TO: Local Unions 19, 25, 104, 120, 210, 391, 455,
769, 781, 856, 964, and 986
FROM: David Bourne, Director
Teamster Airline Division
DATE: December 23,2015
RE: Teamcare Conference Calls for
United Airlines Mechanic and Related
There will be two Teamcare conference calls the first week of January for United Airlines mechanics and related. These calls are to provide these members the opportunity to have the health care plan the company is proposing explained to them by Teamcare representatives, and to provide members with the opportunity to ask questions. After the Teamcare presentation, Representatives of the IBT Airline Division will also answer members' questions regarding the Company's proposal.
The times and dates for these calls are listed on the cover letter in the ballot packages that were
mailed today, December 23. But due to the high volume of mail over the holidays, we anticipate that many members will not receive their ballot packets in time to plan to participate in the calls.
Attached is a flier for these calls for emailing and posting, and below is the call-in information.
Please exercise every means at your disposal to forward this information on to your membership.
TEAMCARE CONFERENCE CALLS for UNITED AIRLINES MECHANICS AND RELATED:
Monday, January 4, 3pm Pacific Time
Thursday, January 7, 6pm Pacific Time
Call-in number: 1-877-229-8523
ID Code: 314828
RUL Arbitration
As some of you may have heard we lost the RUL arbitration. The arbitrator ruled the RUL did not expire by it's on terms or upon the Company's request for mediation and remains in effect.
You can view the full opinion and award in the documents section of this blog. I'm at a loss for words this was supposed to be a slam dunk for the union.
As some of you may have heard we lost the RUL arbitration. The arbitrator ruled the RUL did not expire by it's on terms or upon the Company's request for mediation and remains in effect.
You can view the full opinion and award in the documents section of this blog. I'm at a loss for words this was supposed to be a slam dunk for the union.
Voting Instructions
The voting instructions along with the United company proposal will be mailed on or about December 24th, 2015. The packages should start arriving at your home around January 2nd 2016.
Ballotpoint will handle the adminastration of this election.
You can check them out at http://www.ballotpoint.com/.
The notice of referendum is available for review in the documents section of this blog.
Key dates to remember:
January 2nd 2016
packages will start to arrive
January 7th 2016
accepting request for replacements or new packages
January 22nd
challenges can be submitted by locals
January 25th
ballots must be cast by noon EST
January 25th
ballots counted at noon EST
If you have any questions contact your Chief Steward or Business Agent.
The voting instructions along with the United company proposal will be mailed on or about December 24th, 2015. The packages should start arriving at your home around January 2nd 2016.
Ballotpoint will handle the adminastration of this election.
You can check them out at http://www.ballotpoint.com/.
The notice of referendum is available for review in the documents section of this blog.
Key dates to remember:
January 2nd 2016
packages will start to arrive
January 7th 2016
accepting request for replacements or new packages
January 22nd
challenges can be submitted by locals
January 25th
ballots must be cast by noon EST
January 25th
ballots counted at noon EST
If you have any questions contact your Chief Steward or Business Agent.
alt="header image" />
Ruling in the RUL Arbitration
December 23, 2015
The arbitrator has issued a ruling in the resource
utilization arbitration case. Unfortunately the arbitrator denied the
grievance. A copy of the award can be found here:
The post hearing briefs and transcripts will be posted right after the holidays.
You have received this email through your subscription to the Teamsters' email list. If you did not subscribe, or would no longer like to receive email updates, unsubscribe here.
Informational Meetings
We are planing our informational meetings for Monday January 11th. The notice will go out next week on the times and location of the meetings. This is a very important time and everyone should make an effort to attend the meetings. I'm sure all of you have lots of questions about the company proposal, seniority, Teamcare and VEBA. If you are unable to attend the meeting, get with me prior to the meeting and I can relay your questions at the meeting.
If we all stand together and speak as one voice we can and will get not only what we want but what we deserve.
My personal opinion!!!!!!
Vote NO on the company proposal!!!!!!
Vote YES on a strike vote!!!!!
Solidarity
not just a word we use but an action we take.....
Lets all stand together
We are planing our informational meetings for Monday January 11th. The notice will go out next week on the times and location of the meetings. This is a very important time and everyone should make an effort to attend the meetings. I'm sure all of you have lots of questions about the company proposal, seniority, Teamcare and VEBA. If you are unable to attend the meeting, get with me prior to the meeting and I can relay your questions at the meeting.
If we all stand together and speak as one voice we can and will get not only what we want but what we deserve.
My personal opinion!!!!!!
Vote NO on the company proposal!!!!!!
Vote YES on a strike vote!!!!!
Solidarity
not just a word we use but an action we take.....
Lets all stand together
Brothers and Sisters,
The UAL Proposal, which is available on our website at http://teamsterair.org/node/2400, is the complete close out proposal given to the union negotiating committee by the company. While it would certainly have been better if the parties were able to reach a tentative agreement, that did not happen in this step of negotiations. The Company passed what it characterized as a comprehensive close-out agreement to the union committee, and the union committee believed that the company’s close-out proposal met conditions of a “last best and final” offer that should be presented to the membership for a vote. It is now up to you to determine the next course of action. A yes vote on the proposal would mean that this proposal would become the new amalgamated agreement, and a no vote would send the parties back to mediated negotiations, following the process of the Railway Labor Act.
