System Board Hearing Results - April 17 2013
Results of System Board Hearing for April 17th 2013
1. The Union filed a grievance against the company policy of only paying straight time when rounding off the half hour for employees who worked more than 40 hours. In CRW a worker worked 24 minutes and was paid at time and half for the 24 minutes but only at straight time for the final six minutes. It was discovered that this was the official company policy. The Board ruled that employees who work more than 40 hours in a week should be paid premium time for the whole half hour (worked time and non-worked time).
2. Workers at CLT who were capped out and believed they should have gotten the 25 cent increase of the cap on Jan 1 and not had to wait until their anniversary date. The Board decided that the language in the contract clearly stated that employees would get their raises on their anniversary dates not on January 1st.
3. An employee at CLT went from a supervisory position to an agent position. She was told that she would retain her supervisor salary. The company later rescinded and gave her less than they agreed to. Unfortunately this all happened in 2011 before the contract was in effect and the Board ruled that though the grievance might have merit nothing could be done because it was pre-contract.
4. Full time employees at EYW filed a grievance when they were switched from full time status to part time status and lost their benefits. They felt that there was not a significant reduction of flights to necessitate the switch. The Board was tied two to two and this case is pending a legal review before it is scheduled for arbitration.
5. Full time employee at DAY was switched from operations to ramp duty and bids were set up to have part time employees do the operations work even though the full time employee had more seniority. The Board split two to two on this case and it is pending a legal review before it is scheduled for arbitration.
6. Employee at PHF with 16 years seniority was being forced to go to GSC training and threatened with termination if he failed the training a second time. The Board ruled that the Station Manger could decide that agents had to go to GSC training but if the employee failed he should go back to his previous position as is stated in Article 9 – Section C and not threatened with termination.
Report from System Board Hearing - April 18 2013
1. Employee in PHX was terminated because a pilot alleged that the agent was rude. There was no proof of this and the termination was overturned and the employee received 45 days back pay.
2. Employee at DCA was a TSA agent and was terminated for no call no show. She did not show up for work after being told by TSA do not use her TSA badge to work for Piedmont. It was shown that she had never been badged for Piedmont. The termination was overturned and the employee received 35 days back pay..
3. Employee at CAK was terminated for incorrectly waiving a bag fee. It was shown at the hearing that the employee was terminated after consulting her supervisor did not receive all of the information for bag fee. The termination was over turned.
4. Employee at DCA was fired for using foul language. It was determined that the language was used in a phone conversation with grievant’s sister and the person making the complained was a friend of the grievant. The termination was over turned and employee received 30 days back pay
5. Employee at CAK was given a Level 1 for not charging a heavy bag fee during a very busy time of the day. The Board upheld the Level 1 corrective action in this case.
In accordance with the collective bargaining agreement (Article 24 – Section Z), the Company and the Union have been meeting over the last 6 months to work out a new dependability policy that includes a “grace period” and a “system that recognizes different degrees of tardiness”.
There are some improved parts of the policy and some items that are a step back.
Positive aspects of program:
· For the first 4 minor tardies (10 minutes or less) you will only receive a ½ occurrence
Negative aspects of new policy:
· Eleven dependability occurrences result in termination (down from 12)
Piedmont Stewards Meet With Eric Morgan
On Friday March 29th over 100 stewards from 40 stations met at the PHL Airport Marriott Hotel. The stewards heard a presentation from Eric Morgan on the Piedmont business plan for the coming year and a talk by Michelle Foose describing the presentation she makes to Piedmont managers on how to respect the contract. The Chief of Staff from CWA, Ron Collins, who is in charge of the airline passenger group at CWA also spoke as did Abdur Bilal and Kenny Hudson, the two Local Presidents, and myself. Each Local union then had its own separte Local meeting with its stewards. It was good seeing all the stewards in one place..
cwafiles.org/PiedmontAgent/Piedmont_Station_Pay_Scales_2013-2016.pdf for 2013 through 2016
System Board Hearing Results - March 21 2013
There were seven (7) cases scheduled for the System Board.
