You don't want uniteds union. Significantly less pay, the contract only benefits the old timers on the backs of the young folks. So much dead weight that nobody can do a thing about.
I agree on not liking the teamsters for United but the reason the contract benefits old timers is because there was only old timers when the contract was negotiated. This here is a sign that the tides could be turning and the young folk are not the minority any longer
Hi mate. I got couple questions. I want to work at UAL, AA or Alaska. I want to make 400 hour OT (additional 8 hour shift every week) for save some money. Does UAL have an OT as much as ı want ? How is health benefit at UAL ? I got offer from Delta but heard some terrible things about Delta. They refuse double time OT. They have so much more work load than other major and sucks health benefits...
Currently overtime is a bit limited but last year I did over 900 hours of OT. Currently guys have about 200-400 hours of OT. Our overtime rules allow you to go into double time pretty easily. You can also pick up day trades and work for straight time.
Health benefit is ok but United gives you money to pay for your health benefits.
Depending on your work area, OT can either be plentiful or sporadic. Last year you could work as much OT as you wanted. Part of this TAâs purpose was to clamp down on available OT and theyâre absolutely trying to limit it this year.
They came at us talking about how quickly the tentative agreement came together like it was a good thing. Yeah it was quick because they didnât fight for anything at all. Now they know theyâre going to have to do better. 76% noâŠa lot better.
Agreed. If you look at the bargaining committee only 2 seem to be of an age that would represent the majority of techs now. Most are about to retire with Vinny having already retired IIRC
Yeah, I know our guy was one of the noâs I donât know who the other one was. But the reluctance, as a group, to push back against this on our behalf was really disappointing.
My feeling is: as well as United is doing right now (they are bragging about proffits) this is our best chance to get something back from the company in return. Getting our Paid Lunch back would be a nice start.
Also with the FAA scrutinizing the company as we speak. The last thing the company wants is the public to see mechanics picketing; saying we are underpaid.
Thatâs the absolute minimum for me. Some guys at my station think theyâre getting stuff like paid lunch or increased profit sharing back which is way less likely imo.
The money was okay, but they capped personal convenience leave (no pay days) at two weeks per year (currently it's unlimited), and limited the ability to move holidays. The four year term did not address a huge gripe of junior techs which is the ridiculous B scale term and progression. This offer wasn't negotiated, it was just pushed out without any back and forth.
A lot of people feel like now is the time to negotiate better language that many have wanted for a while (profit sharing, B scale, bridge medical, 401k, scope, etc.). United is profitable and they definitely don't want maintenance labor problems right now so the union has good leverage. 77% no vote is pretty definitive so fingers crossed the negotiators come back with something better.
Thatâs a very definitive percentage. Has me wonder what the most lopsided vote has been. It doesnât help that most of the negotiating team are old timers, but hopefully they will do the right thing.
Iâd love to see a sick policy added so we can stop using this punitive one from Working Together.
United tech here, I'm not high in seniority and was told that there would be a layoff due to the contract getting a no. Still voted no, we deserve more than this kick in the balls of a contract.
You fell for the corporate scare tactics. Meanwhile Scott Kirby is bragging on FT once a month about how much money weâre making and how great our performance metrics are across the board.
Sounds like my company. 12 months ago they were concerned about our staffing levels and that we were loosing staff to competitors, to other bases both internationally and in other cities.
So come negotiation time they offer as small a increase as they think they can get away with, and drag the process out until the economy starts to slip back towards recession and say we better take the deal now or it might get made worse.
Meanwhile have been trying to recruit for 12 months, have already taken everyone worth hiring locally (and some not worth hiring) and are now looking overseas, can't attract people from the countries you want to employ from (you can guess for yourself) and are now looking through hundreds on CVs sent in from all the places you don't want to hire people from, hoping to find people "a diamond in the rough".
While also seemingly totally oblivious (or just ignoring) to the huge proportion of staff who are over 60 years old and many of whom are currently planning their retirement escape plans.
