six months our negotiation team has been engaged with Piedmont in seeking our first contract. Our mandate given to us by you is to negotiate a contract that is in keeping with the needs of the work force in every station where there are Piedmont workers. These goals are fair wages, better benefits and a more stable work place.
We have made some improvement in redefining the relationship between Piedmont and its workers, in areas such as, Grievance Procedures, Seniority, Shift Trade, Sick Leaves, and a number of other proposals.
We submitted an economic package which included wages, holidays, improved benefits for part time workers, same severance package for all stations in the event of closure as in LGA, along with a number of other serious proposals.
We have also made it known to Piedmont that as many as 75% of its work force show up for work on a daily basis. They are paid less than poverty wages and the benefits that are given to them do not come close to that which is given to the other unionized group in the company, pilots, flight attendants and mechanics. They seem to think we don’t deserve better! 

It was pointed out to Piedmont by a member of the bargaining team “We the workers understand the role we play in making the operation safe and profitable for the company and its shareholders, we understand that we are responsible for lives and property, and we take our jobs seriously. Therefore, it is time that Piedmont take us seriously, and give us the wages and benefits that we deserve. The company seems to forget that Piedmont work because we work! Remember safety first!

To read more click the title line.

For a printer friendly copy click here

General Rules

When operating ground equipment, all local airport and company rules/regulations will be observed. All agents should follow general rules to prevent personal injuries or damage to, ground equipment and airport facilities.

1) Prior to initially operating a vehicle, the driver must conduct a visual and manual inspection of the vehicle and any carts attached to ensure that all hitches and brakes are in proper operating condition.

2) Make sure every piece of equipment you use has its brakes set when not being used.

3) If the brakes on a piece of equipment aren’t functioning correctly, DON’T USE IT! Notify a supervisor so that equipment can be tagged out with the ME-250 “Do not operate “tag.

4) What do belt loaders, carry-on-carts ground power and every piece of motorized ground equipment we use have in common? They all have a breaking mechanism.

5) NEVER OPERATE GROUND EQIPMENT WITHOUT BRAKES.

SAFETY FIRST

The Federal Aviation Administration holds US Airways Express directly responsible for providing adequate passenger protection at each airport served and Gate position used.

• Gate doors must remain closed to prevent passengers from wandering out onto the loading ramp prior to flight departure being announced. Open gate doors must be attended by ground personnel at all times during enplaning/departing process.

• When a passenger boarding bridge is not utilized: Station personnel must monitor passenger transiting between the aircraft and the terminal.
• Care must be taken to ensure passengers are not enplaned or deplaned during hazardous operation around the aircraft: (i.e. prop wash or jet blast situations). :
• Ensure passengers do not pass in front of or behind a moving propeller
• Ground handling personnel must be present to control passenger movement

SAFETY FIRST !

General Rules
When operating ground equipment, all local airport and company rules/regulations will be observed. All agents should follow general rules to prevent personal injuries or damage to aircraft, ground equipment and airport facilities.

AIRCRAFT AREA: The area 25 feet around the aircraft. The top speed in these area is10 miles per hour

WORKING RAMP : The area from the terminal building to the taxi area outside of the Aircraft Area zone. The top speed in area is 10 miles per hour
.
Taxi Area: The Taxi Area extends outward from the working ramp to the service roads. The top speed in this area is 10 miles per hour

Service Roads: On service roads, the top speed is 20 miles per hour.

SAFETY FIRST

The CWA negotiating team met with the Piedmont team on Tuesday August 2nd, Wednesday August 3rd and Thursday August 4th.

The good news is that we made progress on a few issues. We signed off seniority and sick leave provisions.

The bad news is that the Company has not made any proposals that would improve the wages or benefits of Piedmont Agents or change the severance package when stations close. The company handed us a proposal on compensation and part-time employees which was no more then the status quo. Even after we submitted a revised economic proposal the company was unwilling to give us any proposals that would improve the wage and benefit package for Piedmont employees. The Company said they would have to cost out our proposal and would discuss this at our next session.

To read more details about the the negotiations session, click on the title of this article.

PSA Flight Attendants Deliver Petition to US Airways CEO Doug Parker

WASHINGTON, July 29, 2011 /PRNewswire-USNewswire/ -- PSA Flight Attendants and their supporters signed a petition en masse urging airline management to negotiate in good faith on important economic and quality of life issues. PSA Flight Attendants, represented by the Association of Flight Attendants-CWA (AFA), turned the heat up on management by delivering the petition to US Airways Group CEO Doug Parker today. PSA Airlines is a wholly-owned subsidiary of US Airways.