· An agent from DCA had been terminated for alleging not closing the panel on the door. When the video was reviewed it was determined that the evidence was inconclusive and his termination was over turned and he was awarded one month’s back pay.
· An agent from PHX had been terminated for sexual harassment. There were numerous statements from fellow workers collaborating the charges and his termination was upheld.
· An agent from PHL was given a Level 3 for reporting back late from lunch. She produced evidence that she was indeed working at the time and the corrective action was over turned.
· Two employees (one from DCA and one from PHL) were terminated for dependability issues. In one case it was clear to the Board that the employee was not really making an attempt to keep his job and the termination was upheld. In the other case the person had substantial documentation with medical documentation that the person was legitimately out for medical reasons. The Board split 2
Change In Travel Policy and Shift Swap Suspensions
Memo sent to station managers regarding change in policy on travel time and shift swap suspensions
Subject: Important Policy Changes which are Effective Immediately
Two Important changes to the Customer Service Policy which are to go into effect immediately:
Report from System Board Hearing - Feb 21 2013
7 cases – 4 disciplines over turned and 3 upheld
1) There were three terminations at CLT that involved the alleged selling of buddy passes. There was no evidence on two of the cases and the terminations were over turned. There was some evidence on the third case and that termination was upheld.
2) A termination at OAJ was overturned when the Board decided that an employee who was fired for taking money for baggage fees, was incorrectly inputting baggage waiver fee information and should have been adequately trained, the mistakes were not his fault.
3) The termination of two other employees was upheld. One at PHL had clearly violated the company dependability policy and the other employee at SYR had repeatedly not performed the duties of his job.
4) An employee at MHT involved in an altercation had his discipline reduced from Level III to Level II because his discipline had been harsher than the others involved.
Questions and Answers about the AA-USAirways Merger’s Impact on Piedmont Agents
1. Will Piedmont be merged with American Eagle
a. The merger won't necessarily mean that American Eagle (their regional carrier) and Piedmont will merge. The new combined AA-USAirways may decide to continue to have two subsidiaries. (USAirways currently has more than one subsidiary) If they decide to merge American Eagle and Piedmont it will probably be a couple of years away.
a. American Eagle is currently represented by a union (TWU) so there definitely will be a union for the combined group. The two unions will probably work out a way for joint representation. There will be negotiations over combined seniority and combining the union contracts but until those negotiations are complete the current contract, benefits and seniority will stay in place
a. I can't imagine that it would be practical for them to replace the 5500 people who work for Piedmont with another company. Why would they do that? Piedmont delivers a quality service at (unfortunately) very little cost.
b. It's just as likely (especially if USAirways management gets control as looks to be likely ) that Piedmont will expand to a lot of other stations. Unfortunately we're facing the issue of Piedmont losing work all the time whether it is USAirways or a combined carrier. Even now USAirways is reveiwing proposals from other companies for the work at 10 stations to see if they want to switch from Piedmont to another company. Unfortuantely USAirways sees Piedmont (its own subsidary!!) as just another sub-contractor for its work. The regional airline business is a cut throat operation. It is hard for us to make sure that we keep wages and benefits at as high a level as possible but yet make sure that Piedmont is competitive enough to keep the work and not have another carrier get the work.
System Board Hearing - Jan 28
2) Second case was an appeal of a termination from PHL who was on a Level III. The company bus was in an accident and the employee was late as a result. The employee was terminated as a result of the tardy. The Board split two to two and the case will be processed for arbitration.
System Board Results - January 17 2013
System Board Results - 4 cases:
1) Employee from FLO who had been terminated because he was alleged to have stolen a lap top was given his job back when the Board determined that he had just placed it aside and had no intent of stealing it;
2) 2&3) An employee in PHX was given a Step 1 and a Level 3 (with loss of pay) The Level 1 was the result of an incident ‘which might have caused damage’. The Level 1 was maintained because of the seriousness of possible aircraft damage. The Level 3 was a result of an FAA investigation in which required information was not at the agent’s podium. It was determined that it was not the agent’s responsibility to have the information at her podium and the Level 3 was removed and she was awarded back pay.
