TENTATIVE AGREEMENT between AMERICAN AIRLINES and

TENTATIVE AGREEMENT

between

AMERICAN AIRLINES

and

TWU/IAM AIRLINE MECHANIC & RELATED EMPLOYEE ASSOCIATION

covering

AVIATION MAINTENANCE TECHNICIANS,

PLANT MAINTENANCE EMPLOYEES, PLANNERS, QUALITY ASSURANCE AND

TECHNICAL DOCUMENT SPECIALISTS

of

AMERICAN AIRLINES, INC.

Effective date – XX

THE TWU-IAM ASSOCIATION

March 2020

Sisters and Brothers,

This package contains the tentative agreements submitted to you for your ratification vote. As you

know very well, the process of negotiating this agreement has been a long and tough fight. Two proud

unions came together to form an Association that married our strength and solidarity to deal with the

world’s largest airline. The end result proves that the effort has been well worth your support.

The agreements to be voted on are the best in the industry. We reached parity and improvements on

important benefits like sick-time, vacation and holidays. Retirement accruals will be second to none

for our classifications and we preserved the pre-merger healthcare benefits as they applied to each

pre-merger group.

Seniority applications have been merged into a single system that protects your seniority in the

classification of your work and, for the first time, allows you to have seniority rights across the entire

new American Airlines system. Your jobs are protected on the system and at your station and, more

importantly, the work you do is protected in a way that ensures good union jobs will exist at American

Airlines for generations to come.

Pay rates, overtime, holiday pay and profit sharing, taken all together, will lead the industry by any

measure. Significantly, the formulas for that compensation are locked-in with iron clad language in

these agreements.

We urge you to review this material, visit the Association website at twu-iam.org and the TWU and

IAM websites to see the highlights, and make an educated vote – a vote that will guarantee an

improved future for you and your family for a long time to come. Your negotiators are proud of these

tentative agreements and so are we. Everyone involved in negotiating these contracts recommend a

YES vote and encourage you to do your part by voting in the ratification.

Specific details of voting locations, the date of the vote and times are available from your local

representatives, on the Association website and on the TWU and IAM websites.

INDEX

PREAMBLE

ARTICLE 1 - PURPOSE OF AGREEMENT 1

ARTICLE 2 - STATUS OF AGREEMENT 2

ARTICLE 3 - EFFECTIVE DATE AND DURATION 3

ARTICLE 4 - EFFECT ON PRIOR AGREEMENTS 4

ARTICLE 5 -TRANSPORTATION 5

ARTICLE 6 – RECOGNITION AND SCOPE 6

ARTICLE 7 – CLASSIFICATIONS 18

ARTICLE 8 - QUALIFICATIONS 36

ARTICLE 9 – FILLING OF VACANCIES 42

ARTICLE 10 - PROBATION 77

ARTICLE 11 - SENIORITY 78

ARTICLE 12 - REDUCTION IN FORCE / RECALL / VOLUNTARY SEPARATION 81

ARTICLE 13 - FURLOUGH BENEFITS 87

ARTICLE 14 - HOURS OF SERVICE 89

ARTICLE 14.1 - REBIDS 94

ARTICLE 14.2 - REALIGNMENTS 96

ARTICLE 14.3 -ABSENCE FROM DUTY 97

ARTICLE 15 - SHIFT SWAPS 98

ARTICLE 16 - COMPENSATION 101

ARTICLE 17 -PROFIT SHARING 110

ARTICLE 18 - OVERTIME 112

ARTICLE 19 - FIELD TRIPS / TRAVEL PAY 120

ARTICLE 20 - TRAINING, TRAVEL PAY AND MEAL PER DIEM 129

ARTICLE 21 - ISSUANCE OF SIDA BADGE 133

ARTICLE 21.1 - BACKGROUND CHECK LOA 135

ARTICLE 22 - HOLIDAYS 136

ARTICLE 23 - VACATIONS 139

ARTICLE 24 - SICK LEAVE 145

ARTICLE 25 - LEAVES OF ABSENCE 147

ARTICLE 26 - LIMITED DUTY 154

ARTICLE 26.1 – LIMITED DUTY LOA 155

ARTICLE 27 - FITNESS FOR DUTY 156

ARTICLE 28 - SAFETY AND HEALTH 159

ARTICLE 29 - BENEFITS 162

ARTICLE 30 - RETIREMENT BENEFITS 170

ARTICLE 31 - UNION SECURITY AND DUES CHECK-OFF 176

ARTICLE 32 - REPRESENTATION 181

ARTICLE 33 - GRIEVANCE PROCEDURE 184

ARTICLE 34 - SYSTEM BOARD OF ADJUSTMENT / ARBITRATION 190

ARTICLE 35 - GENERAL 193

ARTICLE 36 - UNIFORMS 196

ARTICLE 37 - BULLETIN BOARDS 197

ARTICLE 38 - NO STRIKE – NO LOCKOUT 198

ARTICLE 39 - RECOGNITION OF RIGHTS AND COMPLIANCE 199

INDEX

ARTICLE 40 - RETIREMENT BENEFITS 200

LETTER OF MEMORANDUM (LOM)

LOM 1 – CITY TO CITY BID AWARD 203

LOM 2 – NEW HIRE COSIDERATION BETWEEN AGREEMENTS 201

LOM 3 – CAMERA INSTALLATIONS 202

LOM 4 – TCC TO MTS TRANSITION 202

LOM 5 – INTERIOR MECHANIC CLASSIFICATION 204

LOM 6 – JFK SOE AND MASTERS TRADE LICENSE PREMIUM 209

LOM 7 – CLEANER SENIORITY 210

LOM 8 – INITIAL AIRCRAFT INSPECTION – BASE 211

LOM 9 – CHRISTMAS & NEW YEARS BASE MAINTENANCE OPERATIONS 212

LOM 10 – VOLUNTARY EARY OUT PROGRAM 213

LOM 11 – VACATION LUMP SUM PAYMENT 214

LOM 12 – RETIREMENT FROM INACTIVE STATUS 215

LOM 13 – COMPOSITE SHOP SKILL PREMIUM 216

LOM 14 – ROTATION OF DAYS OFF 217

LOM 15 – AVIONICS UTILIZATION 218

LOM 16 – ORDERING OF PARTS 219

LOM 17 – COMPUTER PROGRAMMING 220

LOM 18 – PAYROLL SYSTEM TRANSITION AGREEMENT 221

LOM 19 – VACATION METHODOLOGY 222

LOM 20 – OASIS MODIFICATION PROJECT 223

PREAMBLE

This Agreement is made and entered into this [INSERT DATE], in accordance with the

1

provisions of Title II of the Railway Labor Act, as amended, by and between American

2

Airlines, Inc., (“American” or the "Company"), and the Transport Workers Union of

3

America AFL-CIO and the International Association of Machinists and Aerospace

4

Workers AFL-CIO, certified by NMB case #R-7422 as the TWU/IAM Mechanics

5

Association, (“Association” or "Union").

6

ARTICLE 1 - PURPOSE OF AGREEMENT

1

A. The purpose of this Agreement is, in the mutual interest of the Company and the

1

employees, to provide for operation of the services of the Company under methods,

2

which will further, to the fullest extent possible, the safety of air transportation, the

3

efficiency and economy of operations, and to provide orderly collective bargaining

4

relations between the Company and its employees, a method for the prompt and

5

equitable disposition of grievances, and for the establishment of fair wages, hours and

6

working conditions for the employees covered hereunder. In making this Agreement,

7

both the Company and the employees hereunder recognize their duty to comply with

8

the terms hereof and to cooperate fully, both individually and collectively, for the

9

accomplishment of the intent and purpose of this Agreement. To further these

10

purposes, the Company or an International Representative of the Union may request

11

a conference at any time to discuss and deal with any general condition that may arise

12

under the application of this Agreement.

13

14

B. No employee covered by this Agreement will be interfered with, restrained, coerced,

15

or discriminated against by the Company, its officers or agents, because of

16

membership in or lawful activity on behalf of the Union.

17

18

The Company and the Union recognize the important safety sensitive role of the

19

Quality Assurance Auditors and of the importance of assuring that their duties are

20

accomplished in a fair and unbiased fashion, free from outside interference, pressure

21

or coercion. To that end, the Company and the Union agree that Quality Assurance

22

Auditors covered by this Agreement will not be interfered with, restrained, coerced, or

23

discriminated against by the Company, its officers/agents; the Union, its

24

officers/agents or by fellow employees.

25

26

C. It is understood wherever in this Agreement employees are referred to in the

27

masculine gender, it shall be recognized as referring to both male and female

28

employees.

29

30

D. There shall be no discrimination between employees covered by this Agreement

31

because of race, creed, color, national origin, or gender.

32

33

E. Should any part or provision of this Agreement be rendered invalid by reason of any

34

existing or subsequently enacted legislation, such invalidation of any part or provision

35

of this Agreement shall not invalidate the remaining portions thereof, and they shall

36

remain in full force and effect.

37

38

F. The Company and the Union agree to comply fully with all applicable Federal and

39

State statutes and regulations prohibiting discrimination with respect to all aspects of

40

employment with the Company. Further, the Company and Union agree that neither

41

shall discriminate against employees covered by this Agreement on the basis of race,

42

color, religion, sex, national origin, age, sexual orientation, disability, membership in

43

a uniformed service, or status as a disabled veteran.

44

ARTICLE 2 - STATUS OF AGREEMENT

M&R ARTICLE 2 - STATUS OF AGREEMENT

2

A. It is expressly understood and agreed that when this Agreement is accepted by

1

the parties and signed by their authorized representatives, it will supersede any

2

and all agreements existing or previously executed between US Airways, Inc. or

3

American Airlines, Inc. (the “Company”) and any Union or individual affecting the

4

crafts or classes of employees covered by this Agreement.

5

6

B. It is understood and agreed that this Agreement will be binding upon any

7

successors to the present Corporation insofar as it is legally possible. In the event

8

this is not legally possible, the Company and the Union will meet prior to any

9

change and negotiate all possible protection for the employees.

10

11

C. The Agreement shall be binding upon the Company and any Successor, defined

12

as a purchaser, assignee or transferee of all or substantially all of the assets or

13

stock of the Company or American Airlines Group Inc., whether in a single

14

transaction or multi-step transaction. Neither the Company nor American Airlines

15

Group Inc. shall enter into an agreement with a Successor which creates a

16

Successor transaction unless the Successor agrees, in writing, as a prior

17

irrevocable condition of the Successorship transaction, that the Successor, the

18

Company and American Airlines Group Inc., and any operating airline which

19

obtains the assets of the Company will: (1) recognize and treat with the Association

20

as the representative of the crafts or classes of employees covered by this

21

Agreement consistent with the Railway Labor Act; (2) be bound by the Agreement,

22

as it may be amended pursuant to the provisions of applicable law; and (3) to

23

employ employees on the system seniority list in accordance with the provisions

24

of this Agreement.

25

26

D. If a successor is an air carrier, and the Successor conducts an operational merger

27

between the Company and the Successor or another air carrier, then the

28

Successor will provide the Company employees covered by this Agreement with a

29

seniority integration in accordance with the McCaskill-Bond Amendment, Pub. L.

30

110-161, Div. K, Title I, § 117, Dec. 26, 2007, 121 Stat. 2383, codified at § 42112,

31

note.

32

ARTICLE 3 - EFFECTIVE DATE AND DURATION

M&R ARTICLE 3- EFFECTIVE DATE AND DURATION

3

A. Effective Date

1

2

The provisions of this Agreement will become effective on [INSERT DOR] (the

3

“Effective Date”) except as otherwise specifically stated in this Agreement.

4

5

B. Amendable Date

6

7

This Agreement will continue in full force and effect through and including [INSERT

8

DOR + 5 YEARS] and will thereafter renew itself without change each succeeding

9

[INSERT ANNIVERSARY OF DOR], unless written notice of intended change is

10

served in accordance with Section 6, Title I, of the Railway Labor Act, as amended

11

(the “Act”) by either party at least (6) months prior to [DOR+5 years] or on any

12

[ANNIVERSARY OF DOR] thereafter.

13

14

C. Complete Agreement

15

16

The parties agree this is the complete Agreement negotiated between American

17

Airlines and the TWU-IAM (M&R, MLS, MTS, MCT, & FLEET) Association. No

18

amendments to this Agreement will be valid unless signed by the Vice President

19

of Labor Relations (or his/her designee) and the Director of the Association (or

20

his/her designee). Letters of Agreement (LOA), Letters of Understanding (LOU)

21

and Memoranda of Understanding (MOU) that have not specifically been agreed

22

to in the negotiation of this Agreement shall become null, void and not enforceable

23

as of the effective date of this Agreement.

24

ARTICLE 4 - EFFECT ON PRIOR AGREEMENTS

M&R ARTICLE 4- EFFECT ON PRIOR AGREEMENTS

4

A. This Agreement will supersede and take precedence over prior Agreements,

1

Letters, local side agreements, practices, and exceptions whether written or

2

unwritten and similarly related documents executed between the Company and

3

the Association prior to the signing of this Agreement.

4

ARTICLE 5 - TRANSPORTATION

M&R ARTICLE 5- TRANSPORTAION

5

1

A. Employees covered by this Agreement and their immediate families will be granted

2

the same transportation privileges on the Company's system as may be established

3

by Company regulations for all personnel.

4

5

B. Union business travel will be provided pursuant to Company policy.

6

7

ARTICLE 6 – RECOGNITION AND SCOPE

M&R ARTICLE 6- RECOGNITION AND SCOPE

6

Pursuant to the National Mediation Board’s May 19, 2015 certification in NMB Case

1

No. R-7422, the Company recognizes the Airline Mechanic and Related Employees

2

Association TWU/IAM (the “Association”) as the exclusive and sole collective

3

bargaining agent with respect to rates of pay, rules, and working conditions for

4

employees of American Airlines, Inc. within the United States, its territories and

5

possessions, covered under this Agreement as described in Classifications, Article 7.

6

7

A. Except as otherwise provided for in this Article, all aircraft maintenance work, facilities

8

maintenance work, and ground service equipment maintenance work on aircraft,

9

ground equipment, and facilities performed for the Company is recognized as covered

10

work under this Agreement and shall be performed by employees on the Association

11

master seniority list(s). The Company agrees that the work described in

12

Classifications, Article 7 and the following described work, wherever performed,

13

comes within the jurisdiction of the Association, and is covered by this Agreement,

14

including but not limited to:

15

16

1. The making, assembling, erecting, dismantling, and repairing of all machinery,

17

mechanical equipment, engines and motors of all description, including all work

18

involved in dismantling, overhauling, repairing, fabricating, assembling, welding,

19

touch up painting, shot peening and erecting, testing, inspecting all parts of

20

airplanes, airplane engines, avionics equipment, electrical system, heating

21

system, hydraulic systems, radios, components, de-fueling, oiling, replenishing

22

hydraulic and other fluids, accessories, furnishings and equipment and machine

23

tool work in connection therewith, including all maintenance, construction and

24

inspection work in and around all shops, hangars, buildings, and including the

25

servicing, cleaning and polishing of airplanes and parts thereof, and the servicing

26

and handling of all ground equipment performed in and about Company

27

maintenance shops, maintenance bases, aircraft base maintenance bases, and

28

line service/maintenance stations; and

29

30

2. The servicing, maintaining, and repairing of tools and equipment, including hand

31

tools, power tools, machine tools, and mobile equipment provided by the Company

32

for the use of employees covered by this Agreement in the performance of their

33

work and, when assigned by the Company, those tools and equipment provided

34

by the Company for the use of employees not covered by this Agreement, including

35

such work as fabricating, repairing, assembling, disassembling, testing, inspecting,

36

fueling, oiling, and cleaning; and

37

38

3. The servicing, maintaining, and repairing of ground radio equipment (except on-

39

the-job service, repairs, and installation of ground radios), including such work as

40

fabricating, repairing, assembling, disassembling, testing, and inspecting.

41

42

43

B. Except as otherwise provided for in this Article, the scope of work for Aircraft

44

Maintenance Planners, Senior Aircraft Maintenance Planners, Quality Assurance

45

Auditors, Senior Quality Assurance Auditors, Technical Documentation Specialists,

46

ARTICLE 6 – RECOGNITION AND SCOPE

M&R ARTICLE 6- RECOGNITION AND SCOPE

7

Senior Technical Documentation Specialists, and Senior Bill of Work/EO/AD Planners

1

is as described in Article 7 (Classifications).

2

3

C. When ground equipment fueling is not subcontracted, it will not be deemed a violation

4

of the Agreement for a Company employee to fuel the equipment he is operating.

5

There shall be no increase of the subcontracting of such fueling work beyond what

6

exists at DOR.

7

8

D. It is understood that the Company reserves the right to continue to return to the

9

manufacturer or its authorized agent, parts and subassemblies for repair or

10

replacement that cannot be repaired on the property due to lack of equipment or

11

because of warranty.

12

13

Outsourcing of Aircraft, Engine and Component Base Maintenance

14

15

E. At a minimum, the Company will perform base maintenance work in CLT, PIT, TULE

16

and DWH, except for the exclusions provided in this section. As to PIT, the

17

Company will continue to perform base maintenance work at PIT for five (5) years

18

from DOR, provided that the number of Base Aviation Maintenance Group

19

employees (consisting of Crew Chief and Tech Crew Chief Aviation Maintenance

20

Technicians, Aviation Maintenance Technicians, Inspectors, Overhaul Support

21

Mechanics, Crew Chief Cleaners and Cleaners) at PIT is fifty (50) or more. If at any

22

time during the five-year period following DOR the number of Base Aviation

23

Maintenance Group employees at PIT drops below fifty (50) employees, the

24

Company may discontinue all base maintenance work at PIT. In addition, at any

25

time after five (5) years from DOR, the Company may discontinue all base

26

maintenance work at PIT regardless of the number of Base Aviation Maintenance

27

Group employees at PIT.

28

29

DWH will be considered a hybrid base maintenance station with the following

30

conditions: (1) DWH-based aircraft overhaul and direct support shop employees as

31

described in Section F of this Article will continue to be applied to the Base minimum

32

headcount and outsourcing cap formula set forth in Section F of this Article; (2) the

33

Company may schedule up to twenty-five thousand (25,000) Man Hours of

34

scheduled line maintenance work to be performed at DWH on an annual basis which

35

will not apply to the Base Maintenance insourced man-hours as described in Section

36

F of this Article.

37

38

F. Company base maintenance employees will perform at least fifty (50%) percent or

39

greater of all aircraft overhaul and modification base maintenance work, inclusive of

40

narrow and wide-body aircraft, as follows: On an annualized basis, for every billable

41

hour of work by aircraft base maintenance vendors performing Company overhaul and

42

modification base maintenance work; modification work; scheduled drop-in

43

maintenance; and any drop-in maintenance relating to fuselage damage or any other

44

damage, there will be an equal or greater number of paid hours to Company base

45

maintenance employees. This includes Crew Chief and Tech Crew Chief Aviation

46

ARTICLE 6 – RECOGNITION AND SCOPE

M&R ARTICLE 6- RECOGNITION AND SCOPE

8

Maintenance Technicians, Aviation Maintenance Technicians, Inspectors, Overhaul

1

Support Mechanics, Crew Chief Cleaners and Cleaners assigned to base

2

maintenance in aircraft overhaul, modification and direct support shops as set forth in

3

Section I of this Article below.

4

5

1. In making this calculation:

6

7

a. Livery work may be outsourced and the vendor’s billable hours do not count as

8

overhaul and modification base maintenance work, but other work performed

9

by the vendor during the livery visit may be outsourced and the billable hours

10

for such other work count as overhaul and modification base maintenance

11

work.

12

13

b. Warranty work may be performed by the OEM or its contract agent and the

14

vendor’s billable hours do not count as overhaul and modification base

15

maintenance work.

16

17

c. Aircraft lease return maintenance visits may be outsourced and the vendor’s

18

billable hours will count as overhaul and modification base maintenance work.

19

20

d. Aircraft line maintenance work performed by base maintenance employees,

21

including phase checks and lower level checks above a transit/daily check

22

(e.g., A & B checks, service checks (SC), periodic service checks (PS) or an

23

equivalent check by another name, and any unscheduled drop-in

24

maintenance), will not count as overhaul and modification base maintenance

25

work.

26

27

2. If the vendor billed hours in any calendar year exceed fifty (50%) percent of the

28

total combined vendor billed hours and the Company overhaul and modification

29

base maintenance paid hours, such deficit hours will be added to the subsequent

30

calendar year required Company overhaul and modification base maintenance

31

paid hours.

32

33

3. The Company shall maintain a systemwide minimum headcount of two thousand

34

six hundred (2,600) active base maintenance employees (which includes Crew

35

Chief and Tech Crew Chief Aviation Maintenance Technicians, Aviation

36

Maintenance Technicians, Inspectors, Overhaul Support Mechanics, Crew Chief

37

Cleaners and Cleaners) assigned to base maintenance in aircraft overhaul,

38

modification and direct support shops (as set forth in Section I of this Article)

39

across its active maintenance bases.

40

41

42

G. The Company may elect to insource or outsource the maintenance, repair, servicing,

43

overhaul, inspection or modification of aircraft engines and auxiliary power units

44

(APUs). The Company, however, will continue to insource the work to be performed

45

on the JT8D-200, CF6-80C2, CFM56-7B, and CFM56-5B engine types and the 131-

46

ARTICLE 6 – RECOGNITION AND SCOPE

M&R ARTICLE 6- RECOGNITION AND SCOPE

9

9B, 36-280/DHF, and 331-500 APUs consistent with current practices as of DOR for

1

as long as the Company continues to use such engines and APUs.

2

3

H. The Company may elect to insource or outsource the maintenance, repair, servicing,

4

overhaul, inspection or modification of aircraft components; the servicing, maintaining,

5

and repairing of tools and equipment; and the servicing, maintaining, and repairing of

6

ground radio equipment. The Company, however, shall maintain a minimum

7

headcount (excluding those employees working in Section I below) of active

8

component shop employees equal to at least twenty percent (20%) of the active

9

employees across the system who are working in the aircraft overhaul, modification

10

and direct support shops as set forth below in Section I In making this calculation, the

11

Company shall include Crew Chief and Tech Crew Chief Aviation Maintenance

12

Technicians, Aviation Maintenance Technicians, Inspectors, Overhaul Support

13

Mechanics, Crew Chief Cleaner, and Cleaner employees working in aircraft overhaul,

14

modification and such shops listed below in Section I of this minimum required group

15

of active component shop employees, however, at least forty percent (40%) will be

16

Aviation Maintenance Technicians.

17

18

I. In making the calculation provided for in Section H of this Article:

19

20

1. The headcount included for aircraft overhaul and modification will be those

21

employees assigned to the aircraft overhaul, modification and special visit docks

22

at all maintenance bases.

23

24

2. The headcount included for aircraft overhaul direct support shops will be those

25

employees assigned to the following shops wherever located, including but not

26

limited to TULE (these shop names are effective July 2018 and any change will be

27

communicated to the Association prior to inclusion in the calculation methodology):

28

29

 Plastics

30

 Composite Repair Center

31

 Paint and Fiberglass

32

 Lavatory & Galley

33

 Seats

34

 Floorboard

35

 Cleaning

36

 Exteriors (Structures, Flight Controls, Thrust Reversers)

37

 Hose, Tube & Cable

38

 Duct

39

 Interior (Sidewalls, Reveals, Shells)

40

 Manufacturing

41

 AO Mill

42

43

Line Maintenance

44

45

J. The Company, at a minimum, will maintain 26-line maintenance stations, staffed on

46

ARTICLE 6 – RECOGNITION AND SCOPE

M&R ARTICLE 6- RECOGNITION AND SCOPE

10

all three basic shifts, and will utilize line maintenance AMTs covered by this

1

Agreement at the following stations: BOS, CLT, DCA, DFW, JFK, LAX, LGA, MIA,

2

ORD, PHL, PHX, SFO, and STL and at least thirteen (13) other stations as determined

3

by the Company. The Company may transfer or assign non-powered work performed

4

by Line Maintenance to GSE at these locations where applicable. The Company

5

agrees it will not close any of the thirteen (13) named stations above, unless all

6

mainline flying ceases permanently at such station. In the event of the closure of any

7

such named station, the Company shall, in consultation with the Association,

8

designate an additional station for coverage by this Article J Prior to closing or opening

9

any other station covered by this Section J, the Company will meet and confer with

10

the Association.

11

12

1. At locations covered by this Section J and any other line maintenance location

13

where the Company utilizes AMTs, when an out of service aircraft is in need of

14

towing to an aircraft maintenance hangar or other non-terminal location for

15

purposes of maintenance, such towing will be performed by AMTs, including

16

brake riding and connecting ground power and ground start units at the hangar.

17

18

2. Any aircraft to be moved from the gate or terminal area to the hangar area or

19

hangar hardstand, for aircraft maintenance purposes, shall have an AMT in the

20

cockpit riding brakes, unless an AMT is unavailable.

21

22

3. All other towing, including brake riding, may be performed by any qualified

23

Association member as directed by the Company.

24

25

K. Scheduled line maintenance work will not be performed at locations not covered by

26

Section J above; however, unscheduled aircraft maintenance required to

27

immediately return an aircraft to service may be performed by a vendor at locations

28

not covered by Section J.

29

30

L. Scheduled line maintenance work may be performed while an aircraft is in a scheduled

31

heavy Base Maintenance check or at a Company facility during a scheduled aircraft

32

modification visit. Only time sensitive open items required to place an aircraft back

33

into service during the duration of any aircraft modification can be completed at non-

34

Company locations.

35

36

M. At locations in Hawaii, a vendor may perform ETOPS checks as required and may

37

perform MEL/NEF applications and required clearances.

38

39

N. The following work may be performed by employees covered by this Agreement or a

40

vendor:

41

42

1. Automated operating software and/or content uploads and/or downloads

43

associated with inflight entertainment and connectivity (IFEC) or other aircraft

44

systems with similar capabilities may be accomplished from a remote location;

45

provided that when the aircraft logbook must have a documented record of such

46

ARTICLE 6 – RECOGNITION AND SCOPE

M&R ARTICLE 6- RECOGNITION AND SCOPE

11

work, an AMT covered under this agreement shall perform the documentation task.

1

2

2. Line maintenance warranty work may be performed by the OEM at an outsourced

3

facility or by Association represented employees on the American Airlines

4

property. If the warranty terms require the OEM to perform such work on American

5

Airlines property, the Company will assign an appropriate number of AMTs,

6

covered by this Agreement to provide support.

7

8

3. Repair of fuel tank leaks and other out of service conditions that require fuel tank

9

entry in line maintenance facilities may be outsourced to a vendor; provided,

10

however if outsourced to a vendor, the vendor must provide its own tools and

11

equipment. Employees covered under this Agreement will not be required to assist

12

the vendor in any fuel tank repair or parts build-up.

13

14

O. Aircraft cleaning at line maintenance stations, including exterior cleaning/washing of

15

aircraft, may be performed by employees covered by this Agreement or a vendor. In

16

Line Maintenance Stations where this work is being performed by employees covered

17

under this agreement on DOR, such work will continue to be performed until such

18

employees transfer or leave the Company.

19

20

P. At all international locations, the Company may use vendors or other non-

21

management Company employees to perform scheduled line maintenance work,

22

subject to the following limitations:

23

24

1. Such maintenance will be scheduled in conjunction with the scheduled ground

25

time in the course of revenue passenger flying;

26

27

2. The Company will not ferry aircraft to an international location for the purpose of

28

performing scheduled line maintenance work; and

29

30

3. The percentage of annual scheduled international line maintenance work shall not

31

exceed eleven percent (11%) in years one (1) through three (3) following DOR and

32

twelve percent (12%) in all future years.

33

34

The calculation of the percentage of outsourced work shall be measured as follows:

35

36

1. Association headcount x 2,080 x 0.11 (Years 1-3) or 0.12 (Years 4+) =

37

Permitted International Outsourced Hours.

38

39

2. For purposes of this calculation:

40

41

“Association headcount” shall include Aviation Maintenance Technicians, Crew

42

Chief- Aviation Maintenance Technicians, Technical Crew Chief-Aviation

43

Maintenance Technicians, and Inspectors only working in Line Maintenance.

44

“Permitted International Outsourced Hours” shall include the international

45

Company and vendor man hours (equivalent of domestic Aviation Maintenance

46

ARTICLE 6 – RECOGNITION AND SCOPE

M&R ARTICLE 6- RECOGNITION AND SCOPE

12

Technician, Crew Chief- Aviation Maintenance Technician, Technical Crew

1

Chief-Aviation Maintenance Technician, and Inspectors only working in Line

2

Maintenance). If the percentage of outsourced work in any year exceeds the

3

allowable percentage under this provision, the resulting number of manhours by

4

which the Company exceeds the allowable percentage shall be deducted from

5

the following year’s allowable total number of manhours. If an overage occurs

6

in consecutive years, two times the number of deficit manhours that occurred in

7

the consecutive year shall be deducted from the following year’s allowable total

8

number of manhours.

9

10

Facilities Maintenance:

11

12

Scope of Facilities Maintenance Work at Airport Terminals

13

14

Q. The scope of work to be performed by employees covered by this Agreement at the

15

BOS, DFW, JFK, LAX, MIA, and ORD Line Station airport terminals is maintaining,

16

repairing, and servicing of bag systems, carousels, jet bridges, pre-conditioned air,

17

and KVA units to the extent that the Company maintains control of such operational

18

equipment. All other plant maintenance work at the terminal will be as determined

19

by the Company.

20

21

Scope of Facilities Maintenance Work at Maintenance Bases

22

23

R. The scope of work to be performed by employees covered by this Agreement at the

24

CLT, DWH, PIT and TULE base locations is maintaining, repairing, and servicing

25

hangar infrastructure and docking, machinery, powerplants, and wastewater to the

26

extent that the Company maintains control of such facilities and equipment. The

27

Company will assign skill specific work based upon the needs of service to

28

employees covered by this Agreement or the Company may utilize a vendor to

29

perform this work. Skill specific work may include work performed by carpenters,

30

plumbers, and electricians, and electronics, lock and key, HVAC, millwright,

31

stationary operating engineer, hazardous waste, wastewater treatment, and welding.

32

The assignment of skill specific work is based upon trade, however, nothing

33

precludes Plant Maintenance employees from assisting another trade to meet the

34

needs of the Company. The Company may outsource concrete, fencing, painting

35

and major carpentry projects at TULE.

36

37

The Company retains the right to outsource non-routine work or in such

38

cases where the existing skills, facilities or equipment are not sufficient.

39

40

Scope of Facilities Maintenance Work at Airport Hangars

41

42

S. The scope of work to be performed by employees covered by this Agreement at CLT,

43

DFW, JFK, LAX, LGA, MIA, ORD, PHL, and PHX hangars is maintaining, repairing,

44

and servicing hangar infrastructure and docking, machinery, and powerplants to the

45

extent that the Company maintains control of such facilities and equipment.

46

ARTICLE 6 – RECOGNITION AND SCOPE

M&R ARTICLE 6- RECOGNITION AND SCOPE

13

1

Scope of Facilities Maintenance Work at Other Locations

2

3

T. At any location not listed above in sections Q, R and S of this Article, or with respect

4

to any work not described, the scope of work for Facilities Maintenance will be

5

determined by the Company. Such work may be performed by Facilities Maintenance

6

employees covered by this Agreement or by vendors.

7

8

Ground Support Equipment (GSE) Maintenance

9

10

U. In BOS, CLT, DFW, DWH, JFK, LAX, LGA, MIA, ORD, PHL, PIT, PHX, SFO and

11

TULE, all ground support equipment maintenance will be performed by employees

12

covered by this Agreement. The Company will retain the necessary manpower,

13

equipment, tooling, facilities and other resources in these locations in order to

14

continue to perform such GSE maintenance. The scope of work covered by the

15

terms of this Agreement, however, does not include major overhaul or repair of

16

engines/transmissions or painting of the equipment, or any other work for which the

17

Company lacks the equipment, skills or facilities.

18

19

The Company shall not use vendors to perform major overhaul or repair of

20

engines/transmissions or painting of equipment at any of the named fourteen (14)

21

GSE station locations except that GSE warranty work may be performed by the

22

OEM at such locations. The Company does not intend, however, to permanently

23

staff vendors at such locations. If warranty work is performed by the OEM at any of

24

the named fourteen (14) GSE station locations, the Company will assign an

25

appropriate number of GSE Mechanic(s) covered by this Agreement to provide

26

support.

27

28

If the Company ceases mainline flying at any of the fourteen (14) named stations,

29

the Company shall, in consultation with the Association, designate an additional

30

station for coverage under this Article.

31

32

V. In locations other than listed in paragraph U above, ground support equipment

33

maintenance may be performed by GSE employees covered by this Agreement or by

34

a vendor.

35

36

Miscellaneous

37

38

W. The Company, no later than February 15th of each year, will provide to the Association

39

and/or the Association’s advisor, documentation necessary to verify the Company’s

40

compliance with the outsourcing provisions of this Article. This documentation shall

41

include a summary of the previous calendar year’s base maintenance paid hours and

42

vendor airframe base maintenance billed hours, and on an ongoing basis (no later

43

than six (6) weeks following the end of the month), a summary of the previous month’s

44

base maintenance vendor’s billable hours including tail numbers of the aircraft. No

45

later than forty-five (45) days following the end of each quarter, the Company shall

46

ARTICLE 6 – RECOGNITION AND SCOPE

M&R ARTICLE 6- RECOGNITION AND SCOPE

14

also provide the Association a summary of AMT labor hours for both the Association

1

represented AMTs as well as for the international scheduled line maintenance work,

2

whether performed by a Company employee or vendor. In addition, no later than forty-

3

five (45) days following the end of each quarter, the Company shall also provide the

4

Association a summary of the monthly scheduled line maintenance work performed

5

at DWH, measured in manhours.

6

7

X. The time limit for grievances under this Article will be one-hundred and twenty (120)

8

days from the date that the Union discovers or reasonably should have discovered the

9

claimed violation.

10

11

Y. A review committee consisting of equal numbers of Company and Association

12

representatives, with a maximum of four (4) members each, shall meet at least

13

quarterly for the purpose of discussing the Company’s current practice and future plan

14

for contracting aircraft, GSE and Facility maintenance work.

15

16

Z. The Company may return to the manufacturer or its authorized agent, parts and

17

subassemblies for repair or replacement that are under warranty.

18

19

AA. The work to be performed by employees covered by this Agreement does not

20

include related indirect work performed by employees such as supervisors,

21

management specialists, managers, analysts, professional employees, flight crews,

22

dispatchers, office and clerical employees, agents, clerks, production assistants,

23

staff assistants, and skycaps.

24

25

BB. If a Technical Document Specialist project arises that requires immediate or time

26

sensitive attention, the Company will meet with the Union to discuss how the project

27

will be handled, which may include contracting out some or all of the project

28

depending on the manpower and time required to complete the project. No

29

Technical Document Specialists can be reduced during the time any work is

30

contracted out. It is not the intent of the Company to circumvent the scope of work

31

or not properly staff the position(s) to avoid performing covered work under normal

32

circumstances. This provision is only to be utilized during a situation that may arise

33

that is unforeseen or is not capable of being performed with existing staff that

34

requires immediate or time sensitive attention.

35

36

CC. Supervisory personnel may perform Quality Assurance work when required to meet

37

the needs of service when Quality Assurance Auditors are not immediately available

38

to perform such duties or to evaluate the initial scope and details of a non-

39

conformance issue or as needed for urgent or sensitive high-level events.

40

41

DD. Supervisory personnel may perform Planner/Technical Documentation work when

42

required to meet the needs of service when Planner/Technical Documentation

43

Specialists are not immediately available to perform such duties.

44

45

EE. The types of maintenance audits being conducted by Quality Assurance Auditors as

46

ARTICLE 6 – RECOGNITION AND SCOPE

M&R ARTICLE 6- RECOGNITION AND SCOPE

15

of DOR will continue to be accomplished by Quality Assurance Auditors. The types of

1

audits being conducted by other Company employees and/or vendors as of DOR may

2

continue to be accomplished by other Company employees and/or vendors.

3

4

FF. Bill of Works/Decks for vendor heavy maintenance overhaul will continue to be built

5

by Base Maintenance Planners.

6

7

GG. When an aircraft that is owned and/or operated by American Airlines, Inc. is

8

engaged in a charter flight off the Company system, the Company shall not schedule

9

maintenance at locations where the Company does not have AMTs covered by this

10

Agreement and major problems shall be handled by sending Association

11

represented employees covered by this Agreement from an appropriate field trip list

12

unless prohibited by local laws.

13

14

Job Protection

15

16

HH. System Job Protection

17

18

1. For the life of this Agreement, no active employee or employee on a Company

19

approved leave of absence who is covered by this Agreement and whose name

20

appears on the Association master seniority list(s) on the date of ratification of this

21

Agreement will be laid off to the street provided the employee exercises his

22

seniority to the fullest extent in accordance with Article 12 - Recall.

23

24

2. This provision does not guarantee Crew Chiefs protection to the Crew Chief

25

classification but does provide protection to the basic classification.

26

27

3. System job protection shall not apply in circumstances where the Company’s non-

28

compliance is caused in substantial part by conditions beyond the Company’s

29

control. Conditions beyond the Company’s control shall include, but not be limited

30

to: (1) an act of God; (2) a strike by any other Company employee group or the

31

employees of a commuter air carrier operating pursuant to an authorized

32

codeshare arrangement with the Company; (3) a national emergency; (4)

33

involuntary revocation of the Company’s operating certificate(s); (5) grounding of

34

a substantial number of the Company’s aircraft; (6) a reduction in the Company’s

35

operation resulting from a decrease in available fuel supply caused by either

36

governmental action or by commercial suppliers being unable to meet the

37

Company’s demands; and (7) the unavailability of aircraft scheduled for delivery.

38

Item number (7) may only be triggered if the delay of delivery of aircraft adversely

39

impacts the operation such that the Company is required to reduce flying,

40

necessitating a reduction in force. The duration of any reduction in flying will be a

41

consideration before any reduction in force under this section.

42

43

II. Station Job Protection

44

45

1. For the life of this Agreement, the Company will provide station job protection to

46

ARTICLE 6 – RECOGNITION AND SCOPE

M&R ARTICLE 6- RECOGNITION AND SCOPE

16

all employees covered by this Agreement whose name appears on the Association

1

master seniority list(s) and who are active or on a Company approved leave of

2

absence as of the date of ratification of this Agreement. Station job protection will

3

apply to the station and basic classification that the employee holds on the date of

4

ratification of the Agreement or in a station where an employee transfers, bids or

5

bumps into and there is an more junior station protected employee, in the same

6

classification, working in an active position on the station seniority list.

7

8

2. This provision does not guarantee Crew Chiefs station protection to the Crew Chief

9

classification but does provide station protection to their basic classification.

10

11

3. Station job protection will not apply in the event that all scheduled American

12

Airlines, Inc. flight operations cease at a station for a period of not less than one

13

(1) year from the cessation of flights. Station job protection shall also not apply in

14

circumstances where the Company’s non-compliance is caused in substantial part

15

by conditions beyond the Company’s control as set forth above in Section HH (3)

16

above.

17

18

19

Station Closing Due to Ceasing All Flight Operations

20

21

JJ. If a station is closed due to cessation of all flight operations that is not due to

22

circumstances beyond the Company’s control as defined in Paragraph HH c. above,

23

and during the one (1) year period thereafter, the Company re-commences flight

24

operations it shall re-staff such station with employees covered by this Agreement,

25

and the following process will apply. Employees who had station protection at that

26

station at the time of closing shall be offered on a one-time basis, the first opportunity

27

to fill covered positions in classification seniority order. If an employee offered such a

28

position accepts and is returned to work at that station during the one (1) year period,

29

such employee shall have his original station protection reinstated. If an employee

30

offered such a position declines, such employee will remain in the status and location

31

the employee occupies at that time and any future openings at the station will be filled

32

using the Recall and Filling of Vacancies articles in this Agreement (Articles 12 and

33

9). If a station is re-opened more than one (1) year after cessation of operations, all

34

positions at such station will be filled using the Recall and Filling of Vacancies articles

35

in this Agreement (Articles 12 and 9).

36

37

Station Closing or Reduction in Manpower Due to Circumstances Beyond Company

38

Control

39

40

KK. If, due to conditions beyond the Company’s control as defined in Paragraph HH (3).

41

above, a station is closed, or employees covered by this Agreement at the station are

42

reduced and, during the life of this Agreement, such station is subsequently re-opened

43

ARTICLE 6 – RECOGNITION AND SCOPE

M&R ARTICLE 6- RECOGNITION AND SCOPE

17

or manpower at such station is increased employees covered by this Agreement shall

1

be recalled and the following process will apply. Employees who had station

2

protection at that station at the time of closing or reduction shall be offered on a one-

3

time basis, the first opportunity to fill covered positions in classification seniority order.

4

If an employee offered such a position accepts and is returned to work at that station

5

during the duration of this Agreement, such employee shall have his original station

6

protection reinstated. If an employee offered such a position declines, such employee

7

will remain in the status and location the employee occupies at that time and any future

8

openings at such station will be filled using the Recall and Filling of Vacancies articles

9

in this Agreement (Articles 12 and 9).

10

11

Parallel Operations

12

13

LL. If the Company establishes any new airline or acquires a controlling interest in any

14

carrier, which operates jet aircraft, and mainline pilots on the American Airlines, Inc.

15

pilot seniority list perform revenue flying utilizing such aircraft, then all covered aircraft

16

maintenance work on such aircraft shall be performed by employees covered by this

17

Agreement in accordance with the provisions of this Article.

18

19

MM. If the Company allows its code to be placed on any flight and the flight utilizes jet

20

aircraft and mainline pilots on the American Airlines, Inc. pilot seniority list perform

21

revenue flying utilizing such aircraft, then all covered aircraft maintenance work on

22

such aircraft shall be performed by employees covered by this Agreement in

23

accordance with the provisions of this Article.

24

ARTICLE 7 – CLASSIFICATIONS

M&R ARTICLE 7- CLASSIFICATIONS

18

A. Employees covered by this Agreement will be assigned to a classification within one

1

of the following Groups:

2

3

1. Aviation Maintenance Group

4

5

2. Ground Support Equipment (GSE)/Facilities Maintenance Group

6

7

3. Operations Maintenance Group

8

9

B. The classifications included in the Aviation Maintenance Group will be as follows:

10

11

1. Inspector (Premium)

12

13

2. Crew Chief - Aviation Maintenance Technician (Premium)

14

15

3. Technical Crew Chief – Aviation Maintenance Technician (Premium)

16

17

4. Aviation Maintenance Technician- AMT (Basic Classification for 1,2,3 above)

18

19

5. Interior Mechanic (Basic Classification for 1,2,3 above)

20

21

6. Overhaul Support Mechanic

22

23

7. Crew Chief Cleaner (Premium)

24

25

8. Cleaner (Basic Classification for 7 above)

26

27

C. The classifications included in the GSE/Facilities Maintenance Group will be as

28

follows:

29

30

1. Crew Chief – GSE/Facilities (Premium)

31

32

2. Technical Crew Chiefs– GSE/Facilities (Premium)

33

34

3. Maintenance Mechanic - GSE/Facilities (Basic Classification for 1,2 above)

35

36

4. Maintenance Support Person - GSE/Facilities

37

38

D. The classifications included in the Operations Maintenance Group will be as

39

follows:

40

41

1. Senior Quality Assurance Auditor (Premium)

42

43

2. Senior Aircraft Maintenance Planner (Premium)

44

45

3. Senior Technical Documentation Specialist (Premium)

46

ARTICLE 7 – CLASSIFICATIONS

M&R ARTICLE 7- CLASSIFICATIONS

19

1

4. Senior Bill of Work/EO/AD Planner (Premium)

2

3

5. Quality Assurance Auditor (Basic 1 above)

4

5

6. Aircraft Maintenance Planner (Basic 2 above)

6

7

7. Technical Documentation Specialist (Basic 3 above)

8

9

E. The classification descriptions set forth in this Article are incorporated and made a

10

part of this paragraph and Agreement. These descriptions have been established by

11

the Company and the Union for the purpose of determining to which particular

12

classification specific work and duties shall be assigned to an employee so

13

classified. In establishing these classification descriptions, the parties recognize that

14

the descriptions are not necessarily all inclusive. When it is necessary to determine

15

which classification any undescribed work and duties shall be assigned, the

16

appropriate classification shall be determined by where the majority of the normally

17

assigned work and duties lie in the established classification descriptions.

18

19

1. Since the work of handling fire extinguishing equipment, when an aircraft is in

20

a station, has not been incorporated in any of the classification descriptions set

21

forth in this Article and since employees in several classifications covered by

22

this Agreement and the Fleet Service Agreement have been and are

23

performing the above described work, it shall remain unclassified work which

24

may be performed by employees in all classifications covered by this

25

Agreement and the Fleet Service Agreement in stations to which they are

26

assigned.

27

28

2. In the interest of cleanliness and safety, employees working in jobs in each of

29

the classifications set forth in this Article will be required to perform, as they

30

always have performed, those housekeeping functions incident to their job as

31

to work area, tools, and equipment, unless instructed otherwise by their Crew

32

Chief.

33

34

F. A Crew Chief shall be maintained on duty when three (3) or more employees are

35

on their shift in each location, shop, department, hangar or facility at the following

36

line maintenance locations CLT, DFW, LAX, LGA, ORD, MIA, PHL, and PHX. A

37

Crew Chief shall be maintained on duty when four (4) or more employees are on

38

their shift in each location, shop, department, hangar or facility at all other Line

39

stations not mentioned above and at the maintenance bases. In no case will a

40

Crew Chief lead, direct, or assign a crew of more than sixteen (16) employees.

41

There will be no reduction in the number of Crew Chiefs as of DOR as a result of

42

the implementation of these ratios. Any reduction will result from attrition. In no

43

event, will a Technical Crew Chief be considered part of the mechanic to Crew

44

Chief ratio.

45

46

ARTICLE 7 – CLASSIFICATIONS

M&R ARTICLE 7- CLASSIFICATIONS

20

1. Should it become necessary to increase the number of employees in a Crew

1

Chief classification to meet the requirements of the paragraph above, the

2

additional Crew Chief jobs will be posted immediately. The Company will post

3

the jobs for a station or stations as it deems necessary for the operation. The

4

chart below shows the appropriate non-bid classification for each Crew Chief

5

classification in this Agreement. However, the Company reserves the right to

6

have any Crew Chief supervise employees in a lateral or lower non-bid

7

classification than himself. The parties understand that these changes are not

8

intended to alter in any way the historical relationship between management

9

supervisors and Union represented Crew Chiefs with respect to Crew Chief job

10

functions or duties.

11

12

13

14

15

16

17

Crew Chief Classification

Appropriate Basic Classification(s)

Crew Chief – Aviation

Maintenance Technician

Aviation Maintenance Technician,

Overhaul Support Mechanic, and

Interior Mechanic

Crew Chief – Cleaner

Cleaner

Crew Chief – GSE/Facilities

Maintenance Mechanic -

GSE/Facilities

Maintenance Support Person -

GSE/Facilities

18

2. An employee who worked in a classification having the same or a lower hourly

19

rate than his own classification will continue to receive his base hourly rate.

20

21

G. Inspector

22

23

1. The work of an Inspector will consist of, but not be limited to, the overhaul

24

inspection of aircraft (including power plant), but in connection with major

25

repairs and overhauls at those locations on the Company’s system where such

26

work is performed.

27

28

2. The inspector will be qualified in the duties of his basic classification and will

29

be capable of performing those duties. The duties will include, but not be limited

30

to, NDT, borescope inspections, accomplishing receiving inspection of

31

materials, parts, subassemblies, and initial aircraft inspection at the

32

Maintenance Bases, Inspectors will not supervise or direct the working force.

33

Inspectors must be capable of performing inspection work in a satisfactory

34

ARTICLE 7 – CLASSIFICATIONS

M&R ARTICLE 7- CLASSIFICATIONS

21

manner and must hold valid certificates as required by Federal law to fulfill their

1

duties.

2

3

3. Verify both the airworthiness of aircraft and their components and the quality of

4

workmanship by individual Aviation Maintenance personnel. These

5

responsibilities are fulfilled by methods such as scrutinizing a part, unit,

6

assembly, section, system, or area critically and in detail with the help of

7

inspection aids, by subjecting them to simulated operating conditions, by

8

comparing their actual conditions with established standards.

9

10

4. Any checks, inspections, and tests performed by an Inspector may be made

11

after an aircraft and/or any component has been in service, when Aviation

12

Maintenance personnel have performed or are performing service, overhaul,

13

modification, or fabrication operations and have certified their own

14

workmanship, or prior to the release of an aircraft and/or any component into

15

service.

16

17

5. Upon request from others, he will make a double-check inspection to assist in

18

decisions on questionable or airworthiness items and to give technical

19

assistance and/or interpretations.

20

21

6. In the course of performing this work, he designates equipment, material, or

22

parts for repair, re-work, replacement, or scrap.

23

24

7. Works according to FAA and Company regulations and procedures and

25

instructions from his supervisors.

26

27

8. As may apply to work assignments, he uses tools, measuring instruments,

28

inspection aids, test equipment, and signs mechanical flight releases.

29

Completes forms connected with work assignments according to established

30

procedures.

31

32

9. It is understood and agreed that the formulation and distribution of work cards

33

by Planners to Inspectors will not be considered a violation of this paragraph,

34

provided such work is confined to the Maintenance Check and Aircraft Base

35

Maintenance.

36

37

10. In addition to the above duties, may perform the following duties as assigned

38

such as but not limited to: accomplishing boroblend, cleaning work area and

39

performing FOD walks.

40

41

H. Crew Chief – Aviation Maintenance Technician

42

43

1. The Crew Chief will be qualified in the duties of his classification and will be

44

capable of performing those duties. The primary duties of a Crew Chief shall

45

be the employee who assigns, directs and approves the work of AMTs. Crew

46

Chiefs may be required to sign for their own work and the work of others in their

47

ARTICLE 7 – CLASSIFICATIONS

M&R ARTICLE 7- CLASSIFICATIONS

22

group provided, however, that such signing shall not relieve any other member

1

of his group from responsibility for the work he performed or from being

2

required to sign appropriate work records. The Crew Chief will be responsible

3

for the completion of paper work and reports in connection with their normally

4

assigned duties. He will assist his crew in the performance of their duties,

5

provided that assistance does not interfere with the performance of his primary

6

responsibilities as described below. While he is performing such duties, his

7

primary responsibilities will not be assumed by others. The Crew Chief may be

8

required to demonstrate proper work methods, conduct on-the-job training

9

(OJT), conduct meetings or indoctrinate employees in new or revised

10

operational procedures.

11

12

2. The Crew Chief will be responsible for the overall performance of his crew,

13

including the timely and satisfactory completion of work assignments. He must

14

ensure employees assigned to his crew are properly utilized and instructed for

15

the efficient performance of their daily work and that required forms, records,

16

reports, and other paperwork are completed legibly and correctly.

17

18

3. In addition to the above, the Crew Chief may, upon request, assist

19

management in areas such as, but not limited to:

20

21

a. Periodic evaluation of operational requirements and performance.

22

23

b. Operational planning and scheduling.

24

25

c. Evaluation of training methods and techniques.

26

27

d. Evaluation of equipment, vehicles, and tools.

28

29

4. If the number of Crew Chiefs on a shift, within a bid area, exceeds the number

30

required, the senior Crew Chief on duty will be utilized as the Crew Chief and

31

the junior Crew Chief on duty may be assigned to work in the Basic

32

Classification as part of the crew.

33

34

5. A Crew Chief – Aviation Maintenance Technician, who holds the proper

35

licenses and qualifications, may sign mechanical flight releases, airworthiness

36

releases, and perform confirmation checks and general visual inspections.

37

38

6. The formulation and distribution of work cards by Planners to AMTs will not be

39

considered a violation of this paragraph, provided such work is confined to the

40

Maintenance Check and Aircraft Base Maintenance. Such formulation and

41

distribution of work cards is not intended to circumvent the assignment of duties

42

by the Crew Chief.

43

44

7. A Crew Chief charged by the FAA with a violation(s) of FAR's, on the basis of

45

work that the Company verifies is signed off but not performed by the Crew

46

Chief, then, upon request, the Company will provide assistance, including legal

47

assistance if necessary, to the Crew Chief for the defense of the violation(s)

48

ARTICLE 7 – CLASSIFICATIONS

M&R ARTICLE 7- CLASSIFICATIONS

23

and be responsible for the payment of any fine imposed on the Crew Chief;

1

provided that the Company believes that the charges are unjustified and that

2

the Crew Chief should not be fined. Once notified, the Company will consult

3

with the Association Flight Safety Representative’s concerning this matter.

4

5

8. Management instructions are promptly and correctly complied with.

6

7

9. Employees assigned to his crew are properly utilized and instructed for the

8

efficient performance of their daily work.

9

10

10. Works according to FAA and Company regulations and procedures and

11

instructions from his supervisors.

12

13

11. In addition to the above duties, may perform the following other duties as

14

assigned such as but not limited to: requesting parts, cleaning work area,

15

performing FOD walks, cleaning of aircraft windshields, connecting/removing

16

ground power and ground start units, pushing out/towing of aircraft, and related

17

guideman functions.

18

19

I. Technical Crew Chief – Aviation Maintenance Technician

20

21

1 The Technical Crew Chief will provide technical assistance, guidance, and

22

training support to the Technical Operations department. In those cases where

23

management determines that the work to be performed requires a level of

24

responsibility equivalent to that of a Technical Crew Chief, an employee in the

25

classification may be assigned to that function even though he has no other

26

employees assigned directly to him. As assigned the Technical Crew Chief will:

27

28

a. Receive assignments from management;

29

30

b. Perform and provide technical assistance and guidance in trouble shooting

31

to an employee or employees assigned to him in his shop or work unit;

32

33

c. Provide notification to the Crew Chief of the assignment and assist the crew

34

as necessary, to ensure completion of the assignment;

35

36

d. Assist in completing forms, delay reports, logbooks, work cards, SAFE

37

entries and related paperwork;

38

39

e. Perform instruction assignments relating to aircraft systems, structures,

40

avionics, machine tooling and related ground support through on-the-job

41

training (OJT);

42

43

f. Maintain knowledge of and work with manuals, supply/parts catalogs,

44

minimum equipment lists and general maintenance manuals;

45

46

ARTICLE 7 – CLASSIFICATIONS

M&R ARTICLE 7- CLASSIFICATIONS

24

g. A Technical Crew Chief will not displace an Aviation Maintenance

1

Technician or Crew Chief during the course of the performance of his

2

duties.