The ballot for ratification by electronic voting for the United Airlines Proposal will be mailed to your homes before December 25, 2015, and will be counted at noon (Eastern) on January 25, 2016.
There are significant changes in this proposal from the current three standalone Agreements covering the s-CAL, s-UAL and Air Micronesia mechanics. Some of those changes are positive, some neutral and some are negative.
To begin, the company’s proposal represents a total economic increase of approximately two hundred million dollars annually, which represents an improvement of over $22,000 to topped out members above current compensation in each year of the contract. This increase is offset somewhat by other economic work rules, however, as you will see in the paragraphs below.
The improvements include an initial 25% increase in wages on the date of signing; an average bonus check of $9000; furlough protection for everyone on the seniority list with facility protection for the SFO Maintenance Base and the Houston Maintenance Base; sUA restoration of two floating holidays and 100% pay for sick leave; sCO faster vacation accrual; a buy out of up to one hundred thousand dollars; and several less significant improvements that were bargained over the course of negotiations.
The offsets to the above improvements include mostly those things that were not finalized in bargaining. They include a longer scale for new hires; a 10-year recall right that eliminates the recall rights of a majority of those currently on furlough, all of whom today have lifetime recall rights; a reduction in the profit sharing formula down to 5% of pre-tax profit with a trigger for 10% of pre-tax profit in excess of a pre-tax margin of 6.9%; a change in the duty time limits; and several other matters that can be found in the attached package.
The company’s proposal also maintains the current CARP pension plan for existing s-CAL mechanics and gives the current s-UAL mechanics an opportunity to vote to become participants in the CARP (including current s-CAL 401k matching contributions) or to opt instead to retain s-UAL’s current 401k mandatory company contributions with increases of $100, $200, or $300 monthly, depending on years of service, in the company’s mandatory contribution. The company’s pension proposal would also eliminate new entrants into CARP if the sUA group elects not to enter, and all new hires would be covered only by a 401k plan.
The health and welfare benefits contained in this proposal would be an improvement for a slight majority of the group and an increased cost over the current plans for the rest of the group. The proposed plan is better, however, than the 2016 company offered health and welfare benefits, which was the company’s original benefits position, for a vast majority of the membership.
To be clear, the offsets to the improvements in this proposal are sizeable, and we urge you to please review the entire contract carefully to determine whether it is acceptable or not. Most Locals will be holding informational meetings in order for you to get a better understanding of the company’s proposal. It is now up to you to make the decision on how to proceed.
Fraternally,
David P. Bourne, Director
Clacy Griswold, Int’l Representative
Teamsters Airline Division
UAL Negotiating Committee Chairman
Robert C. Fisher, Int’l Representative
UAL Negotiating Committee Co-Chairman
The UAL Proposal, which is available on our website at http://teamsterair.org/node/2400, is the complete close out proposal given to the union negotiating committee by the company. While it would certainly have been better if the parties were able to reach a tentative agreement, that did not happen in this step of negotiations. The Company passed what it characterized as a comprehensive close-out agreement to the union committee, and the union committee believed that the company’s close-out proposal met conditions of a “last best and final” offer that should be presented to the membership for a vote. It is now up to you to determine the next course of action. A yes vote on the proposal would mean that this proposal would become the new amalgamated agreement, and a no vote would send the parties back to mediated negotiations, following the process of the Railway Labor Act.
The ballot for ratification by electronic voting for the United Airlines Proposal will be mailed to your homes before December 25, 2015, and will be counted at noon (Eastern) on January 25, 2016.
There are significant changes in this proposal from the current three standalone Agreements covering the s-CAL, s-UAL and Air Micronesia mechanics. Some of those changes are positive, some neutral and some are negative.
To begin, the company’s proposal represents a total economic increase of approximately two hundred million dollars annually, which represents an improvement of over $22,000 to topped out members above current compensation in each year of the contract. This increase is offset somewhat by other economic work rules, however, as you will see in the paragraphs below.
The improvements include an initial 25% increase in wages on the date of signing; an average bonus check of $9000; furlough protection for everyone on the seniority list with facility protection for the SFO Maintenance Base and the Houston Maintenance Base; sUA restoration of two floating holidays and 100% pay for sick leave; sCO faster vacation accrual; a buy out of up to one hundred thousand dollars; and several less significant improvements that were bargained over the course of negotiations.
The offsets to the above improvements include mostly those things that were not finalized in bargaining. They include a longer scale for new hires; a 10-year recall right that eliminates the recall rights of a majority of those currently on furlough, all of whom today have lifetime recall rights; a reduction in the profit sharing formula down to 5% of pre-tax profit with a trigger for 10% of pre-tax profit in excess of a pre-tax margin of 6.9%; a change in the duty time limits; and several other matters that can be found in the attached package.
