Here - TWU Local 512

TRANSPORT
WORKERS UNION
AFL-CIO
INSIDE
LOCAL
VOLUME 30 NUMBER 1
Local 512 Newsletter
JULY, 2012
512
IN THIS ISSUE:
DOYLE:
1
STANDARD
STANDARD
2
MURPHY:
3
UNIONS SET THE
COLLATERAL
DAMAGE?
HAGN:
4
FOUR TENETS OF
‘REORGANIZATION
REORGANIZATION ’
HILDMANN:
Seated: Recording Secretary Paul Hildmann, 1st VP Chris Biancalana, President Sean Doyle, 2nd VP Tim Murphy, SecretaryTreasurer Kevin Hagn. Standing: ATD Director Garry Drummond, Execuitve Board Members Rick Friedman, Terry Boyle, Bobby
Brun, and Trevor Chalcraft; Assistant AA System Coordinator Bobby Gless. Right photo: taking the oath of office.
LOCAL 512 OFFICERS SWORN IN BY ATD DIRECTOR DRUMMOND
5
YOU
ARE
THE UNION
B RUN:
MUTUAL RESPECT
TWU ATD Director Garry Drummond
congratulates Local 512 President
Sean Doyle on his reelection.
6
CHALCRAFT:
WHICH COMPANY
DO YOU WORK
FOR?
Officers of Local 512 were sworn in March 1 by TWU International Vice President and Air Transport Division Director
Garry Drummond and Assistant AA System Coordinator Bobby Gless. President Sean Doyle, 1st VP Chris Biancalana, Secretary-Treasurer Kevin Hagn and Executive Board Members Rick Friedman and Trevor Chalcraft
were reelected to their positions. Former Recording Secretary Tim Murphy was elected to 2nd VP, and former Executive Board Member Paul Hildmann was elected Recording Secretary. Terry Boyle, who served as Post Office Section
Chairman, and Bobby Brun, former Chief Steward, were elected to the Executive Board.
Unions Fight for Benefits that Many Enjoy
not be in our union and may, in fact, be anti-union. But,
In the current economy, the labor movement has if they enjoy weekends off, or even two consecutive days
come under attack. No doubt about it: there is a war off, paid vacation and sick leave, overtime, a safe workagainst middle-class America. Unions have become the ing environment, a decent wage, and some sort of retireones to blame, by some, for all the economic problems in ment benefit, or any of these benefits, then they can
our country. This is simply not justified. Union workers thank the labor movement and unions!
All of these benefits, and more, were earned with
are hard working, tax-paying middle-class people who
live in our communities. They are firefighters, police the blood, sweat, and tears, and sometimes even the lives
of those in unions. The labor movement has fought for
officers, nurses, teachers, factory workers, grothese benefits so that all workers could gain
cery workers, mail carriers, and yes, airline PRESIDENT’S
from them. Our challenge for this generation
workers. They provide much needed services
MESSAGE
of workers and for our future workers is how
and assist in manufacturing products and transto defend middle-class healthcare and retireporting these vital goods throughout this great
ment security, not just for our members and retirees, but
country and the world.
Unions have and still continue to fight for safe for all working families. Over the past thirty years, reworking conditions, a livable wage, benefits, as well as tirement and healthcare in the private sector have been
decent healthcare and pensions. There are those who essentially demolished. In the public sector, from Illi-
MARTING:
IMPORTANCE OF
COPE, VOTING
7 Dear Brothers and Sisters,
M ILESTONES
8
The really important thing is
to be somebody and do something worthwhile. ...This
doesn’t mean making the
headlines or the most money.
Many who succeed in
both...are actually quite
contemptible. It does mean
using your ability ...in a way
which contributes something
to your generation [and]
being a man of honor, character, patriotism, civic consciousness [and] leadership
of your fellow men.”
— Justice Lewis F. Powell, in a
letter to his then-teenage son
may read this newsletter either on our website, or by
picking up a copy in one of our break rooms, who may
FIGHTING FOR OUR RIGHTS: TWU and APFA Members
protested in front of Terminal 3 in February & April
(Continued on page 2)
Page 2
An Employee Support Event was held by AA in cooperation with the TWU on July 16 in the Training Department at H5. President Sean Doyle, 1st Vice President
Chris Biancalana, and EAP Director Charlotte Morris answered questions from Members. Representatives from the Credit Union and Human Resources were
present, as well as the Illinois Department of Employment Security, to assist those who may be affected by the Reduction in Force.
Representatives from the AA Credit Union, Diversity & Strategies, Talent Services, ORD Agent Advisory Board, Retirement Services, Rapid Response Illinois Dept. of Employment Security (Unemployment
Office), Chicago-Cook Workforce Partnership, Illinois Dept of Commerce & Economics Opportunity (Office of Employment & Training), and American Airlines Employee Assistance Program.
President Doyle talks to Matthew Hillen, Regional Program Rep for the Illinois Dept. of Commerce and Economic Opportunity, Office of Employment and Training; 1st VP Chris Biancalana and TWU EAP
Director Charlotte Morris; Steve McDonald and Sean Doyle; Sean Doyle, Steward Dana Marzillo and Ronald Agtarap; ORD Regional EAP Manager Scott Cullen-Benson and Newsletter Editor Mike Brennan.