3

4

2. In addition to the above duties, may perform the following other duties as

5

assigned such as but not limited to: requesting parts, cleaning work area,

6

performing FOD walks, cleaning of aircraft windshields, connecting/removing

7

ground power and ground start units, pushing out/towing of aircraft, and related

8

guideman functions.

9

10

J. Aviation Maintenance Technician - AMT

11

12

1. The work of an AMT may consist of any and all work generally recognized as

13

AMT work performed on or about an aircraft, including the servicing of the

14

aircraft in or about shops, Maintenance Bases, and buildings but not limited to,

15

mechanical work involved in the dismantling, disassembly, overhauling,

16

repairing, fabricating, assembling, welding, checking, repairing, replacing,

17

testing, adjusting,

installing, servicing, and erecting all parts of airplanes,

18

airplane engines, avionics equipment, instruments, electrical systems, heating

19

systems, hydraulic systems, and machine tool work, taxiing or towing airplanes,

20

and/or run-up engines required to maintain the airworthiness of aircraft

and all

21

their components while in service, out of service, or while undergoing line

22

maintenance, overhaul and/or

modification.

23

24

2. Completes forms, utilizing hard copy and electronic media, connected with work

25

assignments according to established procedures and certifies for the quality of

26

his own workmanship, which may include being assigned the task of signing

27

mechanical flight releases and/or airworthiness releases.

28

29

3. May have other Aviation Maintenance Technician personnel assigned to work

30

with him, by the Crew Chief, to assist in completing an assignment.

31

32

4. In those locations where Material Logistic Specialists (MLS) are staffed but are

33

absent or unavailable at the time, he may chase his own parts. In addition, at

34

Base Locations, may move parts within a work cell to which he is assigned.

35

Such performance of MLS duties shall not circumvent the normal MLS overtime

36

coverage requirements.

37

38

5. Works according to FAA and Company regulations and procedures and

39

instructions from a Crew Chief.

40

41

6. In addition to the above duties, may perform other duties as assigned, such as,

42

but not limited to: cleaning work area, performing FOD walks, cleaning of aircraft

43

windshields, connecting/removing ground power and ground start units, request

44

parts, pushing out of Aircraft from Maintenance Hangar(s)/towing of aircraft, and

45

related guide man functions.

46

ARTICLE 7 – CLASSIFICATIONS

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25

1

K. Interior Mechanic

2

3

1. The work of an Interior Mechanic will consist of but not limited to: recovering,

4

replacing and refurbishing of aircraft interiors, (including, seats, carpets,

5

windscreens and sidewalls). When no Interior Mechanic Crew Chief is required,

6

Interior Mechanics will be assigned to a Crew Chief on the same shift, provided

7

that the Crew Chief’s ratio is not exceeded.

8

9

2. Certifies for the quality of his own workmanship.

10

11

3. May have other Interior Mechanic personnel assigned to work with him, by the

12

Crew Chief, to assist in completing an assignment.

13

14

4. Works according to FAA and Company regulations and procedures and

15

instructions from a Crew Chief.

16

17

5. Completes forms, utilizing hard copy and electronic media, connected with

18

work assignments according to established procedures.

19

20

6. In addition to the above duties, may perform other duties as assigned, such as,

21

but not limited to: requesting parts, cleaning work area, performing FOD walks,

22

cleaning of aircraft windshields, connecting/removing ground power and

23

ground start units.

24

25

L. Overhaul Support Mechanic (OSM)

26

27

1. The work of an Overhaul Support Mechanic classification, depending upon

28

assignment, includes any and all of the following on an individual or isolated

29

work assignment basis:

30

31

a. Performs semi-skilled work in shops, such as, but not limited to: painting,

32

shot peening, disassembling, reassembling, refurbishing, blasting, lubing,

33

checking and cleaning, repairing, replacing, testing, adjusting, installing,

34

servicing, and fabricating, required to maintain aircraft, engines and

35

components.

36

37

2. TULE only: Utilization of the OSM Classification in hangars to accomplish cabin

38

related work on aircraft undergoing maintenance classified as Main Base Visit

39

(MBV), Heavy C and Light C Check work or their equivalent.

40

41

a. OSM’s assigned to cabin work will perform semi-skilled to moderately

42

complex work in the cabin of the aircraft. Such work will include but not be

43

limited to minor structure repairs, wet fiberglass lay-ups, cabin, lavatory,

44

galley and seat removal and repair, removal and installation of aircraft

45

carpets and seat fabrics, cabin window removal, repair, and installation,

46

ARTICLE 7 – CLASSIFICATIONS

M&R ARTICLE 7- CLASSIFICATIONS

26

floorboard removal and installation, and sidewall and ceiling panel removal,

1

repair and installation.

2

3

b. Perform painting, stripping, and taping in hangar operations.

4

5

3 As may apply to the work assignment, uses equipment and tooling necessary

6

to complete the job task assigned. Uses protective equipment such as masks,

7

respirators, gloves, and/or aprons.

8

9

4 Certifies for the quality of his own workmanship.

10

11

5 In those locations where Material Logistic Specialists (MLS) are staffed but are

12

absent or unavailable at the time, he may chase his own parts. In addition, at

13

Base locations, may move parts within a work cell to which he is assigned.

14

Such performance of MLS duties shall not circumvent the normal MLS

15

overtime coverage requirements.

16

17

6 Works according to FAA and Company regulations and procedures and

18

instructions from a Crew Chief.

19

20

7 Completes forms connected with work assignments according to established

21

procedures.

22

23

8 The work in the shops referenced herein (Attachment 11.5 of the 2012 TWU

24

CBA) will remain status quo.

25

26

9 The number of OSMs at DWH and TULE base maintenance locations shall not

27

exceed twenty percent (20%) of the total population of Aviation Maintenance

28

Group employees at each base. The Company may not employ OSMs at base

29

locations other than DWH and TULE unless mutually agreed to by the

30

Association.

31

32

10 In addition to the above duties, may perform other duties as assigned, such as,

33

but not limited to: requesting parts, cleaning work area, performing FOD walks,

34

cleaning of aircraft windshields.

35

36

M. Crew Chief – Cleaner

37

38

1 The Crew Chief will be qualified in the duties of his classification and will be

39

capable of performing those duties. The primary duties of a Crew Chief shall

40

be the employee who assigns, directs and approves the work of Cleaners.

41

Crew Chiefs may be required to sign for their own work and the work of others

42

in their group provided, however, that such signing shall not relieve any other

43

member of his group from responsibility for the work he performed or from

44

being required to sign appropriate work records. The Crew Chief will be

45

responsible for the completion of paper work and reports in connection with

46

their normally assigned duties. He will assist his crew in the performance of

47

their duties, provided that assistance does not interfere with the performance

48

ARTICLE 7 – CLASSIFICATIONS

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27

of his primary responsibilities as described below. While he is performing such

1

duties, his primary responsibilities will not be assumed by others. The Crew

2

Chief may be required to demonstrate proper work methods, conduct on-the-

3

job training (OJT), conduct meetings or indoctrinate employees in new or

4

revised operational procedures.

5

6

2 The Crew Chief will be responsible for the overall performance of his crew,

7

including the timely and satisfactory completion of work assignments. He must

8

ensure employees assigned to his crew are properly utilized and instructed for

9

the efficient performance of their daily work and that required forms, records,

10

reports, and other paperwork are completed legibly and correctly.

11

12

3 In addition to the above, the Crew Chief may, upon request, assist

13

management in areas such as, but not limited to:

14

15

a. Periodic evaluation of operational requirements and performance.

16

17

b. Operational planning and scheduling.

18

19

c. Evaluation of training methods and techniques.

20

21

d. Evaluation of equipment, vehicles, and tools.

22

23

4 When no Crew Chief Cleaner is required, Cleaners will be assigned to a Crew

24

Chief in a different Classification on the same shift, shop and department,

25

provided that the Crew Chief ratio is not exceeded.

26

27

5 Management instructions are promptly and correctly complied with.

28

29

6 A Crew Chief Cleaner will be responsible for the completion of paper work

30

and reports in connection with his normally assigned duties.

31

32

7 Employees assigned to his crew are properly utilized and instructed for the

33

efficient performance of their daily work.

34

35

8 Works according to FAA and Company regulations and procedures and

36

instructions from his supervisors.

37

38

9 In addition to the above duties, may perform other duties as assigned, such as,

39

but not limited to: cleaning work area, performing FOD walks, cleaning of

40

aircraft windshields and connecting/removing ground power.

41

42

N. Cleaner

43

44

1. The work of a Cleaner depending on assignment may include the following:

45

46

a. Cleaning, washing, and polishing the interior and exterior of airplanes,

47

airplane parts, engine, propeller, accessory parts, and/or assemblies by

48

operations such as dipping, spraying, steaming, blasting, scrubbing, wiping,

49

ARTICLE 7 – CLASSIFICATIONS

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28

buffing, and polishing, according to the method required to remove dirt,

1

grease, scale, and other foreign material. Cleans and polishes ground and

2

automotive equipment. Cleaners shall not be permitted to perform

3

Mechanic's work of any class.

4

5

b. Cleans the exterior of aircraft by operations such as cleaning the entire

6

surface with cleaning compound(s), polishing the surface and bringing to

7

the attention of his Crew Chief or supervisor any areas that may be worn or

8

shows signs of corrosion, removing exhaust stains with special cleaning

9

compounds, washing the interior belly and nacelle areas, spraying wheel

10

wells and flap wells with cleaning compound(s). Uses appropriate

11

equipment necessary to reach the surface to clean.

12

13

c. The work of a Cleaner may include cleaning, washing, and polishing the

14

interior of airplanes.

15

16

d. Cleans and polishes ground and automotive equipment. Cleans equipment

17

used and the work area and reports the need for repairs to his Crew Chief

18

or Supervisor. May service the equipment used to keep it in good operating

19

condition. May mix the cleaning compounds and solutions.

20

21

e. May mix and store solutions, clean and or set up for use parts washing

22

equipment and clean the work area as may apply to his work assignment,

23

uses specialized cleaning solutions and materials; uses equipment such as

24

ladders, aero-stands, spray guns, mops, brushes, and brooms. May use

25

hand tools such as pliers, screwdrivers, and wrenches to accomplish their

26

assignments.

27

28

f. As may apply to his work assignment, uses cleaning materials such as

29

solvents, hot solutions, hot water, and steam. Uses equipment such as an

30

electric tank agitator, automatic parts washing machine, spray equipment

31

rinsing baskets, buckets, power and manual hoists, hot solution tanks,

32

flexible shaft buffer, racks and other holding devices, steel and other

33

brushes, steel wool, and rags. Uses protective equipment such as masks,

34

respirator, gloves, and aprons.

35

36

g. Cleaners will continue to clean hangars, shops, locker rooms, washrooms,

37

and perform cabin service such as placing and arranging in aircraft,

38

magazines, newspapers, flight kits, and other passenger conveniences in

39

locations where this work is currently being performed by the Association.

40

41

h. Works according to FAA and Company regulations and procedures and

42

instructions from a Crew Chief.

43

44

i. Completes forms connected with his work assignments according to

45

established procedures.

46

ARTICLE 7 – CLASSIFICATIONS

M&R ARTICLE 7- CLASSIFICATIONS

29

1

2. In addition to the above duties, may perform the following other duties as

2

assigned such as but not limited to: cleaning work area, performing FOD

3

walks, cleaning of aircraft windshields.

4

5

GSE/Facilities Maintenance Group

6

7

O. Crew Chief - GSE or Facilities

8

9

1 The Crew Chief will be qualified in the duties of his classification and will be

10

capable of performing those duties. The primary duties of a Crew Chief shall

11

be the employee who assigns, directs and approves the work of GSE or

12

Facilities Maintenance. Crew Chiefs may be required to sign for their own work

13

and the work of others in their group provided, however, that such signing shall

14

not relieve any other member of his group from responsibility for the work he

15

performed or from being required to sign appropriate work records. The Crew

16

Chief will be responsible for the completion of paper work and reports in

17

connection with their normally assigned duties. He will assist his crew in the

18

performance of their duties, provided that assistance does not interfere with the

19

performance of his primary responsibilities as described below. While he is

20

performing such duties, his primary responsibilities will not be assumed by

21

others. The Crew Chief may be required to demonstrate proper work methods,

22

conduct on-the-job training (OJT), conduct meetings or indoctrinate employees

23

in new or revised operational procedures.

24

25

2 The Crew Chief will be responsible for the overall performance of his crew,

26

including the timely and satisfactory completion of work assignments. He must

27

ensure employees assigned to his crew are properly utilized and instructed for

28

the efficient performance of their daily work and that required forms, records,

29

reports, and other paperwork are completed legibly and correctly.

30

31

3 In addition to the above, the Crew Chief may, upon request, assist

32

management in areas such as, but not limited to:

33

34

a. Periodic evaluation of operational requirements and performance.

35

36

b. Operational planning and scheduling.

37

38

c. Evaluation of training methods and techniques.

39

40

d. Evaluation of equipment, vehicles, and tools.

41

42

P. Technical Crew Chief - GSE or Facilities Maintenance

43

44

1. Technical Crew Chief GSE or Facilities classification will perform technical

45

assistance, guidance, and training support to the GSE or Facilities

46

Maintenance Group. In those cases where management determines that the

47

work to be performed requires a level of responsibility equivalent to that of a

48

Technical Crew Chief, an employee in the classification will be assigned to that

49

ARTICLE 7 – CLASSIFICATIONS

M&R ARTICLE 7- CLASSIFICATIONS

30

function even though he has no other employees assigned directly to him. As

1

assigned the Technical Crew Chief will:

2

3

a. Receive assignments from management or requests for technical

4

support from other Crew Chiefs.

5

6

b. Perform and provide guidance and assistance in the trouble shooting,

7

maintenance and repair of all GSE or Facilities equipment, as well as

8

technical assistance to the employee or employees assigned.

9

10

c. Assist management in the completion of forms, delay report, work

11

records and related paperwork.

12

13

d. Provide instruction, either classroom or on the job.

14

15

e. Maintain knowledge of and use of manuals, supply/parts catalogs,

16

computer programs

, and modifications to any system used by the

17

employee.

18

19

f. Will assist the crew as necessary to ensure the completion of the

20

assignment, but in no event, replace the Crew Chief or Mechanic.

21

22

Q. Maintenance Mechanic - GSE or Facilities

23

24

1. The work of the Maintenance Mechanic – GSE or Facilities

25

classification, depending upon assignment includes any or all of the

26

following:

27

28

a. Lay-out, planning, and execution of complex maintenance

29

assignments requiring the skills of one or more of the maintenance

30

trades, such as electrician, plumber, steamfitter, carpenter, painter,

31

auto mechanic, millwright, heating and air-conditioning engineer,

32

or other similar skilled journeyman trades; in addition to the work

33

specified for the Maintenance Support Person classification.

34

35

b. Those duties will include, among others, the necessary sequence

36

of operations to troubleshoot, disassemble, clean, check, repair,

37

rework, replace, fabricate, assemble, install and adjust any building

38

component, plant equipment, automotive and ground equipment,

39

machinery, accessories, parts, etc., including general building

40

maintenance and construction work and explaining the work

41

procedures to personnel assigned to assist in that work.

42

43

c. Works according to Company regulations and procedures and

44

instruction from a Crew Chief.

45

46

ARTICLE 7 – CLASSIFICATIONS

M&R ARTICLE 7- CLASSIFICATIONS

31

d. Completes forms connected with his work assignments according

1

to established procedures.

2

3

2. In addition to the above duties, he shall perform the following duties as

4

assigned: requesting parts, cleaning work area, performing FOD walks, and

5

connecting/removing ground power and ground start units.

6

7

R. Maintenance Support Person (MSP) – GSE or Facilities

8

9

1. The work of the Maintenance Support Person will consist of the following:

10

11

a. He will perform work that is semi-skilled in nature as a helper or assistant

12

to a GSE or Facilities Maintenance Mechanic. May perform work on an

13

individual or isolated work assignment that is moderately complex but is

14

limited to:

15

16

 Lubrication

17

18

 Simple checking/servicing of plant and ground facilities

19

20

 Simple checking/servicing of automotive equipment

21

22

 Installing and checking of fire extinguishing equipment

23

24

 Non-Powered equipment

25

26

2. Works according to Company regulations and procedures and instructions from

27

a Crew Chief. May assist in storage, removal, and clean-up of hazardous

28

waste. Completes forms connected with work assignments according to

29

established procedures.

30

31

3. In addition to the above duties, he performs the following duties as assigned:

32

requesting parts, snow and ice removal, cleaning work area, and performing

33

FOD walks.

34

35

4. For the MSP employee who desires to move into the GSE or Facilities

36

Maintenance Mechanic Classification, the following qualification steps apply:

37

38

a. Two (2) years of MSP experience in the same Classification in which they

39

want the qualification; and

40

41

b. One (1) year experience working side by side in the same Classification

42

with a Mechanic to complete the OJT part of the qualification.

43

44

c. Upon completion of (a) and (b) above the MSP will be considered qualified

45

and can bid on open Mechanic positions within their same Classification.

46

ARTICLE 7 – CLASSIFICATIONS

M&R ARTICLE 7- CLASSIFICATIONS

32

1

Example: An MSP in GSE that has completed the 3-year qualification requirements as

2

listed above can bid on a GSE Mechanic Position.

3

4

5. At any location, the number of MSP’s shall not exceed twenty percent (20%) of

5

the total number of GSE or twenty percent (20%) of the total number of

6

Facilities Maintenance Mechanic and higher classifications under the

7

Agreement.

8

9

S. Senior Quality Assurance Auditors

10

11

1. The work of a Senior Quality Assurance Auditor shall be the same as that of a

12

Quality Assurance Auditor and may include the following:

13

14

a. Support, coordination, assigning, and prioritizing the work of other Quality

15

Assurance Auditors.

16

17

b. Training of other Quality Assurance Auditors on current departmental

18

policies, auditing/surveillance and investigation principles and techniques

19

and regulatory requirements.

20

21

c. Representing the Company interests at industry meetings and/or

22

participating in industry committees.

23

24

d. Senior Quality Assurance Auditor position(s) will be established and

25

maintained in each bid area and location.

26

27

T. Quality Assurance Auditors

28

29

1. The work of the Quality Assurance Auditor will consist of but not limited to:

30

31

a. Being responsible for compiling objective evidence by conducting

32

interviews, reviewing documentation, observing activities, performing

33

audits, surveillance and investigations to determine whether organizations

34

and/or individuals (management or non-management) are conducting

35

business in accordance with regulations and established policies and

36

procedures. The Quality Assurance Auditor provides direction and

37

recommendations for the resolution of matters of non-conformance through

38

the development of corrective action plans, comprehensive fixes and/or

39

process changes. Based on input from the Quality Assurance Auditor and/or

40

Department’s investigation the Company will determine what personnel

41

action is warranted.

42

43

b. Investigations as referenced in this article are defined as:

44

45

i. QA investigations are conducted to address QA scheduled audit

46

ARTICLE 7 – CLASSIFICATIONS

M&R ARTICLE 7- CLASSIFICATIONS

33

findings that require focused attention to company processes and

1

procedures.

2

3

ii. Management will determine when a QA investigation is warranted.

4

5

iii. The QA investigation report is submitted to QA management for

6

evaluation.

7

8

iv. QA investigation reports will not result in punitive penalties.

9

10

2. The work of the Quality Assurance Auditor will consist of, but not limited to:

11

12

a. Performing scheduled and unscheduled audits and surveillance of the

13

Company maintenance operations, maintenance facilities, deicing, fueling,

14

station fuel facilities, non-maintenance stations, on-call contract

15

maintenance vendors, contract maintenance providers and repair stations,

16

parts distributors and parts suppliers and manufacturers. All aspects of the

17

audit/surveillance process to include report writing, audit response review

18

and acceptance determination, database updating, analysis of the findings,

19

fact-based observations and recommendations and formal and informal

20

reporting.

21

22

3. Conducting investigations and surveillance into matters related to non-

23

compliance. All aspects of the investigation/surveillance process to include

24

report writing, comprehensive fix review, database updating, analysis of the

25

findings, fact-based observations and recommendations, formal and informal

26

reporting.

27

28

4. In the absence of a Senior QA Auditor, he may conduct and manage projects

29

as assigned and be compensated at the Senior QA rate.

30

31

5. Writing/revising manual procedures, audit forms and checklists and work

32

associated with database administration/development as assigned.

33

34

6. Conducting training of other Quality Assurance Auditors as part of the

35

department On the Job Training (OJT) program.

36

37

U. Senior Aircraft Maintenance Planner

38

39

1. The work of a Senior Aircraft Maintenance Planner shall be the same as that

40

of the basic classification and may include but not limited to the following:

41

42

43

a. Support, coordination and prioritizing the work of other Maintenance

44

Planners.

45

46

ARTICLE 7 – CLASSIFICATIONS

M&R ARTICLE 7- CLASSIFICATIONS

34

b. Assist management in the assignment of work amongst the Maintenance

1

Planners.

2

3

c. Training of other Maintenance Planners on current departmental policies,

4

procedures, operating systems, regulatory requirements and providing

5

assistance and guidance as needed.

6

7

d. Senior Aircraft Maintenance Planner position(s) will be established and

8

maintained in each bid area and location per shift.

9

10

V. Aircraft Maintenance Planners

11

12

1. The work of an Aircraft Maintenance Planner may consist of but not limited to

13

the following:

14

15

a. Workflow and workload analysis, scheduling of aircraft, engine or shop

16

maintenance.

17

18

b. Coordination, scheduling and assignment of maintenance work releases.

19

20

c. Analysis and scheduling of new and deferred maintenance requirements.

21

22

d. Coordination of activities as required to support the execution of

23

maintenance events and airworthiness directive compliance.

24

25

e. Assisting and training new planners and continued On-the-Job Training

26

(OJT) as necessary.

27

28

29

(Y) Senior Technical Documentation Specialist

30

31

1. The work of a Senior Technical Documentation Specialist shall be the same as

32

that of the basic classification and may include but not limited to the following:

33

34

a. Support, coordination and prioritizing the work of Technical Documentation

35

Specialists.

36

37

b. Assist management in the assignment of work amongst the Technical

38

Documentation Specialists.

39

40

c. Training of other Technical Documentation Specialists on current

41

departmental policies, procedures, operating systems, regulatory

42

requirements and providing assistance and guidance as needed.

43

44

d. Senior Technical Documentation Specialists position(s) will be established

45

and maintained in each bid area and location per shift.

46

ARTICLE 7 – CLASSIFICATIONS

M&R ARTICLE 7- CLASSIFICATIONS

35

1

(Z) Technical Documentation Specialists

2

3

1. The work of a Technical Documentation Specialists may consist of, but not

4

limited to the following:

5

6

a. Developing aircraft maintenance/inspection programs in accordance with

7

FAA Airworthiness Directives, and CFR’s, approved operations

8

specifications, manufacturers requirements, Maintenance Review Board

9

and the Company’s maintenance program requirements.

10

11

b. Preparing and maintaining current and comprehensive indexes of

12

maintenance/inspection programs.

13

14

c. Create/revising maintenance programs manuals and job procedure cards

15

to comply with documents and revision request policies set forth in the

16

Company Procedures Manual(s).

17

18

d. Assisting and training new specialists and continued On-the-Job Training

19

(OJT) as necessary.

20

21

(AA) Senior Bill of Work Planners and Senior EO/AD Planners

22

23

1. The work of the Senior Planners shall be the same as that of the basic

24

classification and may include but not limited to the following:

25

26

a. Being responsible for research, preparation, scheduling, execution, revision

27

and continuous monitoring of Base Maintenance Bill of Work.

28

29

b. Collaboration with multiple Departments to ensure departmental, company,

30

and FAA compliance.

31

32

c. Preparation, scheduling and host Bill of Work readiness meetings. Monitor

33

action items to completion.

34

35

d. Preparation of future Bill of Work for Base Maintenance Budgeting.

36

Continuously monitoring all items identified as Base Maintenance tasks to

37

ensure completion by specified due dates.

38

ARTICLE 8 - QUALIFICATIONS

M&R ARTICLE 8- QUALIFICATIONS

36

A. Whenever and wherever Qualification tests are used to determine the

1

competency of an employee for a promotion and/or transfer, these tests shall be

2

prepared by the Company. Copies of tests and of any revised tests shall be furnished to

3

the Union, in soft copy form, prior to their use. When the Union has objections to any

4

portions of any revisions, the objections may be discussed by the Union with the

5

Company upon thirty (30) days’ notice from the date the tests are received. If

6

agreement concerning the objections cannot be reached, the tests may be placed in

7

effect, and the Union may take up the disputed points as a grievance under Articles 33

8

– Grievance Procedure and 34 – System Board of Adjustments/Arbitration of the

9

Agreement.

10

11

The qualifications, which shall be used in the filling of vacancies and new jobs, are as

12

follows:

13

14

Classification/Shop

Qualifications

Inspector:

Valid A&P license. Must be qualified in

the basic Classification and have one (1)

year verifiable job related work

experience. An Inspector will possess the

medical requirements established for

Inspector, as determined by an

examination, conducted prior to regular

assignment to the classification through

the appropriate Company authorized

Medical facility. He will continue to do so

each year thereafter. In the event that the

color perception test is not passed, a

second test may be required to ensure

that the inspector meets the minimum

color definition requirement. An

Inspector will be able to perform in detail

the visual, dimensional, auditory, and

physical inspections required by the

Company. An Inspector will be able to

perform non-destructive testing, if

required by the Company. An Inspector

will also be able to perform operational

tests required by the Company or

regulatory body on Company-operated

aircraft and/or components.

Technical Crew Chief - AMT:

Valid A&P license. Must be qualified in

the basic Classification and have (1) year

experience as a Company AMT.

ARTICLE 8 - QUALIFICATIONS

M&R ARTICLE 8- QUALIFICATIONS

37

Crew Chief - AMT:

Valid A&P license. Must be qualified in

the basic Classification and have (1) year

experience as a Company AMT.

Crew Chief - AMT:

-Avionics shop

Valid A&P license. Must be qualified in

the basic Classification and have one (1)

year experience in the Company’s

avionics and/or instrument shops.

Technical Crew Chief/Crew Chief:

- Plant Maintenance - GSE

Must be qualified in the basic

Classification and have (1) year

experience as a Company GSE

Mechanic.

Technical Crew Chief/Crew Chief:

-Plant Maintenance-Facilities

Must be qualified in the basic

Classification and have (1) year

experience as a Company Facilities

Mechanic.

Technical Crew Chief/Crew Chief -

AMT:

-Machine shop

Valid A&P license. Must be qualified in

the basic Classification and have (1) year

experience as a Company Mechanic-

Machine Shop.

Technical Crew Chief/Crew Chief -

AMT:

-Metal Spray

Valid A&P license. Must be qualified in

the basic Classification and have One (1)

year experience as a Company Mechanic

- Metal Spray.

Technical Crew Chief/Crew Chief -

AMT:

-Plating shop

Valid A&P license. Must be qualified in

the basic Classification and have (1) year

experience as a Company Mechanic-

Plating Shop.

Technical Crew Chief/Crew Chief -

AMT:

-Weld shop

Valid A&P license. Must be qualified in

the basic Classification and have (1) year

experience as a Company Mechanic-

Weld Shop.

Crew Chief Interior Mechanic:

Airframe License or Repairman Certificate

or satisfaction of eligibility requirements

for Repairman Certificate and one (1) year

Company experience as an Interior

Mechanic.

ARTICLE 8 - QUALIFICATIONS

M&R ARTICLE 8- QUALIFICATIONS

38

Crew Chief Cleaner:

One (1) year experience as a Company

Cleaner.

1

Note: One year as an Inspector in a bid area will qualify as experience for the purposes

2

of bidding a Crew Chief Mechanic position in that bid area.

3

4

Plant Maintenance Mechanic:

-Plant Maintenance (GSE)

Eighteen (18) months training from an

accredited school in automotive

mechanical maintenance or eighteen

(18) months mechanical experience on

automotive equipment.

Maintenance Support Person - GSE

One (1) year of verified, hands-on,

related experience, which is comparable

to the work to which he will be assigned.

Plant Maintenance Mechanic:

-Plant Maintenance (Facilities)

Thirty-six (36) months of verified,

hands-on, working experience as a

journeyman Carpenter, Electrician,

Electronics Technician, HVAC

Technician, Lock and Key, Millwright,

Painter, Plumber, Stationary Engineer,

Welder, or Industrial Waste Treatment,

applicable to the job test area assigned.

Maintenance Support Person

-Facilities

Twenty-four (24) months of verified,

hands-on, related experience, which is

comparable to the work to which he will

be assigned.

Aviation Maintenance Technician –

(AMT):

-Line Maintenance

Valid A&P license.

Aviation Maintenance Technician –

(AMT):

-Base Maintenance

Valid A&P license

Note: In the event that the Company is

unable to timely hire valid A&P licensed

AMT’s in accordance with the

Company’s hiring practices, it may hire

an AMT with a valid A or P license.

Aviation Maintenance Technician –

(AMT):

-Bench Avionics

Valid A or FCC license or certificate of

completion or its equivalent from an

accredited Electronic Technician

ARTICLE 8 - QUALIFICATIONS

M&R ARTICLE 8- QUALIFICATIONS

39

Program, which includes training in

Avionics/ Instrument Core instruction,

with a minimum of two hundred-fifty

(250) hours of lab. Minimum of twenty-

four (24) months of verified, hands-on,

bench-level avionics or electronics

experience in repair and/or overhaul.

Aviation Maintenance Technician –

(AMT):

-Machine shop

Valid certificate of completion or its

equivalent from an accredited Machinist

Program, which includes training on

both CNC and manual machines.

Minimum of Twenty-four (24) months of

verified, hands-on, machining

experience in any combination of

machine to include mill, lathe, grinder,

or CNC. Must satisfactorily demonstrate

his qualifications by successfully

completing a test prior to acceptance

into the Machine shop.

Aviation Maintenance Technician –

(AMT):

-Weld shop

Valid certificate of completion or

equivalent from an accredited Welding

Program, and must meet all

qualifications as designated in the

Material Process Specification Manual

(MPSM). Must satisfactorily

demonstrate his qualifications by

successfully completing the applicable

test(s) prior to acceptance into the Weld

shop.

Aviation Maintenance Technician –

(AMT):

-Plate shop

Twenty-four (24) months of verified,

hands-on, work experience in aircraft

type plating. In addition, will possess

advanced plating process knowledge

about critical manual operations and

plating processes. Must satisfactorily

demonstrate his qualifications by

successfully completing a test prior to

acceptance into the Plate shop.

Aviation Maintenance Technician –

(AMT):

-Line Avionics

Valid A&P license

ARTICLE 8 - QUALIFICATIONS

M&R ARTICLE 8- QUALIFICATIONS

40

Aviation Maintenance Technician –

(AMT):

-Base Avionics

Valid A&P license

Note: In the event that the Company is

unable to timely hire valid A&P licensed

AMT’s in accordance with the

Company’s hiring practices, it may hire

an AMT with a valid A or P license.

Interior Mechanic

Valid A license or valid Repairman

Certificate or satisfaction of eligibility

requirements for Repairman Certificate.

Overhaul Support Mechanic

Valid A and/or P license or certificate of

completion or equivalent from a

relevant, accredited trade school and

six (6) months relevant experience or

Twelve (12) months of verified, hands-

on, experience, in a maintenance

related field.

Cleaner

High School Diploma or equivalent

Senior Quality Assurance Auditor

Two (2) years’ experience as a

Company Quality Assurance Auditor.

Quality Assurance Auditor

Three (3) years Aviation Maintenance

and Related experience.

Senior Technical Documentation

Specialist

Two (2) years’ experience as a

Company Technical Documentation

Specialist.

Technical Documentation Specialist

High School Diploma or equivalent,

demonstrated writing skills and

knowledge of Federal Aviation

Regulations and Procedures and one

(1) of the following; a valid A&P license

or two (2) years’ experience in aircraft

mechanical maintenance.

Senior Maintenance Planner

Two (2) years’ experience as a

Company Maintenance Planner

(including EO/CD and AD positions).

Maintenance Planner

High School Diploma or equivalent and

one (1) of the following; Certificate of

ARTICLE 8 - QUALIFICATIONS

M&R ARTICLE 8- QUALIFICATIONS

41

completion of accredited aircraft

maintenance school, possess a two (2)

year college degree in an aircraft

maintenance field, or two (2) years’

experience in aircraft maintenance

and/or flight operations

1

B. Failure to pass one of the above listed qualifying tests shall restrict an employee

2

from bidding into the respective Classifications/shops for six (6) months.

3

4

C. If an employee fails on the second attempt of the same skills qualifying test, such

5

employee will not be eligible to test again for the same skills qualifying test for twelve

6

(12) months.

7

8

D. Additionally, the employee must demonstrate his efforts to gain the required

9

knowledge and skill enabling him to pass the test, e.g., school, CBT, other training, etc.

10

prior to a third test attempt. A fourth and subsequent retests may only occur on an

11

annual basis, and each requires the described demonstrated effort by the employee.

12

13

E. Qualifications under this Agreement are to be determined by work experience as

14

indicated on the hiring application, military records or accredited training or educational

15

experience. An employee may submit updated work experience which the Company shall

16

use for qualifications under the agreement. The Company shall notify the employee within

17

thirty (30) days of the approval/disapproval of the updated work qualifications.

18

19

F. For purposes of this Article, one (1) year of experience is understood to be two

20

thousand, eighty (2,080) work hours. Eighteen (18) months of training is understood to

21

be one thousand, six hundred twenty (1,620) classroom hours unless otherwise specified.

22

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

42

1

A. Inspector Vacancies:

2

3

1. Candidates for Inspector vacancies who do not hold Inspector seniority will be

4

required to meet the Qualifications listed in Article 8 – Qualifications.

5

6

2. Employees first awarded an Inspector vacancy shall hold the job on a trial basis

7

for a period of ninety (90) work days, excluding all classroom training required for

8

their position, in order to demonstrate their ability to perform the required work.

9

10

3. All employees first awarded an Inspector vacancy will have their performance

11

evaluated prior to the last day of their trial period. Employees who fail to meet

12

performance expectations will be returned to their previous bid area and shift.

13

14

B. Filling Inspector Vacancies:

15

16

1. Inspector vacancies shall be awarded in the following order:

17

18

a. The senior employee working as an Inspector who bids the vacancy from

19

another bid area or station.

20

21

b. The senior employee, utilizing AMT basic classification seniority working as an

22

AMT Technical Crew Chief, AMT Crew Chief, or AMT bidding the vacancy who

23

meets the qualifications.

24

25

c. The senior employee, utilizing AMT basic classification seniority bidding the

26

vacancy from the M&R Collective Bargaining Agreement who holds AMT

27

Seniority but is working in another classification who meets the qualifications.

28

29

d. The senior employee, bidding the vacancy from the M&R Collective Bargaining

30

Agreement who does not hold AMT Seniority but is working in another

31

classification who meets the qualifications.

32

33

e. The senior employee, bidding the vacancy from any other Association

34

agreement that holds AMT seniority or employees in a stability period, who

35

meet the qualifications.

36

37

f. The senior employee, bidding the vacancy from any other Association

38

agreement, who meets the qualifications. The earliest basic classification

39

seniority date will be used to determine who is senior for the purpose of

40

awarding the vacancy.

41

42

g. Any other employee or new hire.

43

44

45

46

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

43

C. AMT Technical Crew Chief Vacancies:

1

2

1. Candidates for AMT Technical Crew Chief vacancies who do not hold AMT

3

Technical Crew Chief seniority will be required to meet the Qualifications listed in

4

Article 8 – Qualifications.

5

6

2. Employees who do not hold AMT Technical Crew Chief seniority at the time of a

7

vacancy, who meet the qualifications in Article 8, shall advance to an interview by

8

a panel interview committee that will be comprised of an equal number of members

9

selected by the Association and the Company. The Association shall establish and

10

maintain a list of members for each Company designated location to serve on the

11

panel interview committee for each vacancy sufficient to ensure that there are no

12

delays in the panel interview process. The Company and Union will mutually agree

13

to establish a standard minimum passing score which will be applied to all

14

candidates seeking the vacancy. Each member of the committee will score the

15

candidate’s interview results on a numerical scale. Each committee member’s

16

score will be totaled and averaged to establish the candidate’s total score. Panel

17

interview scores will remain valid for one (1) year. The senior candidate, utilizing

18

basic classification seniority who meets the minimum passing score from the panel

19

interview will be selected by the Company.

20

21

3. Where there are ten (10) or more qualified candidates, who do not hold AMT

22

Technical Crew Chief seniority, the Company may limit the interviews to the ten

23

(10) most senior candidates, utilizing basic classification seniority in the following

24

order:

25

26

a. Employees bidding the vacancy from the M&R collective bargaining

27

agreement within the AMT Crew Chief, AMT, and Inspector classifications.

28

29

4. Employees first awarded an AMT Technical Crew Chief vacancy shall hold the job

30

on a trial basis for a period of ninety (90) work days, excluding all classroom

31

training required for their position, in order to demonstrate their ability to perform

32

the required work, and will be subject to a twelve (12) month stability period with

33

the following exceptions:

34

35

a. Employees in a stability period are not precluded from bidding on any M&R

36

vacancy which did not exist before on a shift, in a shop, station or location.

37

38

b. Employees who are bumped or displaced will not be subject to a stability

39

period upon exercising seniority or being furloughed.

40

41

5. All employees first awarded an AMT Technical Crew Chief vacancy will have their

42

performance evaluated prior to the last day of their trial period. Employees who fail

43

to meet performance expectations will be returned to their previous bid area and

44

shift.

45

46

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

44

D. Filling AMT Technical Crew Chief Vacancies:

1

2

1. AMT Technical Crew Chief vacancies shall be awarded in the following order:

3

4

a. The senior employee working as an AMT Technical Crew Chief in the same

5

specialty as the vacancy, who bids the vacancy from another bid area or

6

station.

7

8

b. The senior employee working as an AMT Technical Crew Chief who bids the

9

vacancy from another specialty and is successful in the interview process

10

above.

11

12

c. The senior employee, who holds AMT Technical Crew Chief Seniority but is

13

working in another classification within the M&R collective bargaining

14

agreement, who meets the qualifications and is successful in the interview

15

process above.

16

17

d. The senior employee, utilizing AMT basic classification seniority working as an

18

Inspector, AMT or AMT Crew Chief, bidding the vacancy who meets the

19

qualifications and is successful in the interview process above.

20

21

e. The senior employee, who holds AMT Technical Crew Chief Seniority but is

22

working in another classification within any other Association agreement, who

23

meets the qualifications and is successful in the interview process above.

24

25

2. As of DOR a Technical Crew Chief who works within a specialty is not subject to

26

the interview process for that same specialty.

27

28

E. AMT Crew Chief (former LUS Lead) Vacancies:

29

30

1. Candidates for AMT Crew Chief vacancies who do not hold AMT Crew Chief

31

seniority will be required to meet the Qualifications listed in Article 8 –

32

Qualifications. The qualification and the interview process below will not apply to

33

any employee who is currently working or has previously worked as a permanent

34

AMT Lead or Crew Chief or had previously passed the minimum score in a Crew

35

Chief interview as described in paragraph E (2) below.

36

37

2. Employees who do not hold AMT Crew Chief seniority or never previously worked

38

as a permanent Crew Chief or had not previously passed the minimum score in a

39

Crew Chief interview as described herein at the time of a vacancy, who meet the

40

qualifications in Article 8 – Qualifications, shall advance to an interview by a panel

41

interview committee that will be comprised of an equal number of members

42

selected by the Association and the Company. The Association shall establish and

43

maintain a list of members for each Company designated location to serve on the

44

panel interview committee for each vacancy sufficient to ensure that there are no

45

delays in the panel interview process. The Company and Union will mutually agree

46

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

45

to establish a standard minimum passing score which will be applied to all

1

candidates seeking the vacancy. Each member of the committee will score the

2

candidate’s interview results on a numerical scale. Each committee member’s

3

score will be totaled and averaged to establish the candidate’s total score. Panel

4

interview scores will remain valid for twenty-four (24) months. The senior

5

candidate, utilizing basic classification seniority who meets the minimum passing

6

score from the panel interview will be selected by the Company.

7

8

3. Where there are ten (10) or more qualified candidates, who do not hold AMT Crew

9

Chief seniority, the Company may limit the interviews to the ten (10) most senior

10

candidates, utilizing basic classification seniority in the following order:

11

12

a. Employees bidding the vacancy from the M&R collective bargaining

13

agreement within the AMT Technical Crew Chief, AMT, and Inspector

14

Classifications.

15

16

4. Employees first awarded an AMT Crew Chief vacancy shall hold the job on a trial

17

basis for a period of ninety (90) work days, excluding all classroom training

18

required for their position, in order to demonstrate their ability to perform the

19

required work, and will be subject to a twelve (12) month stability period with the

20

following exceptions:

21

22

a. Employees in a stability period are not precluded from bidding on any M&R

23

vacancy which did not exist before on a shift, in a shop, station or location.

24

25

b. Employees who are bumped or displaced will not be subject to a stability

26

period upon exercising seniority or being furloughed.

27

28

5. All employees first awarded an AMT Crew Chief vacancy will have their

29

performance evaluated prior to the last day of their trial period. Employees who fail

30

to meet performance expectations will be returned to their previous bid area and

31

shift.

32

33

F. Filling AMT Crew Chief Vacancies:

34

35

1. AMT Crew Chief vacancies shall be awarded in the following order:

36

37

a. The senior employee working as an AMT Crew Chief who bids the vacancy

38

from another bid area or station.

39

40

b. The senior employee, who previously worked as an AMT Crew Chief who bids

41

the vacancy from AMT Technical Crew Chief, AMT, and Inspector

42

Classifications.

43

44

45

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

46

c. The senior employee, utilizing AMT basic classification seniority working as an

1

Inspector, AMT or AMT Technical Crew Chief, bidding the vacancy who meets

2

the qualifications and is successful in the interview process as described

3

above.

4

5

d. The senior employee, utilizing AMT basic classification seniority bidding the

6

vacancy from the M&R Collective Bargaining Agreement who holds AMT

7

seniority but is working in another classification who meets the qualifications

8

and is successful in the interview process as described above.

9

10

e. The senior employee, utilizing basic classification seniority bidding the vacancy

11

from the M&R Collective Bargaining Agreement who does not hold AMT

12

seniority but is working in another classification who meets the qualifications

13

and is successful in the interview process as described above.

14

15

f. The senior employee, bidding the vacancy from any other Association

16

agreement that holds AMT seniority or employees in a stability period, who

17

meet the qualifications and is successful in the interview process as described

18

above.

19

20

g. The senior employee, bidding the vacancy from any other Association

21

agreement, who meets the qualifications and is successful in the interview

22

process as described above. The earliest basic classification seniority date will

23

be used to determine who is senior for the purpose of awarding the vacancy.

24

25

h. Any other employee or new hire.

26

27

G. AMT Vacancies:

28

29

1. Candidates for an AMT vacancy who do not hold AMT seniority will be required to

30

meet the Qualifications listed in Article 8 – Qualifications.

31

32

2. Employees first awarded an AMT vacancy shall hold the job on a trial basis for a

33

period of ninety (90) work days, excluding all classroom training, in order to

34

demonstrate their ability to perform the required work.

35

36

3. All employees first awarded an AMT vacancy will have their performance

37

evaluated prior to the last day of their trial period. Employees who fail to meet

38

performance expectations will be returned to their previous bid area and shift.

39

40

H. Filling AMT Vacancies:

41

42

1. AMT vacancies shall be awarded in the following order:

43

44

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

47

a. The senior employee holding preferential recall prior to the implementation of

1

this Collective Bargaining Agreement to AMT, at that location, under the former

2

TWU Collective Bargaining Agreement.

3

4

b. The senior employee(s) from the following grouping:

5

6

 Any employee who bids the vacancy and is working as an AMT in another

7

bid area or station.

8

9

 Any AMT employee who has this station designated (automatic bid on file)

10

as their recall station if on furlough status (Article 12 - Recall).

11

12

 Any AMT employee who is on furlough and bids the vacancy from any other

13

station.

14

15

c. The senior employee, utilizing AMT basic classification seniority working as an

16

AMT Technical Crew Chief, AMT Crew Chief or Inspector bidding the vacancy

17

who meets the qualifications.

18

19

d. The senior employee, utilizing AMT basic classification seniority bidding the

20

vacancy from within the M&R Collective Bargaining Agreement who holds AMT

21

seniority but is working in another classification.

22

23

e. The senior employee, bidding the vacancy from within the M&R Collective

24

Bargaining Agreement who does not hold AMT seniority but is working in

25

another classification, who meets the qualifications.

26

27

f. The senior employee, bidding the vacancy from any other Association

28

agreement that holds AMT seniority or employees in a stability period, who

29

meet the qualifications.

30

31

g. The senior employee, bidding the vacancy from any other Association

32

agreement, who meets the qualifications. The earliest basic classification

33

seniority date will be used to determine who is senior for the purpose of

34

awarding the vacancy.

35

36

h. Any other employee or new hire.

37

38

I. OSM Vacancies:

39

40

1. Candidates for an OSM vacancy will be required to meet the Qualifications listed

41

in Article 8 – Qualifications.

42

43

2. Employees first awarded an OSM vacancy shall hold the job on a trial basis for a

44

period of ninety (90) work days, excluding all classroom training, in order to

45

demonstrate their ability to perform the required work.

46

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

48

1

3. All employees awarded an OSM vacancy will have their performance evaluated

2

prior to the last day of their trial period. Employees who fail to meet performance

3

expectations will be returned to their previous bid area and shift.

4

5

J. Filling OSM Vacancies:

6

7

1. OSM vacancies shall be awarded in the following order:

8

9

a. The senior employee holding preferential recall prior to the implementation of

10

this Collective Bargaining Agreement to OSM, at that location, under the former

11

TWU Collective Bargaining Agreement.

12

13

b. The senior employee(s) from the following grouping:

14

15

 Any employee who bids the vacancy and is working as an OSM in another

16

bid area or station.

17

18

 Any OSM employee who has this station designated (automatic bid on file)

19

as their recall station if on furlough status (Article 12 - Recall).

20

21

 Any OSM employee who is on furlough and bids the vacancy from any other

22

station.

23

24

c. The senior employee, utilizing AMT basic classification seniority bidding the

25

vacancy from within the M&R Collective Bargaining Agreement who holds AMT

26

seniority but is working in another classification or is on furlough.

27

28

d. The senior employee, bidding the vacancy from within the M&R Collective

29

Bargaining Agreement who does not hold AMT seniority but is working in

30

another classification, who meets the qualifications.

31

32

e. The senior employee, bidding the vacancy from any other Association

33

agreement that holds AMT seniority or employees in a stability period, who

34

meet the qualifications.

35

36

f. The senior employee, bidding the vacancy from any Association agreement,

37

who meets the qualifications. The earliest basic classification seniority date will

38

be used to determine who is senior for the purpose of awarding the vacancy.

39

40

g. Any other employee or new hire.

41

42

K. Cleaner Crew Chief Vacancies:

43

44

1. Candidates for Cleaner Crew Chief vacancies who do not hold Cleaner Crew Chief

45

seniority will be required to meet the Qualifications listed in Article 8 –

46

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

49

Qualifications. The qualification and the interview process below will not apply to

1

any employee who is currently working or has previously worked as a permanent

2

Cleaner Lead or Crew Chief.

3

4

2. Employees who do not hold Cleaner Crew Chief seniority at the time of a vacancy,

5

who meet the Qualifications in Article 8 - Qualifications, shall advance to an

6

interview by a panel interview committee that will be comprised of an equal number

7

of members selected by the Association and the Company. The Association shall

8

establish and maintain a list of members for each Company designated location to

9

serve on the panel interview committee for each vacancy sufficient to ensure that

10

there are no delays in the panel interview process. The Company and Union will

11

mutually agree to establish a standard minimum passing score which will be

12

applied to all candidates seeking the vacancy. Each member of the committee will

13

score the candidate’s interview results on a numerical scale. Each committee

14

member’s score will be totaled and averaged to establish the candidate’s total

15

score. Panel interview scores will remain valid for one (1) year. The senior

16

candidate, utilizing basic classification seniority who meets the minimum passing

17

score from the panel interview will be selected by the Company.

18

19

3. Where there are ten (10) or more qualified candidates, who do not hold Cleaner

20

Crew Chief seniority, the Company may limit the interviews to the ten (10) most

21

senior candidates, utilizing basic classification seniority in the following order:

22

23

a. Employees bidding the vacancy from the M&R collective bargaining

24

agreement within the AMT Technical Crew Chief, AMT Crew Chief, AMT,

25

OSM, and Inspector Classifications.

26

27

4. Employees first awarded a Cleaner Crew Chief vacancy shall hold the job on a trial

28

basis for a period of ninety (90) work days, excluding all classroom training

29

required for their position, in order to demonstrate their ability to perform the

30

required work, and will be subject to a twelve (12) month stability period with the

31

following exceptions:

32

33

a. Employees in a stability period are not precluded from bidding on any M&R

34

vacancy which did not exist before on a shift, in a shop, station or location.

35

36

b. Employees who are bumped or displaced will not be subject to a stability

37

period upon exercising seniority or being furloughed.

38

39

5. All employees first awarded a Cleaner Crew Chief vacancy will have their

40

performance evaluated prior to the last day of their trial period. Employees who fail

41

to meet performance expectations will be returned to their previous bid area and

42

shift.

43

44

L. Filling Cleaner (former Utility Lead) Crew Chief Vacancies:

45

46

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

50

1. Cleaner Crew Chief vacancies shall be awarded in the following order:

1

2

a. The senior employee working as a Cleaner Crew Chief who bids the vacancy

3

from another bid area or station.

4

5

b. The senior employee, who previously worked as a Cleaner Crew Chief and is

6

working as a cleaner.

7

8

c. The senior employee working as a Cleaner who bids the vacancy from another

9

bid area or station who meets the qualifications and is successful in the

10

interview process as described above.

11

12

d. The senior employee, utilizing basic classification seniority bidding the vacancy

13

from the M&R Collective Bargaining Agreement who holds Cleaner Seniority

14

but is working in another classification who meets the qualifications and is

15

successful in the interview process as described above.

16

17

e. The senior employee, utilizing the earliest basic classification seniority bidding

18

the vacancy from the M&R Collective Bargaining Agreement who does not hold

19

Cleaner seniority but is working in another classification who meets the

20

qualifications and is successful in the interview process as described above.

21

22

f. The senior employee, bidding the vacancy from any other Association

23

agreement that holds Cleaner seniority or employees in a stability period, who

24

meet the qualifications and is successful in the interview process as described

25

above.

26

27

g. The senior employee, bidding the vacancy from any other Association

28

agreement, who meets the qualifications and is successful in the interview

29

process as described above. The earliest basic classification seniority date will

30

be used to determine who is senior for the purpose of awarding the vacancy.

31

32

h. Any other employee or new hire.

33

34

M. Cleaner Vacancies:

35

36

1. Candidates for a Cleaner vacancy who do not hold Cleaner seniority will be

37

required to meet the Qualifications listed in Article 8 – Qualifications.

38

39

2. Employees first awarded a Cleaner vacancy shall hold the job on a trial basis for

40

a period of ninety (90) work days, excluding all classroom training, in order to

41

demonstrate their ability to perform the required work.

42

43

3. All employees first awarded a Cleaner vacancy will have their performance

44

evaluated prior to the last day of their trial period. Employees who fail to meet

45

performance expectations will be returned to their previous bid area and shift.

46

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

51

1

N. Filling Cleaner Vacancies:

2

3

1. Cleaner vacancies shall be awarded in the following order:

4

5

a. The senior employee holding preferential recall prior to the implementation of

6

this Collective Bargaining Agreement to Cleaner, at that location, under the

7

former TWU Collective Bargaining Agreement.

8

9

b. The senior employee(s) from the following grouping:

10

11

 Any employee who bids the vacancy and is working as a Cleaner in another

12

bid area or station.

13

14

 Any Cleaner employee who has this station designated (automatic bid on

15

file) as their recall station if on furlough status (Article 12 - Recall).

16

17

 Any Cleaner employee who is on furlough and bids the vacancy from any

18

other station.

19

20

c. The senior employee, utilizing Cleaner basic classification seniority working as

21

a Cleaner Crew Chief.

22

23

d. The senior employee, utilizing Cleaner basic classification seniority bidding the

24

vacancy from within the M&R Collective Bargaining Agreement who holds

25

Cleaner seniority but is working in another classification.

26

27

e. The senior employee, bidding the vacancy from within the M&R Collective

28

Bargaining Agreement who does not hold Cleaner seniority but is working in

29

another classification, who meets the qualifications. The earliest basic

30

classification seniority date will be used to determine who is senior for the

31

purpose of awarding the vacancy.

32

33

f. The senior employee, bidding the vacancy from any other Association

34

agreement that holds Cleaner seniority or employees in a stability period, who

35

meet the qualifications.

36

37

g. The senior employee, bidding the vacancy from any other Association

38

agreement, who meets the qualifications. The earliest basic classification

39

seniority date will be used to determine who is senior for the purpose of

40

awarding the vacancy.

41

42

h. Any other employee or new hire.

43

44

O. GSE or Facilities Maintenance Technical Crew Chief Vacancies:

45

46

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

52

1. Candidates for GSE or Facilities Maintenance Technical Crew Chief vacancies

1

who do not hold GSE or Facilities Maintenance Technical Crew Chief seniority will

2

be required to meet the Qualifications listed in Article 8 – Qualifications.