The company’s proposal also maintains the current CARP pension plan for existing s-CAL mechanics and gives the current s-UAL mechanics an opportunity to vote to become participants in the CARP (including current s-CAL 401k matching contributions) or to opt instead to retain s-UAL’s current 401k mandatory company contributions with increases of $100, $200, or $300 monthly, depending on years of service, in the company’s mandatory contribution. The company’s pension proposal would also eliminate new entrants into CARP if the sUA group elects not to enter, and all new hires would be covered only by a 401k plan.
The health and welfare benefits contained in this proposal would be an improvement for a slight majority of the group and an increased cost over the current plans for the rest of the group. The proposed plan is better, however, than the 2016 company offered health and welfare benefits, which was the company’s original benefits position, for a vast majority of the membership.
To be clear, the offsets to the improvements in this proposal are sizeable, and we urge you to please review the entire contract carefully to determine whether it is acceptable or not. Most Locals will be holding informational meetings in order for you to get a better understanding of the company’s proposal. It is now up to you to make the decision on how to proceed.
Fraternally,
David P. Bourne, Director
Clacy Griswold, Int’l Representative
Teamsters Airline Division
UAL Negotiating Committee Chairman
Robert C. Fisher, Int’l Representative
UAL Negotiating Committee Co-Chairman
Negotiations Update
November28, 2015
The committee met in Houston this week to complete the process of vetting United’s final offer.
Various subcommittees worked through the previous week on individual articles and LoA’s, comparing the UA offer to previously TA’d articles, items agreed to in principal, and items not discussed/agreed to in an effort to gain a complete understanding of exactly what United has proposed. These findings were combined into a single list of inconsistencies that were delivered to the UA negotiators this week. Once this list is reviewed and the proposal finalized, a vote will be scheduled.
In order for the voting process to begin, the complete proposal must be sent to the printer, then mailed to each member’s home along with the instructions for the electronic ballot. Printing and mailing is expected to begin in early December, mailed shortly thereafter with a final ballot count to occur in early January.
The ballot will have two questions:
1. Accept or Reject United’s final offer
2. Yes or No to authorize a strike
There are incomplete and unvetted versions of the proposal that are floating around the system. Please be advised that these documents are not accurate. As soon as the full proposal is completed it will be posted electronically for everyone to review.
November28, 2015
The committee met in Houston this week to complete the process of vetting United’s final offer.
Various subcommittees worked through the previous week on individual articles and LoA’s, comparing the UA offer to previously TA’d articles, items agreed to in principal, and items not discussed/agreed to in an effort to gain a complete understanding of exactly what United has proposed. These findings were combined into a single list of inconsistencies that were delivered to the UA negotiators this week. Once this list is reviewed and the proposal finalized, a vote will be scheduled.
In order for the voting process to begin, the complete proposal must be sent to the printer, then mailed to each member’s home along with the instructions for the electronic ballot. Printing and mailing is expected to begin in early December, mailed shortly thereafter with a final ballot count to occur in early January.
The ballot will have two questions:
1. Accept or Reject United’s final offer
2. Yes or No to authorize a strike
There are incomplete and unvetted versions of the proposal that are floating around the system. Please be advised that these documents are not accurate. As soon as the full proposal is completed it will be posted electronically for everyone to review.
Negotiations Update
November 6, 2015
The Committee met in Houston on Thursday to review United’s Last, best, final offer to the membership. The committee was presented with an incomplete, inaccurate document that did not reflect some items previously agreed to in principal by the parties over the past 3 years. Because of the lack of attention to detail on United’s part in providing this committee with the information described above, we spent the evening identifying and cataloguing items that were inaccurate, not agreed upon, or simply missing. It was decided that we would forward this list of findings to the company along with a request that UA provide a complete, accurate document for our review. We hope to have that detailed information from the company in the next few weeks. The committee is committed to providing you with accurate, factual documents and information in order for you to make an informed decision and cast your ballot.
Because of inferred changes to parts of the CBA as presented by UA, namely recall rights, all members on layoff or EIS will be able to cast ballots in the coming vote. The vote will be scheduled as quickly as information is received from the company and disseminated to the membership. Ballots can typically be built in approximately 30 days from the time we have received a complete document describing what, exactly, will be voted on. As part of that ballot, a strike authorization vote will be taken. Authorizing a strike does not mean we will go on strike but sends a very strong message to the company that we will not allow them to dictate the terms of our contract and will strike, if necessary, to achieve a fair and equitable agreement.
On another front, United's management has been doing station visits and addressing the membership about their “Final Offer”. These briefings are rife with HALF-TRUTHS and MIS-INFORMATION designed to convince you that they have your best interests at heart. Don’t buy the sales pitch! When we have an actual document from the company describing what they intend to do, we will be able to provide accurate, up-to-date information. At this point, United will tell you only what you want to hear, NOT facts surrounding their actual proposed contract. Expect to hear only the highlights that would be interpreted as good for you. They won’t tell you the whole truth! Be well informed. There’s a reason we don’t yet have a complete, detailed proposal from this carrier.
From the Seniority Integration Committee:
The seniority list is complete. The last three days have been spent finalizing the programming, making slight modifications, and then re-testing.