What they couldn’t do at the bargaining table, they are doing in Federal Bankruptcy Court.
(Continued from page 1)
nois to New Jersey, from Texas to California, politicians have refused
to pay into pension funds, creating deeper and deeper shortfalls.
Here in Illinois, spiraling pension costs threaten the State with insolvency, yet these same politicians have no problem voting themselves
raises and securing their own pensions. Sounds just like our situation
here at American Airlines, doesn’t it? Hypocrisy comes in all forms.
From multi-millionaire corporate CEOs to politicians who call for
sacrifices but don’t practice what they preach, it’s middle-class Americans who suffer yet again.
So what do we do? We fight! Not with baseball bats—although I
know some of you are more than ready—but within the framework of
the law. It really is simple. If we don’t fight to change the laws that
govern corporate responsibility, bankruptcy, healthcare, and many
others issues that impact the lives of all working men and women,
then judges, who are required to uphold these same laws, will find
their hands tied.
The most public and debated issue right now is the 2010 Patient Protection and Affordable Care Act, commonly called
“ObamaCare”. We know that most people receive their health insurance through their employer or through a family member’s employer.
In a report just released by the non-partisan Employee Benefit Research Institute, they found that the percentage of the
population with employment based benefits has been
declining…most recently because of the recession. The
author of this report, Paul Fronstein, noted that we are
seeing a steady and slow erosion in employment-based
coverage. He also noted that fewer employers are offering healthcare coverage, fewer workers are eligible,
and fewer employees are taking advantage of these
benefits because it is too costly. This is a scenario we
are facing here at American Airlines with their deciPresident’s
sion to file bankruptcy and require us to pay more of
Message
these costs out of our pocket. What they couldn’t do at
the bargaining table, they are doing in Federal Bankruptcy Court.
Given all the misinformation and criticism about the healthcare
law, we and our families need a back-up plan for healthcare coverage.
For now, without anything else on the table, President Barack
Obama’s Affordable Healthcare Act is the back-up plan to employerprovided healthcare coverage. Fronstein also noted that the healthcare law will require employers with 50 or more full-time workers
who do not provide healthcare coverage to pay a penalty. But because
of the law, there is concern that employers may respond by cutting
back on healthcare coverage for part-time workers or by increasing
the proportion of part-time workers employed. This is exactly the
direction American Airlines is trying to go. These recent reports,
compared with AMR’s bankruptcy filing and their “ask” they want to
implement, is a truth we cannot ignore.
There has to be a viable, affordable, back ‘Unions must again
-up plan to employer based healthcare
lead this fight so
coverage for active employees, their
families and retirees. This, I feel, we that all workers,
must address now to protect ourselves retirees, and their
from a catastrophic injury or disease that families can live
would almost certainly bankrupt most without the fear of
middle-class families today. According losing everything’
to the American Journal of Medicine
researchers found that illness and medical bills contributed to twothirds or 62% of all bankruptcies since 2007. That’s a 50% increase
since 2001. Unaffordable medical bills directly contributed to 92% of
medical bankruptcies and the loss of income due to illness was a 40%
contributing factor.
Many people lose their health insurance after suffering an illness
or injury. A quarter of businesses that offer health insurance cancel
coverage immediately when an employee suffers a disabling illness.
These are sobering statistics for sure. But with this knowledge, we as
a union, a country, as American citizens must stand together and fight
to make sure that affordable healthcare coverage is there for everyone. Unions, I feel, must again lead this fight like we have in the past
so that all workers, retirees, and their families can live without the
fear of losing everything due to an unforeseen healthcare crisis. For
those that speak out against “ObamaCare” I would ask, what is your
plan? Answer…you have none.
Fraternally,
Sean P. Doyle
President, TWU Local 512
sdoyle@twu.org
Visit www.twulocal512.org
Page 3
AMR Bankruptcy: The Collateral Damage
Dear Brothers and Sisters,
Let’s call it what it is. Bankruptcy.
Management likes to call it restructuring. The
fact is that in 2003, all the workers made
huge sacrifices that gave this company every
opportunity to restructure outside of bankruptcy. AMR Management failed to accomplish that task. Now we are in bankruptcy.
Putting a spin on our horrible situation
has not helped at all. Placing blame on “high
labor costs” has not helped at
all. Complaining about fuel
prices and interest rates has
not helped at all. What would
help is if AMR Management
would identify the root cause of
the bankruptcy as its own
failure to make sound financial decisions and manage the
2 ND V ICE
business in a responsible manP RESIDENT
ner. And make no mistake
T IM M URPHY about the worker’s role in this
bankruptcy. It’s not our
fault. We shared in the pain. We stepped up
to the plate. We held true to our end of the
bargain. We are just part of the collateral
damage. Let’s take a look at who will be adversely affected by the AMR bankruptcy.
1) The workers and their families.
It is quite apparent that all workers will
be affected. Many will lose their jobs. Some
remaining may be uprooted from their homes
and forced to relocate. They will also see dramatic increases in health care costs. Retirement security will be severely compromised.