3

4

2. Employees who do not hold GSE or Facilities Maintenance Technical Crew Chief

5

seniority at the time of a vacancy, who meet the qualifications in Article 8 –

6

Qualifications, shall advance to an interview by a panel interview committee that

7

will be comprised of an equal number of members selected by the Association and

8

the Company. The Association shall establish and maintain a list of members for

9

each Company designated location to serve on the panel interview committee for

10

each vacancy sufficient to ensure that there are no delays in the panel interview

11

process. The Company and Union will mutually agree to establish a standard

12

minimum passing score which will be applied to all candidates seeking the

13

vacancy. Each member of the committee will score the candidate’s interview

14

results on a numerical scale. Each committee member’s score will be totaled and

15

averaged to establish the candidate’s total score. Panel interview scores will

16

remain valid for one (1) year. The senior candidate, utilizing basic classification

17

seniority who meets the minimum passing score from the panel interview will be

18

selected by the Company.

19

20

3. Where there are ten (10) or more qualified candidates, who do not hold GSE or

21

Facilities Maintenance Technical Crew Chief seniority, the Company may limit the

22

interviews to the ten (10) most senior candidates, utilizing basic classification

23

seniority in the following order:

24

25

a. Employees bidding the vacancy from the M&R collective bargaining

26

agreement within the GSE or Facilities Maintenance Crew Chief and GSE

27

or Facilities Maintenance Mechanic Classifications.

28

29

4. Employees first awarded a GSE or Facilities Maintenance Technical Crew Chief

30

vacancy shall hold the job on a trial basis for a period of ninety (90) work days,

31

excluding all classroom training required for their position, in order to demonstrate

32

their ability to perform the required work, and will be subject to a twelve (12) month

33

stability period with the following exceptions:

34

35

a. Employees in a stability period are not precluded from bidding on any M&R

36

vacancy which did not exist before on a shift, in a shop, station or location.

37

38

b. Employees who are bumped or displaced will not be subject to a stability

39

period upon exercising seniority or being furloughed.

40

41

5. All employees first awarded a GSE or Facilities Maintenance Technical Crew Chief

42

vacancy will have their performance evaluated prior to the last day of their trial

43

period. Employees who fail to meet performance expectations will be returned to

44

their previous bid area and shift.

45

46

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

53

P. Filling GSE Maintenance Technical Crew Chief vacancies:

1

2

1. GSE Maintenance Technical Crew Chief vacancies shall be awarded in the

3

following order:

4

5

a. The senior employee working as a GSE Maintenance Technical Crew Chief in

6

the same specialty as the vacancy, who bids the vacancy from another bid area

7

or station.

8

9

b. The senior employee working as a GSE Maintenance Technical Crew Chief

10

who bids the vacancy from another specialty and is successful in the interview

11

process above.

12

13

c. The senior employee, who holds GSE Maintenance Technical Crew Chief

14

seniority but is working in another classification within the M&R collective

15

bargaining agreement, who meets the qualifications and is successful in the

16

interview process above.

17

18

d. The senior employee, utilizing GSE basic classification seniority working as a

19

GSE Mechanic or GSE Crew Chief, bidding the vacancy who meets the

20

qualifications and is successful in the interview process above.

21

22

e. The senior employee, utilizing Facilities Maintenance basic classification

23

seniority working as a Facilities Maintenance Mechanic, Facilities Maintenance

24

Technical Crew Chief or Facilities Maintenance Crew Chief, bidding the

25

vacancy who meets the qualifications and is successful in the interview process

26

above.

27

28

f. The senior employee, who holds GSE Technical Crew Chief seniority but is

29

working in another classification within any other Association agreement, who

30

meets the qualifications and is successful in the interview process above.

31

32

2. As of DOR a Technical Crew Chief who works within a specialty is not subject to

33

the interview process for that same specialty.

34

35

Q. Filling Facilities Maintenance Technical Crew Chief Vacancies:

36

37

1. Facilities Maintenance Technical Crew Chief vacancies shall be awarded in the

38

following order:

39

40

a. The senior employee working as a Facilities Maintenance Technical Crew Chief

41

in the same specialty as the vacancy, who bids the vacancy from another bid

42

area or station.

43

44

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

54

b. The senior employee working as a Facilities Maintenance Technical Crew Chief

1

who bids the vacancy from another specialty and is successful in the interview

2

process above.

3

4

c. The senior employee, who holds Facilities Maintenance Technical Crew Chief

5

seniority but is working in another classification within the M&R collective

6

bargaining agreement, who meets the qualifications and is successful in the

7

interview process above.

8

9

d. The senior employee, utilizing Facilities basic classification seniority working

10

as a Facilities Mechanic or Facilities Crew Chief, bidding the vacancy who

11

meets the qualifications and is successful in the interview process above.

12

13

e. The senior employee, utilizing GSE Maintenance basic classification seniority

14

working as a GSE Maintenance Mechanic, GSE Maintenance Technical Crew

15

Chief or GSE Maintenance Crew Chief, bidding the vacancy who meets the

16

qualifications and is successful in the interview process above.

17

18

f. The senior employee, who holds Facilities Technical Crew Chief seniority but

19

is working in another classification within any other Association agreement,

20

who meets the qualifications and is successful in the interview process above.

21

22

g. Any other employee or new hire.

23

24

2. As of DOR a Technical Crew Chief who works within a specialty is not subject to

25

the interview process for that same specialty.

26

27

R. GSE or Facilities Maintenance Crew Chief (former Lead GSE or Plant Maintenance)

28

Vacancies:

29

30

1. Candidates for GSE or Facilities Maintenance Crew Chief vacancies who do not

31

hold GSE or Facilities Maintenance Crew Chief seniority will be required to meet

32

the Qualifications listed in Article 8 – Qualifications. The qualification and the

33

interview process below will not apply to any employee who is currently working or

34

has previously worked as a permanent GSE or Facilities Crew Chief.

35

36

2. Employees who do not hold GSE or Facilities Maintenance Crew Chief seniority at

37

the time of a vacancy, who meet the qualifications in Article 8 - Qualifications, shall

38

advance to an interview by a panel interview committee that will be comprised of

39

an equal number of members selected by the Association and the Company. The

40

Association shall establish and maintain a list of members for each Company

41

designated location to serve on the panel interview committee for each vacancy

42

sufficient to ensure that there are no delays in the panel interview process. The

43

Company and Union will mutually agree to establish a standard minimum passing

44

score which will be applied to all candidates seeking the vacancy. Each member

45

of the committee will score the candidate’s interview results on a numerical scale.

46

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

55

Each committee member’s score will be totaled and averaged to establish the

1

candidate’s total score. Panel interview scores will remain valid for twenty-four (24)

2

months. The senior candidate, utilizing basic classification seniority who meets the

3

minimum passing score from the panel interview will be selected by the Company.

4

5

3. Where there are ten (10) or more qualified candidates, who do not hold GSE or

6

Facilities Maintenance Crew Chief seniority, the Company may limit the interviews

7

to the ten (10) most senior candidates, utilizing basic classification seniority in the

8

following order:

9

10

a. Employees bidding the vacancy from the M&R collective bargaining

11

agreement within the GSE or Facilities Maintenance Technical Crew Chief

12

and GSE or Facilities Maintenance Mechanic Classifications.

13

14

4. Employees first awarded a GSE or Facilities Maintenance Crew Chief vacancy

15

shall hold the job on a trial basis for a period of ninety (90) work days, excluding

16

all classroom training required for their position, in order to demonstrate their ability

17

to perform the required work, and will be subject to a twelve (12) month stability

18

period with the following exceptions:

19

20

a. Employees in a stability period are not precluded from bidding on any M&R

21

vacancy which did not exist before on a shift, in a shop, station or location.

22

23

b. Employees who are bumped or displaced will not be subject to a stability

24

period upon exercising seniority or being furloughed.

25

26

5. All employees first awarded a GSE or Facilities Maintenance Crew Chief vacancy

27

will have their performance evaluated prior to the last day of their trial period.

28

Employees who fail to meet performance expectations will be returned to their

29

previous bid area and shift.

30

31

S. Filling GSE Crew Chief Maintenance Vacancies:

32

33

1. GSE Crew Chief vacancies shall be awarded in the following order:

34

35

a. The senior employee working as a GSE Crew Chief who bids the vacancy from

36

another bid area or station.

37

38

b. The senior employee, who previously worked as GSE Crew Chief but is

39

working in the GSE Technical Crew Chief or GSE Mechanic Classifications.

40

41

c. The senior employee, utilizing GSE basic classification seniority working as a

42

GSE Mechanic, or GSE Technical Crew Chief bidding the vacancy who meets

43

the qualifications and is successful in the interview process as described

44

above.

45

46

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

56

d. The senior employee, utilizing Facilities Maintenance basic classification

1

seniority working as a Facilities Mechanic, Facilities Technical Crew Chief or

2

Facilities Crew Chief, bidding the vacancy who meets the qualifications and is

3

successful in the interview process as described above.

4

5

e. The senior employee, who holds GSE Crew Chief seniority but is working in

6

another classification within any other Association agreement.

7

8

f. The senior employee, bidding the vacancy working as an MSP or from any

9

other Association agreement, who meets the qualifications and is successful in

10

the interview process as described above. The earliest basic classification

11

seniority date will be used to determine who is senior for the purpose of

12

awarding the vacancy.

13

14

g. Any other employee or new hire.

15

16

T. Filling Facilities Crew Chief Maintenance Vacancies:

17

18

1. Facilities Crew Chief vacancies shall be awarded in the following order:

19

20

a. The senior employee working as a Facilities Crew Chief who bids the vacancy

21

from another bid area or station.

22

23

b. The senior employee, who previously worked as a Facilities Crew Chief but is

24

working in Facilities Maintenance Technical Crew Chief or Facilities

25

Maintenance Mechanic Classification.

26

27

c. The senior employee, utilizing Facilities basic classification seniority working

28

as a Facilities Mechanic or Facilities Technical Crew Chief, bidding the vacancy

29

who meets the qualifications and is successful in the interview process as

30

described above.

31

32

d. The senior employee, utilizing GSE Maintenance basic classification seniority

33

working as a GSE Mechanic, GSE Technical Crew Chief or GSE Crew Chief,

34

bidding the vacancy who meets the qualifications and is successful in the

35

interview process as described above.

36

37

e. The senior employee, who holds Facilities Crew Chief seniority but is working

38

in another classification within any other Association agreement.

39

40

f. The senior employee, bidding the vacancy working as an MSP or from any

41

other Association agreement, who meets the qualifications and is successful in

42

the interview process as described above. The earliest basic classification

43

seniority date will be used to determine who is senior for the purpose of

44

awarding the vacancy.

45

46

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

57

g. Any other employee or new hire.

1

2

3

U. GSE Maintenance Mechanic Vacancies:

4

5

1. Candidates for a GSE Maintenance Mechanic vacancy who do not hold

6

GSE/Facilities Maintenance Group seniority will be required to meet the

7

Qualifications listed in Article 8 – Qualifications. All employees listed on the

8

seniority list as a GSE or Facilities Mechanic, Technical Crew Chief, or Crew Chief

9

as of DOR, will be considered qualified in all specialties and will be subject to a

10

ninety (90) work day trial period, as described in Paragraphs U (2) and U (3) below,

11

when awarded any specialty vacancy in which they have not previously worked.

12

13

2. Employees first awarded a GSE Mechanic vacancy shall hold the job on a trial

14

basis for a period of ninety (90) work days, excluding all classroom training, in

15

order to demonstrate their ability to perform the required work.

16

17

3. All employees first awarded a GSE Mechanic vacancy will have their performance

18

evaluated prior to the last day of their trial period. Employees who fail to meet

19

performance expectations will be returned to their previous bid area and shift.

20

21

V. Filling GSE Maintenance Mechanic Vacancies:

22

23

1. GSE Maintenance Mechanic vacancies shall be awarded in the following order:

24

25

a. The senior employee holding preferential recall prior to the implementation of

26

this Collective Bargaining Agreement to GSE, at that location, under the former

27

TWU Collective Bargaining Agreement.

28

29

b. The senior employee(s) from the following grouping:

30

31

 Any employee who bids the vacancy and is working as a GSE Mechanic (*)

32

in another bid area or station.

33

34

 Any GSE employee who has this station designated (automatic bid on file)

35

as their recall station if on furlough status (Article 12 - Recall).

36

37

 Any GSE employee who is on furlough and bids the vacancy from any other

38

station.

39

40

c. The senior employee, utilizing GSE basic classification seniority, who is

41

working as a GSE Maintenance Technical Crew Chief or GSE Maintenance

42

Crew Chief (*) bidding the vacancy.

43

44

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

58

d. The senior employee, utilizing GSE/Facilities Maintenance group seniority

1

bidding the vacancy, but is working in any other GSE/Facilities/MSP

2

classification, who meets the qualifications.

3

4

e. The senior employee, bidding the vacancy from within the M&R Collective

5

Bargaining Agreement who holds GSE/Facilities Maintenance group seniority

6

but is working in another classification, who meets the qualifications.

7

8

f. The senior employee, bidding the vacancy from within the M&R Collective

9

Bargaining Agreement who does not hold GSE/Facilities Maintenance group

10

seniority but is working in another classification, who meets the qualifications.

11

12

g. The senior employee, bidding the vacancy from any other Association

13

agreement that holds GSE/Facilities Maintenance group seniority or

14

employees in a stability period, who meet the qualifications.

15

16

h. The senior employee, bidding the vacancy from any Association agreement,

17

who meets the qualifications. The earliest basic classification seniority date will

18

be used to determine who is senior for the purpose of awarding the vacancy.

19

20

i. Any other employee or new hire.

21

22

*Note: (Including employees working as a dual qualified Mechanic or Crew Chief)

23

24

W. Facilities Maintenance Mechanic Vacancies:

25

26

1. Candidates for a Facilities Maintenance Mechanic vacancy who do not hold

27

GSE/Facilities Maintenance Group seniority will be required to meet the

28

Qualifications listed in Article 8 – Qualifications. All employees listed on the

29

seniority list as a GSE or Facilities Mechanic, Technical Crew Chief, or Crew Chief

30

as of DOR, will be considered qualified in all specialties and will be subject to a

31

ninety (90) work day trial period, as described in Paragraphs W (2) and W (3)

32

below, when awarded any specialty vacancy in which they have not previously

33

worked.

34

35

2. Employees first awarded a Facilities Maintenance Mechanic vacancy shall hold

36

the job on a trial basis for a period of ninety (90) work days, excluding all classroom

37

training, in order to demonstrate their ability to perform the required work.

38

39

3. All employees first awarded a Facilities Maintenance Mechanic vacancy will have

40

their performance evaluated prior to the last day of their trial period. Employees

41

who fail to meet performance expectations will be returned to their previous bid

42

area and shift.

43

44

X. Filling Facilities Maintenance Mechanic Vacancies:

45

46

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

59

1. Facilities Maintenance Mechanic vacancies shall be awarded in the following

1

order:

2

3

a. The senior employee holding preferential recall prior to the implementation of

4

this Collective Bargaining Agreement to Facilities, at that location, under the

5

former TWU Collective Bargaining Agreement.

6

7

b. The senior employee(s) from the following grouping:

8

9

 Any employee who bids the vacancy and is working as a Facilities Mechanic

10

(*) in the same specialty.

11

12

 Any Facilities employee who has this station designated (automatic bid on

13

file) as their recall station if on furlough status (Article 12 - Recall).

14

15

 Any Facilities employee in the same specialty who is on furlough and bids

16

the vacancy from any other station.

17

18

c. The senior employee working as a Facilities Mechanic (*) who bids the vacancy

19

from another specialty.

20

21

d. The senior employee, utilizing Facilities basic classification seniority, who is

22

working as a Facilities Maintenance Technical Crew Chief or Facilities

23

Maintenance Crew Chief (*), bidding the vacancy who meets the qualifications.

24

25

e. The senior employee, utilizing GSE/Facilities Maintenance group seniority

26

bidding the vacancy, but is working in any other GSE/Facilities/MSP

27

classification, who meets the qualifications.

28

29

f. The senior employee, bidding the vacancy from within the M&R Collective

30

Bargaining Agreement who holds GSE/Facilities Maintenance group seniority

31

but is working in another classification who meets the qualifications.

32

33

g. The senior employee, bidding the vacancy from within the M&R Collective

34

Bargaining Agreement who does not hold GSE/Facilities Maintenance group

35

seniority but is working in another classification who meets the qualifications.

36

37

h. The senior employee, bidding the vacancy from any other Association

38

agreement that holds GSE/Facilities Maintenance group seniority or

39

employees in a stability period who meet the qualifications.

40

41

i. The senior employee, bidding the vacancy from any Association agreement,

42

who meets the qualifications. The earliest basic classification seniority date will

43

be used to determine who is senior for the purpose of awarding the vacancy.

44

45

j. Any other employee or new hire.

46

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

60

1

*Note: (Including employees working as a dual qualified Mechanic or Crew Chief)

2

3

4

Y. MSP GSE Vacancies:

5

6

1. Candidates for an MSP vacancy who do not hold GSE or Facilities maintenance

7

seniority will be required to meet the Qualifications listed in Article 8 –

8

Qualifications.

9

10

2. Employees first awarded an MSP vacancy shall hold the job on a trial basis for a

11

period of ninety (90) work days, excluding all classroom training, in order to

12

demonstrate their ability to perform the required work.

13

14

3. All employees first awarded an MSP vacancy will have their performance

15

evaluated prior to the last day of their trial period. Employees who fail to meet

16

performance expectations will be returned to their previous bid area and shift.

17

18

Z. Filling MSP GSE Vacancies:

19

20

1. MSP GSE vacancies shall be awarded in the following order:

21

22

a. The senior employee(s) from the following grouping:

23

24

 Any employee who bids the vacancy and is working as an MSP (GSE) in

25

another bid area or station.

26

27

 Any MSP (GSE) employee who has this station designated (automatic bid

28

on file) as their recall station if on furlough status (Article 12 - Recall).

29

30

 Any MSP (GSE) employee who is on furlough and bids the vacancy from

31

any other Station.

32

33

b. The senior employee, utilizing GSE/Facilities basic classification seniority

34

bidding the vacancy from within the M&R Collective Bargaining Agreement who

35

holds GSE/Facilities Maintenance group seniority but is working in another

36

classification or is on furlough.

37

38

c. The senior employee, bidding the vacancy from within the M&R Collective

39

Bargaining Agreement who does not hold GSE/Facilities maintenance group

40

seniority but is working in another classification, who meets the qualifications.

41

42

d. The senior employee, bidding the vacancy from any other Association

43

agreement that holds GSE/Facilities maintenance classification seniority or

44

employees in a stability period, who meet the qualifications.

45

46

ARTICLE 9 – FILLING OF VACANCIES

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e. The senior employee, bidding the vacancy from any Association agreement,

1

who meets the qualifications. The earliest basic classification seniority date will

2

be used to determine who is senior for the purpose of awarding the vacancy.

3

4

f. Any other employee or new hire.

5

6

AA. MSP Facilities Vacancies:

7

8

1. Candidates for an MSP vacancy who do not hold GSE or Facilities maintenance

9

group seniority will be required to meet the Qualifications listed in Article 8 –

10

Qualifications.

11

12

2. Employees first awarded an MSP Facilities vacancy shall hold the job on a trial

13

basis for a period of ninety (90) work days, excluding all classroom training, in

14

order to demonstrate their ability to perform the required work.

15

16

3. All employees first awarded an MSP Facilities vacancy will have their performance

17

evaluated prior to the last day of their trial period. Employees who fail to meet

18

performance expectations will be returned to their previous bid area and shift.

19

20

BB. Filling MSP Facilities Vacancies:

21

22

1. MSP Facilities vacancies shall be awarded in the following order:

23

24

a. The senior employee(s) from the following grouping:

25

26

 Any employee who bids the vacancy and is working as an MSP (Facilities)

27

in another bid area or station.

28

29

 Any MSP (Facilities) employee who has this station designated (automatic

30

bid on file) as their recall station if on furlough status (Article 12 - Recall).

31

32

 Any MSP (Facilities) employee who is on furlough and bids the vacancy

33

from any other Station.

34

35

b. The senior employee, utilizing GSE/Facilities basic classification seniority

36

bidding the vacancy from within the M&R Collective Bargaining Agreement who

37

holds GSE/Facilities Maintenance group seniority but is working in another

38

classification or is on furlough.

39

40

c. The senior employee, bidding the vacancy from within the M&R Collective

41

Bargaining Agreement who does not hold GSE/Facilities maintenance group

42

seniority but is working in another classification, who meets the qualifications.

43

44

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d. The senior employee, bidding the vacancy from any other Association

1

agreement that holds GSE/Facilities maintenance classification seniority or

2

employees in a stability period, who meet the qualifications.

3

4

e. The senior employee, bidding the vacancy from any Association agreement,

5

who meets the qualifications. The earliest basic classification seniority date will

6

be used to determine who is senior for the purpose of awarding the vacancy.

7

8

f. Any other employee or new hire.

9

10

CC. Failure to pass his trial period shall restrict an employee from bidding into the

11

respective classification for six (6) months.

12

13

DD. If an employee fails to pass the trial period on the second attempt, such employee

14

will not be eligible to bid the position for twelve (12) months. Additionally, the

15

employee must demonstrate his efforts to gain the required knowledge and skills

16

enabling him to pass the trial period, (e.g., school, CBT, other training, etc.) prior

17

to a third attempt. A fourth and subsequent attempt may only occur on an annual

18

basis, and each requires the described demonstrated effort by the employee.

19

20

EE. Temporary Crew Chief:

21

22

1. The Company may temporarily (i.e. thirty (30) work days or less) upgrade a

23

Mechanic to Inspector or Crew Chief on the basis of seniority on the crew when

24

one (1) of the following conditions exist:

25

26

a. When the Company is unable to secure overtime within two (2) hours of the

27

absent employee’s shift start time.

28

29

b. For new jobs not expected to last more than thirty (30) work days.

30

31

c. For permanent vacancies in the Inspector or Crew Chief classification (i.e.,

32

upgrading during the bidding period).

33

34

d. Cleaners may be upgraded to Crew Chiefs in their classification under the

35

same conditions as above.

36

37

2. Upgraded employees will receive a minimum of eight (8) hours pay at the

38

applicable rate for the higher classification. If the senior employee declines the job,

39

the next senior employee (and down the roster) will be offered the job. It is

40

understood that employees who are upgraded will not work overtime in the higher

41

classification if a permanent Inspector or Crew Chief is available for overtime.

42

43

3. In the event that all employees refuse the upgrade, the supervisor may lead, direct

44

and assign those employees who are in excess of the Crew Chief to Basic

45

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Classification ratio. However, the supervisor's involvement is limited to the

1

foregoing and he is prohibited from performing productive work.

2

3

4. A Temporary Crew Chief may be selected for a known vacancy of limited duration

4

lasting from thirty (30) to ninety (90) days. The Temporary Crew Chief position will

5

be selected from candidates within the Basic Classification and station where the

6

vacancy exists. The selection of the Temporary Crew Chief will be the same

7

process as a posted Crew Chief vacancy.

8

9

a. At the completion of the temporary assignment, the employee will be

10

returned to his former Basic Classification and bid area.

11

12

FF. Temporary Transfer Provisions:

13

14

1. No employee will be forced into a permanent or temporary transfer outside of his

15

station.

16

17

2. The Company shall solicit volunteers, in seniority order, to work another bid area

18

within their station for which they are qualified. In the event of insufficient

19

volunteers, the Company will assign employees in inverse seniority order. Such

20

assignment can only be to a shift with a start time within one (1) hour of their

21

scheduled start time and not to exceed a period of twenty-eight (28) work days.

22

The needs of the service shall dictate when transfers shall be made, and no

23

arbitrary transfers shall be affected. If there is a need for an extension beyond the

24

twenty-eight (28) work days the Company and the IAM General Chairman/TWU

25

Local President must mutually agree on the terms of the extension. For transfers

26

in excess of one (1) full shift employees shall receive written notice of the expected

27

duration of the transfer.

28

29

3. When the Company determines that there is a surplus of employees in one bid

30

area, or more, and a corresponding shortage in another bid area(s) within the Tulsa

31

Base, based on the needs of service, the Company may reallocate manpower

32

utilizing a local realignment. In the event of such realignment, the company will first

33

solicit volunteers from the bid area with the overage to fill those needed positions

34

in the bid area(s) where the shortage exists, in seniority order. In the event there

35

are insufficient volunteers, the remaining openings will be filled, in seniority order,

36

from those junior employees in the bid area with the surplus to the bid area(s)

37

where the shortage(s) exist.

38

39

4. In the event an employee is temporarily transferred in accordance with paragraph

40

FF (2) of this Article to a bid area that provides a premium (e g: line premium) the

41

employee will receive such premium for the duration of the temporary transfer.

42

43

GG. Specialties:

44

45

1. AMT Tech Crew Chief specialties are as follows:

46

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64

1

a. Systems

2

b. Structures

3

c. General

4

d. Landing Gear

5

e. Avionics

6

f. Power Plant

7

8

2. GSE Tech Crew Chief

9

10

3. Facilities Tech Crew Chief specialties

11

a. HVAC

12

b. Jet Bridge

13

c. Central Utility Plant

14

d. Fire System

15

e. Paint

16

f. General

17

g. Bagroom

18

h. 400hz

19

i. Millwright

20

j. Plumber/Welders

21

k. Electrician

22

l. Electronics

23

m. Boiler Room

24

25

4. Facilities specialties are as follows:

26

27

a. Carpenter

28

b. Electrician

29

c. Electronics Technician

30

d. HVAC Technician

31

e. Lock and Key

32

f. Millwright

33

g. Painter

34

h. Plumber

35

i. Stationary Operating Engineer

36

j. Welder

37

k. Industrial Waste Treatment

38

l. Hazardous waste

39

HH. Senior Quality Assurance Auditor:

40

41

1. Candidates for a Senior QA Auditor position will be required to meet the

42

Qualifications listed in Article 8 – Qualifications.

43

44

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65

2. Qualified candidates shall advance to an interview by a panel interview committee

1

that will be comprised of an equal number of members selected by the Association

2

and the Company.

3

4

3. The Association shall establish and maintain a list of members for each Company

5

designated location to serve on the panel interview committee for each position

6

sufficient to ensure that there are no delays in the panel interview process.

7

8

4. The Company and Union will mutually agree to establish a standard minimum

9

passing score which will be applied to all candidates seeking the position. Each

10

member of the committee will score the candidate’s interview results on a

11

numerical scale.

12

13

5. Each committee member’s score will be totaled and averaged to establish the

14

candidate’s total score. Panel interview scores will remain valid for one (1) year.

15

The senior candidate who meets the minimum passing score from the panel

16

interview will be selected by the Company.

17

18

6. Where there are ten (10) or more qualified candidates, the Company may limit the

19

interviews to the ten (10) most senior candidates in the following order:

20

21

a. Those employees bidding the position that hold QA Auditor seniority. If more

22

than 10 QA Auditors bid the position and those 10 senior employees fail the

23

interview process, then the company must interview the remaining QA Auditor

24

employees who had bid the position. In no case will any other employee be

25

awarded a Senior QA Auditor position over an existing QA Auditor who has

26

bid the position.

27

28

b. Those employees bidding the position from the M&R collective bargaining

29

agreement.

30

31

c. Those employees bidding the position from any other Association Collective

32

Bargaining Agreement.

33

34

d. Any other employee or new hire.

35

36

7. Employees first awarded a Senior QA Auditor position shall hold the job on a trial

37

basis for a period of ninety (90) work days, excluding all classroom training, in

38

order to demonstrate their ability to perform the required work, and will be subject

39

to a twelve (12) month stability period with the following exceptions:

40

41

a. Employees in a stability period are not precluded from bidding on Senior or QA

42

Auditor positions, which did not exist before on a shift, in a shop, station, or

43

location.

44

45

b. Employees who are bumped or displaced will not be subject to a stability period

46

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upon exercising seniority or being furloughed.

1

2

8. All employees first awarded a Senior QA Auditor position will have their

3

performance evaluated prior to the last day of their trial period. Employees who

4

fail to meet performance expectations will be returned to their previous job.

5

6

II. Filling Senior Quality Assurance Auditors Vacancies:

7

8

Senior Quality Assurance Auditors vacancies shall be awarded in the following

9

order:

10

11

1. The senior employee working as a Senior Quality Assurance Auditor who bids

12

the position.

13

14

2. The senior employee, who holds QA Auditor seniority, (including those on

15

furlough) who bids the position, who meets the qualifications and is successful

16

in the interview process above.

17

18

3. The senior employee, who holds QA Auditor seniority, (including those on

19

furlough) who bids the position, who does not meet the qualifications (including

20

those in a stability period) and is successful in the interview process above.

21

22

4. The senior employee, who does not hold QA Auditor seniority, who bids the

23

position from the M&R collective bargaining agreement, who meets the

24

qualifications and is successful in the interview process above.

25

26

5. The senior employee, who does not hold QA Auditor seniority, who bids the

27

position and is covered by another Association agreement, and who meets the

28

qualifications and is successful in the interview process above.

29

30

6. Any other employee or new hire.

31

32

33

JJ. Quality Assurance Auditors:

34

35

1. Candidates for a QA Auditor position who do not hold QA Auditor seniority will be

36

required to meet the Qualifications listed in Article 8 – Qualifications.

37

38

2. Employees who do not hold QA Auditor seniority at the time of a vacancy, who

39

meet the qualifications in Article 8 – Qualifications, shall advance to an interview

40

by a panel interview committee that will be comprised of an equal number of

41

members selected by the Association and the Company. The Association shall

42

establish and maintain a list of members for each Company designated location

43

to serve on the panel interview committee for each position sufficient to ensure

44

that there are no delays in the panel interview process. The Company and Union

45

will mutually agree to establish a standard minimum passing score which will be

46

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67

applied to all candidates seeking the position. Each member of the committee will

1

score the candidate’s interview results on a numerical scale. Each committee

2

member’s score will be totaled and averaged to establish the candidate’s total

3

score. Panel interview scores will remain valid for one (1) year. The senior

4

candidate who meets the minimum passing score from the panel interview will be

5

selected by the Company.

6

7

3. Where there are ten (10) or more qualified candidates, who do not hold QA

8

Auditor seniority, the Company may limit the interviews to the ten (10) most

9

senior candidates in the following order:

10

11

a. Those employees bidding the position from the M&R collective bargaining

12

agreement.

13

14

b. Those employees bidding the position from any other Association Collective

15

Bargaining Agreement.

16

17

c. Any other employee or new hire.

18

19

4. Employees first awarded a QA Auditor position shall hold the job on a trial basis

20

for a period of ninety (90) work days, excluding all classroom training, in order to

21

demonstrate their ability to perform the required work, and will be subject to a

22

twelve (12) month stability period with the following exceptions:

23

24

a. Employees in a stability period are not precluded from bidding on

25

QA Auditor positions, which did not exist before on a shift, in a shop,

26

station or location, or on a Senior QA Auditor position.

27

28

b. Employees who are bumped or displaced will not be subject to a

29

stability period upon exercising seniority or being furloughed.

30

31

5. All employees first awarded a QA Auditor position will have their performance

32

evaluated prior to the last day of their trial period. Employees who fail to meet

33

performance expectations will be returned to their previous job.

34

35

KK. Filling Quality Assurance Auditors Vacancies:

36

37

Quality Assurance Auditors vacancies shall be awarded in the following order:

38

39

1. The senior employee, who holds QA Auditor seniority, (including those on

40

furlough) who bids the position.

41

42

2. The senior employee, who does not hold QA Auditor seniority, bidding the

43

position from the M&R collective bargaining agreement, who meets the

44

qualifications and is successful in the interview process above.

45

46

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3. The senior employee, who does not hold QA Auditor Seniority, bidding the

1

position and is covered by another Association agreement, and who meets the

2

qualifications and is successful in the interview process above.

3

4

4. Any other employee or new hire.

5

6

7

LL. Senior Technical Documentation Specialists:

8

9

1. Candidates for a Senior Technical Documentation Specialists position will be

10

required to meet the Qualifications listed in Article 8 – Qualifications.

11

12

2. Qualified candidates shall advance to an interview by a panel interview committee

13

that will be comprised of an equal number of members selected by the Association

14

and the Company.

15

16

3. The Association shall establish and maintain a list of members for each Company

17

designated location to serve on the panel interview committee for each position,

18

sufficient to ensure that there are no delays in the panel interview process.

19

20

4. The Company and Union will mutually agree to establish a standard minimum

21

passing score which will be applied to all candidates seeking the position.

22

23

5. Each member of the committee will score the candidate’s interview results on a

24

numerical scale.

25

26

6. Each committee member’s score will be totaled and averaged to establish the

27

candidate’s total score. Panel interview scores will remain valid for one (1) year.

28

29

7. The senior candidate who meets the minimum passing score from the panel

30

interview will be selected by the Company.

31

32

8. Where there are ten (10) or more qualified candidates, the Company may limit the

33

interviews to the ten (10) most senior candidates in the following order:

34

35

a. Those employees bidding the position that hold Technical Documentation

36

Specialists seniority. If more than ten (10) Technical Documentation

37

Specialists bid the position and the ten (10) senior employees fail the interview

38

process, then the company must interview the remaining Technical

39

Documentation Specialists employees who had bid the position. In no case

40

will any other employee be awarded a Senior Technical Documentation

41

Specialists position over an existing Technical Documentation Specialists who

42

has bid the position.

43

44

b. Those employees bidding the position from the M&R collective bargaining

45

agreement.

46

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69

1

c. Those employees bidding the position from any other Association Collective

2

Bargaining Agreement.

3

4

d. Any other employee or new hire.

5

6

9. Employees first awarded a Senior Technical Documentation Specialists position

7

shall hold the job on a trial basis for a period of ninety (90) work days, excluding

8

all classroom training, in order to demonstrate their ability to perform the required

9

work, and will be subject to a twelve (12) month stability period with the following

10

exceptions:

11

12

a. Employees in a stability period are not precluded from bidding on

13

Senior or Technical Documentation Specialists positions, which did not

14

exist before on a shift, in a shop, station, or location.

15

16

b. Employees who are bumped or displaced will not be subject to a

17

stability period upon exercising seniority or being furloughed.

18

19

10 All employees first awarded a Senior Technical Documentation Specialists

20

position will have their performance evaluated prior to the last day of their trial

21

period. Employees who fail to meet performance expectations will be returned to

22

their previous job.

23

24

MM. Filling Senior Technical Documentation Specialists Vacancies:

25

26

1. Senior Technical Documentation Specialists vacancies shall be awarded in the

27

following order:

28

29

a. The senior employee working as a Senior Technical Document Specialist

30

who bids the position.

31

32

b. The senior employee holding Technical Documentation Specialists seniority

33

(including those on furlough) who bids the position, who meets the

34

qualifications and is successful in the interview process above.

35

36

c. The senior employee, who holds Technical Document Specialist seniority,

37

(including those on furlough) who bids the position, who does not meet the

38

qualifications (including those in a stability period) and is successful in the

39

interview process above.

40

41

d. The senior employee, who does not hold Technical Document Specialist

42

seniority, who bids the position from the M&R collective bargaining

43

agreement, who meets the qualifications and is successful in the interview

44

process above.

45

46

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e. The senior employee, who does not hold Technical Document Specialist

1

seniority, who bids the position and is covered by another Association

2

agreement, and who meets the qualifications and is successful in the

3

interview process above.

4

f. Any other employee or new hire.

5

6

NN. Technical Documentation Specialists:

7

8

1. Candidates for a Technical Documentation Specialists position who do not hold

9

Technical Documentation Specialists seniority will be required to meet the

10

Qualifications listed in Article 8 – Qualifications.

11

12

2. Employees who do not hold Technical Documentation Specialists seniority at

13

the time of a vacancy, who meet the qualifications in Article 8 - Qualifications,

14

shall advance to an interview by a panel interview committee that will be

15

comprised of an equal number of members selected by the Association and the

16

Company. The Association shall establish and maintain a list of members for

17

each Company designated location to serve on the panel interview committee

18

for each position, sufficient to ensure that there are no delays in the panel

19

interview process. The Company and Union will mutually agree to establish a

20

standard minimum passing score which will be applied to all candidates

21

seeking the position. Each member of the committee will score the candidate’s

22

interview results on a numerical scale. Each committee member’s score will be

23

totaled and averaged to establish the candidate’s total score. Panel interview

24

scores will remain valid for one (1) year. The senior candidate who meets the

25

minimum passing score from the panel interview will be selected by the

26

Company.

27

28

3. Where there are ten (10) or more qualified candidates who do not hold

29

Technical Documentation Specialists seniority, the Company may limit the

30

interviews to the ten (10) most senior candidates in the following order:

31

32

a. Those employees bidding the position from the M&R collective bargaining

33

agreement.

34

35

b. Those employees bidding the position from any other Association Collective

36

Bargaining Agreement.

37

38

c. Any other employee or new hire.

39

40

4. Employees first awarded a Technical Documentation Specialists position shall

41

hold the job on a trial basis for a period of ninety (90) work days, excluding all

42

classroom training, in order to demonstrate their ability to perform the required

43

work, and will be subject to a twelve (12) month stability period with the following

44

exceptions:

45

46

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71

a. Employees in a stability period are not precluded from bidding on

1

Technical Documentation Specialists positions, which did not exist

2

before in a station or location, or on a Senior Technical Document

3

Specialist position.

4

5

b. Employees who are bumped or displaced will not be subject to a stability

6

period upon exercising seniority or being furloughed.

7

8

5. All employees first awarded a Technical Documentation Specialists position will

9

have their performance evaluated prior to the last day of their trial period.

10

Employees who fail to meet performance expectations will be returned to their

11

previous job.

12

13

OO. Filling Technical Documentation Specialists Vacancies:

14

15

1. Technical Documentation Specialists vacancies shall be awarded in the following

16

order:

17

18

a. The senior employee who holds Technical Documentation Specialists seniority

19

(including those on furlough) who bids the position.

20

21

b. The senior employee, who does not hold Technical Document Specialist

22

seniority, who bids the position from the M&R collective bargaining agreement,

23

who meets the qualifications and is successful in the interview process above.

24

25

c. The senior employee, who does not hold Technical Document Specialist

26

seniority, who bids the position and is covered by another Association

27

agreement, and who meets the qualifications and is successful in the interview

28

process above.

29

30

d. Any other employee or new hire.

31

32

PP. Senior Maintenance Planner:

33

34

1. Candidates for a Senior Maintenance Planner position will be required to meet the

35

Qualifications listed in Article 8 – Qualifications.

36

37

2. Qualified candidates shall advance to an interview by a panel interview committee that

38

will be comprised of an equal number of members selected by the Association and

39

the Company.

40

41

3. The Association shall establish and maintain a list of members for each Company

42

designated location to serve on the panel interview committee for each position,

43

sufficient to ensure that there are no delays in the panel interview process.

44

45

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72

4. The Company and Union will mutually agree to establish a standard minimum passing

1

score which will be applied to each candidate.

2

3

5. Each member of the committee will score the candidate’s interview results on a

4

numerical scale.

5

6. Each committee member’s score will be totaled and averaged to establish the

6

candidate’s total score.

7

8

7. Panel interview scores will remain valid for one (1) year. The senior candidate who

9

meets the minimum passing score from the panel interview will be selected by the

10

Company.

11

12

8. Where there are ten (10) or more qualified candidates, the Company may limit the

13

interviews to the ten (10) most senior candidates in the following order:

14

15

a. Those employees bidding the position that hold any Planner seniority. If more than

16

ten (10) Planners bid the position and those ten (10) senior employees fail the

17

interview process, then the company must interview the remaining Planners who

18

had bid the position. In no case will any other employee be awarded a Senior

19

Planner position over an existing Planner who has bid the position.

20

21

b. Those employees bidding the position from the M&R collective bargaining

22

agreement.

23

24

c. Those employees bidding the position from any other Association Collective

25

Bargaining Agreement.

26

27

d. Any other employee or new hire.

28

29

9. Employees first awarded a Senior Maintenance Planner position shall hold the job on

30

a trial basis for a period of ninety (90) work days, excluding all classroom training, in

31

order to demonstrate their ability to perform the required work, and will be subject to

32

a twelve (12) month stability period with the following exceptions:

33

34

a. Employees in a stability period are not precluded from bidding on Senior or Planner

35

positions, which did not exist before on a shift, in a shop, station, or location.

36

37

b. Employees who are bumped or displaced will not be subject to a stability period

38

upon exercising seniority or being furloughed.

39

40

10. All employees first awarded a Senior Maintenance Planner position will have their

41

performance evaluated prior to the last day of their trial period. Employees who fail to

42

meet performance expectations will be returned to their previous job.

43

44

QQ. Filling Senior Maintenance Planner Vacancies:

45

46

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73

1. Senior Maintenance Planner vacancies shall be awarded in the following order:

1

2

a. The senior employee working as a Senior Maintenance Planner who bids the

3

position.

4

5

b. The senior employee who holds any Planner seniority (including those on

6

furlough) who bids the position and is successful in the interview process above.

7

8

c. The senior employee, who holds Planner seniority, (including those on furlough)

9

who bids the position, who does not meet the qualifications (including those in a

10

stability period) and is successful in the interview process above.

11

12

d. The senior employee, who does not hold Planner seniority, who bids the position

13

from the M&R collective bargaining agreement, who meets the qualifications and

14

is successful in the interview process above.

15

16

e. The senior employee, who does not hold Planner seniority, who bids the position

17

and is covered by another Association Agreement, and who meets the

18

qualifications and is successful in the interview process above.

19

20

f. Any other employee or new hire.

21

22

RR. Maintenance Planner:

23

24

1. Candidates for a Maintenance Planner position who do not hold Planner seniority

25

will be required to meet the Qualifications listed in Article 8 – Qualifications.

26

27

2. Employees who do not hold Planner seniority at the time of a vacancy, who meet

28

the qualifications in Article 8 – Qualifications, shall advance to an interview by a

29

panel interview committee that will be comprised of an equal number of members

30

selected by the Association and the Company.

31

32

3. The Association shall establish and maintain a list of members for each Company

33

designated location to serve on the panel interview committee for each position,

34

sufficient to ensure that there are no delays in the panel interview process.

35

36

4. The Company and Union will mutually agree to establish a standard minimum

37

passing score which will be applied to all candidates seeking the position.

38

39

5. Each member of the committee will score the candidate’s interview results on a

40

numerical scale.

41

42

6. Each committee member’s score will be totaled and averaged to establish the

43

candidate’s total score.

44

45

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

74

7. Panel interview scores will remain valid for one (1) year. The senior candidate who

1

meets the minimum passing score from the panel interview will be selected by the

2

Company.

3

4

8. Where there are ten (10) or more qualified candidates, who do not hold Planner

5

seniority, the Company may limit the interviews to the ten (10) most senior

6

candidates in the following order:

7

8

a. Those employees bidding the position from the M&R collective bargaining

9

agreement.

10

11

b. Those employees bidding the position from any other Association Collective

12

Bargaining Agreement.

13

14

c. Any other employee or new hire.

15

16

9. Employees first awarded a Maintenance Planner position shall hold the job on a trial

17

basis for a period of ninety (90) work days, excluding all classroom training, in order

18

to demonstrate their ability to perform the required work, and will be subject to a

19

twelve (12) month stability period with the following exceptions:

20

21

a. Employees in a stability period are not precluded from bidding on any Planner

22

positions, which did not exist before on a shift, in a shop, station or location, or on

23

a Senior Planner position.

24

25

b. Employees who are bumped or displaced will not be subject to a stability period

26

upon exercising seniority or being furloughed.

27

28

29

10. All employees first awarded a Maintenance Planner position will have their

30

performance evaluated prior to the last day of their trial period. Employees who fail

31

to meet performance expectations will be returned to their previous job.

32

33

SS. Filling Maintenance Planner Vacancies:

34

35

1. Maintenance Planner vacancies shall be awarded in the following order:

36

37

a. The senior employee who holds any Planner seniority (including those on furlough)

38

who bids the position.

39

40

b. The senior employee, who does not hold Planner seniority, who bids the position

41

from the M&R collective bargaining agreement, who meets the qualifications and

42

is successful in the interview process above.

43

44

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

75

c. The senior employee, who does not hold Planner seniority, who bids the position

1

and is covered by another Association Agreement, and who meets the

2

qualifications and is successful in the interview process above.

3

4

d. Any other employee or new hire.

5

6

7

TT. Bid and Award Process:

8

9

1. The process for identifying and awarding vacancies will be conducted on a weekly

10

cycle as follows for all applicable classifications:

11

12

a. On Saturday of each week at 00:01 CST, the Company will post an online

13

notification list of the stations/locations/shops declaring vacancies for that week.

14

15

 The list will include the actual number of declared vacancies.

16

17

 The transfer list standing will be dynamic during the week and will be shown

18

via the online tool in seniority order.

19

20

b. The transfer list for those listed vacancies will be closed on the following Tuesday

21

at 23:59 CST and a snapshot of the list will be taken at that time.

22

23

c. The employee may add or remove his standing transfer request or change the

24

order of preference anytime during the above timeframe (Sat. 00:01 CST to

25

Tuesday 23:59 CST).

26

27

d. All necessary paperwork (e.g. Work Experience Review form and supporting

28

documents) will be required to be complete online prior to the vacancy being

29

awarded.

30

31

e. Employees will have seven (7) days after the posting closes (Thursday at 23:59

32

CST) to provide the necessary paperwork. Note: Employees do not have to wait

33

until the posting closes; they may send the documents at the time that they add

34

their name to the transfer list.

35

36

f. Employees without paperwork will not be considered qualified and will not be

37

awarded a vacancy.

38

39

g. Employees with incomplete paperwork, or who do not meet the experience

40

requirements, as determined by the WER Panel, will not be considered qualified,

41

and will not be awarded the vacancy.

42

43

h. Any employee whose name appears on the list after Tuesday at 23:59 CST may

44

refuse the transfer by removing his name from the list by Thursday at 23:59 CST.

45

If the employee does not remove his name from the list during this forty-eight

46

ARTICLE 9 – FILLING OF VACANCIES

M&R ARTICLE 9- FILLING OF VACANCIES

76

(48) hour period, and is awarded a vacancy, he will be considered to have

1

accepted the position.

2

3

i. The employee will be notified during JetNet sign-in of the final award.

4

5

j. Employees will also be sent an email notification to their aa.com email address.

6

7

k. Once the final award has been posted and employee notified via JetNet, the

8

Company cannot subsequently rescind the award.

9

10

l. The employee must report to the station awarded on the specified date unless

11

mutually agreed to by the Company and the Union.

12

13

ARTICLE 10 – PROBATIONARY PERIOD

M&R ARTICLE 10- PROBATIONARY PERIOD

77

A. New employees shall be regarded as probationary employees for the first ninety

1

(90) work days of their employment, and there shall be no responsibility on the part

2

of the Company for the re-employment of probationary employees if they are

3

discharged or laid off during this period. If retained in the service after the

4

probationary period, the names of such employees shall then be placed on the

5

seniority list for their respective classification in order of the date of their original

6

hiring at the point and on the system seniority roster. The Company will furnish the

7

TWU Local President, IAM General Chair, and Local Union Representative with

8

the names, classification, department, and rate of pay of all new employees on the

9

first (1st) of each month.

10

11

B. In the event a probationary employee is granted a leave of absence, upon the

12

employees return to work the probationary period will be extended by the number

13

of work days remaining to complete the probationary period.

14

15

C. Probationary employees may be released at the Company's discretion and no

16

probationary employee shall have the right to grieve any such action of the

17

Company.

18

19

D. If a probationary employee is released and is rehired within a period not exceeding

20

his previous service, his previous time worked will count towards the completion

21

of his probationary period.

22

ARTICLE 11 - SENIORITY

M&R ARTICLE 11- SENIORITY

78

All references in this Agreement to “Seniority” will mean Classification Seniority

1

(previously known as ‘Occupational Seniority’ at pre-merger American Airlines), except

2

where specific reference is made to Company or Pay seniority.

3

4

A. Company seniority is defined as continuous service in any department and shall begin

5

with the effective day of placement on payroll. Company Seniority shall be applied to:

6

vacation accrual, bidding of vacation periods and service awards. Adjustments to

7

Company Seniority based on past seniority policies and/or Collective Bargaining

8

Agreements will remain in place. After the effective date of this Agreement, there will

9

be no adjustments to Company seniority.

10

11

B. New hire employees’ Classification seniority shall commence on date of entering the

12

Classification. Classification seniority shall commence on the bid award date for

13

transfers between classifications from this or any Association agreement.

14

Classification seniority shall govern in the case of displacement, filling bargaining unit

15

vacancies, bidding shifts and days off within the bid area, reductions in force and

16

recalling after a layoff. If two (2) or more employees have the same classification

17

seniority, the employee with the earlier company date of hire seniority shall be senior.

18

If two (2) or more employees have the same classification seniority and company

19

date of hire seniority, the employee with the lowest last four (4) digits of his social

20

security account number shall be senior.

21

22

C. New hire employees’ Pay Date seniority shall commence on date of entering the

23

Classification. Seniority for pay progression purposes, Pay Date Seniority, shall

24

commence on the bid award date for transfers between classifications from this or

25

any Association agreement. Seniority for pay purposes shall be adjusted for time lost

26

due to unpaid leaves, as referenced in Article 25 - Leaves of Absence.

27

28

D. Employees working in a higher classification will also progress through the lower

29

classification pay scale. Employees working in a lower classification will not progress

30

through a higher classification pay scale.

31

32

E. An employee shall lose all seniority and be removed from the seniority list when:

33

34

1. He quits, resigns or retires.

35

36

2. He is discharged for just cause.

37

38

3. He does not inform the Company of his intent to return to work, or the employee

39

fails to report to work in accordance with Article 12 – Recall.

40

41

4. He fails to return from a leave of absence within the scheduled period.

42

43

5. Otherwise provided for in this Agreement.

44

45

46

ARTICLE 11 - SENIORITY

M&R ARTICLE 11- SENIORITY

79

F. Employees who are furloughed shall continue to accrue classification seniority for

1

five (5) years from date of furlough and thereafter shall only maintain their seniority

2

status while on furlough. Employees who refuse recall will have their names removed

3

from the seniority list and shall be deemed to have resigned.

4

5

G. All references in this Agreement to seniority will mean Classification Seniority, except

6

where specific reference is made to Company or Pay seniority.

7

8

H. Upon ratification of this Agreement, the initial combined seniority lists resulting from

9

the merger of American Airlines and US Airways covering the classifications

10

contained therein shall become effective and shall govern seniority under the terms

11

of this Agreement.

12

13

I. Seniority under this Agreement shall be by Basic Classification(s) listed below and

14

shall accrue from the date of entering a classification on a regular assignment.

15

Employees new to the Planner/Tech Doc and QA Auditor classification shall appear

16

in order below the ranked employees listed on the initial combined seniority list.

17

18

1. QA Auditor & Senior QA Auditor

19

2. Aviation Maintenance Technician & OSM

20

3. GSE/Facilities Maintenance Mechanic & GSE/Facilities MSP

21

4. Planner/Technical Documentation Specialists & Senior Planner/Technical

22

Documentation Specialists

23

5. Cleaner

24

25

J. Premium Classification seniority under this Agreement shall be established for

26

employees new to the classification(s) listed below utilizing their basic classification

27

date upon entry into the classification and shall appear in order with other employees’

28

basic classification dates below the ranked employees listed on the initial combined

29

seniority list. This provision is effective for establishment of Premium Classification

30

seniority following the issuance of the final combined seniority lists published June 15,

31

2017.

32

33

1. Inspector

34

2. Technical Crew Chief AMT & Crew Chief AMT

35

3. Technical Crew Chief GSE/Facilities & Crew Chief GSE/Facilities

36

4. Crew Chief Cleaner

37

38

K. Employees who occupy a ranked position in the Premium Classification of Inspector,

39

Technical Crew Chief AMT, Crew Chief AMT, Technical Crew Chief GSE/Facilities, or

40

Crew Chief GSE/Facilities shall, upon voluntarily moving to any other position covered

41

under this or any Association Agreement, be removed from the ranked status on the

42

Premium Classification seniority list. Should that same employee subsequently

43

reenter the Premium Classification, he shall establish seniority in that classification in

44

the same manner as other employees who enter the classification for the first time as

45

described herein.

46

ARTICLE 11 - SENIORITY

M&R ARTICLE 11- SENIORITY

80

1

L. The Company shall post a seniority list by the last day of January of each year and

2

employees or the Association may protest any omission or error affecting any

3

employee's seniority within thirty (30) days of the current posting. Such lists, published

4

by Group or Classification, will provide, at minimum, the name, employee number,

5

seniority number, Classification seniority date, Company seniority date, job

6

classification, and station of each employee, covered under this Agreement. Any

7

employee on leave at the time of posting will have a period of thirty (30) days from his

8

date of return to service to file a protest.

9

10

M. An employee having Classification seniority who moves to a position in a classification

11

of work in this or another Association Agreement within the Company will continue to

12

accrue Classification seniority in the Classification and Group from which he

13

transferred.

14

15

N. Employees covered by this Agreement may be assigned to special projects in the

16

interest of the Company that are outside the normal scope of their duties. Employees

17

assigned to such projects shall continue to be covered by this Agreement during the

18

term of the assignment. The Company shall advise, meet and/or confer with the

19

Association prior to any such assignment of an employee or employees to discuss the

20

nature of the project and any conditions that may be associated with the assignment.

21

Employees on special assignments initiated under the conditions described in this

22

paragraph shall retain and continue to accrue all seniority while on the assignment.

23

24

O. Employees may be assigned on a voluntary basis to supervisory or managerial duties

25

(except the issuance of discipline) that are considered short term in nature. The

26

Company will not create a personnel documentation change for employees assigned

27

under these terms and the employees shall be considered to be part of the bargaining

28

unit during the term of the assignment. Employees assigned under the conditions

29

described in this paragraph shall retain and accrue seniority for a total of sixty (60)

30

work days measured over the duration of their career. Any employee who exceeds

31

sixty (60) work days in any supervisory or managerial assignment described in this

32

paragraph shall lose all seniority under this Collective Bargaining Agreement and any

33

other Association Collective Bargaining Agreement containing these same provisions.

34

The Company shall provide a monthly report to the Association that records all

35

persons assigned under this paragraph and the days of the assignment(s).

36

37

P. Employees who transfer to any position outside of the coverage of any Association

38

Collective Bargaining Agreement, other than those assignments described in

39

paragraphs (M) and (N) above shall continue to retain and accrue seniority for a period

40

not to exceed ninety (90) days measured over the duration of their career. Any such

41

employee who exceeds ninety (90) days, measured over their career, shall lose all

42

seniority under this Collective Bargaining Agreement and any other Association

43

Collective Bargaining Agreement containing these same provisions.