The sort this morning appears to have all the changes we have created, and on preliminary inspection the order looks correct.
Our small team is going to review the entire document, then share it with the full seniority committee. Once the finalized list has been reviewed for accuracy, we will open the list to the negotiations committee for distribution to the membership. We anticipate having this task completed by late next week with no major discrepancies.
November 6, 2015
The Committee met in Houston on Thursday to review United’s Last, best, final offer to the membership. The committee was presented with an incomplete, inaccurate document that did not reflect some items previously agreed to in principal by the parties over the past 3 years. Because of the lack of attention to detail on United’s part in providing this committee with the information described above, we spent the evening identifying and cataloguing items that were inaccurate, not agreed upon, or simply missing. It was decided that we would forward this list of findings to the company along with a request that UA provide a complete, accurate document for our review. We hope to have that detailed information from the company in the next few weeks. The committee is committed to providing you with accurate, factual documents and information in order for you to make an informed decision and cast your ballot.
Because of inferred changes to parts of the CBA as presented by UA, namely recall rights, all members on layoff or EIS will be able to cast ballots in the coming vote. The vote will be scheduled as quickly as information is received from the company and disseminated to the membership. Ballots can typically be built in approximately 30 days from the time we have received a complete document describing what, exactly, will be voted on. As part of that ballot, a strike authorization vote will be taken. Authorizing a strike does not mean we will go on strike but sends a very strong message to the company that we will not allow them to dictate the terms of our contract and will strike, if necessary, to achieve a fair and equitable agreement.
On another front, United's management has been doing station visits and addressing the membership about their “Final Offer”. These briefings are rife with HALF-TRUTHS and MIS-INFORMATION designed to convince you that they have your best interests at heart. Don’t buy the sales pitch! When we have an actual document from the company describing what they intend to do, we will be able to provide accurate, up-to-date information. At this point, United will tell you only what you want to hear, NOT facts surrounding their actual proposed contract. Expect to hear only the highlights that would be interpreted as good for you. They won’t tell you the whole truth! Be well informed. There’s a reason we don’t yet have a complete, detailed proposal from this carrier.
From the Seniority Integration Committee:
The seniority list is complete. The last three days have been spent finalizing the programming, making slight modifications, and then re-testing.
The sort this morning appears to have all the changes we have created, and on preliminary inspection the order looks correct.
Our small team is going to review the entire document, then share it with the full seniority committee. Once the finalized list has been reviewed for accuracy, we will open the list to the negotiations committee for distribution to the membership. We anticipate having this task completed by late next week with no major discrepancies.
Process Update
October 29, 2015
On Tuesday and Wednesday, Teamster Airline Division Representatives Clacy Griswold and Bob Fisher, along with Rank and File committee member John Laurin who is acting as the committee scribe and historian, met with Company Reps Marcel Delhommeau, Kellee Allain, and Nate Kramer to receive the Company’s proposal. Most of the paper package was received over the two-day meeting. There are still some outstanding LoA’s that the Company is finalizing which we expect to have later this week or early next week.
The reason for the delay of the final documents is that the parties were working on language for much of the document, but there were several other items that were passed in term sheet format with language to be finalized after the concepts were agreed upon. Several items that were not agreed upon require the Company to finish the language prior to presenting the proposal to the membership. It is important that this paper package is received and archived for both historical purposes as well as for any future negotiations or arbitrations that may arise.
There will be a meeting of the Rank and File committee next Thursday in Houston to review the Company’s finalized proposal. Shortly after that meeting the document will be sent to the printer and released online for review by the membership.
October 29, 2015
On Tuesday and Wednesday, Teamster Airline Division Representatives Clacy Griswold and Bob Fisher, along with Rank and File committee member John Laurin who is acting as the committee scribe and historian, met with Company Reps Marcel Delhommeau, Kellee Allain, and Nate Kramer to receive the Company’s proposal. Most of the paper package was received over the two-day meeting. There are still some outstanding LoA’s that the Company is finalizing which we expect to have later this week or early next week.
The reason for the delay of the final documents is that the parties were working on language for much of the document, but there were several other items that were passed in term sheet format with language to be finalized after the concepts were agreed upon. Several items that were not agreed upon require the Company to finish the language prior to presenting the proposal to the membership. It is important that this paper package is received and archived for both historical purposes as well as for any future negotiations or arbitrations that may arise.
There will be a meeting of the Rank and File committee next Thursday in Houston to review the Company’s finalized proposal. Shortly after that meeting the document will be sent to the printer and released online for review by the membership.