There will be increased stress, as it will be
that much harder to make ends meet.
2) The retirees and their families.
For those who have retired, part of their
overall compensation package that they
worked for was medical insurance. This
loss, at this time in their lives, will devastate
many. The cost for retiree medical insurance
may equal or exceed their pension benefit. In
any event, loss of this earned benefit will undoubtedly cause undue hardship and irreparable damage to the lives of our retired coworkers and their families.
3) Communities that are served by
American Airlines.
Many good paying, secure jobs are going
away in the cities that we serve. It’s not that
the work isn’t there; it’s just that AMR does
not want to pay for it. Good paying jobs that
support the local economies will be replaced
with garbage money, no benefit contract
workers.
4) The Common Stock Holders.
This may be you. The common stock will
most likely be declared worthless as part of
this bankruptcy. A part of the 2003 restructuring agreement included stock options for
many of the incumbent employees. It was part
of your overall compensation package. For
those that either converted their options into
common shares, or had not yet exercised their
options, this valuation is all but lost. Many
more of the common stock holders are mutual
funds. These losses can have a direct impact
on retirement or college fund accounts.
5) The Unions.
Stagnant wages and decreased membership has caused hardship on the Unions. At
the same time, years of feet dragging on AMR
Management’s part has resulted in huge costs
for negotiations of the Collective Bargaining
Agreements. And we actually had a tentative
agreement before the company filed for bankruptcy, and they chose to pull the agreement.
Costs associated with representation in the
bankruptcy court are astronomical, and the
bankruptcy filing has generated a mountain of
paperwork for outstanding grievances and
claims against the company. We’ve had to
adapt and overcome, but it’s not business as
usual.
6) The 99%
Job losses, wage stagnation or decreases,
and the inability to meet financial obligations
have a direct impact on the working class.
For those that are forced to move, selling their
home is all but impossible, and getting out of
leases comes with financial penalties. The
difficulties we encounter trying to provide a
AMR Management
blew it.
college education for our children may prevent the next generation from obtaining goodpaying jobs. Job openings for recent college
grads and entry level workers are few and far
between due to an aging workforce, many of
whom are unable to retire due to the need for
medical insurance. Good union wages and
benefits that have historically brought up the
wages and benefits of our non–union counterparts are being compromised. All workers
will suffer; union and non-union alike, when
the bankruptcy goes through and jobs are
either lost or become less lucrative. The overall impact of this bankruptcy on the working
class is far-reaching. When the remaining
workers make less money, they spend less
money. They can’t buy homes, cars, furniture,
or other consumer goods. Those that are out
of work have no money to spend at all. Reduced earnings drives reduced spending. The
result is a slow economy. When the economy
remains stagnant, those on the bottom of the
economic ladder remain there.
The American Airlines’ bankruptcy case
was all so avoidable. Back in 2003, AMR
Management had it all. They had long term
concessionary agreements with all the Unions
on the property. They renegotiated the terms
of the leases and obligations with their suppliers. There was a long term restructuring of
the business at considerable savings, billions
of dollars annually, and all done without
the costs associated with a bankruptcy filing.
AMR Management blew it.
First were the bankruptcy-proof pensions to the tune of $40 million for a handful
of top managers. All the goodwill of the employees was lost. Then came the bonuses for
top managers, while we were losing money.
Years of waste followed. We witnessed purchases of new computers and equipment,
endless remodeling and countless programs.
None of which made the employees’ lives any
better. We experienced station closures, layoffs, increased costs for benefits and stagnant
wages. There was little or no overtime available. The workers suffered and became
poorer. Employee appreciation days were
nothing but a dog and pony show. The AIP
payouts became a carnival-like event overshadowed with a handshake and a cookie, but
barely enough money to fill your gas tank.
And we waited years for new agreements after
our contracts became amendable, although
American Airlines Management proved it
could be done in weeks when it benefited
them.
The collateral damage done by a corporate bankruptcy that is the size of the AMR
Corporation can be described like a tidal wave
crashing ashore. Add to that the bankruptcy
filings of every legacy carrier of the US airline
industry, and it compares to a tsunami. The
bottom line is this; the AMR Corporation gets
a new lease on life fueled by despair, devastation, and the destruction done to virtually
everything in its path. We are left with an
entire industry forever changed as a result of
bankruptcy court filings.
Fraternally,
Timothy M. Murphy
Local 512 Second Vice President
tmurphy@twulocal512.org
Page 4
Changes Moving Forward
THIS IS THE FIRST NEWSLETTER SINCE OUR
re-election and for Terry and Bobby their
first election as Executive Board members
for Local 512. Thanks to all who supported
us and cast their ballots for a slate of candidates dedicated to representing the needs
of our membership. We will continue to
work hard and fight for you as we enter the
greatest period of uncertainty in any of our
careers. We knew, from our first term, that
there would be many challenges dealing
with a company that is hell-bent on running
their operation with an iron-fisted mentality. They live in a world where they believe
they can do no wrong and their “miscues”
are explained away — but when we make
honest mistakes, our explanations are not
tolerated. There has been no let up in the
attacks on our members. The double standard continues to grow, and makes you
wonder what the future holds for us.