44

ARTICLE 12 - REDUCTION IN FORCE / RECALL / VOLUNTARY SEPARATION

M&R ARTICLE 12 - REDUCTION IN FORCE / RECALL / VOLUNTARY

SEPARATION

81

REDUCTION IN FORCE:

1

2

A. Unless otherwise specified in this Agreement:

3

4

1. All reductions in force shall be by Basic Classification. Should such a reduction

5

require an employee to vacate a Premium Classification, any employee

6

subsequently filling that vacancy, in accordance with Article 9 – Filling of

7

Vacancies, must be senior on the basis of basic seniority than the senior employee

8

reduced from the station at the time of the reduction.

9

10

B. In the event of the geographical relocation in whole or in part of any of the work

11

performed by employees covered by this Agreement, employees affected will be given

12

an opportunity to transfer to the new location. Affected employees transferring to the new

13

location will be provided the American Airlines Level 1-2 employee relocation policy in

14

effect as of [DOR]. In the event the Company enhances the relocation policy during the

15

life of this agreement, such enhancements will apply to employees covered by this

16

agreement. Employees so transferred shall suffer no loss of seniority or pay, nor any

17

reduction in classification or hourly rate.

18

19

C. In the event of a reduction in force, seniority as per paragraph (A) above will govern.

20

Affected employees working a five (5) day workweek will be given ten (10) work day

21

notice and affected employees working a four (4) day workweek will be given eight (8)

22

work day notice before any normal reduction is made. A list of those to be reduced will

23

be furnished to the designated Local Union Representative, and IAM General

24

Chair/TWU Local President, prior to notifying the employees affected. However, this

25

provision is not applicable where there is temporarily no work because of work

26

stoppage or strikes by employees of the Company. During those circumstances the

27

Company retains the right to reduce the working force at any shop, hangar, or facility

28

with twenty-four (24) hours notice or eight (8) hours pay.

29

30

NOTE: The ten (10) day or eight (8) day notice to the employee described above shall

31

begin when the employee signs for their abolishment/reduction in force or bump

32

paperwork.

33

34

D. Employees affected by a reduction in force (abolished) or displaced by senior

35

employees (bumped) must exercise their seniority. Junior employees abolished or

36

bumped from their bid area must exercise their seniority and bump the most junior

37

employee in another bid area in their station and in their classification, provided they

38

are qualified for that position. Such rights must be exercised within three (3) working

39

days after receipt of reduction or displacement notice.

40

41

Employees abolished or bumped will be absorbed in their current classification, in their

42

bid area, at their station, on their shift, when the Company determines a position

43

becomes available prior to their last day worked. Realignment provisions of Article 14

44

– Hours of Service may be applied.

45

ARTICLE 12 - REDUCTION IN FORCE / RECALL / VOLUNTARY SEPARATION

M&R ARTICLE 12 - REDUCTION IN FORCE / RECALL / VOLUNTARY

SEPARATION

82

1

NOTE: Time requirements will start on the regularly scheduled work day following

2

receipt of such notice and will end at the close of the regular work shift on the third

3

(3rd) scheduled work day.

4

5

BUMPING PROVISIONS

6

A. Abolished/Bumped - Junior employees abolished or bumped from their bid area

7

must exercise their seniority and bump the most junior employee in another bid

8

area in their station, in their classification as described below, provided they are

9

qualified for that position.

10

11

NOTE: If unqualified for the position held by the most junior employee, the

12

employee must exercise to the next most junior position for which they are

13

qualified.

14

15

B. Unable to Exercise Premium Classification Seniority (Technical Crew Chief,

16

Inspector, any Crew Chief or Senior Position within location) - Employees who are

17

unable to exercise their Premium Classification seniority within their Group and

18

station, as described above must:

19

20

1. Bump the most junior employee, in the Premium Classification and Grouping

21

abolished or bumped from, in any station,

22

23

OR

24

25

2. Exercise their seniority and bump the most junior employee in any bid area in

26

their Grouping and station and in their basic classification, provided they are

27

qualified for that position.

28

29

Note: Employees are not required to bump down to an OSM or to an MSP position. If

30

an employee chooses not to bump down to an OSM in his location, he can accept

31

furlough only and cannot exercise on the system as described below. If an employee

32

chooses to displace an OSM at his location in lieu of furlough this employee will be

33

considered an AMT for all pay and benefit purposes including license pay, but will be

34

limited to the duties of an OSM as outlined in Articles 6- Scope and 7 - Classifications;

35

except, that any AMT occupying an OSM position may be utilized to perform AMT

36

work for which he is qualified after all overtime opportunities have been exhausted in

37

the station (in accordance with the Overtime Guidelines).

38

39

C. Unable to Exercise Basic (within location) - Employees who are unable to exercise

40

their Premium or Basic Classification seniority within their Grouping and station, as

41

described in paragraphs (1) and (2) above may:

42

43

1. Accept furlough,

44

ARTICLE 12 - REDUCTION IN FORCE / RECALL / VOLUNTARY SEPARATION

M&R ARTICLE 12 - REDUCTION IN FORCE / RECALL / VOLUNTARY

SEPARATION

83

1

OR

2

3

2. Bump the most junior employee, by current Basic Classification and Grouping,

4

in any station,

5

OR

6

7

3. Bump the most junior employee in another Classification Group if seniority is

8

held in that Grouping at the original station bumped or abolished from.

9

10

B. If unable to exercise b or c above, then the following options are available:

11

12

1. Bump the most junior employee in another Association Classification Group if

13

seniority is held in that grouping in their station,

14

15

OR

16

17

2. Bump the most junior employee in the station bumped or abolished from in a

18

lower classification in which they hold seniority or are eligible to displace,

19

20

OR

21

22

3. Bump the most junior employee in any station in a lower classification in

23

which they hold seniority or are eligible to displace,

24

25

OR

26

27

4. Exercise to any vacancy (a position previously open that went “no bids

28

received” and is currently available for hire) in the system for which they are

29

qualified. The Company will provide a list of vacancies when issuing

30

abolishment/Reduction in Force notices.

31

32

Note: Employees who elect to exercise seniority to another station may indicate

33

their department preferences, on their exercising seniority form, within a station.

34

The company will make a good faith effort to accommodate department

35

preferences within a station for employees who have the same report date to a

36

station by seniority and subject to qualifications.

37

38

5. Employees may not bump from a lower Basic Classification to a higher Basic

39

Classification (e.g. Cleaner to Stores or Mechanic, or Stores to Mechanic), or

40

from a Basic Classification to a Premium Classification (e.g. Mechanic to Crew

41

Chief, Mechanic to Inspector, etc.)

42

43

6. Employees who are bumped will move to their new bid area within twenty-five

44

(25) days, starting from the day they sign their bump notice; so long as SIDA

45

ARTICLE 12 - REDUCTION IN FORCE / RECALL / VOLUNTARY SEPARATION

M&R ARTICLE 12 - REDUCTION IN FORCE / RECALL / VOLUNTARY

SEPARATION

84

badge requirements are met per Article 21 – Issuance of SIDA badge.

1

2

7. If, after the stated time limits have expired and the employee has not moved,

3

he shall receive the rate of pay of the awarded position, or current pay if higher,

4

and the applicable overtime until he has moved to the awarded job or he is

5

awarded another bid.

6

7

RECALL

8

9

A. Recall following a furlough shall be by Basic Classification. An employee, who accepts

10

furlough, may only have recall to one station at any given time and will have recall to

11

that station for all classifications for which he has seniority.

12

13

B. An employee's recall station shall be defined as that station an employee selects from

14

any station from which he was reduced. Employees will not be permitted to change

15

their recall station unless their existing recall station is closed.

16

17

C. An employee on furlough status will only be recalled to his recall station, unless he is

18

awarded a bid, via the automated bid/recall system for any other vacancy.

19

20

D. All employees electing furlough due to a reduction in force will maintain a current

21

address and phone number with the Company. Any change in address and/or phone

22

number must be updated on JetNet or by calling Team Member Service Center at 1-

23

800-447-2000.

24

25

E. In the event the Company no longer staffs employees covered by this Agreement at

26

an employee's recall station, all employees now and hereafter on furlough from such

27

station or who have selected such station as their recall station will be required to

28

select a new recall station, first from any other station from which he was reduced if

29

still active, and, if none, then from any other active maintenance station. This change

30

of designated recall station must be made in the Company’s automated bid/recall

31

system within thirty (30) days of written notice from the Company. Notification to the

32

employee will be by certified or registered United States mail, return receipt

33

requested, or by United Parcel Service or equivalent, confirmation of delivery

34

requested. Failure to comply with the above will result in loss of employee's seniority

35

and employment status. Should the Company resume staffing of employees covered

36

by this Agreement into an inactive station, then the employee, if reduced from that

37

station and still on furlough, can elect through the notification procedures above to

38

designate such station as his recall station.

39

40

F. An employee on furlough status holding seniority in more than one (1) Basic

41

Classification, who refuses recall to one (1) of those classifications in their designated

42

recall station, will be removed from that seniority list.

43

44

G. The Company will consider qualified furloughed covered employees for vacancies

45

ARTICLE 12 - REDUCTION IN FORCE / RECALL / VOLUNTARY SEPARATION

M&R ARTICLE 12 - REDUCTION IN FORCE / RECALL / VOLUNTARY

SEPARATION

85

under the Agreement prior to hiring new employees to fill such vacancies.

1

2

H. Any furloughed employee accepting recall or bidding a job will return to the step on

3

the pay scale occupied at the time of his furlough.

4

5

I. Employees recalled from a furlough to their former classification shall not be paid a

6

lower rate than they were receiving prior to the furlough unless a new contract with a

7

reduction in rates of pay shall at the time of recall be in effect between the Company

8

and the Union.

9

10

J. Employees recalled from a furlough to their former classification shall not be paid a

11

lower rate than they were receiving prior to the furlough unless a new contract with a

12

reduction in rates of pay shall at the time of recall be in effect between the Company

13

and the Union.

14

15

K. Should an employee who has been recalled or awarded a bid from furlough, be

16

bumped again prior to reporting to work, such employee will be allowed to again

17

exercise his seniority subject to the provisions in this Agreement. Employees in this

18

situation who are allowed to re-exercise their seniority will continue to be considered

19

in an inactive furlough status until they return to work.

20

21

L. All notices of recall which include instructions and a required report date will be made

22

in writing (telephonic notifications are acceptable if confirmed in writing) by certified or

23

registered United States mail, return receipt requested, or by United Parcel Service

24

or equivalent, confirmation of delivery requested. All employees must, accept or

25

refuse using the on-line tool within ten (10) days of the date of the mailing postmark

26

on the recall letter. An employee who has accepted recall must initiate and complete

27

the employee portion of the background and fingerprint process via the on-line tool

28

within seventy-two (72) hours (exclusive of weekends and holidays) of acceptance of

29

the recall. Any additional information requested by the Company must be provided

30

within a reasonable specified time. The Company will furnish the IAM General

31

Chair/TWU Local President or designated Local Union Representative a copy of all

32

recall letters.

33

34

M. Any employee who has been furloughed and is off payroll who fails to notify the

35

Company of acceptance/refusal within the ten (10) days, fails to initiate their portion

36

of the background and fingerprint application process within the seventy-two (72)

37

hours (exclusive of weekends and holidays) of acceptance of recall, or who fails to

38

provide any additional information requested within the specified time, or who fails

39

to return to duty on the required report date, will be considered to have refused

40

recall and will be removed from that seniority list.

41

42

N. If the employee requires an extension to any of the above time limits due to

43

extenuating circumstances, it must be requested through the Company at the phone

44

number provided in the instruction packet prior to the original deadline. The Company

45

ARTICLE 12 - REDUCTION IN FORCE / RECALL / VOLUNTARY SEPARATION

M&R ARTICLE 12 - REDUCTION IN FORCE / RECALL / VOLUNTARY

SEPARATION

86

will furnish the IAM General Chair/TWU Local President or designated Local Union

1

Representative a copy of all extension requests. The Company will respond

2

to the employee within seven (7) days, with a copy to the IAM General

3

Chair/TWU Local President or designated Local Union Representative.

4

5

O. TWU represented employees who hold a recall/reassignment, under the 2012

6

AA/TWU Agreement, as of the Date of Ratification of this Agreement, will maintain

7

those rights until such time their rights are exhausted.

8

9

P. Accrual of seniority for pay purposes shall not exceed ninety (90) days for employees

10

who are furloughed.

11

12

13

Voluntary Separation in Lieu of Furlough

14

15

U. In any location, classification and bid area where any employee will be involuntarily

16

reduced from the location, classification and bid area, another more senior employee

17

who would have otherwise been unaffected by the reduction may volunteer for

18

separation. Separation benefits will include the identical benefits as found in Article

19

13 – Furlough Benefits, except that such employee will be separated from the

20

Company and will have no further rights under the agreement. Employees who have

21

less than fifteen (15) years of service and are not eligible for retiree benefits will

22

receive online pass travel for three (3) years on the airline and employees who have

23

completed fifteen (15) years of service and are not eligible for retiree benefits will

24

receive lifetime online pass travel on the airline.

25

ARTICLE 13 - FURLOUGH BENEFITS

M&R ARTICLE 13 – FURLOUGH BENEFITS

87

A. Employees who are furloughed through no fault of their own will be given two (2)

1

weeks notice in writing or, at the option of the Company, two (2) weeks of pay at his

2

base hourly rate.

3

4

1. The requirement of notice will not apply to a furlough caused by one of the

5

conditions listed in paragraph B (2) of this article.

6

7

2. Any employee with one (1) year or more of service who is furloughed will receive

8

furlough allowance. The amount of furlough allowance payable under this Article

9

to employees eligible is contained in the following table and will be based on length

10

of compensated service with the Company from date of employment and will be in

11

addition to all other benefits in this Agreement.

12

13

3. Full Time Computation and Method of Payment: A week of furlough allowance

14

shall be computed on the basis of the employee's base hourly rate at the time of

15

his employment interruption multiplied by forty (40) hours. Furlough allowance

16

shall be paid at the successive payroll periods immediately following the date

17

employment is interrupted and shall continue to be paid until the employee is

18

recalled or the furlough allowance entitlement is exhausted, whichever occurs

19

sooner.

20

21

If employee has completed: Furlough Allowance:

22

1 year of service 1 weeks

23

2 years of service 2 weeks

24

3 years of service 3 weeks

25

4 years of service 4 weeks

26

5 years of service 5 weeks

27

6 years of service 6 weeks

28

7 years of service 7 weeks

29

8 years of service 8 weeks

30

9 years of service 9 weeks

31

10 years of service 10 weeks

32

11 years of service 12 weeks

33

12 years of service 13 weeks

34

13 years of service 14 weeks

35

14 years of service 15 weeks

36

15 years of service 17 weeks

37

38

B. Disallowances: Furlough allowance shall not be paid when the employee:

39

40

1. Is discharged for just cause, retires or resigns.

41

42

ARTICLE 13 - FURLOUGH BENEFITS

M&R ARTICLE 13 – FURLOUGH BENEFITS

88

2. Furlough allowance will not be paid if the furlough is the result of an act of God,

1

a national war emergency, revocation of the Company's operating certificate or

2

certificates, grounding of a substantial number of the Company's aircraft for

3

safety reasons, a strike or picketing causing a temporary cessation of work,

4

however, employees will be allowed to exercise all rights per Article12 - Recall.

5

6

3. Elects to exercise any seniority, bumping or transfer afforded him under this

7

Agreement to remain in active service with the carrier or accepts employment

8

offered by the carrier.

9

10

C. An employee returning to the service of the Company after being on furlough shall be

11

credited upon re-employment with any unused furlough allowance or, if it results in a

12

greater amount, up to a maximum of five (5) weeks of furlough allowance computed

13

as provided in paragraph (A) above, and based on his prior period of service. In the

14

event he is again furloughed under conditions entitling him to furlough allowance, he

15

shall be entitled to an amount computed on his years of compensated service with the

16

Company after the date of such return to the Company's service, plus such amount

17

credited to him upon re-employment.

18

19

D. Employees who are on furlough and their dependents shall continue to participate in

20

the Company’s group medical/dental and life insurance programs for a period of ninety

21

(90) days following their last compensable day under this Agreement provided the

22

employee continues to pay his/her portion of the costs at active employee rate.

23

24

E. Employees involuntarily furloughed on or after the effective date of this agreement will

25

receive on-line non-revenue travel privileges for themselves and eligible family

26

members while on furlough for a period not to exceed three (3) years following their

27

last compensable day under this Agreement. All other travel privileges will be

28

governed by the Company’s non-revenue travel policy.

29

30

F. Employees who have been on furlough for more than five (5) years will not be eligible

31

for travel under the Company’s sixty-five (65) Point Plan, unless the employee returns

32

to active service for a minimum of six (6) months.

33

34

G. Employees, with five (5) years or more of credited service, who are furloughed and

35

who reach age fifty-five (55), may retire from furlough status, provided recall rights

36

have not expired, and receive retirement benefits (e.g. medical, dental, and term pass

37

benefits).

38

ARTICLE 14 – HOURS OF SERVICE

M&R ARTICLE 14 - HOURS OF SERVICE

89

A. The standard workday (shift) shall be eight (8) consecutive hours, exclusive of a

1

one-half (1/2) hour unpaid meal period, consisting of five (5) consecutive workdays

2

midnight Sunday to midnight Sunday, shall constitute a standard work week. The

3

Company will determine the available work schedules as appropriate for all bid

4

areas.

5

6

B. Each employee will be scheduled for two (2) days off during each workweek. The

7

Company will make every reasonable effort to arrange work schedules so that,

8

whenever practicable, those days will be Saturday and Sunday. When an

9

employee's days off are other than Saturday and Sunday, they will be two (2)

10

consecutive days or Sunday in one work week and Monday in the following work

11

week.

12

13

C. All time worked in any continuous tour of duty, including overtime, will be

14

considered as work performed on the workday within which the tour of duty is

15

started.

16

17

D. Where the Company or Union proposes the use of ten (10) hour shifts, such shifts

18

may be implemented in any location or bid area within a location where the

19

Company and the Union (IAM General Chair/TWU Local President) mutually

20

agree.

21

22

1. Where ten (10) hour shifts are established or currently exist the

23

Company or the Union (IAM General Chair/TWU Local President) will

24

have the right to cancel by providing written notice to the other party no

25

less than sixty (60) days prior to the next scheduled rebid, unless the

26

parties mutually agree otherwise.

27

28

2. Cancellation of ten (10) hour shifts, by either party, will be based on a

29

review of flight schedules or workload. The cancellation of ten (10) hour

30

shifts, by either party, will not be done arbitrarily.

31

32

E. Where four (4) day weeks are utilized:

33

34

1. Ten (10) consecutive hours, exclusive of a one-half (1/2) hour unpaid

35

meal period, shall constitute a work day. Forty (40) hours, consisting of

36

four (4) ten (10) hour consecutive days, midnight Sunday to midnight

37

Sunday, shall constitute the work week. Nothing will prohibit the

38

Company from scheduling Saturday, Sunday, and Monday or Sunday

39

Monday, and Tuesday as the three (3) consecutive days off.

40

41

F. All employees will be allowed a five (5) minute cleaning up period at the end of

42

each shift, which an employee can use for wash up, and changing clothes.

43

44

G. All employees who are not assigned to the Line at the terminals will be allowed a

45

fifteen (15) minute rest period during the first (1st) half of their shift and fifteen (15)

46

ARTICLE 14 – HOURS OF SERVICE

M&R ARTICLE 14 - HOURS OF SERVICE

90

minute rest period during the last half of their shift for the purpose of relaxation,

1

smoking, etc.

2

3

H. Employees who work the Line at the terminals will be allowed reasonable breaks

4

as time will permit.

5

6

I. Where three (3) standard eight (8) hour shifts are employed, the starting time of

7

the first (1st) shift will not be earlier than 0600 and not later than 0800, the second

8

(2nd) shift will start no earlier than thirty (30) minutes prior to the end of the first

9

(1st) shift and the third (3rd) shift will start no earlier than thirty (30) minutes prior

10

to the end of the second (2nd) shift.

11

12

1. Start times for shifts greater than the standard shift or in locations where

13

three (3) standard shifts are not employed will be based on the

14

requirements of service in the location.

15

16

2. Shift starting times shall be either on the hour or on the quarter-hour. In

17

establishing additional shifts at Line Maintenance stations, it shall not

18

operate to cause any reduction of force of an employee who is covered

19

by this Agreement.

20

21

J. The regular starting and stopping time for all shifts and days off will be scheduled

22

and posted at each station or facility and shall not be changed without seven (7)

23

days notice to any employee affected by such change. Where there are Federal or

24

State Daylight Saving laws, the hours may be changed to meet such laws.

25

26

K. Adverse Condition Day - When a decision is made by Federal, State or Local

27

Government officials that prohibits an individual employee from reporting to work

28

(i.e. Travel Ban, Curfew, or State of Emergency), the employee will notify the

29

Company as soon as practical, and the Company will approve the options listed

30

below.

31

32

1. An employee who is scheduled and reports to work on time will be

33

entitled to full pay for the day, unless the employee voluntarily agrees to

34

either take the rest of the day off without pay, or to use any other

35

compensated time off (excluding block vacation and sick) to make up

36

his wages for time missed when absent due to adverse conditions.

37

38

2. An employee arriving later than the beginning of the shift will be paid

39

only for the actual hours worked and may use HAT (paid in a minimum

40

of one (1) hour increments at straight time) to cover any time lost, or take

41

time missed without pay at the employee’s option.

42

43

3. When an employee is absent due to adverse conditions, and is unable

44

to report to work, he will not receive regular pay for that day. The

45

employee, at his option, may use any other compensated time off

46

ARTICLE 14 – HOURS OF SERVICE

M&R ARTICLE 14 - HOURS OF SERVICE

91

(excluding block vacation and sick) to make up his wages for time

1

missed when absent due to adverse conditions.

2

3

4. If any of the above applies, an employee will not be charged with an

4

absence/tardiness under the attendance control policy.

5

6

L. Airport or Facility Closure - Employees will be notified by the Company of the closure

7

and shall receive a minimum of half of their regular scheduled hours pay at the regular

8

hourly rates, unless notified that there will be no work at the close of the last shift he

9

worked, or sixteen (16) hours before the start of his regular work shift, whichever

10

period is shorter. The employee at his option may use any other compensated time

11

off (excluding block vacation and sick) to make up his wages.

12

13

M. As a result of severe weather/natural disaster, the Company may at its discretion

14

provide hotel rooms, meal vouchers and transportation, to and from, the hotel to those

15

employees necessary to maintain the operation.

16

17

N. Employees working a standard shift shall be granted an uninterrupted thirty (30)

18

minute unpaid meal period, except when a longer period is agreed upon between the

19

parties (the Company and Local Union), to begin not earlier than three (3) hours after

20

the commencement of the scheduled shift and not end later than five and one-half (5

21

½) hours after the commencement of the scheduled shift. Every reasonable effort will

22

be made to allow all employees to take their meal period as scheduled. However, if

23

the meal period is interrupted, due to operational necessity, he will be paid an

24

additional thirty (30) minutes at the rate of time and one-half (1.5X) and the employee

25

will then be rescheduled for an uninterrupted meal period beginning no later than six

26

and one-half (6 ½) hours after the commencement of the scheduled shift.

27

28

O. Employees working a scheduled shift longer than the standard shift shall be granted

29

an uninterrupted thirty (30) minute unpaid meal period, except when a longer period

30

is agreed upon between the parties (the Company and Local Union), to begin not

31

earlier than four (4) hours after the commencement of the scheduled shift and not end

32

later than six and one-half (6 ½) hours after the commencement of the scheduled shift.

33

Every reasonable effort will be made to allow all employees to take their meal period

34

as scheduled. However, if the employee’s meal period is interrupted, due to

35

operational necessity, he will be paid an additional thirty (30) minutes at the rate of

36

time and one-half (1.5X) and the employee will then be rescheduled for an

37

uninterrupted meal period beginning no later than seven and one-half (7 ½) hours

38

after the commencement of the scheduled shift.

39

40

P. To the extent applicable law requires that employees covered by this Agreement be

41

provided with different break and meal periods than are set forth in this Agreement,

42

and such law cannot be waived by the parties, an employee shall be entitled to the

43

more generous break and meal period schedule provided by applicable law or this

44

Agreement.

45

46

ARTICLE 14 – HOURS OF SERVICE

M&R ARTICLE 14 - HOURS OF SERVICE

92

Q. Employees who work in a location that changes to Daylight Saving Time, will on the

1

date and shift that Daylight Saving Time goes into effect, work their regularly

2

scheduled number of hours. Employees who work in a location that changes from

3

Daylight Saving Time, will on the date and shift that Standard Time goes into effect,

4

be required to work one (1) hour in addition to their regularly scheduled workday, and

5

will be compensated for the additional hour at the applicable overtime rate. If the

6

Company determines that less than a full crew is required during the last hour of the

7

shift, it may offer employees the opportunity to leave early in occupation/classification

8

seniority order.

9

10

1. Employees working under the provisions of a shift swap will be allowed to

11

work seventeen (17) hours on the day standard time goes into effect. (Fall

12

back)

13

14

R. Notwithstanding any other provisions of this Agreement, employees in a Crew Chief

15

classification may be scheduled to start their shifts fifteen (15) or thirty (30) minutes

16

prior to the normal shift starting times for that location. Scheduling of a Crew Chief to

17

start his shift thirty (30) minutes prior to their normal shift start time (other than those

18

on DOR currently working thirty (30) minutes prior to the start time), will be based on

19

operational needs and will not be done arbitrarily. As a result of this provision, Crew

20

Chiefs may be required to lead and direct employees on this shift and the Crew Chief

21

ratio will not apply during this time.

22

23

S. All shifts and days off will be fixed and awarded based on seniority described in this

24

Agreement.

25

26

T. The Company determines the composition of schedule bids including the posting of a

27

schedule for vacation relief purposes.

28

29

U. Planner / Technical Documentation Specialists classifications:

30

31

1. Planner or Technical Documentation Specialists schedules and/or shift start

32

times are established by the Company based on the needs of service.

33

However, with Company approval, Planner or Technical Documentation

34

Specialists may start their workday within two-and-one-half (2 ½) hours of the

35

established shift start time on the hour or quarter hour based on needs of

36

service. Such start time adjustments will be approved during the rebid by bid

37

area and remain in effect unless change is required based on the needs of

38

service.

39

40

V. Quality Assurance Classification:

41

42

1. Quality Assurance Auditors workweek will consist of five (5) work days and two

43

(2) consecutive days off within a workweek. For the purposes of this Agreement

44

a workweek will begin at midnight Sunday to midnight Sunday. Days off and

45

shifts may be changed by the Company provided at least seven (7) days’ notice

46

ARTICLE 14 – HOURS OF SERVICE

M&R ARTICLE 14 - HOURS OF SERVICE

93

is provided. In the event of an unplanned investigation or audit, less than seven

1

(7) days’ notice may be given.

2

3

2. QA auditors who are not receiving a shift premium, on their assigned shift, will

4

receive the shift premium for any hours worked on a shift that receives shift

5

premium.

6

7

3. An employee’s shift start time can only be changed twice during the work week

8

for the purpose of travel related to the needs of service.

9

10

4. Quality Assurance Auditors schedules and/or shift start times are established

11

by the Company based on the needs of service. However, with Company

12

approval, Quality Assurance Auditors may start their workday within two-and-

13

one-half (2 ½) hours of the established shift start time on the hour or quarter

14

hour based on needs of service. Such start time adjustments will be approved

15

during the rebid by bid area and remain in effect unless change is required

16

based on the needs of service.

17

18

19

20

ARTICLE 14.1 - REBID

M&R ARTICLE 14.1 - REBIDS

94

A. Local preference for all classifications will govern all changes to shift / days off /

1

and work location(s) within the bid area; at all stations by respective classification

2

seniority. Bid area work location(s) will be established by the Company in

3

consultation with the designated Union Representative(s). Shift / days off / work

4

location(s) preference sheets will be maintained within each station and will be

5

utilized for all changes of shifts/days off/and work location(s) within the bid area.

6

Preference sheets may be hard copy or bid through an electronic equivalent.

7

8

B. Preference sheets will be sorted by classification seniority. If not done

9

electronically, each rebid the employee must complete a preference sheet and

10

provide a copy to their supervisor and the designated Union Representative(s).

11

The preference sheet must be date stamped and signed by both the employee and

12

their supervisor. The preference sheet will be utilized for all rebids. The employee

13

must retain a copy of the signed preference sheet for their records.

14

C. A minimum of fourteen (14) days’ notice prior to the effective date of a rebid is

15

required. This notice will be posted by the Company, with a copy to the Union. The

16

notice will contain: the cut-off date for submitting any changes to the shift/days

17

off/work location(s) within the bid area, the start date of the selection process, and

18

the effective date of the rebid, by classification. The new shift breakdown, by work

19

location(s) within the bid area and days off will also be provided. The completed

20

rebid, must be posted at least seven (7) days prior to effective date of the schedule

21

change, with a copy to the Union.

22

23

D. Rebids will occur during the months of January, May and September.

24

25

E. The cut off for submitting/updating preference sheets will not be before the 1

st

of

26

the month. The effective start date of the rebid may not be later than the 15th of

27

the month, unless otherwise mutually agreed to by the designated Local Union

28

Representative and the Company.

29

30

F. The rebid will be completed by the Company and the designated Union

31

Representative(s). The process will be as follows: Crew Chief(s) will select first,

32

followed by basic classification(s); selecting their shift/days off/work location(s)

33

within the bid area.

34

35

G. Upon return to regular duty the employee will be assigned a shift/days off / and

36

work location(s) within the bid area based on his classification seniority. The

37

employee will remain in that position until he is able to bid into another position,

38

via the rebid or posted opening, based on his classification seniority.

39

ARTICLE 14.1 - REBID

M&R ARTICLE 14.1 - REBIDS

95

H. No employee will be allowed to bid for another employee.

1

2

I. To be eligible to participate in the rebid, an employee must have received

3

notification of his scheduled report date to their new bid area prior to the

4

beginning of the shift/days off/work location(s) within the bid area selection

5

process.

6

7

J. Employees may be assigned to multiple tasks and/or assignments during the

8

course of his shift at his station within his bid area. It is understood that all

9

assignments will be made through the respective Crew Chief.

10

ARTICLE 14.2 - REALIGNMENTS

M&R ARTICLE 14.2 - REALIGNMENTS

96

A. In addition to the three (3) fixed rebids per calendar year as described in Article 14,

1

the Company may utilize a realignment in each bid area one (1) time per calendar

2

year.

3

4

B. Any additional realignment above the one (1) per bid area, per calendar year must

5

be mutually agreed to by the designated Union representative and the Company.

6

7

C. The realignment may occur when there is no change in total staffing levels in a bid

8

area by classification, but there is a change in shift staffing level or start times. The

9

realignment will be accomplished in the same manner as outlined in the rebid

10

process.

11

ARTICLE 14.3 – ABSENCE FROM DUTY

M&R ARTICLE 14.3 – ABSENCE FROM DUTY

97

A. An employee unable to report for duty will, unless prevented by reasons beyond his

1

control, notify his immediate supervisor or other central point set up for reporting

2

purposes by the Company as far in advance of the scheduled starting time of his

3

shift as possible. Notwithstanding the above, an employee may flex the starting

4

time, up to fifteen (15) minutes without pay or penalty to the attendance record, twice

5

per calendar year.

6

ARTICLE 15 - SHIFT SWAPS

M&R ARTICLE 15- SHIFT SWAPS

98

A. An employee may authorize another qualified employee within the same bid area and

1

classification to work his scheduled work day/shift in accordance with the following

2

provisions.

3

4

1. The request must be in writing to the authorizing employee's immediate supervisor,

5

using the appropriate form and signed by both employees involved or submitted

6

electronically, where offered by the Company.

7

8

2. The request must be submitted not less than twenty-four (24) hours prior to the

9

scheduled start time of the shift to be worked for full day swaps and forty-eight (48)

10

hours prior to the shift start time for half day swaps, however, local management

11

may approve shift swap requests with less notice. Such approval shall not be

12

unreasonably withheld. Twelve (12) months after DOR, the Company shall meet

13

with the Union to discuss reducing these notice requirements.

14

15

B. Employees are personally responsible for work on the day/shift, however, they will be

16

considered normally assigned for all purposes.

17

18

C. An employee who fails to report or is tardy on the day/shift involved will not be charged

19

for the occurrence under the Company’s Attendance Control Policy, however, they

20

may be restricted from utilizing these provisions as follows:

21

22

1. First Offense - Written Warning

23

2. Second Offense - one hundred eighty (180) day suspension of privileges from

24

the date of the absence or tardiness.

25

26

Note: After a warning/suspension with no other violations for the next twelve (12)

27

months, the warning/suspension process will reset.

28

29

D. New hire employees working in probationary periods are not eligible to participate

30

under these provisions. Employees serving in a probationary period due to an upgrade

31

or transfer into a different bid area, will be permitted to shift trade with other qualified

32

employees within their bid area and classification.

33

34

E. No overtime payment or premium payment will be paid to an employee as a result of

35

working another employee's day/shift under these provisions.

36

37

F. No request under these provisions shall be honored in jurisdictions in which the laws

38

or regulations either preclude such as a result of hours restrictions or require the

39

compensation of such day/shift at overtime rates. This paragraph shall immediately

40

apply in any jurisdiction, which may hereafter impose such restrictions or require such

41

payment.

42

ARTICLE 15 - SHIFT SWAPS

M&R ARTICLE 15- SHIFT SWAPS

99

G. An employee who has agreed to work for another employee may trade the entire

1

obligation with one other employee.

2

3

H. Only the employee authorizing another to work his day/shift will be charged for the

4

authorization. Employees may shift swap off their regularly scheduled shift a maximum

5

of thirty-two (32) times per calendar quarter. A shift swap involving an exchange of

6

shifts in a thirty (30) day period will not count toward the thirty-two (32) quarterly

7

maximum. Employees may trade off one half (1/2) of their shift, which will be included

8

in the maximum thirty-two (32) times per calendar quarter:

9

10

1. An employee swapping half of his shift may only do so with one (1) other employee,

11

either the first or second half of the shift.

12

13

2. An employee wishing to swap away an entire shift may only do so with one (1)

14

other employee who will assume the entire shift.

15

16

I. Employees participating under these provisions will be eligible for overtime on the shift

17

preceding and following the swap, but not on his regular shift (i.e., the shift he swapped

18

off) and will be paid and charged at the applicable rate of pay. These employees will

19

not be eligible for paid rest and will be responsible for disqualifying themselves from

20

any overtime that would result in paid rest.

21

22

J. Employees may work a maximum of sixteen (16) consecutive hours (excluding unpaid

23

meal periods) during a twenty-four (24) hour period as a result of shift swaps:

24

25

1. Where employees swap and there is a duty free period of at least fourteen (14)

26

hours between the end of one duty period and the start of a new duty period, such

27

swaps will not be considered as consecutive days for application of this provision.

28

29

2. Employees may shift swap to work back-to-back double shifts, once per workweek.

30

31

3. There must be a minimum of seven (7) hours of rest between each of the double

32

shifts worked back-to-back.

33

34

K. Employees who have a swap to work scheduled within twenty-four (24) hours of a

35

field service trip are ineligible for that field service trip. If an employee is on a field

36

service trip and it becomes evident that the field service trip will extend into a

37

scheduled swap, the employee will notify management and the employee will be paid

38

at the straight time rate of pay during the swap period. If an employee is on a field

39

service trip and it becomes evident that the field service trip will extend into a

40

scheduled swap-off, the employee will notify management and the employee will be

41

paid at straight time rate of pay for any hours worked that fall within the employee’s

42

originally scheduled shift(s). No overtime payment or paid rest will be paid as a result

43

of working the swap.

44

ARTICLE 15 - SHIFT SWAPS

M&R ARTICLE 15- SHIFT SWAPS

100

L. Receipt of discipline for violation of the swap provisions will not disqualify the

1

employee from eligibility for upgrades.

2

3

M. Employees are personally responsible to remain in compliance with Federal Air

4

Regulations and Company requirements at all times relative to personal duty time

5

regulations. The Company requirement will be no more than one (1) day above the

6

minimum Federal Air Regulations.

7

8

N. If an employee agrees to work a double shift as a result of a swap and later calls in

9

sick, he will be charged with sick leave for both shifts missed.

10

11

O. If an employee is denied a requested DAT/comp day due to needs of service, and

12

subsequently arranges for another employee to work in his place, the employee shall

13

be paid for the day at his appropriate straight time rate and a DAT/comp day will be

14

deducted. This DAT/comp swap shall not count as a swap for purposes of the

15

limitations in this provision.

16

17

P. Swaps within the bid area from premium to basic or basic to premium classification.

18

(Example: Crew Chief Mechanic to Mechanic, Crew Chief MLS to MLS, Crew Chief

19

Utility to Utility) Crew Chiefs who swap to work a basic classification may be assigned

20

to perform Crew Chief duties. Crew Chief on a swap will retain their Crew Chief

21

premium. If an employee in a basic classification swaps with a Crew Chief, the

22

Company will upgrade the senior employee in the basic classification on shift per

23

Article 9.

24

25

Q. In circumstances where shift swaps have been approved (single shift or double shift)

26

and where the employee who is scheduled to work for another employee is unable to

27

do so (e.g., due to a leave of absence (paid or unpaid), transfer, termination, jury duty,

28

schedule re-bid, occupational injury), the Company reserves the right to cancel an

29

approved shift swap provided seven (7) days’ notice is given to affected employees.

30

ARTICLE 16 – COMPENSATION

M&R ARTICLE 16- COMPENSATION

101

During the period of this Agreement, the rates of pay for the classifications of work

1

covered will be in accordance with the Wage Schedules shown in this Article 16, which

2

are incorporated and made a part of this Agreement.

3

4

The hourly rates of pay as set forth in this Article shall be effective on the first Monday

5

after the date of ratification.

6

7

A. An employee, who holds a position in a Crew Chief, Technical Crew Chief, Inspector or

8

Senior classification, will receive his basic classification chart rate plus a Premium of

9

$2.20 per hour. Premium will increase to $2.40 per hour as of DOR plus three (3) years.

10

An employee who receives this Premium will continue to receive that Premium, provided

11

that he continues to hold a position entitling him to a Premium position.

12

13

1. This Premium is added to his basic classification chart hourly rate of pay and will be

14

considered as part of his base hourly rate for the accrual of all pay related benefits.

15

Length of service increases will be based upon the basic classification date.

16

17

2. An employee’s base pay will mean the chart rate plus any applicable premiums

18

and/or differentials and will apply to the calculation of pay for any overtime

19

applications, vacation pay, holiday pay, sick leave pay, travel pay, field trips,

20

furlough or severance pay, sick leave conversion to an HRA and pay for

21

occupational illness or injury (OJI).

22

23

B. During the period of this Agreement, the chart rates of pay for the basic classifications

24

of work will be as specified on the appropriate pay charts below.

25

26

AMT

YOS

DOR

DOR +12

2%

DOR+24

2%

DOR +36

2%

DOR+48

2%

0-1

28.69

29.26

29.85

30.45

31.06

1-2

31.16

31.78

32.42

33.07

33.73

2-3

33.16

33.82

34.50

35.19

35.89

3-4

35.35

36.06

36.78

37.52

38.27

4-5

37.81

38.57

39.34

40.13

40.93

5-6

47.95

48.91

49.89

50.89

51.91

6-7

48.05

49.01

49.99

50.99

52.01

7-8

48.15

49.11

50.09

51.09

52.11

8-9

49.20

50.18

51.18

52.20

53.24

Inspectors

YOS

DOR

DOR +12

2%

DOR+24

2%

DOR +36

2%

DOR+48

2%

0-1

28.69

29.26

29.85

30.45

31.06

1-2

31.17

31.79

32.43

33.08

33.74

2-3

33.18

33.84

34.52

35.21

35.92

3-4

35.40

36.11

36.83

37.57

38.32

ARTICLE 16 – COMPENSATION

M&R ARTICLE 16- COMPENSATION

102

4-5

37.91

38.67

39.44

40.23

41.04

5-6

48.61

49.58

50.57

51.58

52.61

6-7

48.71

49.68

50.67

51.68

52.71

7-8

48.81

49.79

50.79

51.81

52.85

8-9

49.86

50.86

51.88

52.92

53.98

Plant Mx

YOS

DOR

DOR +12

2%

DOR+24

2%

DOR +36

2%

DOR+48

2%

0-1

26.76

27.30

27.85

28.41

28.98

1-2

29.23

29.81

30.41

31.02

31.64

2-3

31.23

31.85

32.49

33.14

33.80

3-4

33.42

34.09

34.77

35.47

36.18

4-5

35.88

36.60

37.33

38.08

38.84

5-6

46.02

46.94

47.88

48.84

49.82

6-7

46.12

47.04

47.98

48.94

49.92

7-8

46.22

47.14

48.08

49.04

50.02

8-9

47.27

48.22

49.18

50.16

51.16

1

Utility/Cleaners

YOS

DOR

DOR +12

2%

DOR+24

2%

DOR +36

2%

DOR+48

2%

0-1

16.00

16.32

16.65

16.98

17.32

1-2

17.93

18.29

18.66

19.03

19.41

2-3

19.26

19.65

20.04

20.44

20.85

3-4

20.75

21.17

21.59

22.02

22.46

4-5

22.30

22.75

23.21

23.67

24.14

5-6

24.37

24.86

25.36

25.87

26.39

6-7

26.08

26.60

27.13

27.67

28.22

7-8

26.21

26.73

27.26

27.81

28.37

8-9

27.02

27.56

28.11

28.67

29.24

9-10

27.62

28.17

28.73

29.30

29.89

Planners

YOS

DOR

DOR +12

2%

DOR+24

2%

DOR +36

2%

DOR+48

2%

0-1

19.76

20.16

20.56

20.97

21.39

1-2

23.93

24.41

24.90

25.40

25.91

2-3

26.87

27.41

27.96

28.52

29.09

3-4

29.86

30.46

31.07

31.69

32.32

4-5

32.95

33.61

34.28

34.97

35.67

5-6

35.79

36.51

37.24

37.98

38.74

6-7

37.28

38.03

38.79

39.57

40.36

7-8

39.92

40.72

41.53

42.36

43.21

ARTICLE 16 – COMPENSATION

M&R ARTICLE 16- COMPENSATION

103

QA Auditors

YOS

DOR

DOR +12

2%

DOR+24

2%

DOR +36

2%

DOR+48

2%

0-1

31.33

31.96

32.60

33.25

33.92

1-2

33.85

34.53

35.22

35.92

36.64

2-3

35.94

36.66

37.39

38.14

38.90

3-4

38.14

38.90

39.68

40.47

41.28

4-5

40.61

41.42

42.25

43.10

43.96

5-6

50.34

51.35

52.38

53.43

54.50

6-7

50.98

52.00

53.04

54.10

55.18

7-8

51.65

52.68

53.73

54.80

55.90

8-9

53.03

54.09

55.17

56.27

57.40

Tech Docs

YOS

DOR

DOR +12

2%

DOR+24

2%

DOR +36

2%

DOR+48

2%

0-1

29.80

30.40

31.01

31.63

32.26

1-2

32.37

33.02

33.68

34.35

35.04

2-3

34.44

35.13

35.83

36.55

37.28

3-4

36.72

37.45

38.20

38.96

39.74

4-5

39.26

40.05

40.85

41.67

42.50

5-6

49.75

50.75

51.77

52.81

53.87

6-7

49.87

50.87

51.89

52.93

53.99

7-8

49.99

50.99

52.01

53.05

54.11

8-9

51.11

52.13

53.17

54.23

55.31

OSM

YOS

DOR

+12

DOR+24

2%

DOR +36

2%

DOR+48

2%

0-1

19.65

20.04

20.44

20.85

21.27

1-2

20.87

21.29

21.72

22.15

22.59

2-3

22.38

22.83

23.29

23.76

24.24

3-4

23.83

24.31

24.80

25.30

25.81

4-5

29.52

30.11

30.71

31.32

31.95

5-6

33.92

34.60

35.29

36.00

36.72

6-7

34.25

34.94

35.64

36.35

37.08

ARTICLE 16 – COMPENSATION

M&R ARTICLE 16- COMPENSATION

104

MSP

YOS

DOR

+12

DOR+24

2%

DOR +36

2%

DOR+48

2%

0-1

19.65

20.04

20.44

20.85

21.27

1-2

20.87

21.29

21.72

22.15

22.59

2-3

22.38

22.83

23.29

23.76

24.24

3-4

23.83

24.31

24.80

25.30

25.81

4-5

29.52

30.11

30.71

31.32

31.95

5-6

33.92

34.60

35.29

36.00

36.72

6-7

34.25

34.94

35.64

36.35

37.08

1

C. The parties recognize that the work performed under and within certain classifications

2

in the Maintenance & Related Agreement is varied and in many respects significantly

3

dissimilar. For the purposes of this Agreement, the parties generally acknowledge

4

these basic dissimilarities of and between (1) the functions of operations service at

5

the line stations, and (2) the functions of overhaul maintenance service at the

6

Maintenance Bases have, therefore, agreed upon wage differentials.

7

8

1. An employee, while regularly assigned to the classification of Inspector, Crew

9

Chief – Aviation Maintenance Technician, Technical Crew Chief – Aviation

10

Maintenance Technician, Aviation Maintenance Technician, Crew Chief –

11

GSE/Facilities Mechanic, Technical Crew Chief – GSE/Facilities Mechanic, and

12

GSE/Facilities Mechanic at the Line stations, will receive a Line Premium of one

13

($1.00) dollar per hour.

14

15

2. An employee, while regularly assigned at DWH to the classification of Inspector,

16

Crew Chief – Aviation Maintenance Technician, Technical Crew Chief – Aviation

17

Maintenance Technician, Aviation Maintenance Technician, Crew Chief –

18

GSE/Facilities Mechanic, Technical Crew Chief – GSE/Facilities Mechanic, and

19

GSE/Facilities Mechanic will receive a DWH Premium of one ($1.00) dollar per

20

hour.

21

22

D. Flexible Starting Rates

23

24

1. In the event that the Company, in its sole discretion, finds that any or all of its

25

starting pay rates (Step 1) as specified in Article 16 (B) are noncompetitive with

26

local market starting rates for similarly situated jobs, the Company may hire

27

applicants in any classification at any station/base/location at rates of pay higher

28

(Step 2 through the maximum hourly rate in the applicable pay scale) than those

29

starting rates specified in Article 16 (B). As market conditions change, the

30

Company may, in its sole discretion, change its designated starting rate. Such

31

designated starting rate may be higher or lower than previous designated starting

32

rates; however, such starting rate may not be lower than Step 1 nor higher than

33

the maximum hourly rate in the applicable pay scale.

34

35

ARTICLE 16 – COMPENSATION

M&R ARTICLE 16- COMPENSATION

105

2. In those stations/base/locations where higher starting rates of pay are designated

1

in accordance with Article 16 (D) (1), all employees in that classification(s) at that

2

station/base/location who are receiving less than the new designated starting

3

rate of pay will have their rate of pay concurrently increased to the new

4

designated higher starting rate for that classification(s) in that

5

station/base/location.

6

7

3. An employee receiving a flex rate of pay will remain at that pay step on the pay

8

scale until such time that his seniority reaches a point that would allow him to

9

advance to the next step.

10

11

4. An employee who transfers to or from a station/base/location which has an

12

adjusted starting rate of pay for his classification will have his rate of pay

13

adjusted upward or downward to conform to the rate of pay received by an

14

employee with the same pay seniority as his, at his new station/base/location.

15

Such adjusted rate may not be less than Step 1 nor higher than the maximum

16

hourly rate in the applicable pay scale.

17

18

5. It is understood and agreed that the effective dates of step increases and other

19

changes in pay rates are determined by the employee's pay seniority.

20

21

E. License and Skill Premiums

22

23

1. An employee in the classification of Inspector, Crew Chief – Aviation

24

Maintenance Technician, Technical Crew Chief – Aviation Maintenance

25

Technician, or Aviation Maintenance Technician, regularly assigned to perform

26

aircraft maintenance work, will receive the following License Premium, if he holds

27

both FAA Airframe and FAA Power plant Licenses, FAA Airframe and FCC

28

General Radiotelephone Operator Licenses, or FAA Powerplant and FCC

29

General Radiotelephone Operator Licenses, in line avionics only FCC General

30

Radiotelephone Operator license will be considered two (2) licenses:

31

32

a. The employee will receive five dollars and twenty-five cents $5.25 per hour.

33

34

2. An employee in the classification of Inspector, Crew Chief – Aviation

35

Maintenance Technician, Technical Crew Chief – Aviation Maintenance

36

Technician, or Aviation Maintenance Technician regularly assigned to perform

37

aircraft maintenance work, excluding work in the skill areas described in Article

38

16 (E)(3), will receive a License Premium of two dollars and sixty three cents

39

$2.63 per hour, if he holds only one FAA/FCC License – FAA Airframe, FAA

40

Power plant, or FCC General Radiotelephone Operator License.

41

42

3. An employee in the classification of Inspector, Crew Chief – Aviation

43

Maintenance Technician, Technical Crew Chief – Aviation Maintenance

44

Technician, or Aviation Maintenance Technician, who holds one of these licenses

45

but who regularly performs work in the skill areas described in Article 16 (E)(3),

46

ARTICLE 16 – COMPENSATION

M&R ARTICLE 16- COMPENSATION

106

will receive the Skill Premium, as provided in Article 16 (E)(4), rather than the

1

one License Premium provided in Article 16 (E)(2).

2

3

4. An employee in the classification of Inspector, Crew Chief – Aviation

4

Maintenance Technician, Technical Crew Chief – Aviation Maintenance

5

Technician, or Aviation Maintenance Technician, regularly assigned to perform

6

work as an Aviation Maintenance Technician – Machinist/Toolmaker, Aviation

7

Maintenance Technician – Plater, Aviation Maintenance Technician – Welder,

8

Aviation Maintenance Technician – Bench Avionics, and not receiving a License

9

Premium as provided in Article 16 (E)(1), will receive a Skill Premium as shown

10

below.

11

12

a. The employee will receive three dollars and forty-five cents $3.45 per hour.

13

14

5. The following is a general definition and identification of the skill areas listed in

15

Article 16 (E) (4) and identifies the intent of that paragraph concerning skill

16

premiums. The parties recognize that both job test areas and former job codes

17

are in transition. The parties agree that all individuals receiving a Skill Premium

18

at the time of ratification will continue to receive their Skill Premium, so long as

19

the employee remains in the same type of work.

20

21

a. Aviation Maintenance Technician – Machinist/Toolmaker is an employee in

22

the classification of Aviation Maintenance Technician who is assigned to the

23

work of a Machinist/Toolmaker as described in the Classifications Article 7.

24

25

b. Aviation Maintenance Technician – Bench Avionics is an employee in the

26

classification of Aviation Maintenance Technician who is assigned to the work

27

of Bench Avionics maintenance, bench avionics components repair/overhaul

28

and /or bench avionics system maintenance as described in the

29

Classifications Article 7.

30

31

c. Aviation Maintenance Technician – Plater is an employee in the classification

32

of Aviation Maintenance Technician who is assigned to the work of plating as

33

described in the Classifications Article 7.

34

35

d. Aviation Maintenance Technician – Welder is an employee in the

36

classification of Aviation Maintenance Technician who is assigned to the work

37

of aircraft welding as described in the Classifications Article 7.

38

39

6. An employee in the classification of Inspector, Crew Chief – Aviation

40

Maintenance Technician, Technical Crew Chief – Aviation Maintenance

41

Technician, or Aviation Maintenance Technician, regularly assigned to aircraft

42

maintenance work, and not receiving the License or Skill Premium of $5.25 per

43

hour as provided in Article 16 (E)(1) through (E)(5), will receive a Skill Premium

44

of one dollar ($1.00) per hour.

45

46

ARTICLE 16 – COMPENSATION

M&R ARTICLE 16- COMPENSATION

107

7. An employee not classified as an Inspector, Crew Chief – Aviation Maintenance

1

Technician, Technical Crew Chief – Aviation Maintenance Technician, or Aviation

2

Maintenance Technician, who holds both FAA Airframe and FAA Powerplant

3

licenses and who is designated and approved by the Company's Maintenance

4

Department to perform aircraft maintenance work, as described in Article 7 for

5

the above referenced classifications, will receive a License Premium in

6

accordance with Article 16 (E)(1) per hour for all hours, and only those hours, (or

7

fractions thereof rounded to the nearest 1/10 of an hour) worked performing such

8

aircraft maintenance work.

9

10

8. An employee in the classification of Crew Chief – GSE/Facilities Mechanic,

11

Technical Crew Chief – GSE/Facilities Mechanic, or GSE/Facilities Mechanic,

12

regularly assigned to automotive and/or facility maintenance work, (and an

13

employee in the classification of Maintenance Support Person who is regularly

14

assigned to the hazardous waste function) and who is not receiving a License

15

Premium as provided in Article 16 (E)(8) above, will receive a Skill Premium of two

16

dollars and eighty one cents ($2.81) per hour.

17

18

9. Technical Documentation Specialist and Senior Line Maintenance Planners who

19

hold and thereafter continue to hold any of the following licenses shall be paid as

20

follows:

21

22

a. Two dollars and sixty-three cents ($2.63) per hour for one license and five

23

dollars and twenty-five cents ($5.25) for two licenses (A&P only). Employees

24

will be paid a maximum of two (2) licenses.

25

26

13. Regardless of the number of licenses an employee may hold and/or the number

27

of high skilled jobs to which he is assigned, neither License Premium nor Skill

28

Premium (individually or collectively) will exceed the rates shown in Article 16

29

(E)(1).

30

31

14. License Premium or Skill Premium as provided in Article 16(E) will be compounded

32

in the computation of overtime rates and included as a portion of the employee’s

33

base hourly rate.