Special Update October 26, 2015
It has been reported in several stations that supervisors are characterizing the proposal to be voted on as a “TA” or tentative agreement. This package is not a TA but rather what the Company termed as a closeout proposal. The reason the proposal is not a tentative agreement between the parties is because it contains some terms and conditions that were, either not fully negotiated, or were simply not agreed to by the rank and file Committee. The Committee acted on a request from the Company and voted to allow this proposal to come to a vote of the membership. This was considered by the Committee to be United’s final offer. The details of United’s closeout proposal will be made available to you for review and a vote will be scheduled to allow the membership the opportunity to vote on United’s offer. Further information will be published in the near future
It has been reported in several stations that supervisors are characterizing the proposal to be voted on as a “TA” or tentative agreement. This package is not a TA but rather what the Company termed as a closeout proposal. The reason the proposal is not a tentative agreement between the parties is because it contains some terms and conditions that were, either not fully negotiated, or were simply not agreed to by the rank and file Committee. The Committee acted on a request from the Company and voted to allow this proposal to come to a vote of the membership. This was considered by the Committee to be United’s final offer. The details of United’s closeout proposal will be made available to you for review and a vote will be scheduled to allow the membership the opportunity to vote on United’s offer. Further information will be published in the near future
Negotiations Update
October 5, 2015
UAL Medical Arbitration Update
Earlier this summer, a neutral arbitrator held that United violated the s-UAL Collective Bargaining Agreement by imposing a 90% co-insurance obligation on employees who participate in the HMOs, Aetna Select Plans and HMSA. The arbitrator directed the Company and the Union to negotiate an appropriate remedy, and she retained jurisdiction over the case in the event the parties were unable to reach an agreed-upon remedy. Recognizing the great length of time that it would take to secure an arbitration award if the parties had to go back to the arbitrator for a second hearing to determine the appropriate remedy, the Union entered into settlement negotiations with the Company. The Union’s objective was to ensure that: (1) the 100% co-insurance is restored; and (2) the employees who incurred costs on account of the Company’s violation of the CBA’s 100’s co-insurance obligation are fully reimbursed. After numerous meetings and discussions with the Company, the Union has secured both of those objectives.
The Company will soon be issuing a direct communication to the employees advising that the HMO/HMSA/Aetna Select 100% co-insurance obligation is being restored and that the employees who incurred costs having to pay 10% co-insurance will be fully reimbursed. The timing in which the various HMOs/HMSA/Aetna Select Plans restore the co-insurance, and the process by which the employees will be reimbursed does somewhat differ, however, depending on which Plan you were in.
Specifically: please note the following:
Aetna Select Participants
Beginning with claims for services incurred after October 1, 2015, the Aetna Select Plans’ 100% co-insurance will be reinstated. You will not be charged coinsurance for services received after October 1, 2015.
If you participated in an Aetna Select plan in 2014 or 2015 and paid coinsurance expenses to your medical provider, you will automatically receive a reimbursement for
coinsurance expenses paid in 2014 and/or 2015. You do not have to submit any receipts substantiating your coinsurance expenses. Initial reimbursements will be made within the next several weeks. You may receive multiple reimbursements as medical claims are processed and finalized.
Kaiser and Anthem HMO Colorado Participants
Beginning with claims for services incurred after January 1, 2016, the Kaiser and Anthem HMO Colorado 100% coinsurance will be reinstated. You will not be charged coinsurance for services received after January 1, 2016
If you participated in an Anthem HMO Colorado or Kaiser HMO plan in 2014 or 2015 and paid coinsurance expenses to your medical provider, you will automatically receive a reimbursement for coinsurance expenses paid in 2014 and/or 2015. You do not have to submit any receipts substantiating your coinsurance expenses. Initial reimbursements will be made within the next several weeks. You may receive multiple reimbursements as additional medical claims are processed and finalized.
Group Health Cooperative, HealthSpan Integrated Care and HMSA Participants
Beginning with claims for services incurred after January 1, 2016, the 100% coinsurance for these plans will be reinstated. You will not be charged coinsurance for services received after January 1, 2016
If you participated in one of the HMO plans mentioned above in 2014 or 2015 and paid coinsurance expenses to your medical provider, you must submit a reimbursement request to receive payment.
To process your reimbursement request, we will need the following:
1. A copy of your Explanation of Benefits (EOB) from your HMO showing the charges you were responsible for paying
2. Name
3. Employee ID
4. e-mail address
You will be asked to submit this information to:
United Airlines
Attn: H&W Finance – Willis Tower
233 S. Wacker Drive, 25th Floor – WHQHR
Chicago, Illinois 60606
You will also be advised that you can submit your reimbursement request via e-mail to HWFinance@united.com.
Please look for the Company’s direct communication for more details regarding this matter.
Resource Utilization Arbitration Update
Briefs from the IBT and the Company have been submitted to the Arbitrator. After the Arbitrator reviews the case he will set up an executive session of the tripartite panel. After the executive panel meets the Arbitrator will issue the ruling.
October 5, 2015
UAL Medical Arbitration Update
Earlier this summer, a neutral arbitrator held that United violated the s-UAL Collective Bargaining Agreement by imposing a 90% co-insurance obligation on employees who participate in the HMOs, Aetna Select Plans and HMSA. The arbitrator directed the Company and the Union to negotiate an appropriate remedy, and she retained jurisdiction over the case in the event the parties were unable to reach an agreed-upon remedy. Recognizing the great length of time that it would take to secure an arbitration award if the parties had to go back to the arbitrator for a second hearing to determine the appropriate remedy, the Union entered into settlement negotiations with the Company. The Union’s objective was to ensure that: (1) the 100% co-insurance is restored; and (2) the employees who incurred costs on account of the Company’s violation of the CBA’s 100’s co-insurance obligation are fully reimbursed. After numerous meetings and discussions with the Company, the Union has secured both of those objectives.