It’s been about six months since our
last newsletter. With all that was happening
in March and April, we wanted to wait to get
the most accurate information to you. Communication is something we can always
improve, and we continue to explore new
ways to get pertinent information to you.
The best example of that is our redesigned
website. Recording Secretary Hildmann
worked hard to recreate our antiquated, out
-of-date website. It was launched shortly
after we were reelected and is more userfriendly and has more features to make
communicating easier.
Again, thank you to all of those who
supported us, and to those who supported
other candidates: the time has come to put
those differences behind us and come
together for the good of the entire membership. We need everyone’s help for what we
now face. With the bankruptcy filing by AMR
on November 29, 2011, many changes were
set in motion that we are now realizing at
our level. While the devastating impact this
“restructuring” will have on our members is
yet to come, the Officers and Executive
Board have been preparing for the impact it
will have on the Local.
At the direction of President Doyle, I
was tasked with analyzing many different
scenarios and presenting them to the Executive Board at our recent meetings. After
discussion and consideration of the possible changes, the Board has chosen our path
going forward. There will be changes. Certain changes will be visible; some will not be
so visible. Some of these changes have
already been implemented with others
coming in the near term.
Change is not easy; some of these
changes may be unpopular, but they are all
necessary. Your elected representatives
have the responsibility to use all of the
Local’s resources for the best representational needs of the membership. To do that
we have had to make hard choices and will
continue to do so.
During this process I have been at the
airport weekly. If you have any questions I
will sit down with you and go through the
facts that were used to lead us to make the
decisions we made. If you can’t catch me on
the field, stop by the office and we can
discuss it there. — Secretary-Treasurer Kevin Hagn
The Four Tenets of the Reorganization Plan
(They don’t like saying bankruptcy because it makes it sound like they failed at something)
Dear Brothers and Sisters,
The company, in recent years, has decided that it needs to have some catchy phrase that captures
what they’re trying to do and then sell these “tenets” to the employees as well. This is a public relations
spin on their business plan, objectives and goals. Conversely, my
tenets are based in the real world in which we work and aren’t
some dressed up empty catchphrases that we’ve become accustomed to.
1. It’s not bankruptcy, its reorganization. As much as
they never ever admit it, they didn’t file for Chapter 11 reorganization. They filed for Chapter 11 BANKRUPTCY protection. We
get it; our families get it, and our friends get it. Even industry
analysts get that it’s BANKRUPTCY. Why should they look back
at their record of failure when it’s easier to try and paint
“sunshine and rainbows” and reorganization. Perception is a dangerous thing when furthering their
own agenda.
2. Employees are just a burden we weren’t
able to outsource. Once, we took pride that we Kevin Hagn, Sean Doyle, Juan Elvira and Tim Marting
were the only legacy carrier to survive the 9/11 at the protest in front of Bankruptcy Court in New
tragedy and the aftermath with the “AAmerican York City April 23.
spirit”. Now we are seen as the pest they can’t get
rid of no matter how much they want to. Look no further than the Tulsa maintenance
S ECRETARY - base. These guys dug in and worked hard after 9/11 to do it better than ever before; and
T REASURER they did. They even brought in outside maintenance work generating additional revenue
K EVIN H AGN for this company. And now, instead of being seen as a revenue generator, they are faced
with losing thousands of jobs as the company would rather outsource their work than
work to bring in additional revenue streams.
3. If we can’t buy you out, we’ll drive you out. We all know that the company is offering an
early out program to those who want to try and leave. Who can blame them for leaving? What will be
left for us is not anything we signed up for. A company that once promised to pay us a fair day’s wage
for a fair day’s work, retiree health care and a retirement plan we earned after a lifelong career helping
make them successful has all been decimated by their exploitation of their iron-fisted desire to manage
this company any way they see fit. The results (BANKRUPTCY) have to call into question their methods,
lack of vision and their overall management competency.
4. We’re not happy until you’re unhappy. They love to use the cost factor to explain away all
their decisions that adversely affect us. I get that cost has to be a determinate for many of the company’s
decisions — really I do — but what about the cost neutral decisions? Little things that could improve an
employee’s morale like relaxing the uniform policy or the CS policy now that a certain Senior V.P. of
airport services is no longer with the company. Their CS policy, which they developed, which is not contractual, which will always cost them money, and which they benefit from, should benefit us as well.
They’ll dangle some safety aspect out there because again it is convenient and free and not because it
has validity or any facts to back it up.
In the end, we each need to determine what value staying at the new American has for us. For the
front line employees there has been and will continue to be
diminishing returns for our hard work. For executives;
after they gut employee contracts and work rules and exit
the BANKRUPTCY process they will surely line their pockets with millions of dollars in bonuses for all their hard
work fixing the very mess they created. It doesn’t take a
genius to figure out where the money for those bonuses will come from either. Disgraceful? Yes. Immoral? Absolutely. Remember they’re the ones that mismanaged this company into BANKRUPTCY,
not us and as much as they try to dress it up as something else their track record speaks volumes about
their Management abilities.