34

35

15. Employees in a bid area dedicated exclusively to the taxing and movement of

36

aircraft will be paid a taxi premium of one dollar ($1.00) per hour for all hours

37

worked. For an employee, not in a dedicated bid area, who taxis an aircraft or

38

performs an engine run up during the course of his shift will receive the one

39

dollar ($1.00) per hour premium for the time performing the taxi work rounded up

40

to the next higher hour. E.g. works 45 minutes on taxiing an aircraft; employee

41

will receive one (1) hour of taxi premium pay.

42

43

16. Employees who performs fuel tank work that requires fuel tank entry will be paid

44

one dollar ($1.00) per hour from the time of the assignment and work card

45

issuance and will continue until the work assignment is completed.

46

ARTICLE 16 – COMPENSATION

M&R ARTICLE 16- COMPENSATION

108

1

F. Shift Differential Premium will be paid as follows:

2

3

1. An employee assigned to a shift, which begins at or after 9:00 a.m. and before

4

7:59 p.m. will receive a shift differential of fifty-one (.51¢) cents per hour.

5

6

2. An employee assigned to a shift, which begins at or after 8:00 p.m., and before

7

5:59 a.m. will receive a shift differential of fifty-eight (.58¢) cents per hour.

8

9

3. No shift differential will be received by an employee assigned to a shift which

10

begins at or after 6:00 a.m. and before 8:59 a.m.

11

12

4. An employee whose assignment is to cover for shift relief or days off will be paid a

13

premium of sixty-one (.61¢) cents for all hours worked during the week.

14

15

A Relief Crew Chief will be an employee who will be required to relieve on a shift

16

basis to cover for absences of Crew Chief. A Relief Crew Chief will be assigned to

17

a permanent shift when not relieving and will not be assigned to any other shift

18

without a seven (7) day notice.

19

20

Example Start Times:

21

22

6:00 a.m. to 8:59 a.m. None

23

9:00 a.m. to 7:59 p.m. 51¢

24

8:00 p.m. to 5:59 a.m. 58¢

25

Relief shifts 61¢

26

27

G. An employee will receive the shift differential applicable to the shift to which he is

28

regularly assigned. The applicable shift differential will be included with the

29

employee's base hourly rate in the calculation of pay for overtime, vacation, holiday,

30

sick leave benefit, and benefits paid for absence due to an occupational illness or

31

injury compensable under the applicable Workmen's Compensation law.

32

33

H. An employee who is required by the Company to fly on a test flight will receive one (1)

34

hour's pay at his base hourly rate in addition to the regular pay for each hour or fraction

35

thereof spent on the test flight. The Company will provide a maximum of $100,000

36

Test Flight and Observer Aviation Accident Insurance under the conditions outlined in

37

the American Airlines’ liability policy for employees covered by this Agreement.

38

39

I. An employee who permanently transfers at his own request to another classification

40

of work as provided in any Association agreement will continue to receive his same

41

chart rate per hour but, in no event, will his chart rate exceed the maximum rate for

42

the classification to which he transferred.

43

44

If his chart rate at the time of such transfer is not the same as any chart rate per hour

45

for the classification to which he transferred, he will immediately receive the nearest

46

ARTICLE 16 – COMPENSATION

M&R ARTICLE 16- COMPENSATION

109

higher chart rate per hour for such classification. Thereafter, the employee shall

1

progress on the normal progression scale in the new classification. In the case of a

2

transfer from a higher to a lower classification caused by a reduction in force under

3

this Agreement, the above rules will apply.

4

ARTICLE 17 – PROFIT SHARING

M&R ARTICLE 17- PROFIT SHARING

110

A. The terms of profit sharing benefits for TWU/IAM Association represented

1

employees (which replace and supersede any previous profit sharing provisions)

2

shall be as set forth in this Article 17.

3

4

B. TWU/IAM Association represented employees will be eligible for annual profit

5

sharing award payments if, for the year that the profit sharing award payment is

6

attributable, (i) the employee received eligible earnings (under the meaning used by

7

the current AAG profit sharing plan) from the Company for that profit sharing year

8

and (ii) remained employed on the last day of that profit sharing year, or whose

9

employment terminated during the profit sharing year by reason of the employee’s

10

retirement, involuntary furlough, disability, or death.

11

12

C. For each profit sharing year, the Company will calculate profit sharing award

13

payments as follows:

14

15

1. An amount equal to 10 percent (10%) of the dollar amount of American Airlines

16

Group Inc.’s (“AAG”) Pre-Tax Earnings up to $2.5B for that year, and, an amount

17

equal to 20 percent (20%) of the dollar amount of AAG’s Pre-Tax Earnings above

18

$2.5B for that year will be attributed to a profit sharing pool (“Total Profit Sharing

19

Pool”).

20

21

2. A percentage of the Total Profit Sharing Pool will be allocated to the eligible

22

TWU/IAM Association represented employees by dividing the total eligible

23

earnings of the TWU/IAM Association represented employees by the total eligible

24

earnings of all participants in AAG’s profit sharing program(s) (“TWU/IAM Profit

25

Sharing Pool”).

26

27

3. The TWU/IAM Profit Sharing Pool will be divided by the amount of all the

28

TWU/IAM Association represented employees’ eligible earnings, and the

29

resulting quotient shall be the “payout percentage.”

30

31

4. The amount of the profit sharing award payment for each TWU/IAM represented

32

employee who is eligible for a profit sharing award for a profit sharing year shall

33

be the product of the payout percentage multiplied by such eligible employee’s

34

eligible earnings from the Company for the applicable profit sharing year.

35

36

D. “AAG’s Pre-Tax Earnings” means the earnings of AAG provided that such “earnings”

37

are determined (i) before any applicable income tax expense, and (ii) by excluding

38

all accruals under profit sharing plans and any other incentive compensation plan or

39

agreement, and all extraordinary, unusual, one-time, restructuring, reorganization,

40

integration, reduction in force, or other similar accounting adjustments as may be

41

determined by the compensation committee of the Board of Directors in its

42

discretion, after consultation with AAG’s independent auditors; and provided, further,

43

that AAG’s Pre-Tax Earnings remain positive after accruals under profit sharing

44

plans and all other incentive compensation plans or agreements are taken into

45

account.

46

ARTICLE 17 – PROFIT SHARING

M&R ARTICLE 17- PROFIT SHARING

111

1

E. Profit sharing award payments shall generally be made by March 15 of the

2

subsequent calendar year or other such date as required by applicable law.

3

4

F. The Company retains discretion over all profit sharing related matters not specifically

5

addressed in this Article.

6

7

ARTICLE 18 - OVERTIME

M&R ARTICLE 18- OVERTIME

112

A. The applicable rate of pay, computed on an actual minute basis, adjusted to the

1

nearest tenth (1/10) of an hour with a minimum of one (1) hour overtime, shall be paid.

2

3

1. The rate of time and one half (1.5 x) shall be paid for the first four hours (4) worked

4

by an employee in advance of or after his regular scheduled hours on a regular

5

scheduled day, and for all hours worked by an employee on a regularly scheduled

6

day off for his first eight (8) hours, except as provided in paragraph A (2) and (3).

7

8

2. The rate of double-time (2 x) shall be paid as follows:

9

10

a. For all hours in excess of the first eight (8) paid hours, on any one (1) of the

11

employee’s regularly scheduled days off in each work week.

12

13

b. If shift coverage is required for a ten (10) hour shift call, it will be paid as follows,

14

first eight (8) hours at time and one half (1.5 x) the remaining hours will be paid

15

at double time (2 x).

16

17

3. The rate of double-time (2 x) shall also be paid to an employee who in a twenty-

18

four (24) hour period, works in excess of twelve (12) hours if the employee is

19

regularly scheduled to work an eight (8) or ten (10) hour schedule.

20

21

B. For overtime purposes, the twenty-four (24) hour period will begin with the starting

22

time of the employee's regularly assigned shift. Notwithstanding this twenty-four (24)

23

hour rule, the rate of double time shall be paid to an employee for all work in excess

24

of twelve (12) hours where the first twelve (12) hours worked have been consecutive.

25

26

C. When an employee works on his scheduled day(s) off he will be entitled to at least

27

eight (8) hours of work at the applicable overtime rate.

28

29

D. Employees who change shifts or days off due to re-bids, realignment, or bidding on

30

another job shall not be paid overtime as a result of such change. However, an

31

employee shall be paid overtime when his shift, or days off are changed by the

32

Company and the work week provisions are thereby violated.

33

34

Example: Employees that do not have the seniority to remain on their shift during re-

35

bid, realignment, or who are bumped or abolished and therefore required to bid to a

36

different shift will be paid at the overtime rate if the work week provisions are violated.

37

ARTICLE 18 - OVERTIME

M&R ARTICLE 18- OVERTIME

113

E. After all employees within the bid area have been proffered the overtime assignment

1

and additional manpower is still required, qualified personnel from another bid area

2

may be requested to work overtime.

3

4

F. No employee will be expected to work Overtime against his wishes.

5

6

G. In Aircraft Line Maintenance, nothing in this Agreement prevents the Company from

7

requesting an employee to voluntarily stay past the end of his scheduled shift for the

8

purposes of job continuity to complete his on-shift job assignment. So long as, the

9

overtime period is more than one (1) hour but less than three (3) hours, and it is near

10

the end of a shift, before it can be determined that the overtime is necessary, the

11

Company may offer this overtime to the employee(s) working to complete his job

12

assignment, for job continuity.

13

14

H. In Aircraft Base Maintenance, for the purpose of job continuity, the three (3) hour rule

15

can be applied to: 1) Test flights and clearing of maintenance discrepancies found

16

during the flight. 2) When an aircraft is being released from base maintenance and

17

last-minute maintenance discrepancies arise. So long as, the overtime period is more

18

than one (1) hour but less than three (3) hours, and it is near the end of a shift, before

19

it can be determined that the overtime is necessary, the Company may offer this

20

overtime to the employee(s) working to complete his job assignment, for job continuity.

21

22

I. For continuous service after regular working hours, employees will not be required to

23

work more than two (2) hours without being permitted to take a thirty (30) minute

24

unpaid meal period in which to eat.

25

26

J. Employees reporting for work of at least four (4) hours pre-shift will be allowed a thirty

27

(30) minute unpaid meal period in which to eat within their pre-shift period.

28

29

K. When an employee completes his shift and is recalled to work, not in conjunction with

30

his regularly scheduled shift, he will be paid no less than four (4) hours at the overtime

31

rate applicable for each call.

32

33

L. When an employee is contacted outside of work for a technical support related

34

question or problem not related to the employee’s oversight, he will be paid not less

35

than one (1) hour at his base hourly rate. This provision does not apply to general

36

notice phone calls, offering overtime, or other administrative issues.

37

38

M. Employees who have been required to work sixteen (16) consecutive hours (exclusive

39

of an unpaid meal period) which results in less than seven and one half (7 1/2) hours

40

rest prior to the employee’s regular shift in the succeeding workday, the employee will

41

receive straight time rates until the seven and one half (7 1/2) hour rest period is

42

achieved and will report for the remainder of his scheduled shift.

43

ARTICLE 18 - OVERTIME

M&R ARTICLE 18- OVERTIME

114

N. If an employee has worked sixteen (16) consecutive hours (exclusive of an unpaid

1

meal period) at his home station, he must have a rest period of seven and one half (7

2

1/2) hours. At the end of the seven and one half (7 1/2) hour rest period he will again

3

be governed by the overtime rules.

4

5

O. No overtime shall be worked except by direction of the proper supervisory personnel

6

of the Company, except in cases where prior authority cannot be obtained.

7

8

P. If the Company bypasses any employee(s) in violation of this Article, excluding the

9

application of paragraph (A) & (G) above, the Company will pay the equivalent number

10

of eligible employee(s) with the lowest hours on the Overtime List. The award will be

11

the number of hours missed on that overtime opportunity at the applicable overtime

12

rate. The employee(s) will be charged the appropriate hours on the Overtime List.

13

14

Q. Overtime work will be distributed among the employees qualified to perform the work

15

necessitating overtime within their appropriate bid area as equitably as practicable in

16

accordance with Overtime Distribution Procedures. The Company will establish the

17

administrative process used to sign-up, offer, and award overtime.

18

19

R. Management may maintain employee qualification lists in each bid area based on

20

training records and/or work experience. The qualification lists shall be accessible to

21

employees and will be kept current to reflect each employee’s qualifications for

22

overtime and field trips. Qualification training will be provided by the Company through

23

classroom or on the job training (OJT) subject to the availability of the work, by

24

classification seniority, on the shift, within the bid area, to employees who request it.

25

26

1. When classroom training is required, the Company will advise employees who

27

request classroom training (applicable to their bid area) of the earliest reasonable

28

date their training is scheduled to begin.

29

30

Personnel subject to duty time

31

32

S. The parties recognize the obligations of both employees and the Company under Duty

33

Time Federal Aviation Regulations, which requires that all maintenance personnel

34

performing maintenance must have at least four (4), twenty-four (24) hour periods off

35

per calendar month. The FAA requires the Company to report duty time violations and

36

has indicated that they will pursue violations with both the employee and the

37

Company.

38

39

1. The Company shares the responsibility to monitor duty time limits, and the

40

employee shares the responsibility to notify local management of possible Duty

41

Time FAR violations upon the proffer of day off overtime. The employee will not be

42

charged for overtime if such proffer would put him in violation of FARs.

43

ARTICLE 18 - OVERTIME

M&R ARTICLE 18- OVERTIME

115

2. If an employee has not had the required time off during the calendar month and is

1

in jeopardy of violating the Duty Time FARs, he may not be eligible for day off work

2

and may be required to take additional time off. This time off may be an authorized

3

absence without pay or vacation time (VC, DAT, or COMP) at the employee’s

4

option.

5

6

3. No employee will be required to utilize his vacation, DAT or COMP time to comply

7

with the Duty Time FARs without his consent.

8

9

T. The Company will assist an employee in monitoring his time off by posting the ATA

10

231 Duty Time Limitation Report during the third and fourth week of each calendar

11

month. An employee may examine this report so as to better monitor his own

12

personal time off

13

14

Overtime Distribution Procedure

15

16

U. General

17

18

1. The Overtime Procedures are applicable at all M&R maintenance stations. These

19

procedures determine how the Company offers and assigns overtime.

20

Compensation shall be paid in accordance with this Article.

21

22

2. The Company shall maintain the record of overtime hours charged. When overtime

23

is called, a record of calls that they have made, time of call, person calling and

24

response shall be provided to the Union. When overtime is awarded using the

25

automated system, the union shall be provided access to the records and to the

26

automated computer system to verify the compliance with these procedures. Hours

27

charged to the Overtime List (OTL) shall be updated immediately at the conclusion

28

of the overtime offer.

29

30

3. On the second Monday of January, every year, at 2359 hrs. local time, the

31

Company shall reset the hours by Classification Seniority on the OTL to zero for

32

equalization purposes for all bid areas. In the event two or more employees have

33

the same seniority date, the OTL shall list the employee that is higher on the master

34

seniority list first. Overtime hours worked, after 0001 hrs, local time on the second

35

Tuesday of January will be added to the new OTL.

36

37

4. Employees accepting overtime shall report to the designated area as directed by

38

management and immediately report to the work area Crew Chief.

39

40

V. Overtime Lists

41

42

1. Each bid area shall maintain a separate Overtime List (OTL) for all classifications

43

within the bid area. In Facilities Maintenance, when and where applicable the list

44

may be kept by skills (e.g. Plumbers, Electrician, etc.). The OTL shall list

45

employees by overtime hours charged.

46

ARTICLE 18 - OVERTIME

M&R ARTICLE 18- OVERTIME

116

2. The OTL shall list employees in inverse hour order, those with the fewest hours at

1

the top. In the event two or more employees have the same number of hours, the

2

employee higher on the master seniority list shall be listed first. Hours will be shown

3

in whole hour increments, with fractions of 0.5 or less being rounded down, and

4

fractions of 0.6 or more being rounded up.

5

6

W. Overtime Sign-Up and Selection

7

8

1. Employees who want to work overtime shall make themselves available by

9

signing up for overtime by using the electronic tool. In the event the electronic

10

tool is offline, employees shall be proffered overtime utilizing a manual proffer

11

from the master list in that bid area and charged only if worked.

12

13

2. It is understood that Full Shift/Day Off OT is the recognized standard, except for

14

the following:

15

16

a. Early Call-In (ECI) & Hold-Over (HLD) overtime shall not be combined to

17

cover known full shift overtime opportunities unless the OTL for that bid area

18

has been exhausted. For this provision, known shift overtime opportunities

19

shall include vacation, sick (known to the company twelve (12) hours or more

20

in advance), leaves of absences, OJI, training, etc.

21

22

b. Four-hour (4) ECI/HLD may be used for on shift response to unplanned

23

maintenance needs or oncoming shift preparation/support.

24

25

3. Employees can make themselves available for overtime at any time as described

26

below and shall appear on the OTL. When overtime is required, management

27

shall take a time stamped snapshot of the OTL for solicitation and the person

28

lowest in hours on the applicable OTL shall be offered first; with the list

29

continuing to be run in lowest to highest until the overtime need is fulfilled. If

30

additional overtime is required, subsequent snapshots of the OTL shall be

31

utilized.

32

33

4. Once a snapshot is taken, the first offer for overtime shall be within sixty (60)

34

minutes and that list shall be utilized until that overtime need is fulfilled. If the

35

offer of overtime is not started within sixty (60) minutes or any additional offer(s)

36

of overtime are made, a new snapshot must be taken, and that list shall be

37

utilized until that overtime need is fulfilled.

38

39

5. Employees can sign up for Overtime up to fourteen (14) days in advance.

40

41

a. Full shift overtime or ECI shall be awarded via the automated system to

42

employees who have made themselves available on the OTL no more than

43

twenty-four (24) hours and no less than twelve (12) hours in advance of the

44

start of the overtime shift. Once awarded via the automated system the

45

ARTICLE 18 - OVERTIME

M&R ARTICLE 18- OVERTIME

117

employee shall be considered to have accepted the overtime and can no

1

longer refuse.

2

3

b. If the proffer of full shift or ECI overtime is less than twelve (12) hours in

4

advance of the start of the overtime shift, such proffer shall be by phone or by

5

positive contact if the employee is on shift working at the time of the overtime

6

proffer. When overtime is proffered, within twelve (12) hours in advance of the

7

start of the overtime shift, the employee can accept or decline the overtime

8

and shall be charged for all hours proffered; except if an employee is

9

proffered overtime with less than two (2) hours’ notice and refuses the

10

overtime, he shall not be charged overtime hours for the refusal.

11

12

6. For Full Shift/Day Off Overtime shifts, an employee shall only be offered overtime

13

once for each shift if the employee refuses.

14

15

7. For Full Shift/Day Off overtime an employee shall be given the option to sign up

16

for Day shift, Afternoon shift, and/or Midnight shift overtime using the standard

17

shift start times from Article 14 - Hours of Service of 0600, 1400, & 2200.

18

19

8. For HLD overtime, the employee shall sign up and be awarded their overtime

20

using the automated system between the fifth (5th) and six (6th) hours on an

21

eight (8th) hour shift or the seventh (7th) and eighth (8th) hour on a ten (10) hour

22

shift.

23

24

X. Offering Overtime from the OTL

25

26

1. An employee on his last regular scheduled work day, who works any post shift

27

overtime shall not be eligible to work any additional overtime until the start of his

28

first day off shift.

29

30

2. When the need for overtime arises, the Company shall determine the appropriate

31

classification(s) to perform the work. In addition, the Company shall determine

32

the need to offer the overtime to particular bid areas, shops and shifts. In the

33

event sufficient personnel are not available from the OTL in the bid area to meet

34

the overtime requirements the overtime may be called, if so, in the following

35

order:

36

37

1. Basic Classification

2. Crew Chief within his bid area who has signed up for overtime

3. Once the bid unit overtime lists above have been exhausted, management can

solicit overtime from employees in another bid area that have signed up and

made themselves available for overtime.

ARTICLE 18 - OVERTIME

M&R ARTICLE 18- OVERTIME

118

*Note: Once the above provisions are exhausted, management may use a qualified

1

AMT who has been displaced into an OSM position.

2

3

3. AMT’s on shift shall first be utilized to perform work requiring specialized

4

qualifications agreed to by the Company and the Union; however, if no qualified

5

employees are on shift the Company may offer overtime subject to specialized

6

qualifications provided all hours refused or worked are added to the employee’s

7

OT hours. Some examples of specialized qualifications include but are not limited

8

to; LMP, RII, fuel tank entry, welding, cadmium plating.

9

10

4.

In the event a particular Facilities Maintenance

overtime skill specific list

11

(e.g. Plumbers, Electrician, etc.)

is exhausted, and additional employees are

12

deemed necessary by management, the employees with the lowest

13

number of overtime hours from all remaining skill groups may be proffered

14

“helper” overtime to assist the exhausted skill set. Employees so proffered

15

shall not be charged for refusal.

16

17

5. In the event of new work or a process where the training has begun and hasn’t

18

been completed or where a reasonable opportunity is afforded to everyone to be

19

trained; qualifications can be utilized for overtime selection.

20

21

6. In stations where training isn’t necessary for equipment that normally doesn’t

22

operate into the station (e.g. Diversions); fleet training, taxi-tow, engine run-up

23

qualifications can be utilized for overtime selection.

24

25

7. Once overtime is called, it shall not stop on a refusal, unless the overtime list

26

being used has been exhausted.

27

28

29

4. Low to High in overtime hours Master Basic Classification List from that bid

area and then the Master Crew Chief List from that bid area.

1. Crew Chief

2. Once the bid unit overtime lists above have been exhausted, management can

solicit overtime from employees in another bid area that have signed up and

made themselves available for overtime.

3. Low to High in overtime hours from the Master Crew Chief List from the bid

area of those Crew Chiefs who did not sign up.

4. Upgrade senior Basic Classification volunteer per Article 9 – Filling of

Vacancies within the bid area on the shift, and call Basic Classification to back

fill upgraded position(s).

ARTICLE 18 - OVERTIME

M&R ARTICLE 18- OVERTIME

119

X. Eligibility

1

2

1. Employees who have been scheduled for training immediately prior to their

3

scheduled start times are ineligible for early call-in (ECI); however, they remain

4

eligible for holdover (HLD). Employees who have been scheduled for training

5

immediately following their scheduled stop times are ineligible for HLD; however,

6

they remain eligible for ECI for that shift.

7

8

2. Employees serving a probationary period under Article 10 - Probation are not

9

eligible for overtime.

10

11

3. Employees in a trial period are not eligible for overtime.

12

13

4. Employees on a DAT, comp time, or leaves of absence, regardless of

14

compensation for time off work, are not eligible to work overtime.

15

16

5. Employees on weekly vacation are only eligible for overtime on their regularly

17

scheduled days off.

18

19

6. Employees who utilize hour at a time (HAT) vacation at the beginning of their

20

shift shall not be eligible for ECI and employees who utilize hour at a time (HAT)

21

vacation at the end of their shift shall not be eligible for HLD.

22

23

7. An employee on temporary transfer shall be considered for overtime proffers in

24

his home bid area. He shall also be considered for overtime in the bid area to

25

which he is temporarily transferred after all regular members of that bid area

26

have been proffered overtime.

27

28

8. Employees who are National Guard/Reservists shall not be

considered

29

eligible

and shall not be

charged

during scheduled activity periods, or

30

weekend drills, due to their leave of absence status.

31

32

Y. Charging of Hours

33

34

1. An employee who works/refuses overtime shall be charged on a converted basis

35

for the number of hours proffered. (E.g. 1.5, 2.0, or 2.5 times the number of hours

36

offered)

37

38

2. In the event an employee voluntarily requests to work less than the offered

39

overtime, he shall only be paid for the time that he actually works but will be

40

charged for all hours proffered.

41

42

3. Employees that do not make themselves available by signing up for overtime

43

shall not be charged.

44

45

ARTICLE 18 - OVERTIME

M&R ARTICLE 18- OVERTIME

120

4. In situations where the Company offers overtime by phone and an answering

1

machine or voicemail responds a message shall be left with the overtime offer

2

information and call back number. An employee who does not answer shall be

3

considered “unavailable” and not charged for a refusal; except,

4

5

a. If the employee returns the call and the Company has not completed the OT

6

offer. The employee shall be free to accept the OT and shall be charged.

7

8

b. If the employee returns the call and the Company has not completed the OT

9

offer, and the employee refuse the OT he shall be charged.

10

11

c. If the employee returns the call and the Company has completed the OT

12

offer, and the opportunity for OT is no longer available, the employee shall not

13

be charged.

14

15

Z. Employee Movement and the OTL

16

17

1. An employee returning from any authorized leave of absence shall retain the

18

same number of hours as when he left until such time that the OTL is zeroed.

19

20

2. Employees who move to a new bid area shall receive the average overtime of

21

the new bid area.

22

23

ARTICLE 19 - FIELD TRIPS/TRAVEL PAY

M&R ARTICLE 19- FIELD TRIP/TRAVEL PAY

121

A. When employees engage in field trips from their home station, they shall be paid one

1

and three-quarters times (1.75x) their hourly base rate of pay for all hours worked,

2

traveling, on call, or prep time in accordance with this Article.

3

4

1. All hours worked, traveling, on call, or prep time in accordance with this Article, on

5

a Holiday while on a field trip will be paid at the applicable Holiday rate.

6

7

B. When air travel is required for a field trip, the Company will provide round trip space

8

positive travel. Such travel by air will only be on U.S. carriers operating under FAR

9

Part 121, or carriers under FAR Part 135 (or successor regulations) or foreign air

10

carriers who are members of IATA, or on comparable air operators. (e.g., Lear Jet

11

operators)

12

13

C. No employee will be required to travel on field trips in a single engine aircraft against

14

their wishes.

15

16

D. Employees who are on field trips and who are on-call in excess of four (4) hours or if

17

employees are at a hotel and a hotel shuttle is not available, the Company will provide

18

a Company vehicle or other mode of transportation upon request (i.e. car for hire).

19

The employee will be reimbursed for reasonable transportation expenses by

20

providing receipts.

21

22

E. When an employee accepts a field trip away from his home station, on his scheduled

23

day off, he shall be paid a minimum of eight (8) hours, or ten (10) hours if on a 4/10’s

24

schedule, or twelve (12) hours if on a twelve (12) hour day schedule of compensation

25

at one and three-quarters times (1.75x) their hourly base rate, whether traveling, on

26

call, or working.

27

28

F. If the Company directs the employee(s) to take a rest period after sixteen (16) hours

29

or more on duty, excluding prep time, it will be at a hotel (single occupancy). If the rest

30

period is for an eight (8) hour period, he will be compensated at his base rate of pay

31

for the rest period. If the rest period is less than eight (8) hours he will continue to be

32

paid at the rate of one and three quarters times (1.75x) their hourly base rate of pay.

33

At the end of an eight (8) hour rest period, the employee will be returned to duty at the

34

field trip rate of one and three quarters times (1.75x) their hourly base rate of pay.

35

36

G. If an employee(s) requests a rest period after sixteen (16) hours or more on duty,

37

excluding prep time, it will be for eight (8) hours at a hotel (single occupancy) and the

38

employee will be paid at their base rate of pay for the eight (8) hour rest period. At the

39

end of the eight (8) hour rest period, the employee(s) will be returned to duty at the

40

field trip rate of one and three quarters times (1.75x) their hourly base rate of pay.

41

42

H. If a field trip shall continue so that its termination shall fall less than seven and one

43

half (7 1/2) hours prior to the commencement of the employee’s regular shift, he will

44

not be required to report for his next regularly scheduled shift and will be paid his base

45

hourly rate for all regularly scheduled work hours.

46

ARTICLE 19 - FIELD TRIPS/TRAVEL PAY

M&R ARTICLE 19- FIELD TRIP/TRAVEL PAY

122

1

I. If the field trip is outside of the United States and its territories, the Company will either

2

provide advance payment or arrange for the payment of all expenses for required work

3

permits, visas, inoculations, or any associated fees required to perform the work.

4

5

J. An employee who is required to use a passport in conjunction with travel for a field trip

6

will be entitled to reimbursement for routine passport fees (once per passport renewal

7

cycle).

8

9

K. Field trip work will be distributed among the employees qualified to perform the work

10

necessitating the field trip.

11

12

L. Field Trips may be assigned by management to any location.

13

14

M. An employee involved in a field trip away from his Base station will receive an hourly

15

per diem allowance of two dollars and thirty cents ($2.30) per hour domestic

16

and two dollars and eighty cents ($2.80) per hour international, to cover all incidental

17

expenses (excluding lodging and transportation cost) incurred during such

18

assignments; with an increase of five cents ($.05) per hour on January 1st of each

19

year. The per diem allowance will commence sixty (60) minutes before the scheduled

20

departure of the flight actually taken by the employee, or any earlier flight for which he

21

stood by and will end thirty (30) minutes after the actual gate arrival at his home airport.

22

The time of departure and return will be provided by the employee and included on

23

his expense report for such assignments.

24

25

N. For international field trips, where the employee’s total reimbursable meal and

26

incidental expenses (as established by Company Policy) exceed his total daily per

27

diem allowance and upon submission of actual receipts, the employee shall be

28

reimbursed up to an amount equivalent to the difference between his total daily per

29

diem allowance and the amount provided for under the M&IE rates published by the

30

State Department (www.state.gov).

31

32

O. Within five (5) days after returning to his home station, or at the close of each week in

33

the event an employee is away for a period longer than one (1) week, the employee

34

shall submit an expense report in accordance with Company regulations, and if the

35

employee has returned to his home station, it shall be accompanied by the balance of

36

any expense money advanced, but not accounted for on the expense report.

37

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123

P. Employees called from home, for field trips after completing their regular shift

1

assignment or on a regular day off, will commence his pay two (2) hours for domestic

2

field trips and three (3) hours for international field trips, inclusive of preparatory time,

3

prior to the scheduled departure of the flight and will end thirty (30) minutes after the

4

actual gate arrival at his home airport (definition of international is anywhere a

5

passport is required). Rate of pay will be at one and three-quarters (1.75x) their hourly

6

base rate, and in all possible cases, will be given two (2) hours or more notice before

7

departure time.

8

9

Q. Employees on a regular shift assignment will be allowed time to prepare for a field trip

10

assignment without loss of pay. Field trip rate of one and three-quarters times (1.75x)

11

hourly base rate will commence sixty (60) minutes before the scheduled departure of

12

the flight actually taken by the employee, or any earlier flight for which he stood by

13

and will end thirty (30) minutes after the actual gate arrival at his home airport.

14

15

R. No employee will be required to work alone on a field trip; excluding those who

16

accompany a charter flight(s) on Company aircraft.

17

18

S. An Inspector will be dispatched when field trips are dispatched from a station and

19

when that field trip requires inspection work and no inspector is staffed at the field trip

20

station.

21

22

Note: Inspectors may be dispatched from any inspection station.

23

24

T. For field trips, the Company may assign either Mechanics or Crew Chiefs provided,

25

however, if four (4) Mechanics are sent, one (1) must be a Crew Chief unless the field

26

trip is required at a station where Crew Chiefs are on duty, in which case a Crew Chief

27

need not be sent if the normal Crew Chief to Mechanic ratio will not be exceeded at

28

that station.

29

30

U. The Company may dispatch the eligible on-duty employee, low on the field trip list, for

31

field trips when such field trips involves transportation by common carrier and the

32

scheduled departure is within two (2) hours for domestic and three (3) hours for travel

33

outside the contiguous forty eight (48) states from the time it is determined that the

34

field trip is necessary.

35

36

V. The field trip list will be called for field trips when air taxi or ground transportation is

37

used for travel outside of his home station.

38

39

W. When a crew is dispatched for field trips and the conditions of a field trip change, e.g.,

40

job requirements or additional work, employees who have accepted the trip and agree

41

to the work under the changed conditions, may be utilized.

42

43

X. Quality Assurance Auditors/Planners/Technical Documentation Specialist employees

44

will have their itinerary and work schedule, including known overtime, approved by

45

ARTICLE 19 - FIELD TRIPS/TRAVEL PAY

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124

their supervisor or management representative directing the travel before the

1

commencement of the travel.

2

3

1. Employees may request a cash advance of up to one hundred dollars ($100) prior

4

to the commencement of an international field assignment.

5

6

2. Employees required to travel away from the geographic location of their station are

7

compensated for travel time by the most direct route as follows: All traveling on a

8

workday shall be paid at straight time during normal working hours, additional

9

hours’ travel including waiting will be paid at the applicable overtime rate.

10

11

3. Employees required to travel on any scheduled day off away from his base station

12

will be compensated for all travel time at the applicable overtime rate but in no

13

event for less than four (4) hours.

14

15

4. Employees who are required to travel internationally will be reimbursed for the

16

following normal and customary expenses:

17

18

a. Passport/Renewal, including photos (routine passport fees once per passport

19

renewal cycle)

20

b. TSA Pre Check (Quality Assurance Auditors only)

21

c. Visa

22

d. Inoculations

23

24

FIELD TRIP PROCEDRUES

25

26

A. General

27

28

1. The Field Trip Procedures are applicable at all M&R and MLS stations. These

29

procedures determine how the Company offers and assigns Field Trips.

30

Compensation will be paid in accordance with this Article.

31

32

2. An employee who works a field trip will be charged one (1) hour on the Field Trip

33

List (FTL) for all Field Trip hours paid at the field trip rate. Field Trip hours will be

34

updated on the FTL as soon as practicable, but no later than twenty-four (24) hours

35

after return from the Field Trip.

36

37

3. Employees accepting a Field Trip will report to the area and personnel designated

38

by management.

39

40

4. Employees returning from a Field Trip will report to local management, and if

41

unavailable, notify the MOC MOD for out-processing.

42

43

5. If an employee is by-passed in violation of these procedures or Article 18 of the

44

CBA, the Company will pay the equivalent number of employee(s) with the lowest

45

hours on the Availability List. The award will be the number of hours missed on

46

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125

that Field Trip opportunity at the Field Trip rate and any hours paid at straight time

1

for any rest period. The employee(s) will be charged the appropriate hours on the

2

FTL.

3

4

6. While on the Field Trip, all employees covered under this agreement will assist

5

each other in completing work assignments. When needed, a Technical Crew

6

Chief will only be assigned to a Field Trip to provide technical assistance and

7

guidance, and he will not replace a mechanic or any other employee on the Field

8

Trip.

9

10

7. If a Passport or Visa is required, employees must have them in their possession

11

on Company Property at the time the Field Trip is called in order to be eligible. In

12

locations that require work visas in advance, a local procedure will be established

13

to obtain the work visa.

14

15

8. The FTL will not be zeroed out. Any adjustment to the FTL hours must be mutually

16

agreed upon by the Company and the Association.

17

18

9. The FTL will be maintained separately from the Overtime List (OTL).

19

20

B. Field Trip Lists

21

22

1. Each station will maintain a separate FTL for each Bid Area as applicable (e.g.

23

Generals, Avionics, Stores, Facilities, GSE, Electricians, Plumbers, Tech Crew

24

Chiefs, Crew Chiefs Inspectors, Cleaners, etc.). The FTL will list employees by

25

Field Trip hours charged.

26

27

2. The FTL will list employees in inverse hour order, with those with the fewest hours

28

at the top. In the event two or more employees have the same number of hours,

29

the employee that is higher on the master seniority list will be listed first. Hours

30

charged will be shown in whole hour increments with one to thirty (1-30) minutes

31

or less being rounded down, and thirty-one to fifty-nine (31-59) rounded up.

32

33

C. Field Trip Sign-Up and Selection

34

35

1. It understood that when a Field Trip is required, management will determine which

36

bid area and station the Field Trip is offered. When offering Field Trips

37

management will offer such Field Trip to the employees and bid area that normally

38

perform the scope of work required on the Field Trip. It is also understood that if

39

management determines that the status and scope of the Field Trip requires

40

another bid area to accomplish the work in question, management may dispatch

41

such employees.

42

43

2. Employees who want to be offered Field Trips, will make themselves available by

44

signing up for Field Trips using the electronic tool. In the event the electronic tool

45

experiences an outage, local procedures will be utilized.

46

ARTICLE 19 - FIELD TRIPS/TRAVEL PAY

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126

1

3. Employees can make themselves available on the FTL at any time in advance of

2

the Field Trip Availability list being produced. Only employees making themselves

3

available on the FTL will have their name appear on the Field Trip Availability List.

4

When a Field Trip is required, management will take a time stamped snapshot of

5

the Field Trip Availability List used for solicitation.

6

7

a. Once a time stamped snapshot of the Field Trip Availability List is produced,

8

the first offer for a Field Trip will be made within forty-five (45) minutes.

9

10

b. If the first offer is not made within the first forty-five (45) minutes a new time

11

stamped snapshot of the Field Trip Availability List must be taken.

12

13

4. Employees can use the online tool to sign up for the FTL up to fourteen (14) days

14

in advance. Employees will have the option to sign up to be contacted on the FTL

15

for day, afternoon, and/or night Field Trips.

16

17

5. Flight Mechanic Assignment – Field trips that require a Flight Mechanic may be

18

solicited from the FTL in advance for planning purposes. The Company will meet

19

and confer with the designated Local Union Representative to establish guidelines

20

for the Flight Mechanic Assignment. Personnel requirements may vary depending

21

on client specifications, such as, security and dress code.

22

23

6. Operational Coverage - locations without M&R and/or MLS personnel that require

24

employee(s) for short-term coverage may be solicited from the FTL in advance for

25

planning purposes. The Company will meet and confer with the Association to

26

establish guidelines.

27

28

D. Offering Field Trips from the FTL

29

30

1. When the Company determines the need for a Field Trip, it may also need to

31

require certain qualifications.

32

33

2. Nothing prohibits the Company from cancelling a Field Trip. If a Field Trip is

34

cancelled beyond the end of the employee’s shift, compensation will be in

35

accordance with Article 19, however, those Field Trip hours paid will be charged

36

to the FTL.

37

38

3. In situations where the Company offers a field trip to an employee who is not on

39

the property working, and there is no answer, an answering machine answers, or

40

a message is left on a privacy manager program, then the employee will be

41

considered "unavailable" and not charged for a refusal.

42

43

44

E. Eligibility

45

46

ARTICLE 19 - FIELD TRIPS/TRAVEL PAY

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127

1. For Weekly and Daily Classroom Training: Employees assigned to classroom

1

training while a Field Trip is being solicited will be ineligible for the Field Trip and

2

will not be charged. Upon completion of the training course and return to work, the

3

employee will be eligible. Employees who are scheduled for classroom training

4

immediately following their scheduled stop time(s) are ineligible for a Field Trip and

5

will not be charged.

6

7

2. Employees on vacation are ineligible for Field Trip including their days off prior to

8

their vacation. The employee can make himself available on his days off, after his

9

last scheduled vacation day.

10

11

3. Employees serving a probationary period under Article 10 - Probation are not

12

eligible for Field Trips. An employee on transitional/limited duty or who is otherwise

13

being accommodated must notify management if their restriction(s) prohibit them

14

from performing the work required to accomplish the field trip.

15

16

4. Employees on a Swap will be handled according to Article 15 – Shift Swaps (K).

17

18

5. Any M&R or MLS Association member working as an acting supervisor will not be

19

considered eligible for a Field Trips until completing a full shift in their respective

20

union classification.

21

22

6. Once an employee accepts a Field Trip, he will no longer be eligible for any other

23

Field Trip offered during his shift, unless the previously awarded Field Trip is

24

cancelled by the Company.

25

26

F. Charging of Hours

27

28

1. An employee who accepts a Field Trip will be charged one (1) hour on the Field

29

Trip List (FTL) for all Field Trip hours paid at the field trip rate

30

31

2. If an employee is available at the time of the Field Trip offer and refuses, he will be

32

charged the highest number of hours paid for the field trip within the appropriate

33

bid area.

34

35

3. Employees within the appropriate Bid Area that have made themselves available

36

for a Field Trip and have been bypassed due to qualifications will not be charged

37

for equalization purposes.

38

39

4. An employee who accepts a Field Trip and chooses to return to his home station

40

prior to the completion of the Field Trip will be paid per this Article but will be

41

charged the highest number of hours paid for the Field Trip within their bid area.

42

43

5. An employee who is told to return to his home station, at the Company’s request,

44

will paid per this Article and he will only be charged on the FTL for the hours paid

45

at the field trip rate.

46

ARTICLE 19 - FIELD TRIPS/TRAVEL PAY

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128

1

6. Straight time “rest period” hours that occur for any reason will not be charged on

2

the FTL.

3

4

7. An Employee who has indicated that he has a Passport and refuses a Field Trip

5

that requires a Passport will be charged the highest number of hours paid for the

6

field trip within their bid area.

7

8

G. Employee Movement and the FTL

9

10

Upon completion of the new hire probationary period, or the (90) ninety work day

11

trial period for a transfer from another classification if applicable, the employee will

12

be added to the FTL in classification seniority order with the highest hours plus

13

one (1) hour. Employees returning from a personal leave of absence or from

14

working in a supervisory position will be added back to the FTL with the highest

15

hours plus one (1) hour. All other leaves of absence will return with their previous

16

hours.

17

18

H. Health and Safety Considered:

19

20

When an employee returns from a Field Trip with less than seven and one half 7

21

(½) hours rest prior to the start of a shift swap, the expectation is for the employee

22

to make arrangements to cover or work the shift swap because Authorized Absence

23

will not be paid for a shift swap. If the employee is too fatigued to work, he can

24

request to be relieved of the shift swap at no pay.

25

ARTICLE 20 - TRAINING

M&R ARTICLE 20 – TRAINING

129

A. Any employee who is required by the Company to attend training classes during

1

regular working hours will be paid for time spent in attendance at the classes at his

2

base hourly rate and the time will be deemed as time spent at his regular work for

3

all purposes.

4

5

B. An employee selected for training under these procedures may be designated in

6

the order of his classification seniority, subject to his availability. When the training

7

is applicable only to certain shifts, work locations, shops, or types of work, those

8

employees, up to the number required, will be provided the training. In the event

9

trained employees vacate a shift, work location, shop, or type of work, the

10

Company will determine the training needs of other employees, remaining or filling

11

the vacancies, if any. If additional trained employees are required, the employee

12

assigned to the shift, work location, shop, or type of work will be provided the

13

training. This may cause training assignments out of seniority order.

14

15

1. Nothing in these procedures waives the qualification requirements for

16

employees as set forth in Article 8 - Qualifications.

17

18

2. Nothing in these procedures is intended to change or alter Article 14 - Hours

19

of Service, intra-station transfers, selection for field work, overtime

20

distribution, vacation selection, or holiday work.

21

22

3. In the event a senior employee is not assigned to training, his existing rights

23

under any Article of this agreement will not be affected as a result thereof.

24

25

C. An employee required to travel on any scheduled work day in conjunction with

26

training away from his station, before or after his regularly scheduled shift will be

27

compensated at the applicable overtime rate.

28

29

D. An employee required to travel on any scheduled day off in connection with training

30

away from his residence or his station, will be compensated for all travel time at

31

the applicable overtime rate, but in no event for less than four (4) hours. Travel

32

time in this Article will begin ninety (90) minutes before the scheduled departure of

33

the flight actually taken by the employee, or any earlier flight for which he stood

34

by, and will end thirty (30) minutes after the actual gate arrival at the destination.

35

If the training is at an offsite location, reasonable time will be paid for travel to the

36

location.

37

38

1. If the employee is traveling from/to his residence, which is not his station, in

39

no event will the travel time paid be greater than the scheduled flight time

40

between his station and the training location. Additionally, the employee will

41

be paid ninety (90) minutes for time prior to and thirty (30) minutes for time

42

after the scheduled flight time, as referenced above in paragraph D.

43

44

2. If the training is conducted at his station or in the city of residence,

45

paragraph D does not apply.

46

ARTICLE 20 - TRAINING

M&R ARTICLE 20 – TRAINING

130

1

E. Where a training period results in less than seven and one half (7 1/2) hours rest

2

prior to the employee’s regular shift in the succeeding workday, the employee may

3

choose to work and will be paid the applicable overtime rate or the employee may

4

choose to receive straight time rates until the seven and one half (7 1/2) hour rest

5

period is achieved and will report for the remainder of his scheduled shift.

6

7

F. Training sessions may be scheduled pre-or post-shift for a minimum of one (1)

8

hour up to a maximum of four (4) hours at the applicable overtime rate of pay and

9

will not include any meal period.

10

11

G. Employees who are assigned to an eight (8) hour scheduled training program may,

12

in addition to classroom instructions, be assigned to productive work in connection

13

with the training program.

14

15

H. An employee who consents to attend training on any scheduled day off will be

16

compensated for the training at the applicable overtime rates in Article 18 -

17

Overtime. Training sessions will be no more than eight and one half (8 1/2) hours

18

in length (inclusive of an unpaid meal period) and a minimum of eight (8) hours of

19

pay at the applicable overtime rate on a regularly scheduled day off.

20

21

I. An employee involved in a training away from his station will receive an hourly per

22

diem allowance of two dollars and thirty cents ($2.30) per hour domestic

23

and two dollars and eighty cents ($2.80) per hour international, to cover all

24

incidental expenses (excluding lodging and transportation cost) incurred during

25

such assignments; with an increase of five cents $.05 per hour on January 1st of

26

each year. The per diem allowance will commence sixty (60) minutes before the

27

scheduled departure of the flight actually taken by the employee, or any earlier

28

flight for which he stood by and will end thirty (30) minutes after the actual gate

29

arrival at his home airport. The time of departure and return will be provided by the

30

employee and included on his expense report for such assignments. Such

31

employee will not be entitled to the foregoing hourly per diem during periods of

32

time he has returned to his residence or his station inclusive of travel time during

33

personal time off from training.

34

35

J. For international training where the employee’s total reimbursable meal and

36

incidental expenses (as established by Company Policy) exceed his total daily per

37

diem allowance, upon submission of actual receipts, the employee shall be

38

reimbursed up to an amount equivalent to the difference between his total daily

39

per diem allowance and the amount provided for under the M&IE rates published

40

by the State Department (www.state.gov).

41

42

K. The Company will provide round trip space positive travel, per Company policy, on

43

Company aircraft to and from the training assignment. Upon the employee's

44

request, the Company will also provide round trip space positive travel, per

45

Company policy, on Company aircraft to and from his residence or his station on

46

ARTICLE 20 - TRAINING

M&R ARTICLE 20 – TRAINING

131

his days off while on training assignments away from his station. Such employee

1

will not be entitled to hotel or other expenses away from his station during periods

2

of time he has returned to his residence or his station.

3

4

L. When required to remain overnight to attend training in locations where

5

transportation between the hotel and the training event is not available or meal

6

service is not available at the hotel, the Company will authorize a rental car, taxi or

7

other means of transportation. When a rental car is provided it will be at least a

8

mid-sized car; for every 1 to 4 employee(s). The employee will be reimbursed for

9

all reasonable transportation expenses by providing receipts.

10

11

M. Upon application, an employee will be given an advance by the Company to cover

12

his expenses while away from his station.

13

14

N. Within five (5) days after returning to his station, or at the close of each week in

15

the event an employee is away for a period longer than one (1) week, the employee

16

shall submit an expense report in accordance with Company regulations, and if the

17

employee has returned to his station, it shall be accompanied by the balance of

18

any expense money advanced, but not accounted for on the expense report.

19

20

O. When new equipment or technology is put into service by the Company,

21

employees shall be given the opportunity to be trained, by particular classification,

22

on the new equipment or technology whenever that equipment is maintained or

23

repaired by the Company or the technology is utilized in the maintenance or repair

24

of such equipment by the Company. The Company will make every effort to train

25

sufficient numbers of employees to accomplish this. The Company may utilize

26

those employees trained and qualified based on the needs of the service. An

27

employee selected for training under these procedures may be designated in the

28

order of his Classification seniority, subject to his availability.

29

30

P. When a midnight shift employee with a scheduled shift start time between 2000

31

and 2359 is assigned training outside of his station for one (1) day or more, the

32

Company will change his scheduled shift to either day shift or afternoon shift with

33

weekends off until such training is completed.

34

35

Q. Training normally will be scheduled to provide at least seven (7) days of notice to

36

the employees affected, except in the event of training required to meet

37

unanticipated conditions such as airworthiness directives, fleet campaign

38

directives, or vendor instructions. This provision will not require the notice to

39

employees exercising seniority under Article 11 of this Agreement.

40

41

R. To the extent that work requirements permit, training will be accomplished during

42

the employee's regular working hours.

43

44

S. An employee regularly assigned to a shift of ten (10) hours or greater (e.g. 4-day

45

work week at 10.5 hours per day) who are selected for a multiple day training event

46

ARTICLE 20 - TRAINING

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132

and such training consists of the standard eight-and-one – half (8 1/2) hour per

1

day will be reassigned to the standard five (5) day workweek at eight-and-one-half

2

(8 1/2) hours per day with Saturday and Sunday as their regular days off. The

3

employee will return to their regularly scheduled shift and days off beginning the

4

Monday following the completion of their scheduled training.

5

6

T. Computer based training will be completed on Company computers during working

7

hours.

8

9

U. Each specialized or manufacturer’s training which is for more than five (5) work

10

days may require a stability period of up to one hundred twenty (120) days. Stability

11

periods will begin the day the employee completes specialized or manufacturer’s

12

training. Recurrent or familiarization training will not be considered specialized

13

training.

14

15

V. Employees in a one hundred twenty (120) days stability period may bid positions

16

and will be awarded based on Article 9 – Filling of Vacancies of this agreement. In

17

the event an employee is awarded a position during the stability period the

18

company may withhold that transfer until the completion of his stability period.

19

ARTICLE 21 – ISSUANCE OF SIDA BADGE

M&R ARTICLE 21 – ISSUANCE OF SIDA BADGE

133

A. Renewing SIDA Badge

1

2

1. Employees who renew a SIDA badge at a station shall be permitted to complete

3

the renewal process during their regularly scheduled shift if the SIDA office is open

4

during those shift hours. If an employee’s regularly scheduled shift is other than

5

when the SIDA office is open, the employee shall be paid at straight time for the

6

time required to process the application during their off-duty hours.

7

8

2. If the renewal of an employee’s SIDA badge is delayed and the SIDA badge

9

expires, the employee shall be placed on a personal leave of absence with

10

reinstatement rights for SIDA access for up to ninety (90) days, unless extended

11

by the Company on the basis of extenuating circumstances.

12

13

14

B. Obtaining a New SIDA Badge

15

16

1. Upon notification of transfer or bid award, the Company will provide the employee

17

with a phone number, email address, and the name of the employee’s point-of-

18

contact at their new station. The employee will then contact the new station’s point-

19

of-contact within three (3) business days for instructions/paperwork necessary to

20

get the new SIDA badge. The employee must immediately notify his existing

21

manager that he contacted his new station point-of-contact.

22

23

2. The Company will provide necessary paperwork and/or arrange positive space

24

transportation to the new station within seven (7) business days of the employee

25

making contact with the new station. Should the Company fail to provide necessary

26

paperwork and/or arrange positive space transportation within seven (7) business

27

days of the employee making contact with the new station and notifying his existing

28

manager, the employee will be paid at one and one half times (1.5x) for all normal

29

straight time hours worked until the above requirements are met.

30

31

3. When an employee is required to obtain his SIDA badge, he will be afforded time

32

during his regularly scheduled shift. If an employee is required to obtain his SIDA

33

badge outside of his regularly scheduled shift, he will be compensated at straight

34

time rates. Employees required to travel to obtain their SIDA badge will be

35

compensated for the minimum hours they were scheduled for that day at straight

36

time rates. If the travel time exceeds the employee’s regularly scheduled hours or

37

travel is on his scheduled day off, he will be compensated at straight time rates.

38

39

4. The employee will continue working in his current position at his current station for

40

a time sufficient to allow for the processing of his SIDA badging in his new work

41

location.

42

ARTICLE 21 – ISSUANCE OF SIDA BADGE

M&R ARTICLE 21 – ISSUANCE OF SIDA BADGE

134

5. Following completion of the fingerprinting and SIDA application at his new station,

1

the employee must present verification to his supervisor at his current station that

2

the procedure is complete and he will transfer to the new location in accordance

3

with Article 9 – Filling of Vacancies.

4

5

6. No employee will incur any cost associated with the initial issue or timely renewal

6

of Company or associated Airport/Base required ID badges.

7

8

7. An employee who cannot obtain a SIDA badge at his new station, but can maintain

9

his SIDA badge at his current station, will be allowed to remain in his existing

10

classification and pay status in his bid position at his current station. If an

11

employee cannot maintain his SIDA badge at his current station, the employee

12

shall be placed on a personal leave of absence with reinstatement rights for SIDA

13

access for up to ninety (90) days, unless extended by the Company on the basis

14

of extenuating circumstances.

15

16

8. Other expenses incidental to the transfer will be borne by the employee.

17

ARTICLE 21.1 – BACKGROUND CHECK LOA

M&R ARTICLE 21 – ISSUANCE OF SIDA BADGE

135

RE: BACKGROUND CHECK

1

2

Revised DOR

3

4

Tim Klima

5

Airline Coordinator

6

Transportation Department IAMAW

7

8

Mike Mayes

9

Air Division Director

10

Transport Workers Union of America

11

12

The Union has recently raised the question regarding the Company position should a

13

criminal history records check, as required under the TSA fingerprinting regulations,

14

disclose information regarding criminal activity that is not a disqualifying offense within

15

the meaning of the regulations, i.e., is not on the list of disqualifying offenses included in

16

the regulations or did not occur within the last ten (10) years.

17

18

The answer is that no information obtained in connection with the CHRC will be used for

19

any purpose not permitted under the regulations. We believe that the regulations as

20

presently written do not provide for the use of any information regarding non-disqualifying

21

offenses and/or any offenses that occurred more than ten (10) years before the date of

22

the individual’s application for unescorted SIDA access.

23

24

Sincerely,

25

26

27

James B. Weel

28

Managing Director – Labor Relations

29

American Airlines, Inc.

30

31

32

ARTICLE 22 – HOLIDAYS

M&R ARTICLE 22 – HOLIDAYS

136

A. Employees will observe the following holidays each year: New Year’s Day, Martin

1

Luther King Day, Presidents Day, Memorial Day, Independence Day, Labor Day,

2

Veterans Day, Thanksgiving Day, the day after Thanksgiving, and Christmas Day.

3

The actual day on which the holiday falls will be observed as the holiday.