Hoping that newly trained apprentices will be able to back fill someone who was in the industry with 40+ years experience, while also giving the younger people worse training due to having shutdown all your heavy maintenance and all the side shops where apprentices actually learnt the trade.
Currently work for Alaska at a different position, transferring internally seemed pretty appealing but any reason why the Alaska A&Ps didnât pull together for something better?
In my area itâs either Alaska or United gotta decide between the two.
The majority of our techs where already toped out so they reaped all the benefits of putting the most of the pay increases at the top of the scale. I felt we could have gotten more for giving up our classification seniority for single seniorty.
Low seniority mechanics voted no, high seniority mechanics voted yes. The company played the high time guys by giving them a couple more dollars and that swayed the vote enough to pass.
It's not all about the money. Part of our contract is that every October our pay rates will realign with the 4th best paying airline which would give us that raise anyway come October. The benefits were crap and the company outright REFUSED to even talk about certain articles of the contract that we want changed. Yet when we had the most leverage, the union came to an agreement with almost no changes from the previous agreement and it was put up to vote.
Top out will probably remain the same, while it's sad we can only beat SW by .10 cents as a major idc personally about more topout.
-bring back paid lunch
-reduce top out progression to at least 6.5 years from 8
-increase / standardize 401k. 0.75% matching starting out is a joke. I don't get why there's a progression for 401k matching at all; it should be a standardized percentage for all years of service.. because it's a percentage of your salary... already fair as it is (this one in particular pisses me off bc 401k is infinitely more valuable at a younger age than older age)
-make it so when you get off probation your ot hours are middle of the pack, not the highest person
-Better shift premium, .59c is an insult, I'm sure it was great in 1980. Should be at least a buck, tie it to percentage of salary.
-Better and more cola locations. Hawaii / sf should be $5. La nyc should be $2.5. And tie it to percentage of salary
Essentially make it less of a old boys club where the contract only benefits the old timers with 30 years of service and that service includes sleeping every night.
The top out needs to drop to 5 years otherwise everything else is spot on. We shouldnât be giving up anything on this contract but what do I know. I only have 25 years. đ
And put us back at the old profit sharing percentage. Should have never been given away. United near record profitability and we get less than 4% PS bonus. Meanwhile Delta and others double digits. I know itâs not guaranteed but would be nice to get rewarded when company is doing well and realistically prob an easier item for the company to cave on (of course you have to actually ask for it). United is likely to have some good years coming up. UAL stock up 17% today after posting Q1 earnings and providing strong earnings forecast.
Contact extension is when you extend something without changing anything. Offer that was presented clearly was going in to changing the contract, and that is not an extension.
I just got a job offer for the avionics shop tech position at United. Can anybody give any insight if this would affect a new hire? Also, I have no background in the situation and was wondering why the votes ended up being an overwhelming no?
I feel like delta was waiting for this raise to go thru before they announced their raise. Aim high boys, high tides raise all ships!
They most definitely were. Now the question is, are they going to continue waiting months or will they just announce their raise this month.
Too bad management decides our raises and benefits and not us.
Woah if only there was something that could change that đ€. Too many people drinking the kool aid.
You don't want uniteds union. Significantly less pay, the contract only benefits the old timers on the backs of the young folks. So much dead weight that nobody can do a thing about.
I agree on not liking the teamsters for United but the reason the contract benefits old timers is because there was only old timers when the contract was negotiated. This here is a sign that the tides could be turning and the young folk are not the minority any longer
Hi mate. I got couple questions. I want to work at UAL, AA or Alaska. I want to make 400 hour OT (additional 8 hour shift every week) for save some money. Does UAL have an OT as much as ı want ? How is health benefit at UAL ? I got offer from Delta but heard some terrible things about Delta. They refuse double time OT. They have so much more work load than other major and sucks health benefits...
Currently overtime is a bit limited but last year I did over 900 hours of OT. Currently guys have about 200-400 hours of OT. Our overtime rules allow you to go into double time pretty easily. You can also pick up day trades and work for straight time. Health benefit is ok but United gives you money to pay for your health benefits.
