United Airlines Negotiations
Grievance, seniority, benefits, bonuses
Rich Delaney, January 17, 2010 — Print Update
Grievance
District 141 resumed United Airlines negotiations this past week in Chicago. The first days of the week in United negotiations were focused on completing the discussions that have been held regarding improvements to our Grievance Procedure and aspects of our Seniority provisions.
The purpose of modifying our Grievance Procedure is to give our Members and the Union an opportunity to identify and resolve issues in a more timely way that has been in the practice in the last several years. We are not trying to revamp the process, only looking for ways to reach a decision faster. Through this week’s discussions we believe we are making great progress toward that goal.
Seniority
Our intent regarding seniority is to follow the desires of the membership proposals received at the beginning of negotiations and address accrual and use of seniority during times of furlough, when seniority is so important. Again, we think we have reached understandings in United Airlines negotiations that will improve and protect our Members’ seniority rights in the future.
These issues now will be filed for future reference in United Airlines negotiations, and they will be reviewed again before a final complete contract is tentatively agreed to. We will focus on other issues for the near future.
Insurance
The latter part of the week in United Airlines negotiations concerned the company proposal to change Insurance coverage and costs.
The company is well aware that our members have cited insurance benefits as one of the main areas for improvement within our contract and that our proposal is to return coverage and costs to pre-bankruptcy levels.
However, they have proposed changes we are obligated to review and consider; we are not obligated to agree. Representatives from United’s benefits group met with our Negotiators to provide a more comprehensive explanation of some aspects of their proposal than the initial overview we received in November.
Of particular concern was the suggested changes to HMO coverage. Although the details of HMO’s are not spelled out in our contract in the same manner as traditional insurance coverage is, we recognize that a large percentage of our members rely on HMO’s as their coverage of choice. There are many personal reasons for this decision but one significant one is the managed monthly cost. The company proposal in United Airlines negotiations to shift to a nation wide system of coverage, rather than the location by location agreements United makes with separate HMO providers, naturally causes concern and questions. The company provided information about how this nationwide process would work and compared and contrasted it to our current system.
We held a very frank and open discussion with the company regarding this particular issue and insurance in general.
Discussions around the concept of encouraging members and dependents to utilize preventative testing and wellness programs before serious illness occurs were also held. As is the case in many proposals, some areas of the other side’s proposal are not always negative. We are interested in following up on the positive approach to health and wellness with the company while still maintaining a threshold of cost and coverage for all members.
The week ended with the commitment from United to assemble and provide to our Negotiating Team the requested data and statistical information to fully understand where future discussions may lead. Much more dialogue is necessary over the topic of insurance before any agreement can hope to be achieved.
Talks are scheduled to resume next week.
improved Bonus Program
After having a detailed explanation meeting during United Airlines negotiations, regarding modifications to the current A:14 Bonus Program, we have agreed to improve the program for 2010.
While maintaining the current formula used to determine United’s A:14 monthly status (DOT reported standings) an additional component will be added for the coming year. United Promoter (UP) scores will now be used on a monthly basis to allow for an additional, but separate payment.
The modified program will now make cash pay outs to employees if either of the components goals are met.
In other words, employees will receive a payment if United reaches its goal of on time arrivals and a payment if United’s UP scores reach or are close to the monthly goal. The individual criteria have modified payments – 1st Place for A:14 will now be $65.00 for example – but the combination of payments will provide a larger payout per employee when reached.
We were most concerned that goals set for our members be realistic and obtainable. In reviewing past performance of our members’ success and reviewing the established goals for 2010, we believe that by continuing to perform at the level we are today, payments should continue or increase in the same manner as 2009. Our intent in agreeing to this program is to reward our members in a real way (cash) for the work they perform, especially in stressful and critical times. Print This Update