4

5

1. If a holiday falls on an employee’s day off, that employee will be paid in

6

accordance with paragraph C below.

7

8

2. The Company shall give at least seven (7) days’ notice of any reduction in the

9

required complement on any of the foregoing holidays.

10

11

3. When a full scheduled crew is not required to work on a holiday, employees will

12

be offered the holiday off on the basis of classification seniority, by shift, in the

13

bid area at that location until the reduced complement is achieved. Once the

14

reduced complement is achieved, if the Company then finds it necessary to

15

increase the complement, those employees in the bid area who were not

16

afforded an opportunity to work by reason of such reduction will be asked to

17

work first in order of classification seniority, shift and department prior to

18

utilizing the overtime list.

19

20

4. For pay purposes, the twenty-four (24) hour holiday period shall begin with the

21

starting time of the employee’s regularly assigned shift.

22

23

5. Employees receiving furlough allowance will not receive holiday pay.

24

25

6. For employees who regularly work an eight (8) hour schedule, in addition to the

26

eight (8) hours straight time pay for the holiday, employees who are scheduled

27

to work on a holiday shall be paid at the rate of one and a half (1.5X) times for

28

the first eight (8) paid hours worked or the rate of one and three quarter (1.75X)

29

times for any hours worked during the holiday while on a field trip during their

30

scheduled shift.

31

32

7. For employees who regularly work a ten (10) hour schedule, in addition to the

33

ten (10) hours straight time pay for the holiday, employees who are scheduled

34

to work on a holiday shall be paid at the rate of one and a half (1.5X) times for

35

the first ten (10) paid hours worked or the rate of one and three quarter (1.75X)

36

times for any hours worked during the holiday while on a field trip during their

37

scheduled shift.

38

39

8. Employees who work more than their scheduled hours (overtime or field trip)

40

on a holiday will be paid at the applicable overtime or field trip rate as described

41

in Articles 18 – Overtime or 19 – Field Trips, plus straight time pay for the

42

holiday for all additional hours worked on such holiday.

43

44

9. Employees working a shift swap on a holiday will be paid the rate of one and a

45

half (1.5X) times their regular rate of pay while working the holiday swap.

46

ARTICLE 22 – HOLIDAYS

M&R ARTICLE 22 – HOLIDAYS

137

1

10. In order to be paid for holidays that fall during a given month, employees must

2

be in an active pay status (all hours paid) for eighty (80) hours in such month.

3

For purposes of this paragraph, time spent on unpaid FMLA, military, and

4

occupational injury leaves shall count towards the eighty (80) hour requirement.

5

6

B. An employee who is required to work (scheduled to work) may, at his option and

7

upon notification to his supervisor, elect to work the holiday and be paid at the rate

8

of one and a half (1.5X) times for his regularly scheduled shift hours, or the rate of

9

one and three quarter (1.75X) times for any hours worked during the holiday while

10

on a field trip during their scheduled shift, and receive one (1) compensatory day

11

at his regular straight time rate deposited into their compensatory bank.

12

13

C. Employees not scheduled to work, or scheduled to work, but not required to work

14

on the above-mentioned holidays, will be compensated for the day equal to the

15

number of regularly scheduled hours at their regular straight time rate, or may at

16

their option, receive one (1) compensatory day at their regular straight time rate

17

deposited into their compensatory bank.

18

19

D. If an employee works overtime or a field trip on a holiday that falls on his regular

20

scheduled day off, he will be paid at the applicable overtime or field trip rate as

21

described in Articles 18 - Overtime or 19 – Field Trips, plus straight time pay for

22

the holiday for all hours worked on such holiday.

23

24

E. Any employee wishing to use compensatory day(s) must provide the Company

25

with no less than seven (7) and no more than fourteen (14) days’ written notice.

26

The granting of compensatory day(s) will be made no more than seven (7) days

27

nor no less than five (5) days before the day requested off. The Company will grant

28

the compensatory day(s) off requests up to the vacation ratio. When more than

29

one employee seeks compensatory day(s), Company seniority will govern. Once

30

granted, senior employees will not be permitted to take compensatory day(s)

31

already awarded to a junior employee. If an employee gives less than the required

32

seven (7) days’ notice, the Company will make every effort to grant the

33

compensatory day(s) off requests up to the vacation ratio. If the employee makes

34

a request, which exceeds the ratio, the Company may, at its sole option, grant the

35

compensatory day request.

36

37

F. Compensatory days may be taken in half (1/2) day increments.

38

39

G. The maximum number of compensatory days that may be accrued will be

40

seventeen and one half (17.5) days. Thereafter, no further accrual will be allowed

41

and the employee will be paid for such holiday as described in this Article. When

42

the compensatory day is granted, the employee will be paid the regularly

43

scheduled hours for that day or half the hours if granted a half-day compensatory

44

day.

45

46

ARTICLE 22 – HOLIDAYS

M&R ARTICLE 22 – HOLIDAYS

138

H. The priority for the granting of compensatory time off will be as follows: Day-at-a-

1

Time (DAT) vacation then compensatory day off.

2

3

I. Upon separation from the Company for any reason, any unused accrued

4

compensatory time will be paid at the employee’s then current rate of pay. In case

5

of the death of an employee, the amount due shall be paid to his legal heir or

6

representative.

7

ARTICLE 23 – VACATIONS

M&R ARTICLE 23 – VACATIONS

139

A. All employees covered by this Agreement who have been with the Company for

1

one (1) year or more as of January 1, will be entitled to an annual vacation of two

2

(2) weeks minimum with pay.

3

4

B. Employees must be in an active pay status (all hours paid) for eighty (80) hours in

5

a month to accrue vacation for the month. For purposes of this paragraph, time

6

spent on unpaid FMLA, Military, and Occupational Injury leaves shall count

7

towards the eighty (80) hour requirement. Employees receiving Severance

8

Allowance do not accrue vacation.

9

10

C. Employees on a Leave of Absence will accrue vacation in accordance with Article

11

25 - Leaves of Absence matrix.

12

13

D. Vacation compensation will be based on the classification the employee occupies

14

during his vacation period. Employees who have been with the Company less than

15

twelve (12) months as of January 1, will be entitled to vacation in accordance with

16

the following schedule:

17

18

Complete Months of

19

Service as of January Hours Vacation

20

21

1 Month 8 Hours

22

2 Months 8 Hours

23

3 Months 8 Hours

24

4 Months 16 Hours

25

5 Months 16 Hours

26

6 Months 16 Hours

27

7 Months 24 Hours

28

8 Months 24 Hours

29

9 Months 32 Hours

30

10 Months 32 Hours

31

11 Months 40 Hours

32

12 Months 80 Hours

33

34

E. Vacation allowances as are as follows:

35

36

Vacation accrual in year 2020 and 2021 for use in 2021 and 2022

37

38

Completed

Years of

Service

Monthly

Future

Vacation Days

Max Yearly

Future Vacation

Days

Monthly Future

Vacation Hours

Max Yearly

Future Vacation

Hours

1

1 day

10 days

8 hours

80 hours

4

1.5 days

15 days

12 hours

120 hours

11

2.0 days

20 days

16 hours

160 hours

24

2.5 days

25 days

20 hours

200 hours

29

3.0 days

30 days

24 hours

240 hours

ARTICLE 23 – VACATIONS

M&R ARTICLE 23 – VACATIONS

140

1

Vacation accrual in year 2022 for use in 2023 and all years thereafter

2

3

Completed Years

of Service

Monthly

Future

Vacation Days

Max Yearly

Future Vacation

Days

Monthly Future

Vacation Hours

Max Yearly

Future Vacation

Hours

1

1 day

10 days

8 hours

80 hours

4

1.5 days

15 days

12 hours

120 hours

11

2.0 days

20 days

16 hours

160 hours

17

2.5 days

25 days

20 hours

200 hours

24

3.0 days

30 days

24 hours

240 hours

4

F. It is understood that vacation accruals shall be due from January 1, after the

5

employee completes required specified years of service period.

6

7

G. Employees will be permitted to select their vacation in a shop, station, or

8

department in which they are employed in accordance with their Company

9

Seniority. The three (3) basic shifts will be recognized for vacation selection

10

purposes; however, where mutually agreed to between the Company and the IAM

11

General Chairman/TWU Local President, vacations may be selected by other than

12

shift in a shop, station or department.

13

14

H. The Company will submit to the Union at each shop/bid area function and location

15

by October 15th the vacation schedule for the succeeding year. Employees may

16

reserve up to one hundred twenty (120) hours of earned vacation to be taken one

17

(1) or more days at a time (DAT). Any changes to the number of DAT days the

18

employee had the previous year must be made by midnight, November 1st.

19

Employees who do not elect to change the number of DAT days will have the same

20

number of DAT days as in the previous year. Employees will have up to December

21

1st to choose vacation periods, and the Company shall post the vacation

22

assignments as indicated from the employee's preferences by December 20th.

23

24

I. The Company will allow a minimum of one (1) employee off for every forty (40)

25

weeks accrued vacation in a job classification by shift. For example: One (1) to

26

forty (40) weeks, one (1) employee will be off; forty-one (41) to eighty (80) weeks,

27

two (2) employees will be off, etc. Vacation will be bid by Classification as follows:

28

29

M&R

30

1. Inspector

31

32

2. Technical Crew Chief Aircraft Maintenance Technician

33

34

3. Crew Chief Aircraft Maintenance Technician - Aircraft Maintenance

35

Technician

36

37

4. Overhaul Support Mechanic

38

ARTICLE 23 – VACATIONS

M&R ARTICLE 23 – VACATIONS

141

5. Crew Chief Cleaner - Cleaner

1

2

6. Technical Crew Chief Plant Maintenance mechanic (GSE/Facilities)

3

4

7. Crew Chief Plant Maintenance mechanic (Facilities)

5

6

8. Crew Chief Plant Maintenance mechanic (GSE)

7

8

9. Plant Maintenance mechanic (Facilities) – Maintenance Support Person

9

10

10. Plant Maintenance mechanic (GSE) – Maintenance Support Person

11

12

11. Senior/Quality Assurance Auditor

13

14

12. Senior/Maintenance Planner

15

16

13. Senior/Technical Document Specialists

17

18

a. However, Crew Chiefs will bid vacation on a separate list when the total Crew

19

Chiefs vacation accrual on a basic shift within a bid area is twenty (20) weeks or

20

more. When Crew Chiefs are bid on a separate list all Crew Chief vacation periods

21

designated for DAT will be included for purposes of establishing the allowable

22

number or employees off under the one (1) to forty (40) ratio. Where the Company

23

elects to make additional vacation weeks available above the one (1) to forty (40)

24

ratio, such weeks will be posted subject to the needs of service.

25

26

J. The first eighty (80) hours of vacation designated as DAT each year will not be

27

included, for the purpose of establishing the allowable number of employees off,

28

under the one (1) to forty (40) week ratio. It is further agreed that a single list will

29

be utilized for vacation bidding when the total accrued weeks within the above job

30

classifications in any shop, function or location do not total forty (40) weeks.

31

32

K. The vacation selection ratio finalized on December 1, shall not be revised unless

33

an increased complement of employee vacation weeks exceeds the remaining

34

open vacation weeks for the year.

35

36

L. An employee may split vacation in periods of not less than one week consistent

37

with vacation scheduling. This selection must be made in between normal days

38

off. Once the initial list has been finalized, an employee may be permitted to take

39

five (5) consecutive days of vacation over the period of two (2) different

40

workweeks, provided a written request is submitted thirty (30) days prior to the

41

vacation period and the vacation ratio is maintained in both weeks.

42

43

M. An employee's scheduled days off immediately following his vacation will be the

44

same as his scheduled days off immediately preceding his vacation.

45

46

ARTICLE 23 – VACATIONS

M&R ARTICLE 23 – VACATIONS

142

N. Any employee wishing to use DAT vacation day(s) must provide the Company with

1

no less than seven (7) and no more than fourteen (14) days written notice. The

2

granting of DAT vacation will be made no more than seven (7) days nor no less

3

than five (5) days before the day requested off. The Company will grant the DAT

4

vacation day(s) and compensatory day off requests up to the vacation ratio, as

5

described in this Article. When more than one employee seeks DAT vacation,

6

Company Seniority will govern. Once granted, senior employees will not be

7

permitted to take DAT vacation day(s) already awarded to a junior employee. If an

8

employee gives less than the required seven (7) day notice the Company will make

9

every effort to grant the DAT vacation day(s) off requests up to the vacation ratio.

10

If the employee makes a request, which exceeds the ratio, the Company may, at

11

its sole option, grant the DAT vacation day request. (Also see Article 15 – Shift

12

Swap, DAT Swap)

13

14

1. DAT days may be taken in half (1/2) day increments or one (1) hour

15

increments (HAT).

16

17

2. Compensatory days may be taken in half (1/2) day increments based on the

18

needs of service as determined by the Company.

19

20

3. An employee will not be granted DAT vacation on a holiday, regular day off

21

(RDO), or during a bid vacation period.

22

23

4. If a Crew Chief/Senior is granted DAT vacation, the Company may upgrade,

24

subject to the terms of the Agreement, a Mechanic (or other employees as

25

may be appropriate) to replace the Crew Chief /Senior for the DAT day(s).

26

27

5. Any DAT vacation which has not been used by the end of the calendar year

28

will be paid to the employee no later than four (4) weeks from January 1 in

29

the following year.

30

31

6. Priority for granting DAT vacation time-off will be as follows: DAT, then

32

compensatory day.

33

34

O. Vacation accrued through the last day of work will be paid to any employee leaving

35

the service of the Company because of retirement, reduction in force, resignation,

36

or discharge. In case of the death of an employee, the amount due shall be paid

37

to his legal heir or representative.

38

39

P. Any employee on active military leave, in lieu of pay, may bank accrued vacation

40

for up to a maximum of one (1) year’s accrual. Employees who elect to bank

41

vacation under these provisions must take the banked vacation in the year of their

42

return where practicable. Where not practicable banked vacation must be taken in

43

the year following their return to work. Block vacation not used will be paid to the

44

employee no later than four (4) weeks from January 1 in the following year.

45

46

ARTICLE 23 – VACATIONS

M&R ARTICLE 23 – VACATIONS

143

Q. Regularly scheduled days off or recognized holidays at the beginning or end of a

1

vacation period will not be considered as part of the vacation period, but if

2

recognized holidays fall within an employee's vacation period, the employee will

3

exercise one of the following options and will indicate which option prior to starting

4

the vacation:

5

6

1. Receive holiday pay for holiday(s) and extend vacation by applicable

7

number of day(s),

8

or

9

10

2. Receive no holiday pay for holiday(s), extend vacation by applicable

11

number of day(s) and bank applicable number of compensatory day(s),

12

13

or

14

15

3. Receive vacation pay on holiday(s), do not extend vacation and bank

16

applicable number of compensatory day(s).

17

18

4. Extensions will occur on the first regularly scheduled work day(s) following

19

the vacation period unless local management approves granting the

20

extension on the last regularly scheduled work day(s) before the vacation

21

period.

22

23

5. Extensions of vacation resulting from this provision will not be counted

24

toward the allowable number of employees off, as described in this Article.

25

26

R. Requests for vacation leave will be granted, so far as possible, on the basis of

27

Company seniority at the shop, location, station, or department. However, senior

28

employees will not be permitted to take vacation leave already awarded to a junior

29

employee.

30

31

S. Employees shall be given vacation pay prior to taking vacation if requested,

32

provided the employee makes application in writing to his immediate supervisor at

33

least two (2) weeks prior to starting vacation.

34

35

T. The Company will make every effort, consistent with the needs of the service, to

36

allow employees required to move to a different shop, station, or department as a

37

result of a reduction in force, to take the vacation period they had in their previous

38

bid area.

39

40

U. The Company will permit employees moving to a different shift within their bid area

41

to take their previously bid vacation period to their new shift.

42

43

V. Bid vacation periods may not be cancelled, unless another vacation period can be

44

simultaneously awarded. Employees who continue to be out on Medical and/or OJI

45

Leaves who have accrued unused vacation will be paid out, no later than four (4)

46

ARTICLE 23 – VACATIONS

M&R ARTICLE 23 – VACATIONS

144

weeks from January 1 in the following year. Upon request, an employee on Medical

1

Leave (who is not receiving a disability payment) who has exhausted his sick leave

2

and has accrued unused vacation may obtain a payout within thirty (30) days from

3

date of request.

4

5

W. Any employee on vacation will not have his job bid and will remain status quo on

6

the overtime list.

7

8

X. Vacation week vacancies that become available, after the normal bidding cycle is

9

complete, as a result of bid awards, exercise of seniority, leave of absence, or

10

selection change shall be posted within the shop, station, or department on the

11

Wednesday immediately following such change for a period of seven (7) calendar

12

days. An employee entering a shop, station, or department, who has not yet

13

moved, may bid and be awarded available vacation week vacancies provided the

14

available vacation week(s) begins on or after the report date of the new

15

assignment. At the close of such period the bid will be awarded to the successful

16

senior bidder. It is further understood that should the vacation ratio be exceeded

17

for any reason, the vacation period will not be posted or considered open.

18

19

Y. The last week in a year shall be treated as follows for vacation scheduling. If the

20

week (Sunday through Saturday) has a majority of days within the current year,

21

the entire week will be added to the current year for vacation selection. If the week

22

has a majority of dates during the following year, the entire week will be available

23

for vacation selection during the following year.

24

ARTICLE 24 – SICK LEAVE

M&R ARTICLE 24 – SICK LEAVE

145

A. Employees with more than one (1) month service with the Company will accrue eight

1

(8) hours of sick leave credit for each month (excluding the months of June and

2

October) of service up to a maximum of sixteen hundred (1600) hours credit.

3

Employees must be in an active pay status (All hours paid) for eighty (80) hours in a

4

month to accrue sick leave for the month. For purposes of this paragraph, time spent

5

on Military, Occupational Injury leaves, or unpaid FMLA leaves shall count towards

6

the eighty (80) hour requirement. Employees receiving Severance Allowance do not

7

accrue sick leave.

8

9

B. Employees shall be paid at one hundred percent 100%, beginning with and including

10

the first (1st) day of any illness, provided they have sick leave remaining in the bank.

11

12

C. During an illness, the number of hours paid will be charged against the accumulated

13

hours, and eight (8) hours credit for each succeeding month (excluding the months of

14

June and October), of service shall again be credited to the employee until the total

15

credit again reaches sixteen hundred (1600) hours. Sick leave usage within a pay

16

period will be reflected on the employee's pay stub.

17

18

D. The Company will provide a sick leave balance on employee pay stubs. The seniority

19

roster will also show accumulated sick leave credits.

20

21

E. Employees who have more than, sixteen hundred (1600) hours in their sick bank as

22

of DOR, will be grandfathered and will not accrue sick leave until such time their sick

23

leave bank drops below sixteen hundred (1600) hours.

24

25

F. An employee unable to report for duty will, unless prevented by reasons beyond his

26

control, notify his immediate supervisor, or other central point set up for reporting

27

purposes by the Company, as far in advance of the scheduled starting time of his shift

28

as possible.

29

30

G. The employees and the Union recognize their obligation of being truthful and honest

31

in preventing unnecessary absences or other abuses of sick leave privileges.

32

Employees may be required to present confirmation of illness, and the Company

33

reserves the right to require, when in doubt of a bona fide claim, a physician's

34

certificate to confirm such sick claim. Employees who abuse sick leave privileges may

35

be subject to disciplinary action by the Company.

36

37

H. Except as specified in K (2) of this Article, only hours absent due to illness or injury

38

of the employee, which are not compensable under the applicable Worker's

39

Compensation Laws, will be paid from his allowed sick leave. Payment will be based

40

on the employee's regular hourly rate.

41

42

I. The intended purpose of the sick leave benefit is to protect the earnings of the

43

employee during necessary absence from work due to illness or injury, and to aid the

44

employee in meeting bills when sickness or injury have temporarily taken away his

45

ability to work.

46

ARTICLE 24 – SICK LEAVE

M&R ARTICLE 24 – SICK LEAVE

146

1

J. Employees are not eligible for sick pay on a designated holiday. Holiday as used in

2

this Article, is defined as the twenty-four (24) hour period beginning with the

3

employees’ regular scheduled shift.

4

5

K. During an employee's absence due to an occupational illness or injury, compensable

6

under the applicable Workers’ Compensation Law, will receive from the Company

7

the following benefits:

8

9

1. For the first twenty (20) workdays absent, the difference between his regular

10

hourly rate of pay and Workers’ Compensation payments, if any.

11

12

2. At the conclusion of the period referred to in (1) above, an employee drawing

13

Workers’ Compensation may, at his option, draw upon his accrued sick leave,

14

up to the extent of his accrual, at the rate of up to one-half ( 1 / 2 ) regular

15

pay. Provided, however, the sum of such Workers’ Compensation weekly

16

payments plus such sick pay benefits will not exceed the employee's regular

17

base weekly pay. Corresponding deductions will be made from his available sick

18

leave accrual. Deductions will be to the nearest 0.1 of an hour up to a maximum

19

of one-half day of sick leave.

20

21

3. These benefits will be in lieu of any other payment provided for in this Article

22

for all absences due to the same illness or injury.

23

24

L. Upon separation from the Company, an employee will be paid ten-dollars and eighty

25

cents ($10.80) for each hour of accrued sick leave in his sick bank.

26

27

M. To the fullest extent permitted by law, this Agreement shall operate to waive the

28

provisions of any sick leave laws that are inconsistent with the terms of this

29

Agreement, and shall supersede and be considered to have fulfilled all requirements

30

of such laws. To the extent applicable law is inconsistent with the terms of this

31

Agreement, and such law is not waivable, an employee shall be entitled to the more

32

generous sick leave protections provided by applicable law or this Agreement.

33

ARTICLE 25 - LEAVES OF ABSENCE

M&R ARTICLE 25 – LEAVES OF ABSENCE

147

A. All requests for leaves of absence, or extensions, shall be submitted to the Company,

1

in writing on the proper form. The Company will provide a monthly report to the Local

2

Committee/TWU Local President, listing the employees covered by this Agreement

3

who are on a leave of absence

4

5

B. Personal Leave of Absence

6

7

When the requirements of the operation will permit, an employee may be granted an

8

unpaid Personal Leave of Absence, referred to as "PLOA," for any period of up to one

9

(1) year. A request for PLOA must be submitted to the Company in writing in

10

accordance with paragraph (A) above. The request will state the reason for the leave

11

and the duration of the leave. An approved PLOA will be granted in writing and will

12

specify the expiration date of the leave. When a PLOA is granted, the employee will

13

retain and continue to accrue seniority during the entire period of the leave.

14

15

1. If the initial leave is requested for less than one (1) year and the requirements of

16

the operation will permit, a PLOA may be extended for additional periods such that

17

the total leave does not exceed one (1) year. A request for an extension of a PLOA

18

must be submitted and approved prior to the expiration date of the current leave.

19

20

2. An employee on a PLOA may submit a request to terminate his leave prior to the

21

expiration date of the leave. The request must be in writing, and the Company’s

22

response to the request will be in writing.

23

24

3. Based on the requirements of the operation, the Company may cancel any PLOA

25

at any time prior to the expiration date of the leave. In the event the Company

26

elects to cancel a PLOA, the affected employee will be notified in writing not less

27

than fourteen (14) days prior to the effective date of the cancellation.

28

29

C. Adoption/Maternity/Paternity Leave

30

31

Upon request, and when accompanied by the required documentation substantiating

32

the need for such leave, an employee will be granted an unpaid

33

adoption/maternity/paternity leave of absence of up to eight (8) weeks, and for any

34

additional period that may be required by applicable law. For maternity leave, the

35

employee must exhaust all sick time before going unpaid.

36

37

1. Adoption leave will commence on the date the employee takes custody of the child

38

or the date the child is placed in the employee’s home. Maternity/paternity leave

39

will commence on the day the infant is born.

40

ARTICLE 25 - LEAVES OF ABSENCE

M&R ARTICLE 25 – LEAVES OF ABSENCE

148

2. The Company may require adoption/maternity/paternity leave to run concurrently

1

with FMLA leave (if such leave otherwise qualifies as FMLA leave). If the

2

employee has exhausted or exhausts FMLA Leave prior to or during this eight (8)

3

week period, the Company will grant adoption/maternity/paternity leave of up to,

4

but no more than, eight (8) total weeks from the birth or adoption of the child unless

5

an additional period is required by applicable law.

6

7

D. Family Medical Leave Act

8

9

1. Employees will be eligible for leave from work pursuant to the terms of the Family

10

and Medical Leave Act (FMLA) of 1993, as amended. When approved FMLA

11

leave is taken for an employee’s own qualifying serious health condition, the

12

employee must exhaust all sick time and may also, at his option, use any accrued

13

vacation or comp time before being placed on unpaid status.

14

15

a. When approved FMLA leave is taken for any other reason provided for

16

under FMLA, the employee may at his option, use accrued vacation or comp

17

time prior to going unpaid but cannot use sick time unless required by state

18

law. An employee granted a leave of absence under the provisions of

19

FMLA, referred to as a Family Leave of Absence or "FMLA," will retain and

20

continue to accrue seniority during the leave.

21

22

E. Union Leave

23

24

Employees accepting full time employment with the Union (TWU Local Officers,

25

District Lodge Representatives, IAM/TWU International Representatives) shall, during

26

such employment, be granted an indefinite leave of absence by the Company. Such

27

leave will not affect the seniority status of the employee and all employee benefits

28

shall continue in effect during his leave of absence.

29

30

1. For any other employee(s), who are required for bona fide Union business, leaves

31

of absence of thirty (30) days or more, will be granted, if a written request is

32

submitted to the employee's supervisor, at least thirty (30) days (or less if mutually

33

agreed to) in advance to accommodate the request. This advance notice

34

requirement will also apply to any request for an employee to attend a Union

35

Convention. When the employee is on Union business there will be no interruption

36

to the employee’s pay and benefits, but the Company will bill the Union as

37

applicable, for the employee’s salary plus an eight percent (8%) override for tax

38

and benefit related expenses. Failure of the responsible party to pay the billing will

39

result in the termination of the union leave for the affected employee.

40

ARTICLE 25 - LEAVES OF ABSENCE

M&R ARTICLE 25 – LEAVES OF ABSENCE

149

2. For any other employee(s), who are required for bona fide Union business, of less

1

than thirty (30) days will be granted reasonable time off if a written request is

2

submitted to the employee's supervisor in advance to accommodate the request.

3

When the employee is on Union business there will be no interruption to the

4

employee’s pay and benefits, but the Company will bill the Union as applicable, for

5

the employee’s salary plus an eight percent (8%) override for tax and benefit

6

related expenses. Failure of the responsible party to pay the billing will result in the

7

termination of the Union leave for the affected employee.

8

9

F. Medical Leave of Absence

10

11

1. Any employee who has exhausted all sick leave, and continues to be absent due

12

to sickness or non-occupational injury in excess of fourteen (14) days, will be

13

placed on unpaid medical leave of absence using the standard leave of absence

14

form, and must present proper medical documentation detailing reason(s),

15

physical limitations, time limits, etc. When an employee is placed on an unpaid

16

medical leave of absence due to sickness or injury, the Company will send the

17

employee, via certified U.S. Mail to the employee’s last known address and return

18

receipt or equivalent carrier, unless the employee mutually agrees to electronic

19

communication, a personal information package within ten (10) days from the start

20

of the unpaid leave including a letter advising of his unpaid leave status, benefit

21

information, and notice of the requirement for medical substantiation.

22

23

2. An employee granted an indefinite medical leave, which does not detail time limits,

24

shall at the end of the first one hundred eighty (180) day period reconfirm his

25

sickness or physical disability. If the sickness or disability continues, the employee

26

may be required to reconfirm his medical condition, at the end of each one hundred

27

eighty (180) day period.

28

29

3. Employees, who exhaust sick leave, due to sickness or occupational injury and

30

are placed on an unpaid medical leave of absence, will remain eligible for group

31

health benefits for twelve (12) months at the active Company subsidized rates

32

provided he pays his share of the cost as if active. At the end of the twelve (12)

33

months the employee can continue coverage if he pays the full cost up to the length

34

of the leave.

35

36

4. Employees not returning from Medical leave due to sickness or occupational injury

37

within five (5) years will be deemed to have resigned from their position. This,

38

however, shall not be automatic. Instead, the Company, upon request from the

39

employee prior to the expiration of the five-year (5) term, shall consider whether

40

an additional period of leave of a specific duration may be reasonable. The

41

Company will provide one hundred eighty (180) days written notification prior to

42

the expiration date of the five (5) year period. The notification will be made via

43

certified U.S. Mail return receipt or equivalent carrier to the employee’s last known

44

address.

45

ARTICLE 25 - LEAVES OF ABSENCE

M&R ARTICLE 25 – LEAVES OF ABSENCE

150

G. Employees on sick leave, personal leave, authorized Union business leave, medical

1

leave of absence, or occupational injury leave for more than ninety (90) work days will

2

return to work in accordance with the provisions of this Article.

3

4

1. An employee returning from an authorized leave of absence, or extension thereof,

5

will be returned to the Bid Work Area and Shift held when the leave was granted.

6

If the job no longer exists, or has been filled by a more senior employee, he shall

7

exercise his seniority within his bid area by bumping the junior employee in the bid

8

area. In the event that a returning employee causes another employee to be

9

bumped, the junior employee on the overage shift will be required to bump the

10

junior employee in the bid area.

11

12

H. Military Leave

13

14

1. Employees will receive a maximum of eighty (80) hours free from

15

duty each calendar year for annual reserve or guard duty. Such leave will not

16

count against the employee’s vacation. The Company will pay the employee the

17

difference between his regular pay and the amount received from the military.

18

Employees will be required to provide the Company with a copy of their military

19

orders and will be required to submit to the Company proof of the amount of pay

20

received from the military within fourteen (14) days after the employee

21

returns. This amount (excluding expenses) will be deducted from the employee’s

22

next paycheck. While an employee is active in the reserve or guard, he will have

23

his days off adjusted, if requested seven (7) days in advance, to attend weekend

24

drill duty.

25

26

I. Political Leave

27

28

1. Any employee elected or appointed to a full-time governmental office (i.e.,

29

Federal, State, Local) will be granted a political leave of absence not to exceed

30

the term of office, or subsequent reelection or reappointment. The application for

31

a political leave must be made in writing to the Company, with a copy to the

32

Union. An employee granted a political leave will retain and accrue classification

33

seniority for the period of the leave, however, no other Company benefits or

34

privileges will be granted or accrued, nor will time on political leave constitute

35

continuous service for pension plan benefits. Employees granted a political

36

leave must give thirty (30) days notice of intent to return.

37

38

J. Jury Duty

39

40

1. An employee who is called for jury service will be excused from work for the

41

days on which he is required to serve and will receive for each day of jury service

42

on which he would have been regularly scheduled to work, the difference

43

between his regular hourly earnings and the actual payment received for jury

44

service. Employees must present proof of jury service and the amount of pay

45

received therefore, if any. When an employee is required to call in or called for

46

ARTICLE 25 - LEAVES OF ABSENCE

M&R ARTICLE 25 – LEAVES OF ABSENCE

151

such service, he will be transferred to the day shift with Saturday and Sunday

1

as his regular days off. With the completion of his jury service, said employee

2

will return to his former shift and days off, beginning the next week.

3

4

K. Bereavement Leave

5

6

1. Upon providing proper documentation, employees shall be allowed three (3)

7

work days off without loss of pay if they suffer a death in their immediate family,

8

and up to two (2) additional unpaid days upon request (for a total of five (5)

9

days). Immediate family for the purposes of this Paragraph shall include:

10

11

Spouse, Domestic Partner

Children and stepchildren (dependent/non-dependent)

Children and stepchildren (dependent/non-dependent) of Domestic

Partner

Son in-law/daughter-in-law

Parents/step-parents

Parents/step-parents of spouse/Domestic Partner

Siblings, step-siblings, siblings-in-law

Sibling, step-siblings, siblings-in-law of spouse/Domestic Partner

Grandparents/step-grandparents/grandparents-in-law

Grandparents/step-grandparents/grandparents-in-law of Domestic

Partner

Grandchildren/step-grandchildren

Grandchildren/step-grandchildren of Domestic Partner

Legal guardian/Former legal guardian

Other family members permanently living in the household

If an employee, spouse, or Company recognized domestic partner

experiences a medically documented miscarriage

12

2. To the extent that Company policy provides more expansive bereavement

13

leave benefits, those benefits will be applied to employees covered by this

14

Agreement.

15

16

L. Any employee on personal, medical, or occupational leave of absence, of more than

17

seven (7) consecutive days, engaging in gainful employment not provided for in this

18

Article without written permission from the Company and the Union, or engaging in

19

activities which may bring discredit to the Company or its employees, shall be deemed

20

to have resigned and his name stricken from the seniority roster.

21

22

23

24

ARTICLE 25 - LEAVES OF ABSENCE

M&R ARTICLE 25 – LEAVES OF ABSENCE

152

M. Unless otherwise specified, employees not returning from any leave (except Medical

1

due to sickness or occupational injury, Military, Union or Political) within three (3) years

2

will be deemed to have resigned from their position. This provision does not apply to

3

furloughs.

4

5

N. An employee on any leave of absence will physically report to his station on his first

6

scheduled workday following the expiration of the leave. It is the responsibility of the

7

employee to contact the Company prior to the expiration of his leave of absence to

8

ensure that he knows his schedule and assignment. Failure to report or to secure a

9

renewal of a leave of absence will terminate the leave of absence and his employment.

10

It is the responsibility of the Company to inform the employee of the expiration date of

11

any approved leave of absence. The Company will also inform the employee of the

12

procedures regarding any benefits while on his leave.

13

14

O. Any written communication between the Company and an employee on a leave of

15

absence will be via certified or registered United States mail, return receipt requested,

16

or by United Parcel Service or equivalent, confirmation of delivery requested.

17

18

1. Any change in address must be filed promptly in accordance with Company Policy.

19

20

2. The rights of an employee on a leave of absence under the provisions of this

21

Article, in regard to the maximum duration of a leave, Company seniority accrual,

22

classification seniority accrual, pay seniority accrual, vacation accrual, sick leave

23

accrual, credited service for pension, and reinstatement rights are listed in the

24

chart that follows.

25

26

27

28

29

30

31

32

33

34

35

36

37

38

39

40

41

42

43

44

45

46

ARTICLE 25 - LEAVES OF ABSENCE

M&R ARTICLE 25 – LEAVES OF ABSENCE

153

Unpaid -

FMLA

Medical

Leave

Personal

Leave

Unpaid

Adoption

- Baby

bonding

Military

Leave

Union

Leave

Political

Leave

Occupati

onal IOD

Leave

Furlough

Leave

Duration of

Leave

In

accordance

with

applicable

law

Up to 5

years

Up to 12

months

Up to 8

weeks or

In

accordanc

e with

applicable

law

Up to 5

years - or in

accordance

with

Federal

Law

Up to 12

months

or term

of office

Term of

Office

Up to 5

years

Life Time recall

Class

Seniority

accrual

Duration of

Leave

Duration of

Leave

Duration

of Leave

Duration

of Leave

Duration of

Leave

Duration

of Leave

Duration

of Leave

Duration

of Leave

Accrue up to 5

years - Retain

thereafter

Pay Seniority

accrual

Duration of

Leave

Duration of

Leave

Up to 60

calendar

days

Duration

of Leave

Duration of

Leave

Duration

of Leave

Up to 60

calendar

days

Duration

of Leave

Up to 90

calendar days

Company

Seniority

accrual

Duration of

Leave

Duration of

Leave

Duration

of Leave

Duration

of Leave

Duration of

Leave

Duration

of Leave

Duration

of Leave

Duration

of Leave

Duration of

Leave

Sick accrual

Duration of

Leave

Up to 60

calendar

days, then

retain

No

accrual,

Retain

Up to 60

calendar

days, then

retain

Duration of

Leave

Duration

of Leave

No

accrual,

Retain

Duration

of Leave

No accrual,

Retain

Vacation

accrual

Duration of

Leave

Up to 60

calendar

days, then

retain

Up to 60

calendar

days, then

retain

Up to 60

calendar

days, then

retain

Duration of

Leave

Duration

of Leave

None

Duration

of Leave

None

Medical

/Dental

Insurance

Active rates

for duration

of leave

12 months -

same as

active rates,

(inclusive of

FMLA

Leave),

then full

rates for

duration of

leave

Full rates

for

duration of

leave

Full rates

for

duration of

leave

In

accordance

with

USERRA,

Active rates

for duration

of leave

Active

rates for

duration

of leave

Cobra

Eligible

12 months

- same as

active

rates,

(inclusive

of FMLA

Leave),

then full

rates for

duration of

leave

Active

coverage ends

90 days after

last

compensable

day under

Agreement,

then Cobra

begins

Life

Insurance

Active rates

for duration

of leave

Active rates

for duration

of leave

Active

rates for

duration of

leave

Active

rates for

duration of

leave

In

accordance

with

USERRA,

Active rates

for duration

of leave

Active

rates for

duration

of leave

Eligible

to

convert

to

individual

policy

Active

rates for

duration of

leave

Active

coverage ends

90 days after

last

compensable

day under

Agreement

then may

convert

Travel

Privileges

Per

Company

Policy

Per

Company

Policy**

Per

Company

Policy

Per

Company

Policy

Per

Company

Policy

As if

active

None

Per

Company

Policy

After last

compensable

day under

Agreement,

three (3) years

for employee &

Family - all

others per

Company

Travel Policy

** For Medical Leave of Absence only: In the event the Company plans to modify the travel privilege policy that applies to an Association represented

employee on a Medical Leave of Absence, the Company will meet and discuss the modification(s) with the Association to reach a mutual agreement

and the Association agrees that it will not unreasonably withhold their agreement.

1

ARTICLE 26 - LIMITED DUTY

M&R ARTICLE 26 – LIMITED DUTY

154

A. Employees who are injured in the service of the Company or have restrictions as a

1

result of an off the job illness or injury, after the effective date of this agreement, will

2

be allowed to work in accordance with the following, at their station, based on their

3

classification seniority:

4

5

1. The Company will provide indefinite limited duty to employees providing that their

6

restrictions are such that they can perform substantially all the essential elements

7

of their job.

8

9

2. Employees who are able to perform reasonable productive work within their

10

classification, but not substantially all the essential elements of their normal work

11

classification will be provided limited duty for up to ninety (90) work days for an

12

injury on the job or sixty (60) work days for an off the job illness or injury to the

13

extent that there is meaningful work available.

14

15

3. Where the employee’s medical restrictions are such that the employee is unable

16

to perform reasonable work within their classification, and where the Company

17

determines that productive work (for which the employee is qualified) exists, then

18

such work may be assigned for periods not to exceed sixty (60) work days during

19

the recuperative process.

20

ARTICLE 26.1 - LIMITED DUTY LOA

M&R ARTICLE 26 – LIMITED DUTY

155

Attachment 26.1

1

2

December 5, 2017

3

4

Tim Klima

5

Airline Coordinator

6

Transportation Department IAMAW

7

8

Mike Mayes

9

Air Division Director

10

Transport Workers Union of America

11

12

Limited Duty

13

14

During the discussions leading to the Joint Collective Bargaining Agreement (JCBA) for

15

Fleet Service, Maintenance & Related employees, and Stores/MLS, the following was

16

agreed to as it relates to Limited Duty.

17

18

The Company agrees that any employee on limited duty as a result of an injury on the

19

job or a personal illness or injury suffered, prior to the effective date of the Joint

20

Collective Bargaining Agreement (JCBA) agreement, will be grandfathered under the

21

limited duty terms that applied at the time of the injury or illness and will continue to

22

receive the benefits of such provisions.

23

24

If the above accurately reflects your understanding of our agreement, please indicate by

25

signing below.

26

27

If you have any questions, please let me know.

28

29

Sincerely,

30

31

32

James B. Weel

33

Managing Director – Labor Relations

34

American Airlines, Inc.

35

36

Agreed to:

37

38

____________________ _____________________

39

Tim Klima Mike Mayes

40

Airline Coordinator Air Division Director

41

Transportation Department IAMAW Transport Workers Union

42

43

44

ARTICLE 27 - FITNESS FOR DUTY

M&R ARTICLE 27 – FITNESS FOR DUTY/MEDICAL EXAMINATIONS

156

A. Employees may be required to submit to a Company paid Medical examination at the

1

time of employment and any time two (2) or more members of management concur

2

there is a serious question as to an employee's physical or mental condition that may

3

impair the performance of his duties or pose a safety hazard to himself, other

4

employees, or customers. The employee will be notified in writing which will include

5

an explanation of the reason(s) for the evaluation. The employee shall be furnished a

6

copy of the Company's Medical Examiner's report in writing.

7

8

B. Any information obtained by or as a result of a Company's medical examination shall

9

be strictly confidential between the Company, its insurance carriers, the Company's

10

doctor, and the employee, and shall not be divulged to any other person without the

11

written permission of the employee unless required by subpoena, court order or other

12

legal process. This information will be limited to the reason for the medical

13

examination as described in paragraph A.

14

15

C. During the time the employee is absent from work under the provisions of this Article,

16

he will be compensated at his regular rate of pay, for his regularly scheduled shifts,

17

exclusive of shift trades, inclusive of seniority and benefits.

18

19

D. Should the employee be deemed fit for duty the Company will return him to work

20

immediately and restore him to his former position consistent with his seniority.

21

22

E. If the Company’s Medical Examiner determines that the employee is able to return to

23

work with restrictions, the Company will then engage in a conversation with the

24

employee, to determine whether it is reasonable to return the employee to work with

25

restrictions. Upon request of the employee, a Union Representative may participate

26

in the conversation.

27

28

1. If the Company determines it is not reasonable to return the employee to work with

29

restrictions, the employee may appeal the findings of the Company’s Medical

30

Examiner under the provisions of paragraph G of this Article, in writing, within

31

seven (7) days of the Company’s notification to the employee.

32

33

F. When an employee fails to pass the Company's medical examination, the employee

34

may appeal such actions under the provisions of paragraph G of this Article, in writing,

35

within seven (7) days of receipt of the Company's Medical Examiner's report.

36

37

G. When an employee appeals under this Article, he shall have a review of his case as

38

follows:

39

ARTICLE 27 - FITNESS FOR DUTY

M&R ARTICLE 27 – FITNESS FOR DUTY/MEDICAL EXAMINATIONS

157

1. The employee may employ a Medical Examiner, of his own choosing and expense,

1

for the purpose of conducting a physical/mental examination covering the

2

problem(s) and/or conditions covered by the Medical Examiner employed by the

3

Company which found the employee unfit for duty. The employee must take all

4

necessary steps to schedule this exam in an expeditious manner.

5

6

2. A copy of the findings of the Medical Examiner chosen by the employee shall be

7

furnished to the Company and in the event that such findings verify the findings of

8

the Medical Examiner employed by the Company, no further review of the case

9

shall be afforded. If the employee’s Medical Examiner determines that the

10

employee is able to return to work with restrictions, and the Company’s Medical

11

Examiner subsequently agrees, the Company will then engage in a conversation

12

with the employee to determine whether it is reasonable to return the employee to

13

work with restrictions. Upon request of the employee, a Union Representative may

14

participate in the conversation. If the Company’s Medical Examiner does not agree

15

with the employee’s Medical Examiner that the employee can return with

16

restrictions, then the employee may seek review by a neutral Medical Examiner in

17

accordance with Paragraphs G (3) and G (4) below.

18

19

3. In the event that the findings of the Medical Examiner chosen by the employee

20

disagrees with the findings of the Medical Examiner employed by the Company,

21

the Company will, at the written request of the employee, ask that the two (2)

22

Medical Examiners agree upon and appoint a third neutral Medical Examiner,

23

preferably a specialist, for the purpose of making a further medical examination of

24

the employee to determine his fitness for duty. The employee must submit the

25

written request within seven (7) days of receipt of the findings of his Medical

26

Examiner.

27

28

4. The neutral Medical Examiner shall then make a further examination of the

29

employee in question, and the case shall be settled on the basis of such findings.

30

If the neutral Medical Examiner determines that the employee is able to work with

31

restrictions, the Company will then engage in a conversation with the employee to

32

determine whether it is reasonable to return the employee to work with restrictions.

33

Upon request of the employee, a Union representative may participate in the

34

conversation. Copies of such Medical Examiner's report shall be furnished to the

35

Company and to the employee.

36

37

5. The expense of the third Medical Examiner will be borne by the Company including

38

all expenses related to travel such as airfare and hotel. If the employee fails to

39

show for the scheduled appointment and has no justifiable reason, he will be

40

responsible for any no show fee. This paragraph also applies to employees

41

required to submit to an initial Company medical examination outside of their

42

domicile.

43

ARTICLE 27 - FITNESS FOR DUTY

M&R ARTICLE 27 – FITNESS FOR DUTY/MEDICAL EXAMINATIONS

158

H. The Company’s obligation to compensate an employee who is out of work under this

1

Article shall cease upon the earlier of an employee’s failure to appeal within the

2

specified time limits, failure to attend/schedule appointments or based on a Medical

3

Examiner’s findings as specified above. The Company, however, may excuse an

4

employee’s failure to attend scheduled appointments if it concludes the employee had

5

a justifiable reason.

6

ARTICLE 28 - SAFETY AND HEALTH

M&R ARTICLE 28 – SAFETY AND HEALTH

159

A. The Company hereby agrees to maintain safe, sanitary and healthful conditions in all

1

facilities and to maintain at all times a registered first aid station to take care of its

2

employees in case of accident or illness.

3

4

B. The Company agrees to furnish good drinking water and sanitary fountains will be

5

provided. The washrooms will be kept in good repair and in a clean, dry and sanitary

6

condition. The Union and employees recognize their duty and responsibility to assist

7

in maintaining safe, healthful and sanitary conditions. Shops and washrooms will be

8

properly lighted, ventilated and heated. Individual lockers will be provided for all

9

employees where adequate space and facilities are reasonably available.

10

11

C. In order to eliminate, as much as possible, accidents and illness, a Joint Safety

12

Committee composed of an equal number of Union representatives, not more than

13

five (5), and Company representatives, not more than five (5), will be established at

14

each location in the system where employees are stationed. It will be the duty of the

15

Joint Safety Committee to:

16

17

1. Receive and review Company accident, injury and job related illness reports

18

pertinent to the Safety Committee investigation, and make recommendations to

19

prevent recurrence. (Safety Committee members will receive copies of available

20

monthly summaries of employee accidents and injuries and have access, upon

21

request, to specific Company reports resulting from employee on the job accidents

22

or injuries).

23

24

2. Receive and investigate complaints regarding unsafe and unsanitary working

25

conditions and make recommendations to resolve the hazards and complaints.

26

The Employee/Union Representative should first notify and discuss any safety

27

complaint with his immediate supervisor/manager. Management will address the

28

safety concern in a reasonable time frame and will advise the Employee or Union

29

Representative of the action taken. If the action taken is not satisfactory to the

30

Employee or Union Representative, it will be forwarded to the Joint Safety

31

Committee (JSC) for further review with information from the company reporting

32

system.

33

34

3. See that all applicable sanitary and safety regulations are complied with.

35

36

4. Make recommendations for the maintenance of appropriate sanitary and safety

37

standards.

38

39

5. In the event that the Joint Safety Committee is unable, within sixty (60) days, to

40

resolve an issue which has been brought to its attention, either the Company or

41

the Union may submit the issue to the System Joint Safety Committee which will

42

constitute a board to review the issue. In cities where an APC (Accident Prevention

43

Council) exists, TWU Local President/IAM General Chair will appoint a

44

representative(s) to participate on the APC. Prior to sending an issue to the System

45

ARTICLE 28 - SAFETY AND HEALTH

M&R ARTICLE 28 – SAFETY AND HEALTH

160

Joint Safety Committee, all safety issues will be first submitted to the APC for

1

resolution.

2

3

6. The System Joint Safety Committee will consist of two (2) full time Association

4

Ground Safety Directors paid by the Company, and an equal number of

5

representatives of the Company’s Safety office. If the issue is not resolved by the

6

System Joint Safety Committee, either representative may submit the issue on

7

appeal to the System Board of Adjustment in accordance with the provisions of

8

Article 33(B) of the Agreement.

9

10

D. The Company, Union and employees will cooperate towards a prevention of work-

11

related accidents and the furtherance of an aggressive safety program.

12

13

E. The Joint Safety Committee shall meet at least once a month to resolve safety issues

14

and review corrective action taken for all lost time accidents, which may have

15

occurred. Reasonable time off, without loss of pay, will be allowed for Union members

16

of the Local Joint Safety Committee to investigate and handle safety complaints

17

related to their locations.

18

19

F. Union members of the Joint Safety Committee will function in an advisory capacity

20

and will be informed of all lost time accidents. The Joint Safety Committee will be given

21

advance notification of testing and will be provided with the results of environmental

22

air, noise and contaminants testing. The Company will post such results in the

23

appropriate location in non-technical terms. The Company shall continue to post

24

OSHA Form 200 for review by the Union at each of its locations.

25

26

G. The Joint Safety Committee may monitor the Company's application and compliance

27

with state, municipal and federal safety and sanitary regulations. The Joint Safety

28

Committee may also make recommendations for the maintenance of appropriate

29

safety and sanitary standards.

30

31

H. Both the Union and the Company shall encourage employees to utilize the Joint Safety

32

Committee for all unresolved safety related matters.

33

34

I. Both the Union and the Company shall cooperate in seeking resolutions to help reduce

35

the accident frequency and severity rates.

36

37

J. No employee will be required to work under unsafe or unsanitary conditions. Proper

38

and modern safety devices shall be provided for all employees working on hazardous

39

or unsanitary work, such devices to be furnished by the Company. Employees will not

40

be required to use unsafe tools or equipment. However, employees will be expected

41

to report unsafe tools or equipment to a supervisor before refusing to use such

42

defective tools or equipment. The Company will furnish protective apparel, equipment

43

and devices to all employees required to work with acids or chemicals that are

44

injurious to clothing or employees.

45

ARTICLE 28 - SAFETY AND HEALTH

M&R ARTICLE 28 – SAFETY AND HEALTH

161

K. Employees injured while at work shall be given medical attention at the earliest

1

possible moment, and employees shall be permitted to return to work without signing

2

any release of liability pending the disposition of settlement of any claims for damage

3

or compensation. Such injured employees who are able to work will be allowed to

4

obtain medical attention without loss of time. It is the responsibility of the injured

5

employee to report an injury to his immediate supervisor or if unavailable, another

6

member of management, during the work period in which the injury occurred, if or as

7

soon as physically possible.

8

9

L. The Company will provide Personal Protective Equipment (PPE) to employees who

10

work in areas where PPE is required by the Company or Government

11

Statutes/Regulations. Employees will be required to use or wear the devices in

12

performing that work.

13

14

M. The Company will provide employees with prescription and/or non-prescription safety

15

glasses for use at work, Employees provided prescription glasses must provide their

16

own prescription. One (1) pair of prescription glasses will be provided each two (2)

17

year period unless damaged in the performance of their duties or due to a prescription

18

change. The Company will involve the System Joint Safety Committee in the selection

19

of vendor and/or products to be utilized by the employees.

20

21

N. Employees covered by this Agreement shall not be required to work on aircraft or

22

ground equipment outside of hangars during inclement weather when hangar space

23

is available to the Company. This clause shall not apply to work on aircraft or ground

24

equipment for immediate service or on such equipment (e.g., jet-way) that cannot be

25

easily brought to a hangar. Suitable rain suits or protective outer garments shall be

26

kept available at all shops or points by the Company.

27

28

O. In the event of a work place accident that results in loss of life, or limb, the Association

29

Ground Safety Directors shall be notified by the Company of the incident as soon as

30

possible by e-mail, text message and/or phone call. Upon notification the Association

31

Ground Safety Directors, shall be deployed to the accident scene on a space positive

32

basis and be permitted to conduct an investigation, in conjunction with the Company,

33

of the accident on behalf of the injured member.

34

35

P. A Union representative of the Joint Safety Committee at the effected location will be

36

informed of any OSHA enforcement activity and will participate in any OSHA

37

workplace inspection, conferences or hearings without loss of time possible.

38

ARTICLE 29 – BENEFITS

M&R ARTICLE 29 – BENEFITS

162

The following represents the terms of the health and welfare benefit coverage for eligible

1

employees represented by the TWU/IAM Association, and this coverage replaces and

2

supersedes the previous health and welfare benefit provisions.

3

4

A. LIFE INSURANCE – Active Employees

5

6

The Company will provide the following life insurance coverage for TWU/IAM Association

7

represented active employees:

8

9

1. For an employee whose base monthly salary is $1,500 or more, his basic life

10

insurance coverage will be $70,000 and the premiums will be paid by the

11

Company.

12

13

2. The Company will offer additional, employee paid voluntary life insurance

14

coverage, per Company policy, for which the coverage and the rates will be no

15

less than any other represented workgroups.

16

17

B. HEALTHCARE COVERAGE - Employees

18

19

The Company will provide the following healthcare coverage for eligible TWU/IAM

20

Association represented employees under the American Airlines, Inc. Health & Welfare

21

Plan for Active Employees (“Medical Plan”) (with medical coverage being referred to

22

herein as “Employee Medical Coverage”):

23

24

1. The Company will offer the following two (2) medical coverage options in the

25

Medical Plan (i) the Standard option; and, (ii) the Core option which is a Health

26

Savings Account-compatible medical plan option. The Company reserves the right

27

to amend the Medical Plan at the Company’s sole discretion, with the exception

28

of:

29

30

a The Standard option plan design features in the Chart of Medical Plan

31

Coverage Option Design Features in Paragraph B (11)

32

33

b The employee contribution methodology for the Standard and Core options

34

described in Paragraphs B (4) and B (6);

35

36

2. If the Company offers the High Cost Coverage (“HCC”) option in the Medical Plan

37

in any plan year, employees eligible to enroll in the Standard or Core options will

38

be eligible to enroll in the High Cost Coverage option with the same plan design

39

and cost share as offered to other represented workgroups. If HCC is offered, part-

40

time employees will be offered the same option as full-time employees and at the

41

same contribution rates. If a more favorable cost share and/or plan design, in the

42

aggregate, for the HCC if offered, is provided to another represented workgroup,

43

such cost share and/or plan design elements shall be provided to the Association

44

represented employees. The Company reserves the right to amend or terminate

45

the High Cost Coverage option, at its sole discretion.