Doug Parker may not run the biggest
airline or have the best business plans or
even treat his employees the best. But compared to what we have — he’s light-years
ahead.
‘We’re not happy until
you’re unhappy’
Fraternally,
Kevin Hagn
Local 512 Secretary – Treasurer
khagn@twulocal512.org
Page 5
BANKRUPTCY TIMELINE
Changing Unions Doesn’t Solve Problems
Dear Brothers and Sisters,
Since the company filed for bankruptcy in November of 2011, there has been
some talk around the water coolers about changing unions in M&R, such as going with the IAM or Teamsters. There have been pledge cards
handed out and several YouTube videos on the subject. In published
reports, representatives of the Aircraft Mechanics Fraternal Association and the International Brotherhood of Teamsters said their success is due to widespread dissatisfaction among American mechanics throughout American's system. I understand why people are
frustrated and feel dissatisfied, and become susceptible to the idea
that we need to "get a better union." This is a rational desire but it is
RECORDING not a practical solution. In fact, trying to get out of your union and
SECRETARY
into a new one may make it harder to end up with a good contract.
PAUL
Some think that it would be great if workers could change unions
HILDMANN
easily with little risk, but that is not the way it works.
How do we change unions?
First, the TWU is an AFL-CIO affiliated union, and you run into the AFLCIO's "no raiding" rule: no AFL-CIO union can take on the members of another
AFL-CIO union for at least a year after the workers leave their old union. This
means you cannot just switch from the TWU, for example, to the IAM. Instead,
you would have to join an existing independent union or form a new union and
wait a year before affiliating with the IAM or some other AFL-CIO union.
Second, there are only a few legitimate independent (non-AFL-CIO) unions
out there. Who can forget the debacle at Northwest Airlines? “Full pay to the last
day!” Where are they now? Watch out, there are a host of phony, "independent
unions" with spotty records that will do their best to take advantage of you and
run off with your dues.
Third, when you try to change from one union to another, you give the employer an opportunity to try to prevent you from having any union at all. According to the procedures for changing unions, workers will have three choices:
the old union, the new union, and no
union at all. The employer will almost
always campaign hard for "no union."
Fourth, getting a new union is only half the battle. You will still have to negotiate a new contract, from scratch. Often it is easier to build on previous
contract provisions than to build from the ground up. The previous
contract is no longer in force because one of the parties -- the old union -- is no
longer around. This means that the benefits afforded by the previous contract are
no longer in effect. Status quo is no longer available.
At one time or another, it’s likely that most unions face internal criticisms;
there is no guarantee that such criticisms will not reappear in the new union.
Simply switching unions, like you switch your Internet provider, is not a recipe
for a stronger, more democratic union. The simplest, most effective way to improve your union is to become involved! The officers are on the field every day.
Ask questions, educate yourself. The bottom line is YOU are the union.
Sincerely and Fraternally,
The bottom line is YOU
are the union.
Paul Hildmann
Local 512 Recording Secretary
phildmann@twulocal512.org
• Nov. 29, 2011 - AMR files for Chapter 11 Bankruptcy
• Dec. 5, 2011 - TWU earns seat on the Unsecured Creditors Committee
• Feb. 1, 2012 - AMR presents 1113 "ask" eliminating over 9,000 TWU
positions by outsourcing jobs
• Feb. 13, 2012 - TWU hosts telephone town hall Q and A about AMR
bankruptcy process
• Feb. 15, 2012 - TWU negotiators propose Early Out/Separation to
AMR
• Feb. 27, 2012 - American Airlines’ workers stage nationwide protests
at airports across the country over job cuts and pension termination
• March 7, 2012 - TWU negotiators Win Freeze on AA Pension Plans
• March 8, 2012 - Letter from James C. Little to the National Mediation
Board proposing binding arbitration for the parties. APA and APFA also
proffer arbitration via NMB
• March 8, 2012 - AMR asks the bankruptcy judge for six month extension to file its restructuring plan, giving AMR to Sept. 28, 2012
• March 19, 2012 - AMR declines binding arbitration offers from TWU,
APA, and APFA
• March 21, 2012 - AMR presents its 1113 "ask" for reorganization of
American Eagle
• March 27, 2012 - AMR files 1113(c) motion to reject all CBA's at AA
• April 2, 2012 - Follow up hearing in New York court to establish trial
schedule
• April 10, 2012 - Union's responsive pleadings to rejection of CBA's
• April 23, 2012 - 1113(c) trial begins in New York to reject unions
CBA's, TWU and APFA members protest outside U.S. Bankruptcy Court
• May 7 - AMR presents its case for rejection of all CBA's at American
• May 10 - TWU members begin voting on company's "Last Best Offer"
covering seven work groups
• May 14 - APA begins presenting their case to keep labor contracts
• May 15 - Vote results are announced. Five of seven TWU work groups
accept AA's last offer. Maintenance and Related, Stores reject
• May 16 - APFA begins their case before the court
• May 18 - TWU attorneys begin presenting union's before the court
• May 24 - TWU attorney's conclude unions case against abrogating
contracts for Maintenance and Related and Stores members
• May 25 - Judge Lane refers APA, APFA and TWU to short mediated
sessions in attempt to reach a deal
• June 11-12 - TWU negotiators for M & R and Stores begin expedited
mediated sessions in New York
• June 12 - Mediated talks end without an agreement
• June 18 - Labor leaders representing APA, APFA and TWU, meet with
Dallas based editorial boards in support of merger between U.S. Air and
American Airlines as an alternative business plan
• June 21 - Judge Lane delays contract abrogation decision, extends
date by one week to June 29
• June 27 - APFA and company agree to resume talks again, July 3-5
• June 27 - APA Board recommends sending out the company's enhanced offer
• June 28 - The five TWU bargaining groups with ratified contracts,
enforced their me too clauses
• June 28 - TWU announces that Maintenance and Related and Stores
negotiators will resume talks with AA July 2 -3 at FSU
• July 10 - M&R and Stores Reach Tentative Agreements
• July 20 - APFA Executive Committee passed a resolution to send the
company's Last Best and Final Offer to the membership for a vote
— ATD Insider
Ramon Jackson
Random Camera
Scott Hanne
Brandon Adams
Dan Spitelli
Sean Doyle with DEN Section Chairman Bruce Bradley &
MCI Section Chairman David Ferrebee
Tom Galloway
Brad Kolvitz
Ron Troxell
Frank Edwards
Kevin Hagn
Page 6
Which Company Do You Work For?