"PSA Flight Attendants are committed to reaching a new agreement that honors our contributions to the airline," said Sheila Revis, AFA PSA President. "PSA Flight Attendants not only are integral to the success of PSA Airlines, but we are a key constituent to the success of US Airways as well. Management must come to the table and negotiate a fair contract and we are encouraging Doug Parker to exercise leadership and ensure that progress is made."

Throughout negotiations, AFA has continued to address Flight Attendant concerns while management makes regressive proposals.

"Just as PSA contributes to the success of US Airways, PSA Flight Attendants are key to the success of PSA and US Airways. It is time that their role as first responders is recognized with meaningful contract improvements. We applaud PSA Flight Attendants for their continued dedication to raising the bar for all Flight Attendants. They are a vital part of our Flight Attendant union," said Veda Shook, AFA International President.

PSA Airlines, headquartered in Dayton, Ohio, operates as a US Airways Express carrier. After many years of financial difficulties, US Airways has returned to profitability and Flight Attendants at all US Airways carriers should share in that success.

The Union was told earlier this week that Piedmont had lost the work at AVP effective September. A furlough package was distributed to the workers at AVP and it was disturbing that the package was significantly different than the one given to LGA workers.

At LGA all workers are given four weeks of severance pay and at AVP they are only be only offered one week for each year of service up to four weeks pay. Furthermore the AVP workers are being given inferior flight benefits to the workers at LGA.

This is not fair. We believe that workers throughout the system should be treated the same and we need a union contract to guarantee that when a station closes, workers with more seniority are allowed to transfer to other stations, get a decent severance package, flight benefits, and extended medical coverage and that it be the same throughout the Company.

We need Piedmont to be consistent. We need a contract.

The Union has submitted over 100 proposals to Piedmont for needed improvements in wages, benefits and working conditions. While we have made some progress we have not gotten any positive responses on most of the major issues.

Here are some of the more important proposals and here is how the company has responded.

We have our next negotiations session on August 2nd.

It is time for the company to respond to some of our economic demands and negotiate in good faith.

1) Significant & Guaranteed Pay Raise - No Response from the Company

2) Improved 401K and Profit Sharing Plans - No Response

3) Improved Benefits for part time workers –No response

4) Additional Holidays - NO

5) Improved vacation schedule - NO

6) Ability to carry over vacation from one year to the next - NO

7) Improved and guaranteed rights for furloughed employees - NO

8) Bumping rights to other stations during a furlough - NO

9) The same severance package at all stations- NO

10) Improved overtime pay - NO

11) Limitation on mandatory overtime - NO

12) Ability to have comp time or cash - NO

13) OT for mandatory work beyond one’s shift - NO 

It’s time for the Company to Get Serious in These Negotiations 

Click here to get a flyer that you can download, copy  and pass around to your co-workers.

Piedmont Works Because We Work

USAirways, the parent company of Piedmont, reported a net profit
excluding special items for the second quarter 2011 of $106 million, or
$0.56 per share.

TEMPE, Ariz. -- US Airways Group, Inc. (NYSE: LCC) today reported its
second quarter 2011 financial results. The Company reported a net profit
excluding special items for the second quarter 2011 of $106 million, or
$0.56 per diluted share. This compares to the second quarter 2010 net
profit excluding special items of $265 million, or $1.34 per diluted
share.

US Airways Group, Inc. Chairman and CEO Doug Parker stated, “We are
pleased to report a profit for the second quarter 2011 – particularly
in spite of a 47 percent year-over-year increase in fuel price. Overall
demand for our services remained strong during the quarter with revenues
up more than ten percent, while our mainline unit cost excluding special
items, fuel and profit sharing increased only one percent.

“Looking forward, our team is doing an excellent job of managing
through a challenging environment and we believe their efforts combined
with continued capacity discipline, revenue management and cost
discipline have us well positioned for the future.”

A strong demand environment led to improved revenue performance. Total
revenues in the second quarter were approximately $3.5 billion, up 10.5
percent versus the second quarter 2010 on a 3.3 percent increase in
total available seat miles (ASMs). Total revenue per available seat mile
was 15.36 cents, up 6.9 percent versus the same period last year driven
primarily by a 6.5 percent increase in passenger yields.