3) 4) An employee at DCA had been removed from the station’s ‘flex program’ last year because of missing an iLearning segment. It’s a year later and he wanted to get back in the program. The Board said he could get back in the program the next time there was an opening in the flex program.
Local 13345 Officers At Swearing In Ceremony
Local 13345 Officers:
Kenny Hudson, President
Mike Tillery, Vice-President
Ahsaki Lockett , Secretary Treasurer
Keith Richardson, Area Representative
Steve Morgan, Area Representative
Michael Corrigan, Area Representative
Adnrew Hackman, At Large Representative
Carol Taylor, At Large Representative
Kevin Taylor, At Large Representative
Charles Coleman, At Large Representative (not in picture)
Election Results for CWA Local 13345
Election Results for CWA Local 13345
CWA Local 3645 Election Results
Election Results for Local 3645
At-Large Representative (top 4 were elected)
Local 3645 Elected officers
Full Tentative Agreement
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.
Summary of Tentative Agreement
a. 2012: 6-8% Lump Sum Payments – Effective within 30 days of the ratification of the contract
b. 2013-2016: Guaranteed 4% raise for all employees plus up to 2% lump sum payments based on hours worked in previous year: 1% based on completion of iLearning [80% of agents complete this] and 1% based on dependability
c. Longevity pay: starting in 2014 - $500 each year for employees with 5 years of service who achieve a 6% evaluation
d. People who are currently at the maximum:
2. Part-time Employees
a. Time and a half pay for part time employees when the shift is extended beyond 2 hours (even if you haven’t worked 40 hours)
5. Grievance procedure – all discipline and other concerns can be appealed.
6. Binding arbitration
a. All discipline can be appealed to a neutral arbitrator (no more Fair Treatment Board
7. Protection in case of a merger or takeover
a. Successorship language: union is recognized until companies are successfully merged;
a. Commitment to unlimited swaps
9. Personal Leave:
a. 2nd Personal Day for full time employees with two years’ service
a. 3rd week of vacation after 7 years (down from 8 years)
11. Bereavement Leave: Added legal guardian, ward, and domestic partner.
12. Seniority: Will govern in cases of bidding work schedules, vacation preference, furlough and recall
13. Furlough and recall – In cases of a station shut-down, an employee with 2 years of service may bump a junior employee at any station.
14. Parental Day: An employee will get one day of paid leave for the birth or adoption of a child.
b. Removal of ‘failure to follow procedures’ from Corrective Action Form
c. Employees whose flight benefits or swap privileges are suspended as a result of failing required training will have them restored on completion of training.
d. Company will administer dependability and other disciplinary matters on different tracks.
e. Disciplinary letters will become inactive after 12 months.
16. Health Insurance for full-time employees
a. Increases limited to 1% a year and those increases start in 2015
17. Break Period and Lunch:
a. Employees will be guaranteed a break if there is no down time during a shift.
18. Safety and health: Employees will not be required to work in unsafe or unsanitary areas or under unsafe or unsanitary conditions
19. Sick leave:
a. Employees can use leave by the hour if they have to go home early
20. Alcohol and drug policy: Company cannot make changes in current policy without negotiating with the union
21. Unpaid Medical Leave: Employee will accrue longevity for purposes of pay and benefits for 90 days.
22. Probationary Period: Reduced from 180 to 90 days with the ability of Company to extend for another 90 days
23. Jury Duty/Court Appearance: Employees who are required to appear in court for non-work issues may ask for leave without pay and it will not be unreasonably denied.
24. Non discrimination clause: Company can’t discriminate
25. Employees who are sick the day before or after a holiday you get paid if they bring in a doctor’s note
26. Severe weather situation: An employee may use a vacation or personal day in a severe weather situation and will not receive an occurrence
a. Union will be given 1 hour to address new hires during scheduled orientation sessions.
30. Union shop at all stations.
31. Duration: form date of ratification until 12/31/16.
a. Early negotiations start 6/30/16
Click on the subject line to find a steward at your station
Family & Medical Leave Fact Sheet
[for more information - click the title]
New Piedmont Agent Facebook Group
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.:
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