The Company will soon be issuing a direct communication to the employees advising that the HMO/HMSA/Aetna Select 100% co-insurance obligation is being restored and that the employees who incurred costs having to pay 10% co-insurance will be fully reimbursed. The timing in which the various HMOs/HMSA/Aetna Select Plans restore the co-insurance, and the process by which the employees will be reimbursed does somewhat differ, however, depending on which Plan you were in.
Specifically: please note the following:
Aetna Select Participants
Beginning with claims for services incurred after October 1, 2015, the Aetna Select Plans’ 100% co-insurance will be reinstated. You will not be charged coinsurance for services received after October 1, 2015.
If you participated in an Aetna Select plan in 2014 or 2015 and paid coinsurance expenses to your medical provider, you will automatically receive a reimbursement for
coinsurance expenses paid in 2014 and/or 2015. You do not have to submit any receipts substantiating your coinsurance expenses. Initial reimbursements will be made within the next several weeks. You may receive multiple reimbursements as medical claims are processed and finalized.
Kaiser and Anthem HMO Colorado Participants
Beginning with claims for services incurred after January 1, 2016, the Kaiser and Anthem HMO Colorado 100% coinsurance will be reinstated. You will not be charged coinsurance for services received after January 1, 2016
If you participated in an Anthem HMO Colorado or Kaiser HMO plan in 2014 or 2015 and paid coinsurance expenses to your medical provider, you will automatically receive a reimbursement for coinsurance expenses paid in 2014 and/or 2015. You do not have to submit any receipts substantiating your coinsurance expenses. Initial reimbursements will be made within the next several weeks. You may receive multiple reimbursements as additional medical claims are processed and finalized.
Group Health Cooperative, HealthSpan Integrated Care and HMSA Participants
Beginning with claims for services incurred after January 1, 2016, the 100% coinsurance for these plans will be reinstated. You will not be charged coinsurance for services received after January 1, 2016
If you participated in one of the HMO plans mentioned above in 2014 or 2015 and paid coinsurance expenses to your medical provider, you must submit a reimbursement request to receive payment.
To process your reimbursement request, we will need the following:
1. A copy of your Explanation of Benefits (EOB) from your HMO showing the charges you were responsible for paying
2. Name
3. Employee ID
4. e-mail address
You will be asked to submit this information to:
United Airlines
Attn: H&W Finance – Willis Tower
233 S. Wacker Drive, 25th Floor – WHQHR
Chicago, Illinois 60606
You will also be advised that you can submit your reimbursement request via e-mail to HWFinance@united.com.
Please look for the Company’s direct communication for more details regarding this matter.
Resource Utilization Arbitration Update
Briefs from the IBT and the Company have been submitted to the Arbitrator. After the Arbitrator reviews the case he will set up an executive session of the tripartite panel. After the executive panel meets the Arbitrator will issue the ruling.
UNITED AIRLINES FAILS TO REACH AGREEMENT
WITH TEAMSTER AVIATION MAINTENANCE TECHNICIANS
Technicians Call on Company to Stop Dragging its Feet on a Contract
(CHICAGO) – United Airlines’ [NYSE: UAL] labor woes continue as talks with International Brotherhood of Teamsters-represented aviation maintenance technicians and related workers stalled today.
“Delta and American are setting the pace and United is dragging its feet,” said Clacy Griswold, lead negotiator for the Teamsters. “Our hardworking aviation professionals deserve industry- leading pay and benefits and will settle for nothing less.”
The union has been in negotiations with the company since November 2012 and under the guidance of a federal mediator since November 2013.
The company continues to trail the industry standard in compensation after having the most profitable quarters in its history.
“We hoped to see a change in the airline’s attitude toward its workers under the new leadership of CEO Oscar Munoz, but that has yet to be seen,” Griswold said.
The Teamsters Airline Division represents 9,000 aircraft maintenance technicians and related workers at United Airlines, and over 80,000 workers in the aviation industry.
WITH TEAMSTER AVIATION MAINTENANCE TECHNICIANS
Technicians Call on Company to Stop Dragging its Feet on a Contract
(CHICAGO) – United Airlines’ [NYSE: UAL] labor woes continue as talks with International Brotherhood of Teamsters-represented aviation maintenance technicians and related workers stalled today.
“Delta and American are setting the pace and United is dragging its feet,” said Clacy Griswold, lead negotiator for the Teamsters. “Our hardworking aviation professionals deserve industry- leading pay and benefits and will settle for nothing less.”
The union has been in negotiations with the company since November 2012 and under the guidance of a federal mediator since November 2013.
The company continues to trail the industry standard in compensation after having the most profitable quarters in its history.
“We hoped to see a change in the airline’s attitude toward its workers under the new leadership of CEO Oscar Munoz, but that has yet to be seen,” Griswold said.
The Teamsters Airline Division represents 9,000 aircraft maintenance technicians and related workers at United Airlines, and over 80,000 workers in the aviation industry.