Total operating expenses in the second quarter were $3.3 billion, up
18.8 percent over the same period last year due primarily to a $424
million increase in consolidated fuel expense. Mainline CASM (cost per
available seat mile) was 13.15 cents, up 14.6 percent.

As of June 30, 2011, the Company had approximately $2.6 billion in
total cash and investments.

It is time for USAirways to give its Express employees a raise!!

Abdur Bilal, a Piedmont Agent from CLT, spoke in front of a cheering convention of over 1,000 CWA leaders from around the country.

Abdur spoke of the 10 year battle to organize a union at Piedmont and the current fight to get a first contract. He thanked all the CWA organizers who had help Piedmont workers form a union. In return the President of the CWA, Larry Cohen, pledged the whole union’s support to Piedmont workers in their fight to get a fair and just contract.

Also at the Convention were flight attendants from United and Continental who were celebrating the victory that brought all the flight attendants under the AFA-CWA banner.

To read all of Abdur’s remarks click on the title.

The Union Negotiations Committee met with the management team on Wednesday July 6th and Thursday July 7th. We discussed the following items: seniority, furlough and recall, overtime, sick leave, benefits, no strike/no lock out provision, drug and alcohol policy, and a number of miscellaneous items.

We signed off one item: Alcohol and Drug Policy. The Company agreed that any changes in their policy would have to be negotiated with the Union. This is language that most other union contracts do not have. It means the Company cannot make arbitrary changes in their policy.

The other improvement the Company made was in their Sick Leave proposal. They agreed to our proposal that employees be able to use sick leave on an hourly basis if they go home early from work no matter how many hours they have been working.
We had major disagreements on most of the other issue including our proposal to give part time employees sick pay benefits.

We have presented 75 specific proposals to improve the wages, benefits and conditions of Piedmont agents. The Company should respond to these proposals.

Our next negotiations session is set for  Augst 2, 3 and 4.. We hope that the Company will put forward an economic proposal that covers wages and benefits. We have been negotiating for over five months and we still have not received a proposal on wages and benefits.

Agents should ask their managers when is the Company going to put forward a serious proposal. Enough is enough.

Please participate in any planned mobilization activities

The Union Bargaining team met with Piedmont Management on June 28th, 29th, and 30th. The Union presented eight proposals (uniforms, overtime, premium pay, hours of service, filling of vacancies, scheduling of bids, corrective action, and union rights). The Union has now presented all of its proposals to management.

We reached agreement on three items: filling of vacancies, scheduling of bids, and shift trades. The two most significant parts of agreements were the Company’s commitment to unlimited swaps and the approval of partial and multiple swaps (with management approval).

We meet again with management next Wednesday and Thursday (July 6th and 7th).

We have now been negotiating for almost five months. The Union has presented all its proposals but the Company has yet to respond to one of our proposals that would actually improve the pay and benefits of Piedmont Agents. 

It’s time for the Company to give us a proposal on pay and benefits. We need a significant wage increase and part time workers need some benefits.

Piedmont Works Because We Work!!

US Airways / Delta have submitted a deal to government agencies that would trade Piedmont’s slots at LGA for Delta’s slots at National. This would mean closing express at LaGuardia and laying off over 100 piedmont agents and the furlough package they have proposed is simply insulting.

This could happen to any station. In fact, management has told us that there are other stations up for bid. Now more than ever, it’s important we fight for a good furlough package in our contract.

Management makes up whatever furlough package they want and it changes from station to station. That’s not right. We need a contract that sets out what their obligation is to the workers at the Company.

Ramp and gate agents give this company days, nights and weekends in order to make the airline run, we deserve a furlough package that reflects that.

We demand:

1) A serious pay package – one that reflects what we have given this company and cannot be reduced because of attendance issues.

2) Travel benefits for 3 years after the closing.

3) Transfer and bumping rights to other nearby stations for five years. 

4) The company continues to pay its portion of healthcare for 3 months after the closing.

Wear a CWA button, lanyard or wristband to support your bargaining team as it goes back into negotiations next week. If you need one a button or some to give to your co-workers send an e-mail to jtarlau@cwa-union.org .  Click here for a flyer you can pass out to your co-workers.

