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StrongerTogether. Hub employment security (before insourcing). Employment security (before insourcing). Insourcing. Employment security. 90–95% job security Job security that never existed for s-CO Secured core work in largest cities Secure UAX work in CLE, IAH, EWR, SFO and ORD
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Employment security • 90–95% job security • Job security that never existed for s-CO • Secured core work in largest cities • Secure UAX work in CLE, IAH, EWR, SFO and ORD • All Storekeepers have 100% protection against outsourcing at d.o.s. • Expanded 1994 absolute security to June 3, 1999 • Implemented April 1, 2006 protection from outsourcing date • Ramp and Stores cannot have their status or leads changed because of outsourcing • No PT shifts in Stores where 10 hour shifts exist • Commitment to preserve FT positions with recall to FT in stations where it was displaced • Commitment from company to open currently vendored Ramp work in 10 Stations, and PCE work in IAD, HNL • Absolute protection for RES from outsourcing, and commitment to no office closures • Language to discuss protection from technology outsourcing • VSIP package • Move Package • Enhanced severance pay
Economics • Full Retro pay for s-UA from 1 JAN 2010 to DOS (date of signing) • Improved base wage at DOS, 2.5% step increase on 1 APR 2016 • Increased longevity pay to max $0.75 • Ability to earn double time OT and implement 24-hour clock • Mid-contract bonus of 6% base on 2014 pay to be paid after 1 JAN 2015 • Improved pay progression • Adopt s-CO lead pay • Premium pay for premium positions • Unpaid lunch after 5 hours for s-UA • 401-K for s-UA • Adopt pilot profit sharing • Guaranteed 15-minute paid breaks • Retain s-UA shift differential • Retained easy-hour, overtime bypass
Benefits • 100% sick pay • Doctor’s note not needed before second occurrence (6 mon period) • Improved Sic/Occ bank hours to 1200 hours each • Personal emergency leave of 2 instances of 4 days for each member of immediate family • EIS extended to 6 years with benefits up to 3 years or ½ length of service • Long term disability extended to s-UA • Retain National Group Protection Plan • Time-and-one-half for holiday hours worked • 6 fixed holidays and 2 floating holidays • Improved vacation accrual rate • Ability to buy an extra week of vacation or defer holidays for an additional week of vacation • Ability to move RDO’s to extend vacation • Ability to bid two separate blocks of vacation on initial bid as long as consecutive • Minimum one week block bid; May float remainder of vacation to be bid as DAT • If a paid holiday falls within your vacation week, you may move it for an additional day off or choose to be paid out for that day
Work rules • Receipt & dispatch now core work • Delayed calling of mandatory penalty of 1.5 hours of pay if mandatory called within an hour of the end of your shift • Supervisors may no longer displace IAM members • Restrictions on supervisors working • No trade suspension • Able to bid in/out of specialty positions at least once per year • Lifetime recall for 10+ years or currently furloughed • Specialty training offered by seniority • Health and Safety committee • Overtime • Shift differential • Contractual open shift bids • Ten hour day • Grievance procedure maintained