Negotiations Update Week 2 October 1, 2015
Meetings were held through the weekend (12 hour sessions) and into this week in an effort to conclude the bargaining and reach an equitable deal for the membership. United passed a comprehensive proposal to the union on Saturday. The committee at-large and various sub-committees spent Sunday in discussions to develop a comprehensive counter proposal.
We presented the counter on Monday and spent the next day’s waiting on response from the company. While waiting, sub-committees continued working out the final remaining open issues.
Both parties’ proposals included the “four corners” needed to achieve an agreement: wages, healthcare, scope, and pension, but the final vision of the two sides remains drastically different. We had hoped that the change in leadership at United would create a more realistic direction in finally fulfilling their long standing promise to technicians. We had also hoped that the new regime would recognize our sacrifices and hard work in helping to create the most profitable quarters ever enjoyed by this company. Unfortunately, the new direction that has been advertised to the public has not yet made its way down to the company negotiators and we are stuck with more of the same.
Although both parties worked long hours throughout the two weeks, it became clear that we would not conclude bargaining and come to an agreement in principal during this session. The direction of the company made it evident to us that they would need to expand their economic platform if they intend to come close to our member’s expectations.
With that realization, we suspended talks for this session. Our desire is that the company representatives go back to their leadership and discuss the current situation. We are prepared to continue towards reaching an agreement that will satisfy the membership or the union will move to the next step of bargaining process. Hopefully the company will recognize the opportunity that is now available to them and make some real efforts to create a fix.
Additional sessions have been scheduled in mid-October to continue towards our goal of an industry leading agreement.
Meetings were held through the weekend (12 hour sessions) and into this week in an effort to conclude the bargaining and reach an equitable deal for the membership. United passed a comprehensive proposal to the union on Saturday. The committee at-large and various sub-committees spent Sunday in discussions to develop a comprehensive counter proposal.
We presented the counter on Monday and spent the next day’s waiting on response from the company. While waiting, sub-committees continued working out the final remaining open issues.
Both parties’ proposals included the “four corners” needed to achieve an agreement: wages, healthcare, scope, and pension, but the final vision of the two sides remains drastically different. We had hoped that the change in leadership at United would create a more realistic direction in finally fulfilling their long standing promise to technicians. We had also hoped that the new regime would recognize our sacrifices and hard work in helping to create the most profitable quarters ever enjoyed by this company. Unfortunately, the new direction that has been advertised to the public has not yet made its way down to the company negotiators and we are stuck with more of the same.
Although both parties worked long hours throughout the two weeks, it became clear that we would not conclude bargaining and come to an agreement in principal during this session. The direction of the company made it evident to us that they would need to expand their economic platform if they intend to come close to our member’s expectations.
With that realization, we suspended talks for this session. Our desire is that the company representatives go back to their leadership and discuss the current situation. We are prepared to continue towards reaching an agreement that will satisfy the membership or the union will move to the next step of bargaining process. Hopefully the company will recognize the opportunity that is now available to them and make some real efforts to create a fix.
Additional sessions have been scheduled in mid-October to continue towards our goal of an industry leading agreement.
September 26,
2015
Negotiations
Update
The IBT and Company negotiating
committees are meeting through the weekend Las Vegas, Nevada in hopes of
getting closer to completing an amalgamated contract. The session, which began
on Tuesday, September 21st, continued discussions on areas
previously was discussed in small committees through the beginning of the
month. Sufficient progress was made through the week that the Company made a
comprehensive proposal on Friday.
The IBT rank and file committee had
several questions regarding the proposal, with small committees focused on
specific articles of the agreement. Work began on getting answers on Saturday;
and as of this time, that work continues.
A comprehensive counter from the
Union will follow when this work is finished.
Negotiations Update
September 12, 2015
Negotiations are scheduled to
reconvene in Las Vegas for two weeks beginning on September 21st.
Given the recent tone from the Company, we expect to continue making progress towards
a tentative agreement that can be presented to the membership for ratification.
The committee remains focused and dedicated to that end and so far have
received no indication that the company has changed directions towards this
goal as well.
The change in CEO should not affect
the negotiations process. The general consensus from analysts and the financial
community is that our new CEO needs to get the house in order at United, and
tantamount to that process is better labor relations and reaching agreements
with the IBT and AFA.
The proof will be at the negotiating
table, but we are cautiously optimistic that new leadership at UAL will want to
make further progress toward the promised “industry leading agreement” and
improved relations with the Technicians that make his planes fly day after day.
September
11, 2014
Once again, we take time to reflect on
the events of this day. It seems difficult to accept that a bright, sunny
fourteen years ago; a day that should have been like any other, would become a
tragic day for our generation that many will remember in the future with,
“where were you that day?”
The names, locations and images will
always be with us just as our memory of where and what we each were doing. As
we remember, let each of us re-commit to the memories of our fellow employees,
the families and friends of those who were lost that day. And let us live each
day as a celebration of their lives, refusing to surrender to those who
committed those senseless acts and never giving in to the fear they hoped to
instill in us.