The Union Bargaining Advisory Council met in Charlotte on Saturday 18th . There were representatives from CLT, PHL, LGA, DCA, BOS, DAY, MDT and PHF. This meeting was in preparation for the next negotiations session with management which occurs June 28th to June 30th.

The Bargaining Council reviewed eight proposals including overtime, hours of service, uniforms, discipline, filling of vacancies, hours of service, union rights, and miscellaneous. When these proposals are submitted at the next negotiations session, the union will have basically completed its submission of contract proposals. It will then be the responsibility of management to respond to the union’s demands.

Mobilization activities planned: The Bargaining Council concluded that it would take action by the membership to pressure the company to come up with improvements in pay, benefits and working conditions. We need everybody to be involved. Your steward and bargaining council rep will let you know the actions that have been agreed to. Please stay involved.

US Airways CEO made $2.7 million last year.

The top 5 officers made $10 million.

Together these 6 people make  more $$$ than

ALL the Piedmont agents at Charlotte together

Our union team is back at the bargaining table and negotiations are heating up. We work days, nights, and weekends to make this airline run. We demand our fair share - the company must agree to a fair wage increase.

Click here for a flyer you can pass out to your co-workers.

Robert Dowdie was a union activist at PHF and a Piedmont Agent for over 10 years. He supported the union during the organizing campaign and in fact was vocal at many of the anti-union captive audience meetings.

Soon after the union election victory last November he was fired even though he had never had been disciplined before. Robert went to a “Fair Treatment” Board Hearing but sadly discovered that it was a kangaroo court.

Because CWA contends that Robert was fired for his union activity, the Union filed a complaint in federal court to have him reinstated with backpay and all benefits. In addition, the Union is seeking punitive damages against Piedmont for its willful violation of the Railway Labor Act. We will keep everybody informed about the progress of his case.

The United States Department of Health and Human Services is required to publish poverty guidelines every year to establish the number of families in poverty.

In 2011 the poverty level for a family in the US was $22,350. That comes out to about $11.00 per hour.

The average wage for a Piedmont employee is only $10.74 per hour.

Over half the Piedmont workers have jobs that are below the United States poverty level. At a station like PHX the average wage is $8.30 per hour - barely above the minimum wage.

Yet Piedmont jobs are not minimum wage / poverty level jobs.

These are jobs which take skill and have tremendous responsibility attached to them.
Piedmont agents are the first to see a plane upon arrival and last to see it depart.

They play a critical role in the safety and security of the plane and its passengers.
Piedmont Agents deserve better.

Piedmont Agents deserve a pay increase that represents the work and responsibility they perform as Piedmont agents.

Piedmont Works Because We Work!!

We want a wage increase NOW!!!

US Airways and Delta announced on Monday May 23rd that they signed an agreement to transfer 132 pairs of slots at LGA to Delta. We were told by management that if it goes through it will be effective a year from now.

The union will be fighting for the best possible furlough package with transfer and bumping rights to other stations and an improved severence package. Click the title to read more information was sent out by US Airways:

MEMO

TO: Piedmont Management

FROM: CWA Members

RE: Money

We have a very simple message for Piedmont management. We will dumb-it-down for you. Please read carefully:

You need to give us more money

So our wallets are no longer empty

Our union is bargaining with Piedmont over wages, and management must remember that Piedmont works because WE WORK.

For more information, contact your Bargaining Advisory Counsel rep or  shop steward or send an email to jtarlau@cwa-union.org 

Stop Discrimination at Piedmont!!

Part time workers at Piedmont are treated like second class citizens.
Over 60% of Piedmont agents are part time employees, yet
For part time workers there is: 
* No sick pay 
* No holiday pay 
* No bereavement pay 
* And they pay extraordinary high premiums for their insurance plan
And many part time workers work over 1500 hours a year (over 30 hours) a week and are not re-classified to full-time status.
It’s not fair.
Piedmont discriminates against its part-time employees so it can make extra profits for US Airways.
It’s not right
We demand an end to discrimination at Piedmont.
We want a pro-rated benefit package for all Piedmont part-time employees.

CWA Members get over 40 members-only discounts and services including discounts at AT&T Wireless (15%), Credit Counseling, discounts at 50 theme parks, free legal advice and a union credit card.  Check out the complete list of benefits for CWA members.  Now is the time to join.  Fill out a card, give it to a steward or send it to CWA, 17000 Science Drive,  Bowie, MD 20715. 