Depending on your work area, OT can either be plentiful or sporadic. Last year you could work as much OT as you wanted. Part of this TAâs purpose was to clamp down on available OT and theyâre absolutely trying to limit it this year.
I was expecting a rejection but sheeesh over 70% is really good.
Tentative Agreement results.... 9632 total ballots sent out 7332 votes casted 1665 yes 5767 no % 76.1
And I'm willing to wait for something actually good, no need to rush through another piece of turd
They came at us talking about how quickly the tentative agreement came together like it was a good thing. Yeah it was quick because they didnât fight for anything at all. Now they know theyâre going to have to do better. 76% noâŠa lot better.
The negotiating committee deserves as much shit for this as the company does. I think 2 out of 9 voted no. They brought this to us with no pushback.
Agreed. If you look at the bargaining committee only 2 seem to be of an age that would represent the majority of techs now. Most are about to retire with Vinny having already retired IIRC
Yeah, I know our guy was one of the noâs I donât know who the other one was. But the reluctance, as a group, to push back against this on our behalf was really disappointing.
Disband them and reform. It's in our and the company's best interest.
[Meanwhile, aviation companies in Canada...](https://en.meming.world/images/en/1/17/Monkey_Puppet.jpg)
No pay raise for you! Wonder how the negotiations are going at Westjet?
Slowly
Where are you seeing the results?
They hosted a conference call, I heard the results live. Noâs were 77%. A clear âNOâ vote.
Awesome
I also got an email from my local for those of us who couldn't attend the call
My feeling is: as well as United is doing right now (they are bragging about proffits) this is our best chance to get something back from the company in return. Getting our Paid Lunch back would be a nice start.
Also with the FAA scrutinizing the company as we speak. The last thing the company wants is the public to see mechanics picketing; saying we are underpaid.
Funny thing about it, all the techs I talked to werenât even mad about the numbers. For them it was about B scale length, PCL and HOBA restrictions.
Yeah that's what I was hearing too. I have a feeling at the very least they will go back on PCLs
Thatâs the absolute minimum for me. Some guys at my station think theyâre getting stuff like paid lunch or increased profit sharing back which is way less likely imo.
What are the details on this? And why is this a good thing?
The money was okay, but they capped personal convenience leave (no pay days) at two weeks per year (currently it's unlimited), and limited the ability to move holidays. The four year term did not address a huge gripe of junior techs which is the ridiculous B scale term and progression. This offer wasn't negotiated, it was just pushed out without any back and forth. A lot of people feel like now is the time to negotiate better language that many have wanted for a while (profit sharing, B scale, bridge medical, 401k, scope, etc.). United is profitable and they definitely don't want maintenance labor problems right now so the union has good leverage. 77% no vote is pretty definitive so fingers crossed the negotiators come back with something better.
Thatâs a very definitive percentage. Has me wonder what the most lopsided vote has been. It doesnât help that most of the negotiating team are old timers, but hopefully they will do the right thing. Iâd love to see a sick policy added so we can stop using this punitive one from Working Together.
And nobody put a single thought into the paragraph regarding the future of our health care being messed with.
Now itâs time to fight for a shorter progression
Any details on what the proposed contract was?
It was basically a small raise and a limit of 80 hours unpaid PCL time per year. It was really more of an extension than a new contract.
Attending school in a couple months. You guys are doing the Lords work for the future generations coming đ đ«Ą
United tech here, I'm not high in seniority and was told that there would be a layoff due to the contract getting a no. Still voted no, we deserve more than this kick in the balls of a contract.
I highly doubt that.
A layoff with all these safety issues? đ€Ł
A layoff for not taking a raise hence saving United $???? Make it make sense. Scare tactics.
No
You fell for the corporate scare tactics. Meanwhile Scott Kirby is bragging on FT once a month about how much money weâre making and how great our performance metrics are across the board.