Dear Brothers and Sisters,
Practicing Mutual Respect
Dear Brothers and Sisters,
I’d like to start by thanking you for electing me
to the Executive Board. This is my first term as an
elected representative and I look forward to serving
the membership to the best of my abilities. Thank
you for your support.
These are trying times in our careers at AA and
we’re facing something that no one has faced before.
Bankruptcy is a difficult, complex and devastating
process. All of us will face some type of stressful
situation, whether it’s in the form of a layoff from full
-time to part-time, layoff to the street, seeing your
station close, or seeing your job eliminated — this
process will touch all our lives.
That, coupled with the fact the company continues to be difficult to work with, is keeping everybody
on edge. In this challenging time, we need to become
more united rather than losing our temper with one
another. We are all in this together, and we can’t
assume what another one of our Union Brothers or
Sisters is facing. Please do all you can to avoid taking
your frustration out on each other — this only hurts
all of us. If you have a disagreement with another
member, I encourage you to get a shop steward involved. It is always better than involving the company; their solution is simple and troubling for those
involved: discipline for everybody. Please be respectful toward your fellow Union Brothers and Sisters.
Thank you again for your support. I work a relief
shift in the manning office and usually work some of
my days off as well. If you need something, please
stop and see me in the manning office.
Fraternally,
Bobby Brun
Local 512 Executive Board Member
bbrun@twulocal512.org
Boyle, Doyle, Biancalana, Marting, Turner
at NYC Bankruptcy Court Protest
The recent direction of this company suggests that it is evolving into two very
different work places within the same organization. There seems to be two separate
companies, with two completely different set of pay and benefit scales, and separate
rules to follow. Yes, it’s easy to be cynical in these difficult and trying times. Yes, it’s
easy to do as Management does, and to point fingers at the other side. But all you need
to do is look at our contrasting track records. Compare what they have gotten in exchange for managing this company into the worst financial position it has ever been
in, and what we have received for continually making sacrifices to keep this place we
know as American Airlines in business.
Currently, AMR is bankrupt. They keep beating the "high labor costs" drum, yet
they look past their own situation and pass the buck right on to us. Last time I
checked, we were only getting five paid holidays. It seems that the cost of offering us
ten holidays and the chance to be with our families isn't something any of us are entitled to. But, of course, they are. Look at the following excerpt about their restructuring, copied straight out of the Management and Support Staff Q & A in JetNet: this is
not just ignorant, it’s intentionally rubbing our noses in their different life.
Q. Are there any planned changes to the 10 paid holidays for the Management/Support Staff groups similar to the ARP group's reduction from
ten to five paid holidays?
A. No. American does not plan to make changes to paid holidays for
the Management/Support Staff workgroup. Upon reviewing all possible restructuring changes, it was determined
that changes to holidays for this group would not result
in significant savings. Beyond the financial considerations, the industry average is 8-10 holidays.
Would not result in significant savings? I know if I can receive
something at a 50 percent savings, that is very significant! Funny
how industry standards benefits them but it hurts us.
That is just the first of what is quickly becoming a long
list of discrepancies amongst employees that work for the same
T REVOR C HALCRAFT
company. Post accident drug/alcohol tests and investigations is a
EB M EMBER
very good gauge for their thoughts of us. Recently, the company
has been drug and alcohol testing Fleet Service Clerks and Crew
Chiefs for even the most minor accidents. The company has to "conduct a thorough
investigation and get to the root cause of the accident". They can't rule any possibility
out, unless of course a member of management is involved in an accident. In the most
recent accidents, to the best of our knowledge, NEITHER OF THE TWO MANAGERS
INVOLVED IN AN ACCIDENT WITH STATIONARY OBJECTS WAS DRUG AND
ALCOHOL TESTED! So much for a thorough investigation to get to the root cause of
the accident. I know that in every Drug and Alcohol case I have been involved with,
the manager in charge has always tried to convince me that a Drug and Alcohol test is
mandatory and conducted after ALL accidents, huh? Again, must not apply to managers.