We now have a facebook group just for Piedmont Agents. You can  comment about what is going on at your station and how negotiations are going by joining the new facebook group.:

Maduro Martin from DCA  explained to Piedmont management at the April 26th negotations session why we need a raise::

“We, as Piedmont Employees, in the process of our negotiations request that when it comes to a compensation package the following factors should be considered.

We are the key to Piedmont’s Success. Due to our hard work and dedication, Piedmont has been able to open new stations and acquire ground service contracts from other airlines.
We are required to have extensive periodic training over hazardous materials, plane security, safety and other critical subjects
We are the first to see a plane upon arrival and last to see it depart. Therefore we play a very important role in the safety and security of the plane and its passengers.
Piedmont works because we work ”

The  CWA Negotiating team met with the Piedmont management team on Monday April 25th, Tuesday April 26th, and Wednesday April 27th.

The meetings were relatively productive. We made progress on some items but did not make any breakthroughs on the big issues.

The highlight of the meeting was the presentation by the Union negotiating committee of our main economic demands. We presented the fourteen proposals that had been approved by the Bargaining Advisory Council. In presenting the proposals we emphasized the following three points:

· Piedmont workers need a significant pay raise. The average wage of a Piedmont employee is $10.75 which is below the poverty level for a family of four.

· Part time Employees need to have benefits: Over 60% of the Piedmont workers are part-time and do not get sick days, bereavement leave or holiday pay and pay an extraordinary high premium for health care. Many part timers work over 1500 hours a year.

· We should have equity with other bargaining units. Other groups have better benefits. We should have the same. 

Next Negotiations Will Be June 28-30

 

On Monday April 25th the CWA Negotiating Committee will be meeting with Piedmont management and presenting some important proposals. Here are some highlights.

• A significant pay raise
• Automatic pay raises not increases based on subjective evaluations
• Getting rid of the station pay caps
• Holidays and Sick Pay Benefits for Part-time Employees
• Keeping unlimited swaps
• An end to favoritism with a procedure that is neutral and does not favor management
Support your negotiating committee as we push for a good contract! We 're asking all Piedmont Workers to wear a CWA pin this week and next in support of our just demands.  If you need a pin ask one of the unions at your station.

Piedmont has grown tremendously over the last few years and we should get rewarded for the work we do.

We’re tired of poverty wages and few benefits. It is time that we were treated with respect!

PIEDMONT WORKS BECAUSE WE WORK

Forty Piedmont agents from 17 stations throughout the country met in Charlotte on Saturday
April 9th to approve bargaining proposals to be presented at negotiations and to plan a strategy to get a fair contract for Piedmont Agents.
After lengthy discussions, the meeting approved proposals on wages, benefits and swaps which will be presented at the April 25th negotiations session. We will be detailing some of those proposals as we get closer to the negotiations session.

The Union negotiating committee met with the Piedmont management team on March 2 and 3rd in Harrisburg, PA.

The Union team included Abdur Bilal (CLT), Dennis Dougherty (PHL), Charmaine Celestine (LGA), Christina Emmi (SYR) and Jimmy Tarlau (CWA). The management team consisted of Michelle Foose, Bob Berg and Marc Esposito,

The Union and the Company discussed a number of proposals at this session. We came to agreements on three proposals (Grievance Procedure, Safety and Health and Training). We did not come to an agreement on the following topics: Definition of Seniority, Furlough and Recall, Probationary period, and Arbitration. Full copies of all the agreements can be found in the Contract Agreements section of the web-site.

The next negotiations is set for April 25-27 where we are planning on submitting a number of new proposals on benefits and compensation.

For more information, contact your representative on the Bargaining Advisory Council or e-mail jtarlau@cwa-union.org .

Click on the subject line to find a steward at your station

CWA and Piedmont held its first negotiations on February 3rd and 4th in Harrisburg, PA. The management team consisted of Michelle Foose, HR Director, Bob Berg , Station Director, and Marc Esposito, an attorney from Ford and Harrison.

The Union team was Abdur Bilal, Charmaine Celestine,  Dennis Dougherty,  and Jimmy Tarlau from CWA.    For more information click on the subject line.

Last week at negotiations the Union and the Company reached an “Interim Operating Agreement” to give our stewards rights to help the employees.