Negotiations Update
July 10, 2015
Sub UA Medical Arbitration Update
As many of you are aware, the 60 days time frame prescribed by the arbitrator in this decision has passed. The arbitrator contacted the parties for a status update and she was informed that an information request was made by the Division, that the Company had provided information and that the Division's actuary, Gaelle Gravot, was digging through the data. The arbitrator then suggested since it appeared the parties were making progress she would not immediately reconvene the panel. If however it looks like the parties are unable to come to agreement she would quickly schedule the remedy hearing.
JFK Update
The Airline Division informed the Company, without prejudicing its position in the current RUL arbitration, that the Company was in violation of the resource utilization letter. The Company disagreed and per the terms of the letter a summit meeting will take place. If the matter cannot be resolved then the issue will move forward to arbitration. Copies of the letters between the Division and the Company can be found on the Airline Division website (www.teamsterair.org) or by clicking the links below:
http://teamsterair.org/sites/teamsterair.org/files/uploads/pdm-bourne2015-07-06ltrrejfkredeployment.pdf
http://teamsterair.org/sites/teamsterair.org/files/uploads/07915bourneltr_tomckeen.pdf
FST Committee Meets in Chicago
On Thursday, Gene Bray, Randall Overstreet, Don Ramsey, Bob Fisher, led by Bob Clever, had an opportunity to meet and discuss, with Company representatives, objectives and processes for furthering our goal in reaching an amalgamated agreement. The open discussions included maintaining our current process and supplementing our time spent in the Technician negotiations in sub-committee meetings with the Company, addressing issues and language concerns from both sides. To better facilitate these discussions we are going to bring the full committee back together the last week of this month. Depending on the progress made,
dates will be set accordingly to maintain momentum and in paralleling the Technician advancement in mediation. We will update accordingly as we have during previous negotiations.
IBT
“Career Move” available for UAL Members
In March of 2013 the Teamsters and UAL
settled a dispute which resulted in a new benefit for IBT represented members.
The new benefit is a one-time career move which provides for many or all costs
associated with moving to be paid for by the company. An IBT-represented
employee is eligible for a “Career Move” once in their career, provided they is
not on probation or returning from inactive status (Furlough, Illness Leave,
etc.).
A Career Move can only be used for a
job transfer from an active status at one location to an active status at
another location. Your new residence must be within 50 miles of your new work
location—services will not be provided to a residence outside this distance.
To get the process started, UAL Form
UPE-1682 needs to be filled out and signed by a supervisor at the station you
are departing from. HR must also approve and the form is then sent to the
career move department. Take care to fill out the entire form accurately to
avoid added delays.
More information on the process and
benefits can be found by going to the company “Flying Together” website. First
click on the “Employee Services” tab along the top of the home page then scroll
down to the “Career” box. Next, click on the “Relocation” link. Once on that
page find and pull up the “IBT Career Move Policy” tab. These pages will offer
all the details about the move policy, the documents needed to get started, and
instructions for requesting benefits.
Documents can also be found on our sidebar under documents.
Documents can also be found on our sidebar under documents.
Negotiations
Update
June 19,
2015
The parties met this week in Las
Vegas. The Union worked on finalizing its comprehensive proposal on Tuesday.
The work on finalizing the proposal was delayed by the announcement of the closing
of JFK at the beginning of the session. After the closure announcement, the
committee discussed ways to defend against the loss of positions in JFK.
Several ideas were floated, and throughout the week members of the committee,
along with the IBT leadership, worked with the Company to accomplish that goal.
In addition, the IBT leadership is exploring all possible legal and contractual
options in determining the path forward. Updates on this situation will be
provided in future articles of the Dispatch.
The IBT passed a comprehensive
counter proposal to the Company. After some discussions at the table
about the proposal, the Company caucused. When the parties reengaged before
lunch, the mediator suggested face to face, across the table discussions regarding
the remaining open items could help facilitate progress. Sub-committees were
formed quickly to address items that were agreed to in principal but required
clarification/amendment to reflect the understandings. Significant progress was
made in these small committee meetings.
These committees met again on
Thursday and further progress was made, including more complex economic items
on several Articles. TA's on the following were signed: Article 2,
Article 12, Article 13 and Article 19. These are in addition to Articles
addressed and agreed to or TA’d previously during the expedited process at the
start of these negotiations. Those previously TA’d articles are Articles 20 and
23, with Articles 21 and 22 agreed to in principal but requiring some minor
edits or clarification. Significant progress was also made on Article 5.
If not TA’d they will be addressed during the next round of talks. There
are still some economic articles that require modification to reach agreement.
These articles will be addressed in the coming sessions. Sub-committee
discussions were also held to address outstanding issues regarding health and
welfare. In addition to the Articles, two LOA’s dealing with Field Trips
and Line Premiums were TA'd and an agreement in principal was reached on a
station recall rights LOA.
The positive change in the
direction of negotiations was refreshing. It was agreed that due to the
progress made, sub committees would continue to meet to attempt to finalize
several issues prior to the next session. The next round of mediated talks will
be the last week of July. At the writing of this Dispatch the location was yet
to be determined. As soon as the information is available regarding the city it
will be reported here.
Subscribe to:
Posts (Atom)