The management restructuring? Really it is just more of their favorites that are
willing to do whatever they need to do to advance their own careers. While some Managers (very few) will lose their jobs, the ones that remain will be okay. Some will even
get promoted to continue doing the same job they already do. Bankruptcy, excuse me,
restructuring (as they call it) shouldn't be seen as an opportunity to raid the piggy
bank again, but that's exactly what they are doing.
Fraternally,
Trevor Chalcraft
Local 512 Executive Board Member
tchalcraft@twulocal512.org
Page 7
The Importance of COPE
Dear Brothers and Sisters,
I’m sure many of you wonder what COPE is and why it is important. COPE stands for Committee on Political Education. Your
contribution to COPE is just that — it’s a contribution, it’s voluntary,
and it’s important that all union members consider donating to it.
The money you contribute pays for contributions to political campaigns, educating union members on political issues that affect their
lives, and grassroots organizing to advance union causes in politics.
Although some Republicans say your union dues go to fund
political campaigns, it is only COPE dollars that fund the campaigns.
That is the law. It’s just another in a long line of misrepresentations
that you will hear during this election. When a union supports a
political candidate, it supports
them based on their record on
labor issues. Nothing else comes
into play.
In this election for President
of the United States, there is only
one choice, Barack Obama.
Mitt Romney has a terrible record
on labor issues, from shipping
jobs overseas to shuttering plants
when employees would not agree
to take large pay cuts. At a recent
Romney fundraiser, an attendee
who paid $25,000 to attend told
an LA Times reporter, "But my
college kid, the babysitters, the
nails ladies -- everybody who's got
the right to vote -- they don't understand what's going on. I just Congressional Candidates Tammy Duckworth
think if you're lower income -- (IL 8th) and Brad Schneider (IL 10th)
by the Union Hall June 4. Both
one, you're not as educated, two, stopped
Candidates listened to concerns we have as
they don't understand how it union members. TWU Local 512 is endorsing
works, they don't understand how and supporting their candidacy. These are
the systems work, they don't un- two races in which there is a strong chance
derstand the impact." If Romney Democrats can take back House seats with
labor-friendly candidates. It will take help,
gets elected, who do you think he though, and if you live in either district I
will be looking out for? Not the strongly urge your support. — Tim Marting
middle class — and one of his
donors just made that clear. Apparently being rich makes you
smarter.
With money like that pouring into the coffers of a candidate that
wants to eliminate the minimum wage, we as union members have
an uphill battle. His supporters want to go back to the days of the
robber barons while the rest of us sink to minimally paid slave like
labor. With the kind of money his supporters
are giving him he will surely return the favor
to them. This is why it is so important to give
to COPE. Every small donation helps. Think
hard how much we have lost here at our jobs.
It’s no coincidence that AA filed Bankruptcy in a court a stone’s throw from Wall
Street, while they got an injunction from a
court in Texas, a state with a terrible labor
record, to delay a union election to have the
C.W.A. represent AAs agents. That’s politics
and the company you work for is playing. It’s
time for every one of us to get in the game.
We are the front line to preserving the middle class in this country.
Start donating to COPE today. Even a small amount goes a long
way. For information on COPE come and talk to me.
Fraternally,
ELECTED LEADERS OF THEIR RESPECTIVE TWU STATE CONFERENCES GATHERED FOR THE FIRST TIME
recently at Local 512’s union hall to discuss strategies for the November election.
Left to right- first row, Seated: Terry Daniels, COPE-Political Field Staff; Curtis Tate, NY;
Gwen Dunivent, COPE-Political Field Staff; Bryan Orozco, NV/AZ, Tim Marting, ILL/IN.
Second row standing: COPE-Political Field Director Alex Garcia; Gary Moffitt, TX; John
Johnson, PA; Andrew Rangolan, FL.
Historic Meeting in Chicago
THE TWU STATE CONFERENCE PROGRAM, the brainchild of COPEPolitical Field Director Alex Garcia, brings together TWU members
in a state or geographic region for the purpose of identifying common
political goals and supporting each other. There are ten TWU State
Conferences, and recently some of the elected leaders of these State
Conferences came together in Chicago to discuss plans for the upcoming elections in November. This meeting was historic because it was
the first time these leaders had come together in one place to plan
strategies for how to best represent our collective Members’ interest
this November. The meeting was hosted by Tim Marting of the Illinois-Indiana State Conference and was held at TWU Local 512. Topics
of discussion included best practices in campaigning, identifying key
races in each state, and ways to make the best use of the latest technology available when reaching out to our Members. — Gwen Dunivent
Local 512 hosted the TWU Illinois-Indiana State Conference February 1, at which candidates Tammy Duckworth and Brad Schneider spoke. Seated: Joycelynn Ely (571),
Gwen Dunivent (556), Tammy Duckworth (candidate), Juan Cordova (555); Standing:
Calvin Wright (571), Brad Schneider (candidate), Lee Clark (571), Donna Keith (556),
Dan Cantrell (Rep. Danny Davis spokesman), Troy Lamont (555), Ted Berkshire (2053),
Mike Brennan (512). Not pictured: Sean Spence (572).