The most important parts of the agreement are:

*Stewards can attend disciplinary meetings and make a statement

*Stewards or a union rep can represent employee at Fair Treatment Board

*A steward can conduct union business during work hours but must first obtain permission of supervisor

*A steward will be allowed to post union material upon request to your station manager

*Stewards will be allowed to use flight privileges for union business

Your bargaining team for the first negotiations sesson Feb 3 and 4  will be:

Jimmy Tarlau (Chief Negotiator)  Assistant to the Vice President CWA

Abur Bilal - CLT Ramp

Charmaine Celestine - LGA Gate

Dennis Dougherty - PHL Utilities

(For more information about the members of the team click on the title.)

 

The Union for Piedmont employees will consist of three (3) Local Unions. Each local union will have enough members to enable it to have the resources to carry on the work of a local union.

There will be one Local for the South, Southwest and West with the headquarters based in Charlotte; one Local for the Northeast and Midwest based in the New York-Boston region; and one Local for the Mid-Atlantic states based in Philadelphia.

For a  list of which stations will be in which locals and the contact information click on the title:

CWA has formed a Bargaining Advisory Council to guide the union in the upcoming negotiations. The role of the Council will be:
1 – To get status reports on what is occurring in negotiations
2 – To report back to employees
3 – To get input from employees and to communicate that to the bargaining committee
4 - To review contract proposals
5 - To prioritize the bargaining proposals
6 – To make strategic decisions on the strategy of the bargaining committee
7 – To recommend (or not) a tentative agreement to the union membership once there is a tentative contract that has been agreed to.
To find out who is on the Bargaining Advisory Council from your station read more. If your station does not have a representative, please consider volunteering and e-mail Chief Negotiator Jimmy Tarlau at jtarlau@cwa-union.org

We are now soliciting bargaining surveys from Piedmont agents for the upcoming negotiations. We need to know what you believe should be in the new contract. What changes do you want, what things you want to keep the same and what are your priorities? You can print out the bargaining survey and mail it back to CWA, 17000 Science Drive, Suite, Suite 210, fax it to 301-809-4177 or scan it and e-mail it to jtarlau@cwa-union.org.

Q: Why and how do I sign up as member of the union?
A: Under CWA rules, only members can vote on the contract, elect bargaining representatives, fill out bargaining surveys. CWA believes that as a union, we are only as powerful as our members are active and engaged. When we sign up as members of the union we send a message to management that we are united going into these contract negotiations. The first step is a membership form. If you want to fill out a card, you can download it here. .

Print the card and give it to a shop steward or send it to CWA Piedmont Agent, 17000 Science Drive, Suite 210, Bowie, MD 20715. 

Read more...

We will have 3 agents along with Jimmy Tarlau from CWA who negotiate with management. We will also have a large Bargaining Advisory Council that advises those negotiators and communicates with coworkers about what’s going on. Each station elects bargaining council members and then those bargaining council members elect three of them to sit at the table with management. For determining how many bargaining council members each station has -- there can be one bargaining council member for the first 50 agents, another member for the second 50, and one for each 100 after that. So CLT will have 10 members, PHL will have 7, LGA will have 4, DCA will have 4, and every airport with less than 50 can have one bargaining council member. To sign up, fill out a form and give it to your shop steward. If there are many sign ups, we’ll hold an election to determine the member(s).

Now that we won our election, we begin our campaign for getting the union contract that we deserve at Piedmont Airlines. A key part of getting a good contract is making sure that every agent is informed, engaged and mobilized.

Volunteer to be a steward or contact person at your station.

Here are the next steps that we need to take with your help:

1. We build our union structure. Our goal is to have at least one steward for each work group and at least one for each airport. They will make sure we have two-way communications and that agents get the information they need. Elections will be held if there are many more volunteers than steward slots.

2. We build our union strength. We will conduct a membership drive where everyone will be given the opportunity to sign up and participate in our union.

3. We will set our bargaining goals. At workplace meetings and through a bargaining survey that will be sent to every agent, we will set our bargaining priorities and get ready for negotiations.

Click here to sign up to be a steward or contact at your station.

 

 

Nov. 4, 2010 – Great news just in! We won our campaign for union representation at Piedmont. A final tally of the votes cast in our election, conducted just after 2:00 p.m. (Eastern Time) this afternoon, showed that our margin of victory was nearly two-to-one.

We will update this article with the final vote totals when we receive them. Click the main headline to read a statement CWA issued about our victory.

Pass it along. We won!!!