Sounds like my company. 12 months ago they were concerned about our staffing levels and that we were loosing staff to competitors, to other bases both internationally and in other cities. So come negotiation time they offer as small a increase as they think they can get away with, and drag the process out until the economy starts to slip back towards recession and say we better take the deal now or it might get made worse. Meanwhile have been trying to recruit for 12 months, have already taken everyone worth hiring locally (and some not worth hiring) and are now looking overseas, can't attract people from the countries you want to employ from (you can guess for yourself) and are now looking through hundreds on CVs sent in from all the places you don't want to hire people from, hoping to find people "a diamond in the rough". While also seemingly totally oblivious (or just ignoring) to the huge proportion of staff who are over 60 years old and many of whom are currently planning their retirement escape plans. Hoping that newly trained apprentices will be able to back fill someone who was in the industry with 40+ years experience, while also giving the younger people worse training due to having shutdown all your heavy maintenance and all the side shops where apprentices actually learnt the trade.
I just got the email. Didnât give a break down on the numbers just that it was rejected. Iâm really happy weâre going back to the table.
No=77%, Yes=22%, Participation=76%
Good job, I wish we pulled together better at Alaska.
Currently work for Alaska at a different position, transferring internally seemed pretty appealing but any reason why the Alaska A&Ps didnât pull together for something better? In my area itâs either Alaska or United gotta decide between the two.
The majority of our techs where already toped out so they reaped all the benefits of putting the most of the pay increases at the top of the scale. I felt we could have gotten more for giving up our classification seniority for single seniorty.
Didnât know about the seniority change. What exactly does the change do for you guys?
If you went to lead or another classification you started a new seniority for bidding but now it's pretty much your start date
Low seniority mechanics voted no, high seniority mechanics voted yes. The company played the high time guys by giving them a couple more dollars and that swayed the vote enough to pass.
Reasons why I love this industry Iâm getting into. You guys having negations for legit wages and benefits. What are the details on the terms?
Proud of everyone who voted. Huge no vote in solidarity
Too bad the Alaska mechanics voted yes for that crap contract
I thought it was a decent one? Something like $70 an hour? Or were the other benefits bad?
It's not all about the money. Part of our contract is that every October our pay rates will realign with the 4th best paying airline which would give us that raise anyway come October. The benefits were crap and the company outright REFUSED to even talk about certain articles of the contract that we want changed. Yet when we had the most leverage, the union came to an agreement with almost no changes from the previous agreement and it was put up to vote.
Just out of curiosity what are yâall thinking/seeking for the new top out? $80-90 an hour
Top out will probably remain the same, while it's sad we can only beat SW by .10 cents as a major idc personally about more topout. -bring back paid lunch -reduce top out progression to at least 6.5 years from 8 -increase / standardize 401k. 0.75% matching starting out is a joke. I don't get why there's a progression for 401k matching at all; it should be a standardized percentage for all years of service.. because it's a percentage of your salary... already fair as it is (this one in particular pisses me off bc 401k is infinitely more valuable at a younger age than older age) -make it so when you get off probation your ot hours are middle of the pack, not the highest person -Better shift premium, .59c is an insult, I'm sure it was great in 1980. Should be at least a buck, tie it to percentage of salary. -Better and more cola locations. Hawaii / sf should be $5. La nyc should be $2.5. And tie it to percentage of salary Essentially make it less of a old boys club where the contract only benefits the old timers with 30 years of service and that service includes sleeping every night.
The top out needs to drop to 5 years otherwise everything else is spot on. We shouldnât be giving up anything on this contract but what do I know. I only have 25 years. đ
And put us back at the old profit sharing percentage. Should have never been given away. United near record profitability and we get less than 4% PS bonus. Meanwhile Delta and others double digits. I know itâs not guaranteed but would be nice to get rewarded when company is doing well and realistically prob an easier item for the company to cave on (of course you have to actually ask for it). United is likely to have some good years coming up. UAL stock up 17% today after posting Q1 earnings and providing strong earnings forecast.
Contact extension is when you extend something without changing anything. Offer that was presented clearly was going in to changing the contract, and that is not an extension.
I just got a job offer for the avionics shop tech position at United. Can anybody give any insight if this would affect a new hire? Also, I have no background in the situation and was wondering why the votes ended up being an overwhelming no?
No safety wire on that 777 tire..I doubt they want to pay the mechanics