46

ARTICLE 29 – BENEFITS

M&R ARTICLE 29 – BENEFITS

163

1

3. Advance notice of material Medical Plan changes will be provided to TWU/IAM

2

Association prior to implementation. At least thirty (30) days prior to the distribution

3

of the Medical Plan’s annual enrollment materials, the Company will provide the

4

TWU/IAM Association with a copy of the data, assumptions, and methodologies

5

used to calculate employee contributions under the Standard and Core options.

6

7

4. Aggregate employee contributions for the Standard and Core options in the

8

Medical Plan will be twenty-one percent (21%) of the total projected cost of each

9

forecasted year of healthcare expenses for these two (2) Medical Plan options

10

(which include medical/prescription and administrative expenses) as calculated by

11

the Company Employee contributions for the Standard and Core options will

12

increase with medical inflation with employee contributions set as explained above.

13

The High Cost Coverage option inflation and employee contributions will be

14

calculated separately from the Standard and Core options if such plan is offered.

15

16

5. The Association and the Company have agreed that a review committee will be

17

established to review plan administrative changes to the Standard option. This

18

committee will have the right of appeal to the Sr. Vice President - Human

19

Resources in the event of a dispute.

20

21

6. The Association and the Company will participate on a joint committee to develop

22

programs and procedures which will reduce the rate of increase in cost in order to

23

minimize the impact on employees.

24

25

7. Part-time employees will be offered the same Standard and Core options as full-

26

time employees and at the same contribution rates.

27

28

8. Chart of Coverage Tiers:

29

30

Coverage Tiers

Contribution Multiplier

Employee Only

1.0

Employee + Spouse

2.6

Employee + Child(ren)

1.8

Employee + Family

3.5

31

The multiplier for the Coverage Tiers is based on the Employee Only coverage

32

tier.

33

ARTICLE 29 – BENEFITS

M&R ARTICLE 29 – BENEFITS

164

9. New hire employees eligible for healthcare coverage will default to the Medical

1

Plan’s Core option for Employee only coverage on their eligibility date unless the

2

employee waives coverage or elects another healthcare coverage option or level

3

of coverage offered during the initial enrollment period.

4

5

10. To the extent the Company is offering incentives in any plan year to employees for

6

participating in a wellness program, employees enrolled in the Standard and Core

7

options will be eligible for those incentives provided they meet the criteria (as

8

established by the Company in its discretion) for earning the incentive.

9

10

11. Chart of Medical Plan Coverage Option Design Features for 2020:

11

12

Standard

Core

Current Plan Design Features

Health Spending Accounts

HRA

In Network Deductible

(Single/Family)

$850/$2,550

Out of Network Deductible

(Single/Family)

$3,000/$9,000

Coinsurance (In/Out)**

20%/40%

In Network Out of Pocket Max

(Single/Family)

$2,000/$5,000

Out of Network Out of Pocket

Max (Single/Family)

$6,000/$15,000

Primary Care Physician

Copay (In Network only)

$30*

40% out of Network

Specialist Copay (In/Out)

20%/40%

Retail Clinics Copay (In/Out)

20%/40%

Preventive Care

$0

Emergency Room

Ded/Coins/$100 CoPay

Pharmacy (Retail)

Generic

20% ($10 min/$40 max)

Formulary Brand

30% ($30 min/$100 max)

Non-Formulary Brand

50% ($45 min/$150 max)

Pharmacy (Mail)

Generic

20% ($5 min/$80 max)

Formulary Brand

30% ($60 min/$200 max)

Non-Formulary Brand

50% ($90 min/$300 max)

2020 Monthly Contributions

EE Only

$108.78

$96.70

EE + Spouse

$282.84

$251.43

EE + Child(ren)

$195.81

$174.06

EE + Family

$380.75

$338.47

*Deductibles and co-insurance apply if provider is out-of-network.

13

ARTICLE 29 – BENEFITS

M&R ARTICLE 29 – BENEFITS

165

**(In/Out) when used in the chart means In-Network and Out-of-Network,

1

respectively.

2

3

The following provisions apply to the Standard option:

4

5

a. Deductibles do not apply toward Out of Pocket maximum;

6

7

b. Medical coinsurance applies towards Out of Pocket maximums;

8

9

c. Pharmacy coinsurances do not apply towards deductibles, but do apply

10

towards Out of Pocket maximums;

11

12

d. Co-pays do not apply to the deductible.

13

14

12. If a more favorable cost share and/or plan design, in the aggregate, for the

15

Standard or Core options, is provided to another represented workgroup, such cost

16

share and/or plan design elements shall be provided to the Association

17

represented employees.

18

19

13. The Company has the right to amend any provision in the Medical Plans for the

20

purpose of complying with applicable laws and regulations.

21

22

14. Employees will be required to timely pay for all benefits, including Flexible

23

Spending Account (FSA) contributions, in order to maintain coverage, including

24

while on a Leave of Absence, through payroll deduction, the direct bill process or

25

other collection process as applicable.

26

27

15. Notwithstanding the foregoing Paragraphs B.1-14, the Company will provide the

28

following healthcare coverage for certain Legacy US Airways employees under the

29

American Airlines, Inc. Health Benefit Plan for Certain Legacy Employees (the

30

“Legacy US Airways Medical Plan”):

31

32

a. Legacy US Airways employees enrolled in the Legacy US Airways Medical

33

Plan immediately prior to DOR will continue to be eligible to participate in the

34

Legacy US Airways Medical Plan, subject to the following:

35

36

i. The PPO80/60 option will be a coverage option under the Legacy US

37

Airways Medical Plan.

38

39

ii. The PPO90/70 option will be a coverage option under the Legacy US

40

Airways Medical Plan until it sunsets on December 31

st

of the year in which

41

the Agreement becomes amendable. Provided, however, that if the

42

amendable date falls within or after the annual enrollment period occurring

43

in the Amendable Year, participants in the PPO90/70 option will have the

44

option to remain in the PPO90/70 option until December 31

st

of the year

45

ARTICLE 29 – BENEFITS

M&R ARTICLE 29 – BENEFITS

166

following the Amendable Year, after which time the PPO 90/70 option will

1

not be offered.

2

3

iii. The Legacy US Airways Medical Plan PPO100/80 option will sunset on

4

December 31, 2020. If participants in the PPO100/80 option do not elect a

5

new coverage option during the open enrollment in the year the PPO100/80

6

sunsets, such participants will be defaulted into PPO80/60option coverage

7

for the following year.

8

9

b. The Legacy US Airways Medical Plan will not be open to new participants,

10

including new hires and transfers who are not already enrolled in the Legacy

11

US Airways Medical Plan, on and after DOR; provided, however, that the

12

following will have a one-time opportunity to enroll in the Legacy US Airways

13

Medical Plan during the 2020 annual enrollment:

14

15

(i) Eligible Legacy US Airways employees who, as of DOR, who are

16

not, enrolled in the Legacy US Airways Medical Plan.

17

18

(ii) Eligible employees in the following accreted groups as of DOR:

19

Central Load Planners, Tower/Operations/Control Center

20

Coordinators, Quality Assurance Auditors, Aircraft Maintenance

21

Planners, Technical Documentation Specialists, Bill of

22

Work/EO/AD Planners, Material Planners, and AOG-MCU

23

Planners, Maintenance Training Specialists.

24

25

F. If a participant in the Legacy US Airways Medical Plan ceases to participate in

26

any option of the Plan for any reason, the participant will not be able to re-enroll

27

in the Legacy US Airways Medical Plan.

28

29

G. Employee contribution methodology and plan design features for the Legacy

30

US Airways Medical Plan including prescription drugs will be those in the 2014

31

Collective Bargaining Agreements between US Airways and the IAM, covering

32

Mechanic and Related, MTS, and Fleet Service.

33

34

H. Existing benefits under the Legacy US Airways Medical Plan will not be

35

decreased during the term of this Agreement.

36

37

I. Employee contribution rates will be the same for part-time employees and full-

38

time employees.

39

40

J. The Company shall have discretion to offer participants incentives to exit the

41

Legacy US Airways Medical Plan.

42

ARTICLE 29 – BENEFITS

M&R ARTICLE 29 – BENEFITS

167

K. In the event that the TWU/IAM Associations or the IAM should lose

1

representation rights for a specific employee group through a representation

2

election conducted by the National Mediation Board (“NMB”), the Company

3

shall immediately have the right to eliminate, alter, modify, or merge with an

4

existing plan, the Legacy US Airways Medical Plan provided under this

5

Agreement for the specific employee group whose representation has

6

changed.

7

8

C. DENTAL COVERAGE

9

10

The Company will provide the following dental coverage for TWU/IAM Association

11

represented active employees:

12

13

Chart of Dental Coverage Design Features for 2020:

14

15

Plus

Basic

Current Plan Design Features

In Network Deductible

$0 – Preventive

$50 – All other

$0 – Preventive

$50 – All other

Out of Network Deductible

$75

Annual Maximum – In

Network

$2000

$1000

Annual Maximum – Out of

Network

$1500

$750

Orthodontia – Lifetime

Maximum – In Network

$2000

$1000

Orthodontia – Lifetime

Maximum – Out of Network

$1500

$750

Preventive Co-insurance – In

Network

100%

Preventive Co-insurance –

Out of Network

80%

Basic Co-insurance – In

Network

80%

50%

Basic Co-insurance – Out of

Network

50%

Major Co-insurance – In

Network

80%

50%

Major Co-insurance – Out of

Network

50%

Orthodontia – Co-insurance –

In Network

50%

Employee Cost Share

23%

ARTICLE 29 – BENEFITS

M&R ARTICLE 29 – BENEFITS

168

2020 Monthly Contributions

EE Only

$8.31

$5.98

EE + Spouse

$17.20

$12.38

EE + Child(ren)

$18.62

$13.41

EE + Family

$29.42

$21.18

1

The Company has the right to amend the dental plan for the purpose of complying with

2

applicable laws and regulations. If more a favorable cost share and/or plan design, in the

3

aggregate, is provided to another represented workgroup, such cost share and/or plan

4

design elements shall be provided to the Association represented employees.

5

6

D. VISION COVERAGE

7

8

1. The Company will provide the following vision coverage to TWU/IAM Association

9

represented active employees.

10

11

2. The Company will offer a voluntary, employee funded vision plan, and such plan

12

will be available at the same contribution rates as other represented workgroups.

13

The plan design features of the vision plan will be at the discretion of the Company.

14

15

E. DISABILITY COVERAGE

16

17

Long Term and Short-Term Disability options are described in Parties Long Term

18

Disability (LTD)/Short Term Disability (STD) Plan Letter of Agreement.

19

20

F. MEDICAL COVERAGE – Retirees

21

22

The following is effective for all TWU/IAM Association represented employees retiring on

23

or after DOR:

24

25

1. Notwithstanding any other collective bargaining agreement provisions, and all

26

other agreements, past practices, and arbitration awards between the parties, the

27

Company is not required to maintain, fund, or provide for retiree medical insurance

28

benefits.

29

30

2. For retiree medical coverage for retirees ages 55 through 64: Eligible employees

31

retiring on or after age fifty-five (55) with five (5) years of service and through age

32

sixty-four (64) will have access to a Company-sponsored retiree medical plan

33

option. Retiree contribution rates for this coverage will be one hundred percent

34

(100%) of projected annual expenses (which includes administrative expenses)

35

using data, assumptions, and methodologies for calculating future retiree

36

healthcare costs.

37

38

3. Retiree medical coverage shall cease when the retired employee attains age sixty-

39

five (65). Retirees age sixty-five (65) and over will be offered access to purchase,

40

ARTICLE 29 – BENEFITS

M&R ARTICLE 29 – BENEFITS

169

at the retiree’s expense, a guaranteed issue Medicare supplement plan through a

1

third-party administrator, to the extent available.

2

3

G. SICK LEAVE CONVERSION TO HEALTH RETIREMENT ACCOUNT

4

5

The Company shall establish a Health Reimbursement Account (“HRA”) for eligible

6

TWU/IAM Association represented retirees who:

7

8

1. Meet the retirement criteria of the 65-point plan or equivalent policy and retire from

9

the Company;

10

and

11

12

2. Gives the Company at least four (4) months’ advance notice of the employee’s

13

intent to retire.

14

15

For each such eligible retiree, the Company will credit to a notional HRA account the

16

value of the eligible retiree’s accumulated unused sick leave hours at the time of

17

retirement multiplied by the 50% of the hourly rate of the retiree at the time of retirement.

18

The HRA account credits may be used for qualified retiree medical expenses for any

19

qualified retiree medical plan. The HRA account credits may only be used to reimburse

20

the retiree for unreimbursed, substantiated, qualified medical expenses of the retiree

21

and/or eligible dependents up to the retiree’s HRA account credit balance.

22

23

The HRA must comply with all applicable laws and regulations. The Company will be

24

responsible for drafting and maintaining the HRA plan documents(s) and will have

25

discretion over all plan-related items not addressed in the Agreement. The Company

26

shall have the right to amend any provision of the HRA plan that is required by applicable

27

law or is necessary to maintain the tax qualified status of the plan.

28

29

H. LIFE INSURANCE - Retirees

30

31

The Company is not required to maintain, fund, or provide for retiree life insurance

32

benefits.

33

ARTICLE 29 – BENEFITS

M&R ARTICLE 29 – BENEFITS

170

I. NON-INCORPORATION

1

2

Notwithstanding the terms described above, the Company’s employee benefits plans are

3

not incorporated in this Agreement.

4

5

J. TOOL BOX INSURANCE

6

7

The Company will provide and pay for insurance coverage against the loss by fire

8

or theft of complete tool box and contents owned by mechanic employees while

9

such is on Company premises for use in connection with work and while in transit

10

to or while being used in connection with a field service assignment. Employees

11

covered under this provision must provide a complete tool inventory and valuation.

12

It shall be the employee's responsibility to provide tool inventory updates on any

13

additions or deletions in order to maintain a current summary at all times.

14

15

This insurance coverage shall be provided with a maximum coverage of:

16

17

$5,000--------------------Rollaway, Tool Box, Tote Tray and Contents

18

$2,000--------------------Tool Box, Tote Tray and Contents

19

$1,000-------------------Tote Tray and Contents

20

21

with a one hundred dollar ($100.00) deductible provision.

22

23

Losses under the policy will be settled by the Company through its insurance

24

company with the employee bearing the one hundred dollars ($100.00) deductible.

25

Recovery of losses will be provided by either a new comparable tool and box

26

replacement or cash reimbursement after discussion with the employee.

27

28

K. BOMB SCARE INSURANCE

29

30

No employee will be required to participate in a bomb scare investigation against

31

his wishes. The Company will provide death and disability insurance coverage as

32

set forth below, applicable if the employee suffers death or permanent disability

33

while on duty and a bomb explosion is the proximate cause of such death or

34

disability.

35

36

Death $500,000

37

Total Permanent Disability $500,000

38

Total Loss of Two members $500,000

39

Total Loss of One member $250,000

40

41

Member, as used herein, is defined as an arm, leg or eye.

42

ARTICLE 29 – BENEFITS

M&R ARTICLE 29 – BENEFITS

171

L. TRAVEL WHILE ON WORK ASSIGNMENT

1

2

Employees who are required to travel at the discretion of the Company to a base

3

or location other than their assigned base in the performance of their work shall be

4

covered by one hundred thousand dollars ($100,000) of life insurance coverage

5

for accidental death from any cause. Said coverage shall commence from the time

6

he leaves his assigned base and shall continue in force until he returns to his

7

assigned base at the completion of such travel.

8

9

M. TEST FLIGHT INSURANCE

10

11

Employees who are required to participate in test flights shall be covered by a

12

standard aviation accident insurance policy with a death benefit of not less than

13

one hundred fifty thousand dollars ($150,000) paid by the Company.

14

ARTICLE 30 – RETIREMENT

M&R ARTICLE 30 – RETIREMENT BENEFITS

172

A. The following represents the terms of the retirement benefits for eligible TWU/IAM

1

Association represented employees, and this coverage replaces and supersedes

2

previous retirement provisions.

3

4

For purposes of this Retirement Article:

5

6

1. The term “IAM Designated Employees” shall mean all eligible employees

7

participating in the IAM National Pension Fund immediately prior to DOR

8

regardless of location and all eligible employees hired by the Company on

9

or after DOR at a base, station, or location designated by the Association

10

as an IAM location, irrespective of future relocation, and in a job

11

classification covered by any TWU/IAM Association Agreement.

12

13

2. The term “TWU Designated Employees” shall mean all employees eligible

14

to receive employer matching contributions under the American 401(k) Plan

15

immediately prior to DOR and all eligible employees hired by the Company

16

on or after DOR at a base, station, or location designated by the Association

17

as a TWU location, irrespective of future relocation, and in a job

18

classification covered by any TWU/IAM Association Agreement

19

20

B. IAM National Pension Fund

21

22

1. All IAM Designated Employees will be eligible to participate in the IAM

23

National Pension Fund. For each IAM Employee participating in the IAM

24

National Pension Fund, the Company will contribute the following

25

Contribution Rate for each hour for which employees in all job classifications

26

covered by this Agreement are entitled to receive pay under this Agreement:

27

28

DOR Pension

Rates, 2% in out

years rounded to

nearest .05

DOR

DOR +12

mos.

DOR +24

mos.

DOR +36

mos.

DOR +48

mos.

AMT, Inspector,

MOC, Planner,

QAC, Tech Doc

$2.95

$3.00

$3.05

$3.15

$3.20

Utility

$1.65

$1.70

$1.75

$1.80

MTS

$3.30

$3.35

$3.45

$3.50

$3.60

Stock Clerk / MLS

$1.90

$1.95

$2.00

$2.05

Full Time Fleet

$1.70

$1.75

$1.80

$1.85

Part Time Fleet

$1.25

$1.30

$1.35

2. For purposes of this IAM National Pension Fund section of this Retirement

29

Article, the term Employer shall mean the Company.

30

31

3. The Company shall continue contributions for all contractually obligated

32

time paid in accordance with the IAM National Pension Fund Standard

33

ARTICLE 30 – RETIREMENT

M&R ARTICLE 30 – RETIREMENT BENEFITS

173

Contract Language, up to a maximum contribution for each employee of

1

forty (40) hours per week.

2

3

4. The Employer adopts and agrees to be bound by, and hereby assent to, the

4

IAM National Pension Fund Amended and Restated Trust Agreement,

5

including all amendments thereto, whether adopted before or after the date

6

of this Agreement (“Trust Agreement”), which is incorporated into this

7

Agreement and made a part hereof, and the Plan rules adopted by the

8

Trustees of the Fund (the “Trustees”) in establishing and administering the

9

foregoing Plan pursuant to the Trust Agreement, as currently in effect and

10

as the Trust and Plan may be amended from time to time.

11

12

5. The parties may increase the Contribution Rate and/or add job

13

classifications or categories of hours for which contributions are payable.

14

The parties acknowledge that the Trustees may terminate the participation

15

of the employees and the Employer in the Plan for reasons including, but

16

not limited to, if the successor collective bargaining agreement fails to renew

17

the provisions of this pension Article or reduces the Contribution Rate.

18

19

6. Except for the June 12, 2019 Pension Fund LOA and the Standard Contract

20

Language, this Article contains the entire agreement between the parties

21

regarding pensions and retirement under this Plan and any contrary

22

provisions in this Agreement shall be void. No oral or written modification of

23

this Agreement shall be binding upon the Fund unless agreed to in writing

24

by an authorized representative of the Fund. No grievance procedure,

25

settlement or arbitration decision with respect to the Company’s obligation

26

to contribute shall be binding upon the Fund, unless the Fund has agreed

27

to be a party to such proceeding.

28

29

C. American Airlines, Inc. 401(k) Plan

30

31

1. All eligible TWU/IAM Association represented employees will participate in

32

the American Airlines, Inc. 401(k) Plan (“American 401(k) Plan”), a tax

33

qualified, defined-contribution retirement plan under Section 401(a) of the

34

Internal Revenue Code (“Code”), with a cash or deferred arrangement that

35

qualifies under Section 401(k) of the Code, that complies with the

36

requirements of Section 404(c) of the Employee Retirement Income

37

Security Act of 1974, as amended (“ERISA”), or an equivalent plan.

38

39

2. Employer Contributions

40

41

The Company, subject to any laws limiting the amount of benefit which can

42

be contributed to or accrued under a plan qualified under Section 401(a) of

43

the Internal Revenue Code of 1986, as amended from time to time, and its

44

regulations, will provide contributions under the American 401(k) Plan, as

45

follows:

46

ARTICLE 30 – RETIREMENT

M&R ARTICLE 30 – RETIREMENT BENEFITS

174

1

(i) Employer Contributions for IAM Designated Employees: IAM

2

Designated Employees shall be eligible to receive Employer Matching

3

Contributions in an amount equal to one hundred percent (100%) of the

4

member’s Employee Before-Tax Contributions and Employee

5

Designated Roth Contributions up to a maximum Employer Matching

6

Contribution equal to four percent (4.0%) of their Eligible Compensation,

7

as defined in the American 401(k) Plan.

8

9

(ii) Employer Contributions for TWU Designated Employees: TWU

10

Designated Employees shall receive Non-Elective Employer

11

Contributions in an amount equal to five percent (5%) of their Eligible

12

Compensation, as defined in the American 401(k) Plan. TWU

13

Designated Employees will also be eligible to receive Employer

14

Matching Contributions in an amount equal to one hundred percent

15

(100%) of the member’s Employee Before-Tax Contributions and

16

Employee Designated Roth Contributions up to a maximum Employer

17

Matching Contribution equal to four percent (4.0%) of Eligible

18

Compensation, as defined in the American 401(k) Plan.

19

20

3. Eligibility for Employer Contributions

21

22

(i) Employer Matching Contributions: All Association represented

23

employees must satisfy the one (1) year service requirement, as

24

defined in the American 401(k) Plan, to be eligible to receive

25

Employer Matching Contributions in the American 401(k) Plan.

26

Provided, however, that all Association represented employees

27

who are on the American Airlines System Seniority List as of DOR

28

and who are not eligible to receive Employer Matching

29

Contributions as of DOR shall have all prior service with the

30

Company and/or AAG recognized for purposes of determining

31

eligibility for post-DOR Employer Matching Contributions to the

32

American 401(k) Plan.

33

(ii) Non-Elective Employer Contributions: All TWU Designated

34

Employees must satisfy the one (1) year service requirement, as

35

defined in the American 401(k) Plan, to be eligible to receive Non-

36

Elective Employer Contributions in the American 401(k) Plan.

37

Provided, however, that all TWU Designated Employees who are

38

on the American Airlines System Seniority List as of DOR and who

39

are not eligible to receive Non-Elective Employer Contributions as

40

of DOR shall have all prior service with the Company and/or AAG

41

recognized for purposes of determining eligibility for post-DOR

42

Non-Elective Employer Contributions to the American 401(k) Plan.

43

44

45

46

ARTICLE 30 – RETIREMENT

M&R ARTICLE 30 – RETIREMENT BENEFITS

175

4. Vesting or Employer Contributions

1

2

(i) Employer Matching Contributions: All Association employees with

3

two (2) or more years of vesting service, as defined in the American

4

401(k) Plan, shall be one hundred percent (100%) vested in their

5

Employer Matching Contributions. Provided, however, that all

6

Association represented employees who are on the American

7

Airlines System Seniority List as of DOR and who are not vested in

8

their Employer Matching Contributions as of DOR shall have all

9

prior service with the Company and/or AAG recognized for

10

purposes of determining vesting for post-DOR Employer Matching

11

Contributions to the American 401(k) Plan.

12

13

(ii) Non-Elective Employer Contributions: All TWU Designated

14

Employees with two (2) or more years of vesting service, as defined

15

in the American 401(k) Plan, shall be one hundred percent (100%)

16

vested in their Non-Elective Employer Contributions. Provided,

17

however, that all TWU Designated Employees who are on the

18

American Airlines System Seniority List as of DOR and who are not

19

vested in their Non-Elective Employer Contributions as of DOR

20

shall have all prior service with the Company and/or AAG

21

recognized for purposes of determining vesting for post-DOR Non-

22

Elective Employer Contributions to the American 401(k) Plan.

23

24

5. The Company reserves the right to amend the American 401(k) Plan,

25

provided that no amendment may diminish the American 401(k) Plan

26

benefits memorialized herein unless required by law.

27

28

6. The American 401(k) Plan is not incorporated in this Agreement.

29

ARTICLE 31-UNION SECURITY AND DUES CHECK-OFF

M&R ARTICLE 31 – UNION SECURITY AND DUES CHECK-OFF

176

A. It shall be a condition of employment that all current employees represented by the

1

Union shall remain members in good standing of the Union, or in lieu thereof pay

2

a monthly service charge to the Union. It shall be a condition of employment that

3

all new employees hired after the effective date of this Agreement and represented

4

by the Union shall become a member of the Union, or pay service charges in lieu

5

thereof, according to the Union’s designation of the TWU or the IAM as the

6

organization handling representation responsibilities on behalf of the Union at a

7

given work location. The Union has provided the Company with a listing of

8

Company stations or locations where the TWU is designated to handle

9

representation of employees covered by this Agreement and where the IAM is

10

designated to handle representation of employees covered by this Agreement. If

11

the designation of representation responsibilities at current stations or locations is

12

adjusted in the future or a designation is made for a new work station or location,

13

the Association will promptly advise the Company of any such changes.

14

15

B. The obligation of new employees represented by the Union to acquire and maintain

16

membership in the Union, or pay service charges in lieu thereof, shall commence

17

sixty (60) days after the beginning of an employee’s employment under this

18

Agreement.

19

20

C. The Company will supply the Union with the name, personnel number, and work

21

location of any new employee or transferee covered under this Agreement within

22

fifteen (15) days of the actual report date of said employee. The Company will

23

allow the Union an opportunity during orientation to meet with new employees and

24

transferees regarding union matters.

25

26

D. An employee represented by the Union shall not be required to acquire or maintain

27

membership in the Union, or pay a service charge in lieu thereof, if:

28

29

1. Membership in the Union is not available to the employee upon the same

30

terms and conditions that are generally applicable to any other employee

31

covered by this Agreement; or

32

33

2. The employee’s membership in the Union was denied or terminated for any

34

reason other than the employee’s failure to pay periodic dues, initiation fees,

35

and assessments (not including fines and penalties) that are uniformly

36

required as a condition of acquiring or retaining membership in the Union.

37

For the purposes of this section, dues, fees, and assessments shall be

38

deemed “uniformly required” if they are required of all employees in the

39

same work classification at the same time in the same Local/Lodge.

40

41

E. The following provisions apply to employees represented by the Union who leave

42

employment under this Agreement.

43

44

ARTICLE 31-UNION SECURITY AND DUES CHECK-OFF

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177

1. Employees who retain seniority under this Agreement and who are regularly

1

assigned or transferred to employment not covered by this Agreement, are

2

on leave, or are furloughed, will not be required to maintain membership or

3

provide financial support as provided in Paragraph A of this Article, but they

4

may do so at their option. Should such employee return to any service

5

covered by this Agreement, he shall as a condition of continued

6

employment become and remain a member in the Union, or pay service

7

charges within thirty (30) days from the date of return to service.

8

9

2. The seniority status and rights of employees who serve in the Armed Forces

10

shall not be terminated by reason of any provisions of this Agreement, but

11

such an employee, upon resumption of employment shall as a condition of

12

continued employment become and remain a member of the Union, or pay

13

service charges within sixty (60) days from the date of return to service.

14

15

3. If an employee has resigned from the Company and is subsequently

16

rehired, he shall as a condition of continued employment become and

17

remain a member of the Union, or pay service charges within sixty (60) days

18

from the date of rehire.

19

20

F. For the purpose of this Agreement, membership in good standing means that the

21

employee represented by the Union is a member of the Union and is not more than

22

sixty (60) days in arrears in the payment of initiation fees, assessments, and

23

membership dues. Alternatively, an employee may not be more than sixty (60)

24

days in arrears in the payment of service charges.

25

26

G. When an employee becomes delinquent or not in good standing within the

27

meaning of Paragraph E above, the employee shall be subject to discharge in

28

accordance with the following procedures. Any discharge under the terms of this

29

Article will be based solely upon the failure of the employee to pay initiation fees,

30

assessments, membership dues, or service charges, as specified herein, and not

31

because membership in the Union was denied or terminated upon any other

32

ground.

33

34

1. With respect to any discharge under this Article, the internal policy and

35

procedures of the TWU and/or the IAM shall apply. Pursuant to those

36

procedures, the employee shall be provided with notice of any delinquency

37

in payment, the specific amount of payment required, and instructions for

38

making payment within thirty (30) days of the date of the notice. If the

39

required payment is still not received within thirty (30) days following the

40

initial notice, a final notice of delinquency shall be issued, advising that

41

termination of employment will be sought unless full payment in the

42

specified amount is received within thirty (30) days of the date of the final

43

ARTICLE 31-UNION SECURITY AND DUES CHECK-OFF

M&R ARTICLE 31 – UNION SECURITY AND DUES CHECK-OFF

178

notice. No payments will be accepted after the expiration of the final thirty

1

(30) day notice period. After the expiration of the final notice period, a

2

termination request will be sent to the Company’s Vice-President – Labor

3

Relations or his/her designee, with a copy to the employee, providing

4

appropriate documentation that the employee has failed to make payments

5

as required under this Article. The Vice-President – Labor Relations or

6

his/her designee will then take all necessary and proper steps to discharge

7

the employee from the Company’s service.

8

9

2. An employee discharged by the Company under the provisions of this

10

Article shall be deemed to have been discharged for non-payment of dues

11

or union financial support, and a notation so made on his employment

12

record.

13

14

3. An employee who believes that the provisions of this Article pertaining to

15

him have not been properly interpreted or applied may appeal his discharge

16

directly to a neutral referee within ten (10) days after the notification of

17

discharge. If the parties cannot agree on a neutral referee, a referee will be

18

chosen from a panel supplied by the National Mediation Board. The

19

alternate strike method shall be used with the employee initiating the first

20

rejection. Such final selection of a neutral referee shall be accomplished

21

within ten (10) days after receipt of the list of neutral referees. If the parties

22

have not reached agreement by the alternate strike method within the ten

23

(10) day period, the first name listed on the panel provided by the National

24

Mediation Board shall be designated the neutral referee.

25

26

4. The hearing before the neutral referee will occur as soon as practicable,

27

and the neutral referee will be requested to issue a decision within thirty

28

(30) days after the hearing. The decision of the neutral referee will be final

29

and binding on all parties to the dispute. The fees and charges for such

30

neutral referee will be borne equally by the employee and the Union. Any

31

other fees, charges and costs incurred relative to the hearing by any party

32

(including legal or attorney fees) shall be borne exclusively by the party

33

incurring the fees, charges and costs.

34

35

H. During the life of this Agreement, provided that the Union is still the collective

36

bargaining representative for the employees covered by this Agreement, the

37

Company agrees to deduct from the pay of each employee and remit to the TWU

38

or the IAM, as applicable, membership dues, initiation fees, and assessments, or

39

service charges in lieu thereof, provided that each such employee has voluntarily

40

executed an authorization and assignment form.

41

42

ARTICLE 31-UNION SECURITY AND DUES CHECK-OFF

M&R ARTICLE 31 – UNION SECURITY AND DUES CHECK-OFF

179

1. With respect to current employees covered by this Agreement, any

1

authorization and assignment forms previously executed shall continue in

2

full force and effect according to their terms, with American as the successor

3

to US Airways, Inc. for employees who are IAM members or service charge

4

payers.

5

6

2. With respect to employees hired after the date of this Agreement, a form for

7

the purpose of Assignment and Authorization for Payment of Dues or

8

Service Charge shall be prepared by the Union and furnished to the

9

Company.

10

11

3. When a new employee properly executes the assignment and authorization

12

form, the original copy will be forwarded to the Company’s payroll

13

department. Any form which is incomplete or improperly executed will be

14

returned to the Union.

15

16

4. An employee’s assignment and authorization may only be revoked after the

17

expiration of one (1) year from the date of signing the authorization and

18

assignment form, or upon the termination of the dues/service charge check-

19

off provisions of this Article. Any notice of revocation must be in writing,

20

signed by the employee, and delivered by certified mail to the TWU Local

21

Union office or the IAM District Lodge office, as applicable.

22

23

5. When an Assignment and Authorization form, as specified in this Article, is

24

received by the Company on or before a given payday, deductions will

25

commence with the first regular paycheck following said payday, and will

26

continue thereafter until revoked or cancelled as provided in this Article.

27

The Company will remit to the TWU and the IAM checks in payment of all

28

dues and service charges collected on a given payday on behalf of each,

29

on or as soon after the payday as practicable. The Company remittance

30

will be accompanied by a list of names, personnel numbers, and station

31

numbers of the employees for whom deductions have been made in the

32

particular period, arranged in order of their personnel numbers.

33

Additionally, the remittance will be accompanied by a listing of those

34

employees who are on unpaid leave of absence or furlough, have accepted

35

a position not covered by this Agreement, or have terminated employment

36

with the Company.

37

38

6. No dues or service charge deductions will be made from the wages of any

39

employee who has executed an assignment and authorization form and

40

who transfers to a position not covered by this Agreement, is on leave

41

without pay, or is on furlough. Upon return to work in a position covered by

42

this Agreement, deductions will be automatically resumed in accordance

43

ARTICLE 31-UNION SECURITY AND DUES CHECK-OFF

M&R ARTICLE 31 – UNION SECURITY AND DUES CHECK-OFF

180

with the time frame specified in Paragraph E (1), provided that such

1

employee has not revoked his assignment and authorization in accordance

2

with this Article. An employee who resigns or is terminated from the

3

Company will be deemed to have automatically revoked his assignment and

4

authorization and, if reemployed, further deductions will be made only upon

5

the execution of a new assignment and authorization. Provided, however,

6

if an employee is reinstated following a disciplinary discharge, deductions

7

will resume automatically unless the assignment and authorization has

8

been revoked in accordance with this Article.

9

10

7. Deductions for dues and service charges will be made from each paycheck

11

provided there is a balance in the paycheck sufficient to cover the amount

12

after all other deductions authorized by the employee or required by law

13

have been satisfied. In the event of a termination of employment, the

14

obligation of the Company to collect dues and service charges will not

15

extend beyond the pay period in which the last day of work occurs.

16

17

8. Following submission of the assignment and authorization for a newly hired

18

employee, a single flat sum deduction for an initiation fee (if applicable) shall

19

be made from the employee’s paycheck, provided that there is a balance in

20

the paycheck sufficient to cover the amount after all other deductions

21

authorized by the employee and required by law have been satisfied.

22

23

9. If sufficient earnings do not remain after other deductions as provided in

24

Paragraphs H (7) and H (8) above, or if there are employees on the payroll

25

that do not have on file with the Company an authorization for deductions

26

as set forth in this Article, the TWU or IAM, as applicable, shall be notified.

27

Notification shall include employee personnel number, name, classification

28

code, department, location and, if applicable, the amount of deduction for

29

each period and total amount for the month. It shall thereafter be the

30

responsibility of the TWU and the IAM respectively to collect amounts owed

31

for which sufficient funds were not available for deduction.

32

33

I. The TWU and the IAM each agree to indemnify the Company and hold it harmless

34

against any and all suits, claims, demands and liabilities, which arise out of or by

35

reason of any action taken or not taken by the Company for the purpose of

36

complying with any provisions of this Article. The Company agrees that in the

37

event it is named as a defendant or charged party in any such action, the Company

38

shall promptly notify the Union. The Union shall maintain the exclusive right to

39

defend, settle, mitigate damages, litigate, and/or take whatever action it deems

40

necessary and proper through attorneys of the Union’s choosing and at the Union’s

41

cost. If the Company, nevertheless, decides to retain its own counsel, it shall do

42

so at its own cost, and not at the cost of the Union.

43

ARTICLE 31-UNION SECURITY AND DUES CHECK-OFF

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181

1

J. The Company will provide for voluntary employee contribution to the Machinist

2

Non-Partisan Political League (“MNPL”) for IAM members and TWU Committee

3

on Political Education (“COPE”) for TWU members through payroll deduction.

4

Eligibility to participate through the payroll deduction program is restricted to those

5

employees of the Company who are certified by the IAM or TWU to participate in

6

the respective programs in accordance with all requirements under applicable

7

federal and state laws. With respect to current employees covered by this

8

Agreement, any MNPL or COPE authorization and assignment forms previously

9

executed shall continue in full force and effect according to their terms.

10

11

K. “Union” as used in this Article shall mean the TWU or the IAM, as applicable, which

12

together constitute the Association.

13

ARTICLE 32 - REPRESENTATION

M&R ARTICLE 32 – REPRESENTATION

182

A. The representation for the effective handling of grievances and disputes between

1

the parties under this Agreement shall be:

2

3

1. The Union will be represented by properly designated Union Representatives

4

in each station, department or location. Union Representatives shall be

5

allowed reasonable time required for authorized Union business during

6

working hours, consistent with the needs of the service and shall be

7

compensated for such time at their straight time rate. "Authorized Union

8

business" is that relating to the investigation of grievances, disciplinary action,

9

hearings, and grievance meetings with officials of the Company. The number

10

of representatives, that confer with management at any one time on any issue,

11

including meetings convened under the provisions of paragraph J, will not

12

exceed the number of management employees present plus one (1) additional

13

representative to act in the capacity of a scribe. In the conduct of such

14

authorized Union business, the Union Representative shall notify his

15

supervisor of his desire to leave his work place, the reason therefore, and shall

16

notify his supervisor of his return. When it is necessary for a Union

17

Representative to enter a department other than his own, as a courtesy he

18

shall notify management, if available, of that department.

19

20

B. The Company will be represented by an authorized representative at each

21

point/station/location, who will be empowered to settle all local grievances not

22

involving changes in Company Policy or the intent and purpose of this Agreement.

23

24

C. The Union and Company will, at all times, keep the other party advised through

25

written notice of any change in authorized representatives.

26

27

D. It is understood that officials of either party having responsibilities under this

28

Agreement may delegate those responsibilities to another authorized

29

representative.

30

31

E. International Officers, Accredited Representatives, or Local Officers of the Union

32

will, at any time during regular working hours, have access to the premises of the

33

Company where employees are located, for the purpose of investigating

34

grievances for employees covered by this agreement or other matters directly

35

connected with the operation of this Agreement and its procedures for the

36

settlement of any dispute. As a matter of

courtesy, notice of an intended visit will

37

be given to the ranking Company official or his designated representative. A visit

38

will be subject to such reasonable regulations as may be made from time to time

39

by the Company, but the Company will not impose regulations that will render

40

ineffective the intent of this provision nor impair the privacy of any conference

41

necessary to accomplish the purpose of the visit.

42

F. All hearings will be conducted during regular day shift working hours. Union

43

officers or representative(s), employee(s), and necessary employee witnesses

44

ARTICLE 32 - REPRESENTATION

M&R ARTICLE 32 – REPRESENTATION

183

shall receive their applicable rate of pay while handling grievances or attending

45

hearings.

46

47

1. When the Company conducts an investigation the Union Representative,

48

employee, and necessary employee witnesses, shall receive their

49

applicable rate of pay.

50

51

G. No employee selected as an officer or representative of the Union will be

52

discriminated against for lawful activity on behalf of the Union.

53

54

H. Service records shall be maintained for all employees by the Company and upon

55

resignation or discharge from the service the employee, upon request, will be

56

furnished with a copy of same. In discharge cases, the employee and his Union

57

representative will have access to the personnel records applicable to the case

58

prior to the holding of any hearing.

59

60

I. Union representatives will, upon request of the TWU Local President/IAM General

61

Chairman, be assigned to a fixed shift and days off. The arrangements will be

62

worked out at each station by that Union representative and the local manager.

63

64

J. In meetings for the purpose of

investigation of any matter which may eventuate

65

in the application of discipline or dismissal, or when written statements may be

66

required, or of sufficient importance for the Company to have witnesses

67

present, or to necessitate the presence of more than one Company

68

supervisor, or during reasonable cause or post- accident drug/alcohol testing

69

as provided for in this Article, the Company will inform the employee, including a

70

probationary employee, of his right to have Union representation present. If the

71

employee refuses representation, the supervisor’s record will reflect his refusal.

72

73

K. At the start of a meeting under the provisions of this Article, the Company will,

74

except in rare and unusual circumstances, indicate the reason that causes the

75

meeting and then provide an opportunity for the employee and his Union

76

Representative to confer for a reasonable period of time. Following that period,

77

the meeting will be reconvened and continue until concluded by the supervisor.

78

79

L. Employees covered by this Agreement who are interviewed by a Company

80

Security Department representative as part of a Security Department

81

investigation may,

upon request, have a Union Representative present

82

during the interview. If a local Union Representative is not readily available

83

after the request, the Company’s Security Department will not be required to

84

wait for his availability before conducting its interview.

However, the employee in

85

that circumstance may request the presence of another Union represented

86

employee (peer witness) to be present. The role of the Union Representative

87

or peer witness will be that of a silent observer only. The Union

88

Representative or peer witness may in no way interfere nor impede the

89

Security Department’s investigation and/or interview.

90

ARTICLE 32 - REPRESENTATION

M&R ARTICLE 32 – REPRESENTATION

184

91

M. Employees who are required to take a reasonable cause or post-accident

92

drug/alcohol test by the Company may, upon request, have a Union

93

Representative present who shall not suffer loss of pay, as a witness during

94

those parts of the specimen collection process indicated below.

95

96

1. In those stations where a local Union Representative is not readily

97

available, the Company will delay the test for up to one (1) hour from the

98

time the employee requests or is notified of his right to Union

99

representation, whichever occurs first, in order to allow the first available

100

representative to be present at the medical facility.

101

102

2. If normal travel time to the medical collection facility exceeds one (1)

103

hour,

then the one (1) hour waiting period will be extended by the amount

104

of travel time in excess of one (1) hour.

105

106

3. Only one (1) Union Representative will be allowed to accompany the

107

employee to the medical collection facility and into the area where the

108

medical collector opens the drug testing kit, completes the relevant

109

paperwork, and secures the kit after completion of the collection process.

110

The Union Representative will be allowed to witness the opening of the

111

collection kit by the collector, the documentation of the chain of

112

custody procedure by the collector

and the employee, and the

113

packaging and sealing of the kit for shipment

following the collection.

114

The Union Representative will not be allowed to accompany the

115

employee or collector into the restroom.

116

117

N. No Union Representative will engage in any activity, which disrupts the collection

118

process.

Should the Union Representative engage in disruptive activity, the Union

119

Representative will be required by the Company’s Supervisor to wait in the

120

employee/patient waiting area until the collection process and paperwork has been

121

completed.

122

ARTICLE 33 - GRIEVANCE PROCEDURE

M&R ARTICLE 33 – GRIEVANCE PROCEDURE

185

A. For the presentation and adjustment of disputes or grievances that may arise, the

1

procedure will be as follows:

2

3

1. Verbal Step

4

5

Any employee or group of employees who believe that they have been unjustly

6

dealt with, or that any provision of this Agreement has not been properly applied

7

or interpreted, may present the complaint or grievance to a representative of the

8

Union, who in turn will discuss the matter with the employee's immediate

9

supervisor, within five (5) days from the time when the employee first has

10

knowledge or should reasonably have had knowledge of the alleged contractual

11

violation that leads to the grievance. The employee’s Supervisor will give a verbal

12

decision to the Union Representative within three (3) days of the discussion.

13

Verbal Step decisions are non-precedential.

14

15

Step 1

16

17

If the employee is not satisfied with the verbal decision of the employee's

18

supervisor, the matter, through the Union, must be reduced to writing on a standard

19

grievance form or electronic equivalent, and given to his supervisor or designee

20

within three (3) days from the supervisor’s verbal decision. Upon receipt, the

21

employee’s supervisor must state in writing his decision and return this form to the

22

Union Representative within five (5) days from the date he receives the grievance.

23

The Union Representative then must forward this grievance form to the Local

24

Grievance Committee.

25

26

Step 2

27

28

If no satisfactory adjustment is reached in Step 1, it may be appealed in writing or

29

electronically through the Union within ten (10) days from the receipt of the Step 1

30

answer to the Department Head designated by the Company or his designee, who

31

shall evaluate the grievance or complaint and render his decision, in writing, in the

32

space provided on the standard official grievance form or electronic equivalent as

33

soon as possible, but not later than ten (10) days following the meeting date.

34

35

The Department Head or his designee shall establish meeting dates each month

36

consistent with the volume of grievances at his level to assure timely resolution or

37

disposition of such grievances.

38

39

When the Company conducts a Step 2 meeting the Union Representative(s),

40

employee, and necessary employee witnesses, shall receive their applicable rate

41

of pay. The Step 2 meetings will be conducted during the regular day shift hours,

42

unless mutually agreed to otherwise.

43

44

45

46

ARTICLE 33 - GRIEVANCE PROCEDURE

M&R ARTICLE 33 – GRIEVANCE PROCEDURE

186

Step 3

1

If no satisfactory adjustment is reached in Step 2, it may be appealed in writing or

2

electronically through the Union within twenty (20) days after receipt of the Step 2

3

answer to the Grievance Review Board (GRB). If appealed, the grievance will be

4

reviewed by the GRB or upon request of either party, presented to the GRB. The

5

GRB will consist of four (4) members: Managing Director of Labor Relations or his

6

designee, one (1) Management designee, and two (2) Union designees. The GRB

7

will meet bi-monthly or sooner if mutually agreed between the parties. The GRB

8

will render a decision in writing to the Union within fourteen (14) days of the

9

meeting date. The meeting will take place at the corporate offices of the Company,

10

or another location if mutually agreed upon, to discuss those grievances, which

11

have not been resolved at the lower steps.

12

13

If no satisfactory resolution is reached at the GRB, the grievance and the decision

14

may be appealed to the System Board of Adjustment/Arbitration as set forth in this

15

Agreement, provided, however, said appeal must be submitted within thirty (30)

16

days from receipt of the decision of the GRB or the grievance will be considered

17

to have been withdrawn by the Union.

18

19

Time Limits

20

21

The time limits set forth in this Article may only be waived by mutual written

22

agreement between the IAM General Chairman or TWU Local President and the

23

Managing Director of Labor Relations, or their designees. Failure of the employee

24

or his Union Representatives to comply with any of the prescribed time limits will

25

withdraw any such grievances from further consideration.

26

27

Failure of the Company to answer grievances within the prescribed time limits in

28

Step 1 will automatically move such grievances to Step 2 of the grievance

29

procedure.

30

31

Failure of the Company to answer grievances, other than discharge, within the

32

prescribed time limits at Step 2 of the grievance process will result in a one-time

33

monetary penalty of eight (8) hours additional pay to the grievant. Any monetary

34

penalty paid does not cancel or render any judgment regarding the merits of the

35

grievance. In addition to the monetary penalty above, the Union will have the right

36

to move the grievance to Step 3.

37

38

39

B. An Accredited International Representative of the Union or designated Company

40

official who believes that any provision of this Agreement has not been or is not

41

being properly applied or interpreted which has not yet become the subject of an

42

actual grievance, will have the right, within ten (10) calendar days after such alleged

43

misapplication or misinterpretation has been ascertained, to protest such violation, in

44

writing, to the other party, who will evaluate such protest and render a written

45

decision in fifteen (15) calendar days. If no satisfactory adjustment is reached, the

46

ARTICLE 33 - GRIEVANCE PROCEDURE

M&R ARTICLE 33 – GRIEVANCE PROCEDURE

187

grievance and the decision may be directly appealed to the System Board of

1

Adjustment/Arbitration.

2

3

The above provision will apply to IAM General Chairman or TWU Local President with

4

respect to improper application or interpretation of the Agreement affecting a group

5

of employees within the jurisdiction of their Union, a grievance will be filed with the

6

designated representative of the Company and begins at Step 3 of the above

7

procedure.

8

9

C. Discharge & Discipline

10

11

1. For incidents that occur within the Technical Operations Organization or the

12

employee’s assigned station, no employee who has been in the service of the

13

Company past their applicable probationary period will be disciplined to the extent

14

of loss of pay or discharge without being advised in writing of the charge(s)

15

preferred against him leading to such action. Such notice shall be presented to the

16

employee, with a copy to the Union, not later than five (5) days from the time the

17

employee’s Operating Department or Labor Relations learns of the incident, or

18

reasonably should have had knowledge of the incident, upon which such charge(s)

19

is based. If requested, a special hearing will be conducted for loss of pay or

20

discharge determinations.

21

22

2. For incidents that occur outside of the Technical Operations Organization or the

23

employee’s assigned station, no employee who has been in the service of the

24

Company past their applicable probationary period will be disciplined to the extent

25

of loss of pay or discharge without an investigation being done by the Company.

26

When the Technical Operations Organization becomes aware of the incident, the

27

employee(s) and the Union will be notified within twenty-four (24) hours of when

28

they become aware of such incident. If such incident requires an investigation after

29

the initial discussion with the employee, the employee will be held out of service

30

and compensated for all regularly scheduled hours. The employee will be

31

considered active for all employee benefits, except employee non-revenue travel.

32

Registered passengers are still eligible for travel benefits in accordance with

33

Company policy. At the end of this investigation, the Company will inform the

34

employee, with a copy to the Union, of the results of the investigation and he will

35

be returned to work or subject to discipline, if any. If requested, a special hearing

36

will be conducted for loss of pay or discharge determinations.

37

38

3. If an employee is held out of service without pay for any of the following reasons,

39

all other benefits, except employee travel will continue during the investigation.

40

Registered passengers are still eligible for travel benefits in accordance with

41

Company policy.

42

43

44

45

ARTICLE 33 - GRIEVANCE PROCEDURE

M&R ARTICLE 33 – GRIEVANCE PROCEDURE

188

a. Action constituting a criminal offense, on or off duty.

1

2

b. Refusal or adulteration of an alcohol/drug test or verified positive drug or

3

confirmed positive alcohol test from the date on the letter of

4

verification/confirmation.

5

6

c. Failure to cooperate with an investigation.

7

8

4. If after the Company investigation is completed, as described in C (3) (a) (b) or (c)

9

above, and the employee is exonerated of any wrong doing, the employee will be

10

paid for the employee’s regularly scheduled hours during the period of time the

11

employee was held out of service without pay. At the end of this investigation, the

12

Company will inform the employee, with a copy to the Union, of the results of the

13

investigation and he will be returned to work or subject to discipline, if any. If

14

requested, a special hearing will be conducted for loss of pay or discharge

15

determinations.

16

17

D. Special Hearing

18

19

1. Any employee suspended or discharged from service shall be granted a special

20

hearing, provided a request is made therefore in writing to the proper Vice

21

President of Maintenance or his designee, with a copy to the Union within seven

22

(7) days of the suspension or discharge. The requested hearing will be held within

23

five (5) days of receipt of such request. Within seven (7) days after the close of

24

such hearing, the Company shall render its decision in writing, and shall furnish

25

the employee and his accredited Union Representative a copy thereof. If the

26

decision reached as a result of the hearing is not satisfactory to the Union, the

27

case may then be processed in accordance with the regular grievance procedure,

28

beginning with Step 3.

29

30

2. For discharge cases, failure of the company to render a decision as prescribed

31

above will result in a monetary penalty equivalent to four (4) hours of pay per day

32

at his former regular hourly rate until the decision is issued. Any monetary penalty

33

paid does not cancel or render any judgment regarding the merits of the grievance.

34

In addition to the monetary penalty above, the Union will have the right to move

35

the grievance to Step 3.

36

37

3. In any case where it is found that the suspension or discharge is unjust, the

38

employee will be reinstated with full seniority, paid for time lost and records

39

corrected.

40

41

42

43

44

45

ARTICLE 33 - GRIEVANCE PROCEDURE

M&R ARTICLE 33 – GRIEVANCE PROCEDURE

189

E. In cases where it is necessary that an employee be warned due to the caliber of his

1

work and/or the general performance of his duties, such warning will be made to the

2

employee in writing with a copy to the Union within five (5) days from the time the

3

employee’s Operating Department learns of the incident, or in minor cases verbally in

4

the presence of a Local Union Official, and the employee will be given a reasonable

5

length of time to correct the matter.

6

7

F. Each disciplinary letter issued to an employee covered by this Agreement shall not

8

remain in their personnel record for a period of more than one (1) year.

9

ARTICLE 34- SYSTEM BOARD OF ADJUSTMENT/ARBITRATION

M&R ARTICLE 34 – SYSTEM BOARD OF ADJUSTMENT/ARBITRATION

190

A. In compliance with Section 204, Title 2 of the Railway Labor Act, as amended, there

1

is hereby established a System Board of Adjustment/Arbitration (“System Board”) for

2

the purpose of adjusting and deciding disputes or grievances which may arise under

3

the terms of this Agreement, and which are properly submitted to it after exhausting

4

the procedure for settling disputes as set forth under Article 33. However, by mutual

5

agreement, any cases properly referable to the System Board may be submitted to it

6

in the first instance.

7

8

B. The System Board shall consist of three (3) members; one (1) selected by the

9

Company, one (1) selected by the Union and one (1) selected for each dispute from

10

a panel of eleven (11) Arbitrators established by mutual agreement between the Union

11

and the Company. After a panel member has served for a period of two (2) years,

12

either party may request that such member be removed from the panel. However, a

13

member of the panel may be removed during the term of this Agreement by mutual

14

agreement between the parties. When a change is made, the parties will select the

15

new panel member(s) by the same method used to select the original panel members.

16

17

C. Hearings of the System Board for discipline and discharge cases will be held in the

18

city of the Company’s operating bases where the grievant is located. Hearings of the

19

System Board for contractual interpretation cases will be held in the city of the

20

Company’s corporate headquarters unless otherwise mutually agreed to between the

21

parties.

22

23

D. The System Board shall have jurisdiction over disputes between any employee

24

covered by this Agreement and the Company growing out of grievances or out of

25

interpretation or application of any of the terms of this Agreement. The jurisdiction of

26

the Board shall not extend to proposed changes in hours of employment, basic rates

27

of compensation or working conditions covered by this Agreement or any of its

28

amendments.

29

30

E. The Board shall consider any dispute within the System Board's jurisdiction submitted

31

to it by the Union or by the Company’s Chief Operating Officer or his authorized

32

representative, when such dispute has not been previously settled in accordance with

33

the terms of this Agreement.