Tim Marting
TWU Local 512 Political Action Coordinator
tmar5918@gmail.com
TWU Political Activists meeting in Indiana met April 26 at the Studebaker Museum in
South Bend, Indiana, hosted by Ted Berkshire of Local 2053.
Congratulations to Recent Retirees!
Turner Addresses Annual EAP Conference
Milestones
Peggy Georgalas, Virginia Ivy, Jerry Pietrandoni, Loren Munns, Greg Valkman
We offer our warmest wishes and best of luck in the future to the following Fleet Service Clerk retirees: Charles Young, Jr., Emil Ivanov, Margaret
Georgalas, Loren Munns (MSP), Virgillo Ramos, Virginia Ivy, Shahin
Khan, Zacarias Montenegro, Willie Laird, Jerry Pietrandoni, Adam
Wicinski, Arturo Salazar (Title 2 Utility Person Plant Mntc.), Evetta
Thomas, Robert Crowley, Bettie Tharp, Pietro Giannola, Ella Kolberg,
Juan Hernandez, Glenn Glavor, John McGuire, Alberto Gutierrez, and
Greg Valkman.
WITH SINCERE SYMPATHY
Doug Fries
Bill Woitesek
Don Schuth
Mike Uvelli
Our condolences to the family and friends of Fleet Service Clerks Bruce
Brod, Bill Woitesek, and Mike Uvelli, and retirees Lester
Dillon, Frank Gembeck, Allan Breese, George Ternand,
Don Schuth, Willie Allen, Doug Fries, and Edward Hatcher,
who passed away since the last newsletter. We know they
will be greatly missed by all. May they rest in peace.
Ken Oravecz, Title II FSC (auto/facilities) in Columbus, was
presented with a certificate of recognition by CSM Andrew
Baum for achieving 3200 Injury Free days. “As I have stated
countless times – we are fortunate to have a person who is as
involved and responsive as Ken. You can count on Ken to
arrive each morning at 0415 to ensure all essential equipment is up and running so that we may have a smooth and
safe start up. Whatever you ask of Ken – you can be assured
that it will done almost immediately.” He added, “Ken’s first
priority each and every day is providing us the tools to do our
job safely so that we go home each night and come back the
next. Ken is an advocate for safety and does a wonderful job
promoting it here in CMH. Congratulations Ken and thank you
for your commitment to Safety!”
Eddie Hatcher —
“Brother Man”
John Tuttle, Lead EAP Manager for American Airlines; Eddie
Turner, Local 512 Assistant EAP Director; and motivational
speaker Michael Applegate (Marketing Executive for Sacred
Heart Hospital, Lifeline, Parkside and Hartgrove Hospital)
THE NORTHERN ILLINOIS EMPLOYEE ASSISTANCE PROFESSIONALS HELD THEIR
annual conference in Hoffman Estates June 5. Local
512 Assistant EAP Director, Edward Turner, was invited to be the
lunchtime speaker for the event. The tradition of the Conference is
to invite a speaker to share their story of getting help from their
EAP. Eddie shared stories from his troubled past and how he
came to the EAP Program at American Airlines and how he continues to stay clean and sober. He did a great job of discussing how
his life had been impacted by alcohol, his experience in getting
help and how his life is so much better at this point. His story
offered hope and inspiration to those in attendance including John
Tuttle, American Airlines Lead EAP Manager, and Scott CullenBenson, the ORD Regional EAP Manager. John was quite honored
to introduce Eddie to the group at this event, as he has known him
“before and after”. Eddie is a fine example of how the program can
help people get healthy, put their lives back together and achieve
much more than they ever thought was possible during "using"
days. We are fortunate to have someone who has walked the road
to recovery one step at a time and who is so dedicated to helping
members do the same. Eddie is a valued employee at American
and now is also committed to helping his Brothers and Sisters at
the TWU that may need guidance and support in making
changes. We are very proud of all the work Eddie has done and
continues to do.
— Charlotte Morris, TWU Local 512 EAP Director
eapcoordinator@yahoo.com
Cell: 773-551-3145
Transport Workers Union
Local 512 — AFL-CIO
650 E. Devon Ave. Suite 170
Itasca, IL 60143
(847) 956-6996
FAX: (630) 250-6077
Web: http://www.twulocal512.org
For Bankruptcy Updates - http://aa.twu.org
E-mail: mail@twulocal512.org
Mike Brennan — Editor
Newsletter E-mail: twu512@gmail.com
TWU Int’l - www.twu.org
AFLAFL-CIO Transportation Trades Dept. - www.ttd.org
Illinois AFLAFL-CIO - www.ilaflwww.ilafl-cio.org
National AFLAFL-CIO - www.aflcio.org
Chicago Federation of Labor - www.chicagolabor.org
Stay up to date on Facebook! Search TWU Local 512 and click “Like”