34

35

F. All disputes properly referred to the Board for consideration shall be addressed to the

36

Board Members.

37

38

Each case submitted shall show:

39

40

1. Question or questions at issue;

41

2. Statement of facts;

42

3. Position of employee or employees;

43

4. Position of Company.

44

45

G. When possible, joint submissions will be made, but if the parties are unable to agree

46

ARTICLE 34- SYSTEM BOARD OF ADJUSTMENT/ARBITRATION

M&R ARTICLE 34 – SYSTEM BOARD OF ADJUSTMENT/ARBITRATION

191

upon a joint submission, then either party may submit the dispute and its position to

1

the Board. No matter shall be considered by the Board, which has not first been

2

handled in accordance with the appeal provisions of this Agreement, including the

3

rendering of a decision thereon by the Chief Operating Officer of the Division or his

4

duly designated representatives.

5

6

H. Upon receipt of notice of the submission of a dispute, the parties shall agree on a date

7

for the hearing, or if at least two (2) members of the Board consider the matter of

8

sufficient urgency and importance then at such earlier date and at such place as the

9

parties shall agree upon, but not more than thirty (30) days after such request for

10

meeting is made.

11

12

I. An employee covered by this Agreement may be represented at System Board

13

hearings by a person(s) designated by him and the Company may be represented by

14

a person(s) designated by it. Evidence may be presented both orally and in writing.

15

Individual members of the System Board may, summon any witnesses who are

16

employed by the Company and who may be deemed necessary by the parties to the

17

dispute.

18

19

J. The decision of the System Board shall be rendered within thirty (30) days after the

20

close of the hearing. A majority vote of the members of the System Board shall be

21

necessary to make a decision. The decisions will be final and binding upon the

22

Company, the Union and the grievant(s).

23

24

K. The time limits specified in this Article may be extended by mutual agreement between

25

the parties to this Agreement.

26

27

L. Nothing contained in this Article will be construed to limit, restrict, or abridge the rights

28

or privileges accorded either to the employees, the Company, or their duly accredited

29

representatives under the provisions of the Railway Labor Act, as amended.

30

31

M. The System Board shall maintain a complete record of all matters submitted to it for

32

consideration, and of all findings and decisions made by it.

33

34

N. Each of the parties will assume the compensation, travel expense and other expenses

35

of the System Board members selected by them.

36

37

O. Each of the parties will assume the compensation, travel expense and other expenses

38

of the witnesses called or summoned by them. A witness who is an employee of the

39

Company shall receive free round trip transportation over the Company system, so far

40

as space is available from the point of duty or assignment to the point at which he

41

must appear as a witness, to the extent permitted by law.

42

ARTICLE 34- SYSTEM BOARD OF ADJUSTMENT/ARBITRATION

M&R ARTICLE 34 – SYSTEM BOARD OF ADJUSTMENT/ARBITRATION

192

P. The designated Company member and Union members, acting jointly, shall have the

1

authority to incur such other expenses as, in their judgment, may be deemed

2

necessary for the proper conduct of the business of the System Board, and such

3

expenses shall be borne one-half (1/2) by each of the parties. Company and Union

4

members will be granted necessary leaves of absence for the performance of their

5

duties as System Board members. Board members shall be furnished free round trip

6

transportation over the Company system so far as space is available for the purpose

7

of attending meetings of the System Board, to the extent permitted by law.

8

9

Q. A System Board member shall be free to discharge his duty in his capacity as a

10

System Board member in an independent manner without fear that his individual

11

relations with the Company or with the Union may be affected in any manner by any

12

action taken by him in good faith.

13

ARTICLE 35 – GENERAL

M&R ARTICLE 35 – GENERAL

193

C. The Company agrees that there shall be no established maximum age limit in the

1

hiring of employees.

2

3

D. The Company will, within ninety (90) days of ratification and at local orientations of

4

new employees, provide each employee covered by this Agreement with a copy of

5

the Agreement printed in a spiral bound copy.

6

7

E. Any material changes to Company policies that may be the basis for discipline will be

8

provided to the Association leadership in advance of implementation. Information may

9

be provided electronically to the Association and may be electronically posted for

10

employees.

11

12

F. The Company will provide the designated TWU/IAM representatives electronic

13

access to Company manuals, publications, and associated documents including

14

revisions expressly referred to in the Agreement.

15

16

G. The Company will provide parking for employees at their work location and pay

17

monthly parking and fees as assessed by the appropriate authority. This provision

18

will not apply to replacement charges to employees for parking decals, stickers, gate

19

keys, or similar items.

20

21

H. When bus transportation to and from employee parking facilities is recognized by the

22

Company as an integral part of the employee parking arrangements that

23

transportation will be at Company expense.

24

25

I. Airport parking passes may be made available to Quality Assurance Auditors

26

required to travel. In instances where parking passes are available, reimbursements

27

for parking expenses will not be made. In cases where parking passes are not

28

available, employees will be reimbursed for reasonable parking expenses.

29

30

J. Quality Assurance Auditors will be provided business cards within thirty (30) days of

31

the completion of their probationary period.

32

33

K. It is the Company’s intent to continue the cooperative relationship between the

34

Company’s Employee Assistance Program (EAP) and the Union Employee

35

Assistance Programs (UEAP). The Mechanic & Related and Stores Association will

36

appoint two (2) full time UEAP Directors, who will be paid by the Company.

37

38

L. An employee’s first confirmed positive drug and/or alcohol test will not automatically

39

result in termination.

40

41

42

M. Employees who are involuntarily changed from Monday/Sunday to another set of

43

days off will be transitioned to Monday/Tuesday off for one week and then to new

44

days off the following week to ensure affected employees receive two (2) days off

45

each week. This provision does not apply to employees who voluntarily bid a position.

46

ARTICLE 35 – GENERAL

M&R ARTICLE 35 – GENERAL

194

1

N. All orders to and requests from an employee involving transfers, promotions,

2

demotions, layoff, recall, leaves of absence, or anything affecting his pay will be in

3

writing.

4

5

O. An employee who permanently transfers at his own request to another classification

6

of work as provided in any other Agreement that has reciprocating language will

7

continue to receive his same hourly rate but, in no event, will his hourly rate exceed

8

the maximum rate for the classification to which he transferred.

9

10

If his hourly rate at the time of such transfer is not the same as any regular rate

11

per hour for the classification to which he transferred, he will immediately

12

receive the nearest higher regular rate per hour for such classification.

13

Thereafter, the employee shall progress on the normal progression scale in

14

the new classification. In the case of a transfer from a higher to a lower

15

classification caused by a reduction in force under this Agreement, the above

16

rules will apply.

17

18

P. This Agreement may not be amended or supplemented except by a written Letter of

19

Agreement signed by both the Vice President or Managing Director of Labor

20

Relations or their designee on behalf of the Company and the Chair and Co-Chair of

21

the Association or their designees.

22

23

Q. The Labor Advisory Committee will include a minimum of two (2) representatives

24

designated by the Association for the purpose of addressing issues of common

25

interest among all employees at the Company.

26

27

R. When an employee is scheduled for an O.S.H.A. hearing exam outside of his regular

28

shift, he will be paid for the time spent outside of his regular shift as if it were time

29

spent at his regular work, and overtime rates would apply, if applicable.

30

31

S. To the extent the Company, Union, and FAA maintain an ASAP or similar program,

32

employees covered by this Agreement will be eligible to participate.

33

34

T. The Company will allow the Union an opportunity, during local orientation, to meet

35

with new employees and transferees regarding Union matters.

36

37

U. An employee who appears as a witness in a legal proceeding at the request of the

38

Company will be paid during witness service.

39

40

V. An employee who is compelled by subpoena to testify in any other legal proceeding,

41

will be allowed time off to attend such proceedings. An employee compelled to testify

42

in any legal proceeding (except those against the Company), may at his option, use

43

any compensated time off (excluding block vacation and sick) to make up his wages

44

for time missed when attending such proceedings.

45

46

ARTICLE 35 – GENERAL

M&R ARTICLE 35 – GENERAL

195

W. The Company will promptly notify the employees and the Union of the use of any

1

material, equipment, or procedure known to be hazardous to employees exposed

2

and the known procedures to control the hazards via a Safety Data Sheet (SDS).

3

The Company will promptly provide the Union with the results of any management

4

or government health and safety survey concerning the employees represented by

5

the Union.

6

7

X. When the Company is made aware, by the manufacturer or distributor of a product

8

recall or equipment recall, the Company will take appropriate action to ensure the

9

safety of its employees. The Company will also notify the Union of the issue as soon

10

as possible and of any subsequent action that is taken.

11

12

Y. Whenever the Company establishes minimum tool requirements for any

13

classification of employees, copies of the requirements and of any revision to the

14

requirements will be furnished to the Union. The Union may object to any tool

15

requirement and discuss the same with the Company, provided it serves notice

16

within thirty (30) days of receipt of the minimum tool requirements. If agreement

17

cannot be reached on the objections, the requirements, as established, will prevail;

18

but the Union may take up the disputed points as a grievance under Article 33 of

19

this Agreement. If there is a question regarding the application of this provision, the

20

employee's supervisor will contact Labor Relations who will establish a telephone

21

conference with the Union to resolve the matter.

22

23

Z. The Company will provide reasonable space for employee tool boxes, wherever

24

possible. If a situation arises where space is limited, the Company and the Union will

25

work on a local level to find a solution.

26

27

AA. Metric tools that are deemed a requirement by the Company will be re-purchased

28

at the option of the employee should he leave the employ of the Company, or the

29

tools are no longer required, for a period of five (5) years from the date of purchase.

30

The Company is only obligated to the extent of the prescribed requirement and when

31

such tools were purchased through or from the Company.

32

ARTICLE 36 - UNIFORMS

M&R ARTICLE 36 – UNIFORMS

196

A. Employees will be required to wear work clothing that is reasonably suitable and safe

1

for the type of work they are assigned.

2

3

B. Where employees are required by the Company to wear standard Company uniforms,

4

the uniforms, including jackets, will be furnished by the Company. Upon request, local

5

management will launder or replace uniforms of employees whose uniforms have

6

been chemically-soaked. Otherwise, the employee shall be responsible for all

7

laundering/cleaning costs unless state law requires otherwise. Lettering of any

8

description other than standard AA insignia will not be permitted on any work clothing.

9

However, employees may wear the standard TWU/IAM insignia on work clothing or

10

hats. TWU/IAM pins may be worn on the Company uniform. Standard uniforms will be

11

exchanged for maternity uniforms upon request.

12

13

1. The initial set of uniforms shall consist of one (1) jacket (three-in-one) and ten

14

(10) tops (shirts) and ten (10) bottoms (shorts or trousers). The employee may

15

choose a coverall or jumpsuit in lieu of the shirt and trousers/shorts combination.

16

17

2. Employees hereunder who work outside shall be furnished foul weather gear:

18

winter weight coveralls, and rain gear (top and bottom) at no cost to the employee.

19

20

3. The Company shall replace uniform items (including rain suits and jackets (three

21

in one)) based on appearance and wear. The Company shall not be responsible

22

for replacing uniforms damaged by negligence or misuse by the employee.

23

24

4. The Company shall maintain disposable coveralls.

25

26

5. Employees must return to the Company, uniform items purchased by the Company

27

upon separation of employment or transfer out of the bargaining unit.

28

29

6. Lab coats will be made available for Quality Assurance Auditors use while on field

30

assignments.

31

ARTICLE 37 – ASSOCIATION BULLETIN BOARDS

M&R ARTICLE 37 – ASSOCIATION BULLETIN

BOARDS

197

A. The Company will provide locked and secured bulletin boards at each station/location

1

consistent with the practice we have today, where employees are employed, marked

2

Transport Workers Union of America, AFL-CIO, International Association of Machinist,

3

AFL-CIO, and the appropriate Local/Lodge number, for the posting of official notices

4

of Union activities not inconsistent with the Railway Labor Act, as amended. Notices

5

will bear the signature of an officer of the Union and will not contain anything of a

6

defamatory or personal nature attacking the Company or its representatives. No

7

political circulars, propaganda or advertisements will be placed on these bulletin

8

boards. The Company will not oppose the Union’s posting of any bulletins offering

9

benefits provided by any insurance company sanctioned by the Union on the bulletin

10

boards for employees covered under this agreement.

11

12

B. Bulletin boards will be located in areas that will be easily accessible to employees in

13

each area as agreed to between the parties issues.

14

ARTICLE 38 – NO STRIKE – NO LOCKOUT

M&R ARTICLE 38 – NO STRIKE NO LOCKOUT

198

A. It is understood and agreed that the Company will not lock out any employees

1

covered hereby, and the Union will not authorize or take part in any strikes, sit

2

downs, slowdowns, or picketing of Company premises during the life of this

3

Agreement until the procedures for settling disputes as provided herein and

4

provided by the Railway Labor Act, as amended, have been exhausted. The

5

Company will not require the employees to cross picket lines of the Company's

6

employees legally established under contractual provisions and the Railway Labor

7

Act on or in front of the premises. The individual or concerted refusal to pass such

8

picket lines shall not constitute grounds for discipline, discharge, lay-off, or be

9

considered a violation of this Agreement.

10

11

B. The Company shall not perform “Struck Work” of Wholly Owned Carriers. “Struck

12

Work” is Mechanic and Related (and Stores) work traditionally and regularly

13

performed by a Wholly Owned Carrier where and during the period the mechanic

14

and related (and Stores) employees of that Wholly Owned Carrier are engaged in

15

a lawful strike, and where the Company has not previously performed the work in

16

question. There shall be no prohibition against a concerted refusal of employees

17

of the Company to perform “Struck Work”. Moreover, the Company will not hire

18

employees of Wholly Owned Carriers to perform Mechanic and Related (and

19

Stores) work at the Company during a period when the Company’s Mechanic and

20

Related (and Stores) employees are engaged in a lawful strike.

21

ARTICLE 39 – RECOGNITION OF RIGHTS AND COMPLIANCE

M&R ARTICLE 39 – RECOGNITION OF RIGHTS AND COMPLIANCE

199

A. The Union recognizes that the Company will have sole jurisdiction of the management

1

and operation of its business, the direction of its working force, the right to maintain

2

discipline and efficiency in its hangars, stations, shops, or other places of employment,

3

and the right of the Company to hire, discipline, and discharge employees for just cause,

4

subject to the provisions of this Agreement. It is agreed that the rights enumerated in this

5

Article will not be deemed to exclude other preexisting rights of management not

6

enumerated which do not conflict with other provisions of this Agreement.

7

8

B. Except for instructing employees and assisting in experimental work, supervisory

9

personnel will perform no work that is covered by this Agreement. Management

10

employees may assign and/or direct the work of covered employees where Crew Chiefs

11

are not readily available.

12

ARTICLE 40 – RETIREMENT BENEFIT

M&R ARTICLE 40 RETIREMENT BENEFITS

200

A. The Company has maintained a retirement plan for the employees for a number

of years. The full text of “The Retirement Benefit Plan of American Airlines, Inc. for

Employees Represented by the Transport Workers Union of America, AFL-CIO”

(successor to “The American Airlines, Inc. Retirement Benefit Plan for Maintenance and

Related Employees”) ("Plan") is on file with the Company and is available to the

employees in accordance with government regulations. The Plan has been amended to

enhance and clarify benefits over time. The Plan is frozen effective 11:59 p.m. on October

31, 2012.

B. The following changes to the Plan were made by Letter dated 08/09/80.

1. For an employee member who was first eligible to join the Plan prior to

January 1, 1956, credited service will be counted from the January 1st or July 1st

following his or her completion of one year of Company service.

2. For the employee member who was first eligible to join the Plan between

January 1, 1956 and April 1, 1978, credited service will be counted from the

January 1st or July 1st following his or her completion of one year of Company

service and the attainment of age twenty-five (25).

3. For the employee member who was first eligible to join the Plan April 1,

1978 or later, credited service will be counted from the first of the month coincident

with or next following his or her completion of one year of Company service.

4. After December 31, 1976, credited service will not include periods of

unpaid

hours in excess of one hundred eighty (180) hours in a calendar year. A leave of

absence for Union business for which the employee member has been paid by

the Union will be counted as credited service for the Plan.

C. The following changes to the Plan were made by Letter dated 08/01/85.

1. Effective for employees who are on the active payroll on September 1,

1985, Credited Service under the Retirement Benefit Plan will include any periods

of employment during which an employee would have accrued Credited Service if

the age 25 eligibility restriction had not existed in prior years. Credited Service will

be counted from the January 1st or July 1st following completion of

one (1) year

of Company service.

2. For purposes of the preceding paragraph, "on the active payroll" means

actually at work. It will also include employees who retire from the active payroll

in the calendar month preceding September 01, 1985, those who are on a paid

sick or vacation period, on an overage leave, or on a Union leave on September

01, 1985. It does not include employees who are on a personal leave of

ARTICLE 40 – RETIREMENT BENEFIT

M&R ARTICLE 40 RETIREMENT BENEFITS

201

absence, unpaid sick leave, or other unpaid absence from work on September

01, 1985, unless they actually return to work.

D. The following changes to the Plan were made by Letter(s) dated 05/05/89.

1. A new vesting schedule will apply to employees who perform at least one

hour of service for which they are paid on or after January 1, 1990.

2. The new vesting schedule will provide that such employees will become

100% vested after completing five years of vesting service as defined in the plan.

Prior to completing five years of vesting service, employees will have 0% vested

benefits.

3. Rules for counting vesting service and for applying breaks in service remain

unchanged from the current plan.

4. The Company agreed to retroactively credit all pensionable hours worked

past age 65 for TWU represented employees who retire from the active payroll

after January 1989.

E. The amendments covered in Article 40(e) will be applicable only for those

members classified as "Maintenance & Related", who are on active payroll or on an

approved leave of absence with recall rights as of 03/01/01 and whose benefits

commence on or after the first day of the month following 03/01/01.

1. Final Average Compensation

The compensation used for calculating a member's retirement benefit will be

the average of the highest forty eight (48) consecutive months of pay out of

the

one hundred and twenty (120) consecutive months of pay preceding the date

of

retirement. The definition of the compensation used to determine the forty- eight (48)

and one hundred and twenty (120) month periods is unchanged.

Various formulas

exist for benefits, e.g., 1.667 X Final Average Earnings X Years of credited service,

which are also unchanged.

2. Eligibility For Benefits – Early Retirement

A member will be eligible for early retirement on or after attaining the earlier of:

(a) age 55 and fifteen (15) years of credited service; or

(b) age 60 and ten (10) years of credited service.

3. Early Retirement Benefits

ARTICLE 40 – RETIREMENT BENEFIT

M&R ARTICLE 40 RETIREMENT BENEFITS

202

Pension benefits determined as of early retirement will be reduced 3% for each

1

year that the member is less than age 60.

2

3

F. After October 31, 2012, no further benefits will accrue under the Plan. Benefits

4

for current employees who are participants in the Plan will be determined based on their

5

pension accrual calculated as of October 31, 2012, and no new participants will be

6

added to the Plan after October 31, 2012. This pension freeze will not result in the loss

7

of any pension benefits accrued through October 31, 2012. Service performed after

8

October 31, 2012, will not be counted for any purpose except as otherwise required by

9

law. The benefits accrued as of October 31, 2012, will remain obligations of the Plan

10

and its related trust on behalf of existing Plan participants and will be paid in

11

accordance with the terms of the Plan.

12

13

LETTERS OF MEMORANDUM – 1 – CITY TO CITY BID AWARDS

LETTERS OF MEMORANDUM

203

RE: CITY TO CITY BID AWARDS

1

2

Date: DOR

3

4

Tim Klima

5

Airline Coordinator

6

Transportation Department IAMAW

7

8

Mike Mayes

9

Air Division Director

10

Transport Workers Union of America

11

12

During the course of this round of negotiations, the Company and Union discussed the

13

subject of travel time without loss of pay for those employees transferring by exercise of

14

seniority on city-to-city bid awards.

15

During these discussions, it was agreed that the Company would make every effort,

16

subject to the employee's request and the needs of the service, to ensure that an

17

employee received up to four (4) workdays off without loss of pay by arranging the

18

employee's days off.

19

It was recognized during these discussions that there may be circumstances where an

20

employee's days off cannot be so arranged so as to provide four (4) consecutive days off.

21

In such cases, it will be the spirit of this letter to provide the employee as much time off

22

as possible without loss of pay. It is further understood that the employee may choose to

23

waive the contractual time limits for changing days off to assist in meeting the intent of

24

this letter.

25

Sincerely,

26

James B. Weel

27

Managing Director – Labor Relations

28

American Airlines, Inc.

29

LETTERS OF MEMORANDUM – 2 – NEW HIRE CONSIDERATIONS

LETTERS OF MEMORANDUM

204

RE: NEW HIRE CONSIDERATION BETWEEN AGREEMENTS

1

2

February 13, 2018

3

4

Tim Klima

5

Airline Coordinator

6

Transportation Department IAMAW

7

8

Mike Mayes

9

Air Division Director

10

Transport Workers Union of America

11

12

Re: New Hire Consideration Between Agreements

13

14

This will confirm our understanding reached during negotiations, that qualified employees under

15

the Flight Simulator and Instructor Agreements with a valid transfer request on file will be

16

considered for new hire vacancies in the Fleet Service, Maintenance, and Stores Agreements.

17

The same understanding shall apply in reverse, i.e. a qualified employee covered by the Fleet

18

Service, Maintenance or Stores Agreements with a valid transfer request on file will be considered

19

for new hire vacancies in the Technician or Instructor Agreements.

20

21

22

Very truly yours,

23

24

25

James B. Weel

26

Managing Director – Labor Relations

27

American Airlines, Inc.

28

29

30

Agree and Concur:

31

32

33

Tim Klima Mike Mayes

34

Airline Coordinator Air Division Director

35

Transportation Department IAMAW Transport Workers Union

36

LETTERS OF MEMORANDUM – 3 – CAMERA INSTALLATIONS

LETTERS OF MEMORANDUM

205

February 13, 2018

1

2

Tim Klima

3

Airline Coordinator

4

Transportation Department IAMAW

5

6

Mike Mayes

7

Air Division Director

8

Transport Workers Union of America

9

10

11

Camera Installations – Technical Operations

12

13

During the negotiations leading to a new Joint Collective Bargaining Agreement, the

14

Company informed the Association that it has installed cameras, some new and some

15

replacement, at different Technical Operations locations across the system, including

16

line and base maintenance facilities. Our management team at each location will inform

17

the local Union of any camera installations.

18

19

The primary reasons for this initiative are safety and security. Some of the camera

20

placements will provide coverage for facility entrances to be compliant with security

21

initiatives encouraged by the TSA, also for monitoring parking lots, while others will

22

provide coverage of the aircraft while in the hangars. In addition, we also need to

23

remotely monitor the movement and location of aircraft to improve the coordination of

24

maintenance activities.

25

26

The installation of the camera is not intended to monitor employee’s routine day to day

27

work duties and job performance as that will be accomplished, as it is today, by our

28

station management and Crew Chiefs. However, I do want to set the expectation that

29

certain personal conduct that may be observed will be handled accordingly, such as

30

theft, vandalism, pilferage, or behavior that may be in violation of the law and/or

31

Company Policy.

32

33

If you have any questions, please let me know.

34

35

Sincerely,

36

37

38

James B. Weel

39

Managing Director – Labor Relations

40

American Airlines, Inc.

41

LETTERS OF MEMORANDUM – 4 – TECH CREW CHIEF – MAINTENACE TRAINING

SPECIALIST TRANSITION

LETTERS OF MEMORANDUM

206

February 12, 2018

1

2

Tim Klima

3

Airline Coordinator

4

Transportation Department IAMAW

5

6

Mike Mayes

7

Air Division Director

8

Transport Workers Union of America

9

10

11

Technical Crew Chief – Maintenance Training Specialist

12

Transition

13

14

In negotiations to form joint collective bargaining agreements (“JCBAs”) following the merger of

15

American Airlines, Inc. (“American”) and US Airways, Inc., American and the TWU/IAM

16

Associations (the “bargaining parties”) agreed to establish five (5) separate collective

17

bargaining agreements. This Letter of Agreement addresses a group of employees who are

18

affected by the transfer of their work from the coverage of one pre-merger collective bargaining

19

agreement (the Mechanic & Related CBA) to a different post-merger JCBA (the MTS JCBA).

20

21

The attached list of pre-merger American Technical Crew Chiefs are performing Maintenance

22

Training functions that will be transferred to and be covered by the JCBA known as the

23

Maintenance Training Specialists Agreement (“MTS JCBA”). Upon ratification of the new

24

JCBAs, seniority for these affected employees will be as it appears on the June 15, 2017

25

integrated MTS seniority list and their pre-merger Mechanic & Related basic classification

26

seniority will continue to accrue.

27

28

The bargaining parties agree to provide these affected employees a one-time, non-precedent

29

setting and irrevocable opportunity to elect not to follow their Maintenance Training work and,

30

instead, to remain under the coverage of the new Mechanic & Related JCBA in a position

31

within their basic classification.

32

33

THEREFORE be it agreed and resolved that:

34

35

Within thirty (30) days of the final and announced ratification date of the TWU/IAM Association

36

– American JCBAs, these affected employees may elect not to follow their Maintenance

37

Training work and instead become employees in a position within their basic classification at

38

their home location covered by the new Mechanic & Related JCBA. The election must be

39

made by completing and signing the attached form and delivering the form to the identified

40

American representative in accordance with the instructions on the form. Receipt of the form

41

by the American representative must occur no later than the thirtieth (30

th

) day following the

42

announced ratification date of the JCBAs. American will not accept forms delivered or received

43

after that thirtieth (30

th

) day.

44

45

Except for employees who elect not to follow their work as described above, all other

46

employees on the attached list will be reclassified as Maintenance Training Specialists, will be

47

covered by the MTS JCBA, and will observe their MTS seniority as it appears on the June 15,

48

2017 integrated MTS seniority list. Additionally, these reclassified employees shall receive

49

LETTERS OF MEMORANDUM

207

length-of-company-service credit for their placement on the MTS pay scale, effective no later

1

than thirty (30) days after the announced ratification date of the JCBAs.

2

3

Employees who elect not to follow their work shall have their name immediately stricken from

4

the MTS seniority list and, if such employee subsequently transfers back to an MTS position,

5

will establish a new seniority date in the MTS classification in accordance with the seniority

6

provisions as they apply to any other employee entering the MTS classification for the first

7

time.

8

9

Employees who elect not to follow their work will be assigned a position in their home location,

10

within their basic classification on a one-time, non-bid basis that mirrors a position that any

11

other person with the same seniority in the basic classification can hold. Employees who are

12

so assigned a basic classification position shall be paid the basic classification rate of pay

13

relative to their length-of-company-service.

14

15

If five (5) or less employees elect not to follow their work, the transfer of those employees to

16

the basic classification duties will occur immediately after the thirtieth (30

th

) day as described

17

above. If more than five (5) employees elect not to follow their work, the Association and

18

American agree to negotiate a transition schedule that may delay assignment(s) to basic

19

classification work for a period not to exceed ninety (90) days. Employees who may be held to

20

perform Maintenance Trainer work under this possible extension shall not establish

21

Maintenance Training Specialist seniority because of the extension and shall be paid the

22

appropriate length-of-company-service pay step on the MTS pay scale until the extension

23

ends.

24

25

If the above accurately reflects your understanding of our agreement, please indicate by signing below.

26

27

If you have any questions, please let me know.

28

29

Sincerely,

30

31

32

James B. Weel

33

Managing Director – Labor Relations

34

American Airlines, Inc.

35

36

Agreed to:

37

38

39

40

Tim Klima Mike Mayes

41

Airline Coordinator Air Division Director

42

Transportation Department IAMAW Transport Workers Union

43

LETTERS OF MEMORANDUM – 5 – INTERIOR MECHANIC CLASSIFICATION

LETTERS OF MEMORANDUM

208

October 17, 2017

1

2

3

Tim Klima

4

Airline Coordinator

5

Transportation Department IAMAW

6

7

Mike Mayes

8

Air Division Director

9

Transport Workers Union of America

10

11

12

Interior Mechanic Classification

13

14

During the discussions leading to the Joint Collective Bargaining Agreement (JCBA) for

15

Mechanic and related employees, the following was agreed to as it relates to the Interior

16

Mechanic classification.

17

18

The Company will phase out the Interior Mechanic classification, through attrition, and any

19

incumbent Interior Mechanic who holds or obtains an Airframe and Power Plant (A&P) license

20

will be converted to an Aviation Maintenance Technician in PHX (AMT). All the terms and

21

conditions, applicable to the AMT classification, of the AA/IAM/TWU Association agreement

22

will apply.

23

24

All other current PHX Interior Mechanics will have the opportunity to remain in the classification

25

in PHX and/or exercise their rights under the collective bargaining agreement.

26

27

If the above accurately reflects your understanding of our agreement, please indicate by

28

signing below.

29

30

If you have any questions, please let me know.

31

32

Sincerely,

33

34

35

James B. Weel

36

Managing Director – Labor Relations

37

American Airlines, Inc.

38

39

Agreed to:

40

41

42

43

Tim Klima Mike Mayes

44

Airline Coordinator Air Division Director

45

Transportation Department IAMAW Transport Workers Union

46

LETTERS OF MEMORANDUM – 6 – STATIONARY OPERATING ENGINEER PREMIUM

AND MASTERS TRADE LICENSE PREMIUM

LETTERS OF MEMORANDUM

209

February 13, 2018

1

2

3

Tim Klima

4

Airline Coordinator

5

Transportation Department IAMAW

6

7

Mike Mayes

8

Air Division Director

9

Transport Workers Union of America

10

11

12

JFK Stationary Operating Engineer (SOE) Premium and Masters Trade License Premium

13

14

During the negotiations leading to a new Joint Collective Bargaining Agreement (JCBA), the Company

15

and the Association agreed to incorporate two (2) letters of agreement that existed between AA and the

16

TWU pre-merger. Those two letters involved a SOE premium for JFK Facility mechanics and a Masters

17

Trade License premium for certain Facility Maintenance Crew Chiefs and Tech Crew Chiefs. The

18

parties agreed that the rates and intent behind the letters will become part of the JCBA.

19

20

The rate for the JFK SOE premium includes a $2.81/hr. skill premium along with an additional $5.50/hr.

21

premium for an aggregate premium amount of $8.31/hr. for those employees performing SOE work at

22

JFK. It also includes the ability to raise the aggregate amount to $10/hr. if market conditions warrant.

23

24

The rate for the Masters Trade License includes a $2.81/hr. skill premium along with an additional

25

premium of $2.50/hr. for an aggregate premium amount of $5.31/hr. This premium will be paid to

26

Facility Maintenance Crew Chief or Tech Crew Chief positions where a Masters License is required by

27

the Company.

28

29

It is understood by the parties that any other structural increases or other monetary contractual

30

requirements will still apply.

31

32

If the above accurately reflects your understanding, please indicate by signing below.

33

34

If you have any questions, please let me know.

35

36

Sincerely,

37

38

39

James B. Weel

40

Managing Director – Labor Relations

41

American Airlines, Inc.

42

43

44

Agreed to:

45

46

47

48

Tim Klima Mike Mayes

49

Airline Coordinator Air Division Director

50

Transportation Department IAMAW Transport Workers Union

51

LETTERS OF MEMORANDUM – 7 – CLEANER SENIORITY

LETTERS OF MEMORANDUM

210

Date: DOR

1

2

Tim Klima

3

Airline Coordinator

4

Transportation Department IAMAW

5

6

Mike Mayes

7

Air Division Director

8

Transport Workers Union of America

9

10

11

The listed employees shall be afforded the opportunity to utilize their Cleaner classification

12

seniority date, for bid, award, transfer, and pay in the Aircraft Maintenance Group at anytime

13

during their career. It is further understood that this agreement permits these employees to be

14

displaced by more senior Aircraft Maintenance Group employees in a Reduction in Force.

15

16

If a listed employee exercises his right to transfer from his current Cleaner position to any AMT

17

or higher position, he shall continue to retain and accrue his Cleaner seniority.

18

19

If an employee from the Aircraft Maintenance Group chooses to exercise his right to bump a

20

listed employee who is working in the Cleaner Classification, in lieu of bumping the system, he

21

shall maintain his right to bid any open position in the Aircraft Maintenance Group using his AMT

22

classification seniority. It is further understood that while he is working as a Cleaner, his pay will

23

be reduced to the Cleaner hourly rate that is equal to, or the next step above, his current hourly

24

rate of pay. When such an employee displaces into the Cleaner position, his anniversary date

25

for pay raises will continue unchanged.

26

27

28

Sincerely,

29

30

31

32

James B. Weel

33

Managing Director – Labor Relations

34

American Airlines, Inc.

35

36

37

Agree and Concur:

38

39

40

Tim Klima Mike Mayes

41

Airline Coordinator Air Division Director

42

Transportation Department IAMAW Transport Workers Union

43

LETTERS OF MEMORANDUM – 8 – INITIAL AIRCRAFT INSPECTION

LETTERS OF MEMORANDUM

211

Date – DOR

1

2

3

Tim Klima

4

Airline Coordinator

5

Transportation Department IAMAW

6

7

Mike Mayes

8

Air Division Director

9

Transport Workers Union of America

10

11

Initial Aircraft Inspection - Base

12

13

During the discussions leading to the Joint Collective Bargaining Agreement (JCBA) for

14

Mechanic and Related employees, the following was agreed to as it relates to “initial aircraft

15

inspections” at the maintenance bases.

16

17

The Company agreed to include in the job description of Inspector, the language as it relates

18

to “initial aircraft inspections” at the maintenance bases with the underlying intent of continuing

19

to utilize dedicated Inspectors at those locations where they are utilized today. For those

20

locations not utilizing dedicated Inspectors, the Company shall solicit overtime from a qualified

21

Inspector pool, to conduct the initial inspection. In the event there is still a need for additional

22

resources, after the solicitation, the Company may then utilize DQC.

23

24

If the above accurately reflects your understanding of our agreement, please indicate by

25

signing below.

26

27

If you have any questions, please let me know.

28

29

Sincerely,

30

31

32

James B. Weel

33

Managing Director – Labor Relations

34

American Airlines, Inc.

35

36

Agreed to:

37

38

39

40

Tim Klima Mike Mayes

41

Airline Coordinator Air Division Director

42

Transportation Department IAMAW Transport Workers Union

43

LETTERS OF MEMORANDUM – 9 – CHRISTMAS – NEW YEARS BASE MAINTENANCE

OPERATIONS

LETTERS OF MEMORANDUM

212

Revised DOR

1

2

3

From: James B. Weel

4

To: Tim Klima and Mike Mayes

5

6

Re: Christmas – New Year Base Maintenance Operations

7

8

9

This will confirm our agreement that the Company’s Base Maintenance locations will remain

10

open during the Christmas – New Year holiday period. However, based upon needs of service

11

and workload volumes in each bid area, the Company commits to make every effort to offer

12

additional vacation weeks above the vacation ratio for selection during the annual vacation bid.

13

The Company will also make every effort to allow additional paid time off (e.g. DAT, vacation,

14

Comp days). The above applies to all Base Locations (i.e. shops, docks, stockrooms, etc.)

15

except the Central Utility Plants and distribution center/warehouse locations.

16

17

In addition to the paragraph above and as agreed to in Article 22 (Holidays), when a full

18

scheduled crew is not required to work on the Christmas or New Year holiday, employees will

19

be offered the holiday off on the basis of Classification seniority, by shift, in the bid area at that

20

location until the reduced complement is achieved. Once the reduced complement is achieved

21

and the Company finds it necessary to increase the complement, those employees in the bid

22

area who were not afforded an opportunity to work by reason of such reduction will be asked to

23

work first in order of Classification seniority, shift and department prior to utilizing the overtime

24

list.

25

26

27

28

29

James B. Weel

30

Managing Director – Labor Relations

31

American Airlines, Inc.

32

33

34

35

Agree and Concur:

36

37

38

Tim Klima Mike Mayes

39

Airline Coordinator Air Division Director

40

Transportation Department IAMAW Transport Workers Union

41

LETTERS OF MEMORANDUM – 10 – VOLUNTARY EARLY OUT PROGRAM

LETTERS OF MEMORANDUM

213

1

2

Tim Klima

3

Airline Coordinator

4

Transportation Department IAMAW

5

6

7

Mike Mayes

8

International Administrative Vice President

9

Transport Workers Union of America

10

11

12

Voluntary Early Out Program

13

14

In the event of a headcount overage or the need for a reduction in force which occurs after

15

ratification of a new JCBA for the combined LUS-LAA Association membership, the Company

16

will offer active employees and employees on authorized Union Leave of Absence the

17

opportunity to participate in a Voluntary Early Out Program as follows:

18

19

 Employees must have a minimum of fifteen (15) years of service to participate and

20

have otherwise been unaffected by the reduction.

21

22

 The maximum number of VEOPs (Voluntary Early Outs) offered in a location,

23

classification and bid area / duty assignment will be at a minimum, as determined by the

24

Company, equivalent to the number of reductions in that location, classification and bid

25

area / duty assignment

26

27

 Employees awarded a VEOP will receive a lump sum payment of $22,500.00 within

28

thirty (30) days of the employees release date and lose all rights to any recall and their

29

seniority will be forfeited

30

31

 In addition to lump sum payment, employee will receive any severance allowance as

32

outlined in their applicable TWU/IAM Association agreement(s).

33

34

This Lump sum payment will not have any impact on any Sick Leave Buy Back provisions in

35

any of the Association Collective Bargaining Agreements.

36

37

Sincerely,

38

39

James B. Weel

40

Managing Director – Labor Relations

41

42

43

Agreed to:

44

45

Tim Klima Mike Mayes

46

Airline Coordinator International Administrative Vice President

47

Transportation Department IAMAW Transport Workers Union of America

48

49

LETTERS OF MEMORANDUM – 11 – VACATION LUMP SUM PAYMENT

LETTERS OF MEMORANDUM

214

1

March 4, 2020

2

3

4

5

Tim Klima

6

Airline Coordinator

7

Transportation Department IAMAW

8

9

Mike Mayes

10

Air Division Director

11

Transport Workers Union of America

12

13

14

Vacation Lump Sum Payment

15

16

17

During the discussions leading to the Joint Collective Bargaining Agreements (“JCBAs”) the

18

Company and the Association agreed that if any Association represented employee earned an extra

19

week of vacation as a result of the change in vacation accruals in the vacations tentative agreement, on

20

a one time basis for calendar year 2020 only, the Company will pay out in a lump sum any extra week

21

of earned vacation to any impacted Association employee. Such lump sum will be paid out no later

22

than sixty (60) days after ratification and will be subject to applicable tax withholdings and authorized

23

deductions.

24

25

If the above accurately reflects your understanding of our agreement, please indicate by signing below.

26

27

Sincerely,

28

29

30

James B. Weel Lynn Vaughn

31

Managing Director – Labor Relations Managing Director – Labor Relations

32

American Airlines, Inc. American Airlines, Inc.

33

34

Agreed to:

35

36

37

38

Tim Klima Mike Mayes

39

Airline Coordinator Air Division Director

40

Transportation Department IAMAW Transport Workers Union

41

LETTERS OF MEMORANDUM – 12 – RETIREMENT FROM INACTIVE STATUS

LETTERS OF MEMORANDUM

215

1

Date: DOR

2

3

Tim Klima

4

Airline Coordinator

5

Transportation Department IAMAW

6

7

Mike Mayes

8

Air Division Director

9

Transport Workers Union of America

10

11

12

13

During the recent round of negotiations, the issue concerning employees retiring from inactive

14

service was discussed. This letter is to confirm that the Company discontinued the practice

15

which required Association Related employees, who are on the seniority roster but not on the

16

active payroll, to return to work for at least one day prior to retirement in order to be eligible for

17

retirement benefits, e.g., flight and medical/dental.

18

19

20

21

Sincerely,

22

23

24

25

James B. Weel

26

Managing Director – Labor Relations

27

American Airlines, Inc.

28

29

30

Agree and Concur:

31

32

33

34

Tim Klima Mike Mayes

35

Airline Coordinator International Administrative Vice President

36

Transportation Department IAMAW Transport Workers Union

37

LETTERS OF MEMORANDUM – 13 – COMPOSITE SHOP SKILL PREMIUM

LETTERS OF MEMORANDUM

216

March 4, 2020

1

2

3

Tim Klima

4

Airline Coordinator

5

Transportation Department IAMAW

6

7

Mike Mayes

8

Air Division Director

9

Transport Workers Union of America

10

11

12

Composite Shop Skill Premium

13

14

During the negotiations leading to a new Joint Collective Bargaining Agreement (JCBA), the Company

15

and the Association agreed that the AMT employees working in the Composite Shop at TUL as of date

16

of ratification will continue to receive the $3.45/hr. skill premium, so long as they continue to perform AMT

17

Composite work.

18

19

Any future position(s) in the Composite Shop in TUL will be filled by AMTs who hold both an A&P license.

20

21

If the above accurately reflects your understanding, please indicate by signing below.

22

23

If you have any questions, please let me know.

24

25

Sincerely,

26

27

28

James B. Weel

29

Managing Director – Labor Relations

30

American Airlines, Inc.

31

32

Agreed to:

33

34

35

36

Tim Klima Mike Mayes

37

Airline Coordinator International Administrative Vice President

38

Transportation Department IAMAW Transport Workers Union

39

LETTERS OF MEMORANDUM – 14 - ROTATION OF SHIFTS

LETTERS OF MEMORANDUM

217

October 17, 2017

1

2

Mr. Tim Klima

3

Airline Coordinator

4

Transportation Department

5

IAMAW

6

7

Mr. Mike Mayes

8

Air Transport Division Director

9

Transport Workers Union of America, AFL-CIO

10

11

Rotation of Days off

12

13

During the 2016-17 Joint Collective Bargaining Agreement (JCBA) negotiations, the Company agreed

14

that at those Line maintenance stations and classifications that have been utilizing the rotation of days

15

off as of November 8, 2016 (see below), will continue to do so. Both management and the union

16

preserve the right to discontinue the rotation of days off, so long as it provides at least sixty (60) days’

17

notice, prior to the next scheduled rebid, to the Local Union.

18

19

Stores

20

ORD – Except FISTI, 2

nd

floor Main Stock Room and Shipping/Receiving

21

22

Aviation Maintenance Group

23

DFW – Avionics

24

MIA – AMTs and Avionics

25

ORD – AMTs and Avionics (except for the 737-blade crew and line mx support shop employees)

26

JFK – AMTs and Avionics

27

LGA – Avionics

28

SAT – AMTs

29

RDU – AMTs

30

EWR – AMTs

31

32

GSE/Facility Maintenance Group

33

JFK - GSE

34

35

If the above accurately reflects your understanding of the parties’ agreement, please indicate by signing

36

below. If you should have any questions, please call me.

37

38

Sincerely,

39

40

James B. Weel

41

Managing Director – Labor Relations

42

43

Agreed to:

44

45

46

Tim Klima Mike Mayes

47

Airline Coordinator Air Division Director

48

Transportation Department Transport Workers Union of America, AFL-CIO

49

IAMAW

50

51

52

DOR

53

54

LETTERS OF MEMORANDUM – 15 – AVIONIS UTILIZATION

LETTERS OF MEMORANDUM

218

Tim Klima

1

Airline Coordinator

2

Transportation Department IAMAW

3

4

Mike Mayes

5

International Administrative Vice President

6

Transport Workers Union of America

7

8

During our recent JCBA negotiations, the Company confirmed its intention to continue to streamline line

9

maintenance avionics work in a manner consistent with Letter of Memorandum 9 from the September

10

18, 2012 AA/TWU collective bargaining agreement. Specifically, the Company and Association agreed

11

that the Company may continue to streamline such work by narrowing and focusing the primary scope

12

of the Avionics position as outlined below. The Company, at the same time, may continue to expand

13

the skills of the General AMT population to include avionics skills for new and existing fleet types.

14

However, until such time as the skills of the General AMT population have expanded to a sufficient

15

level to perform such work, the Company will continue to staff dedicated Avionics qualified AMTs based

16

on needs of service. This understanding does not require the Company to expand or maintain Avionics

17

bid areas existing as of DOR. Also, while it is understood that in most instances during normal work

18

hours the alignment of work will be consistent with the below processes and duties, Line Maintenance

19

AMTs, either Avionics or General AMT, may perform work or duties for which they are qualified.

20

Avionics AMT’s will accomplish their assigned work, including both Avionics and other AMT work,

21

unless otherwise directed by management.

22

Avionics AMT’s Processes and Duties:

23

24

 Troubleshoot wiring, relays, defective connectors and contactors of any aircraft system.

25

 Auto Pilot/Auto flight Systems

26

 Communication Systems

27

 Power Systems

28

 Instruments/ Navigation systems

29

 Lower Minimum Program

30

31

This letter constitutes the only understanding between the Company and the Association with regard to

32

Line Maintenance Avionics. All other agreements/letters are null and void.

33

34

Sincerely,

35

36

James B. Weel

37

Managing Director – Labor Relations

38

39

Agreed to:

40

41

42

43

Tim Klima Mike Mayes

44

Airline Coordinator Air Division Director

45

Transportation Department UAMAW Transport Workers Union of America, AFL-CIO

46

LETTERS OF MEMORANDUM – 16 – ORDERING OF PARTS

LETTERS OF MEMORANDUM

219

1

2

Date: DOR

3

4

Tim Klima

5

Airline Coordinator

6

Transportation Department IAMAW

7

8

9

Mike Mayes

10

Air Division Director

11

Transport Workers Union of America

12

13

During the recent negotiations the parties discussed different technological opportunities

14

available for the ordering of part; specifically, Crew Chiefs, AMT’s and other non-MLS

15

Association employees, ordering parts and the Company’s integration to an inventory system

16

which makes this possible.

17

18

For example, electronic tablet technology is being utilized by the AMT on an aircraft to order

19

apart from Stores. The electronic order is then process by the Stores and/or Planner AOG-MCU

20

personnel as their responsibilities are described in the collective bargaining agreement.

21

22

If this letter accurately reflects the agreement of the parties, please indicate by signing below.

23

24

25

Sincerely,

26

27

28

29

James B. Weel

30

Managing Director – Labor Relations

31

American Airlines, Inc.

32

33

34

35

Agree and Concur:

36

37

38

Tim Klima Mike Mayes

39

Airline Coordinator Administrative Vice President

40

Transportation Department IAMAW Transport Workers Union

41

LETTERS OF MEMORANDUM – 17 – COMPUTER PROGRAMING

LETTERS OF MEMORANDUM

220

1

Date: DOR

2

3

Tim Klima

4

Airline Coordinator

5

Transportation Department IAMAW

6

7

Mike Mayes

8

Air Division Director

9

Transport Workers Union of America

10

11

12

During the DOR round of negotiations, the Company and Union agreed to clarify work involving

13

the programming of certain computer operated machinery. The use of the word "programming"

14

in this matter does not mean computer programming, but merely inputs into the machine

15

program associated with the specific instructions given to the machine to carry out its designed

16

function.

17

It is understood that such inputs to machine programs will be made by Crew Chiefs or mechanics

18

during the performance of their duties. However, it is also understood that such machine program

19

changes may be made by supervisory personnel when such changes are made in the course of

20

instructing employees or are made during experimental or developmental stages of the machine

21

program, or at any other time when such machine program changes are not directly related to

22

the productive aspects of the machine.

23

24

Very truly yours,

25

26

27

James B. Weel

28

Managing Director – Labor Relations

29

American Airlines, Inc.

30

31

32

33

34

Agreed to:

35

36

37

38

Tim Klima Mike Mayes

39

Airline Coordinator Air Division Director

40

Transportation Department Transport Workers Union of America, AFL-CIO

41

IAMAW

42

LETTERS OF MEMORANDUM – 18 – PAYROLL SYSTEMS

LETTERS OF MEMORANDUM

221

March 3, 2020

1

2

Tim Klima

3

Airline Coordinator

4

Transportation Department IAMAW

5

6

Mike Mayes

7

Administrative Vice President

8

Transport Workers Union of America

9

10

Payroll System Transition Agreement

11

12

During the negotiations leading to a new Joint Collective Bargaining Agreement, the Company informed

13

the Association of its plan to transition from a “pay current” payroll process to a “pay in arrears” payroll

14

process for any Association members who are in a “pay current” payroll process.

15

16

As a result, any employee impacted by this payroll process transition will experience a delay in payroll

17

payment of approximately one week’s pay (i.e., approximately twenty (20) hours for part-time employees

18

and approximately forty (40) hours for full-time employees).

19

20

In addition, the Parties agree that any Association members who are currently in a weekly payroll cycle

21

will transition to a biweekly payroll cycle, except for Association members in states where the applicable

22

state law requires a weekly payroll cycle.

23

24

To assist with these transitions, the Company will offer the following options, on a one-time basis, to any

25

affected Association members:

26

27

Option 1: Employees who are affected by either the payroll process transition or weekly pay

28

transition, may choose to receive an interest free payroll advance from the Company, in an

29

amount equal to twenty (20) hours of such employee’s pay for part-time employees and forty (40)

30

hours of such employee’s pay for full-time employees, to be repaid through payroll deduction.

31

Such employees may choose to repay this payroll advance through equal installments over a

32

period of ten (10) or twenty-six (26) pay periods. Employees who select this option must complete

33

a payroll deduction authorization as required by applicable state law.

34

35

Option 2: Employees who are only affected by the payroll process transition to “pay in arrears”

36

(and not the weekly pay transition) may choose to use either compensatory time, accrued

37

vacation, or accrued sick time up to the lower of: (i) the number of hours in their compensatory

38

time, vacation, or sick bank, or (ii) twenty (20) hours for part-time employees and forty (40) hours

39

for full-time employees.

40

41

This agreement is made on a non-precedent non-referable basis. If the Association agrees, please

42

confirm by signing below.

43

44

45

James B. Weel Lynn B. Vaughn

46

Managing Director – Labor Relations Managing Director – Labor Relations

47

American Airlines, Inc. American Airlines, Inc.

48

49

Agreed to:

50

51

Tim Klima Mike Mayes

52

Airline Coordinator Administrative Vice President

53

Transportation Department IAMAW Transport Workers Union

54

LETTERS OF MEMORANDUM – 19 – VACATION METHODOLOGY

LETTERS OF MEMORANDUM

222

March 2, 2020

1

2

Tim Klima

3

Airline Coordinator

4

Transportation Department IAMAW

5

6

Mike Mayes

7

Air Division Director

8

Transport Workers Union of America

9

10

Vacation Methodology

11

12

During the discussions leading to the Joint Collective Bargaining Agreements (“JCBAs”) the

13

Company and the Association (“Parties”) agreed that the vacation methodology in the JCBA for all

14

Association represented employees would be based on an “earn and use for the next year”

15

methodology. The current IAM CBAs covering Legacy US Airways Fleet Service Clerks (“IAM Fleet”)

16

and Legacy US Airways Maintenance Training Specialists (“IAM MTS”) provide for a an “earn and use”

17

in the current year vacation methodology.

18

19

To transition these work groups smoothly to the new JCBA vacation methodology, the parties

20

agree that upon ratification of the JCBA, IAM Fleet and IAM MTS will transition to the JCBA vacation

21

methodology as follows:

22

23

 For the calendar year 2020 current IAM CBA vacation methodology shall apply, i.e. IAM Fleet

24

and IAM MTS will continue under the current year methodology and application as described in

25

the Collective Bargaining Agreement.

26

27

 For the year 2021, IAM Fleet and IAM MTS employees, will be credited a full vacation allowance

28

on January 1, 2021. For example, an employee who has the ability to earn five (5) weeks of

29

vacation in year 2021, will be credited such vacation allowance of five (5) weeks of vacation on

30

January 1, 2021 regardless of the amount of time the employee worked in year 2020. Further,

31

these employees will also not be required to repay the Company for any vacation received in

32

year 2021 as described under the previous Legacy US Airways Collective Bargaining

33

Agreement.

34

35

 Beginning in year 2021 IAM Fleet and IAM MTS employees’ will begin to accrue vacation for

36

use in year 2022 under the new JCBA (accrue in 2021 for use in 2022).

37

38

If the above accurately reflects your understanding of our agreement, please indicate by signing below.

39

40

Sincerely,

41

42

James B. Weel Lynn Vaughn

43

Managing Director – Labor Relations Managing Director – Labor Relations

44

American Airlines, Inc. American Airlines, Inc.

45

46

47

Agreed to:

48

49

Tim Klima Mike Mayes

50

Airline Coordinator Air Division Director

51

Transportation Department IAMAW Transport Workers Union

52

LETTERS OF MEMORANDUM – 20 – OASIS MODIFICATIONS PROJECT

LETTERS OF MEMORANDIUM

223

DOR

Tim Klima

Airline Coordinator

Transportation Department IAMAW

Mike Mayes

Air Division Director

Transport Workers Union of America

OASIS Modifications Project

During the discussions leading to the Joint Collective Bargaining Agreement (JCBA) for the Mechanic &

Related agreement, the parties discussed the OASIS modification project (Cabin retrofit). The

Company and the TWU/IAM Mechanic & Related Association agree that all outsourced vendor billable

hours related to the OASIS modification project (Cabin retrofit) for the 737NG and A321 will be counted

toward the fifty (50%) Base Maintenance outsourcing percentage.

In order to maintain the OASIS modification schedule the Company and Association agree to the

following: if, however, at the end of years 2021 or 2022, the total Base Maintenance vendor billable

hours, including any OASIS modifications, exceeds the fifty (50%) percent outsourcing percentage

outlined in Article 6, the lesser of the actual outsourced OASIS modification hours or fifty (50%) of the

number of total outsourced hours (including OASIS) that exceed the number of total insourced hours

will not be counted toward the calculation for additional insourced hours required in the following year

as described in the M&R collective bargaining agreement. In the event that no OASIS work is

outsourced during a calendar year, no change to that year’s calculation shall be made.

If the above accurately reflects your understanding of our agreement, please indicate by signing below.

Sincerely,

James B. Weel

Managing Director – Labor Relations

American Airlines, Inc.

Agreed to:

____________________ _____________________

Tim Klima Mike Mayes

Airline Coordinator Air Division Director

Transportation Department IAMAW Transport Workers Union