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The Stronger Together initiative focuses on enhancing employment security prior to insourcing, ensuring 90-95% job security and offering protection from furlough and outsourcing. Key benefits include safeguard measures for core jobs in major cities, improved severance pay, enhanced compensation packages, and commitments to preserve full-time positions. Additional provisions like better vacation policies, grievance procedures, and Specialty training opportunities support a secure and fair work environment. This initiative embodies a commitment to employee welfare and job stability across the organization.
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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 • Commitment from company to open currently vendored Passenger Service work in IAD, HNL • Implemented June 3, 1999 protection from furlough • Implemented April 1, 2006 protection from outsourcing • Commitment to preserve FT positions with recall to FT in stations where it was displaced • Absolute protection for RES from outsourcing, and commitment to no office closures • Res Anywhere opportunity • Language to discuss protection from technology outsourcing • VSIP package • $12,000 Move package • Enhanced severance pay
Economics • Retro pay for s-CO from 1 JUL 2012 to DOS (date of signing) • Improved base wage at DOS, 2.5% step increase on 1 APR 2016 • Mid-contract bonus of 6% base on 2014 pay to be paid after 1 JAN 2015 • Implement longevity pay for Res to max $0.75 • Improved pay progression • Implement for Passenger Service double time OT and 24-hour clock • 5% pay increase Res Anywhere pay • Improved Res Anywhere reimbursement, with no disparity • Retain s-CO lead pay • Premium pay for premium positions • Retained 401-K match • Adopt pilot profit sharing • Improved shift differential • EZ hour, and OT bypass
Benefits • EIS extended to 6 years with benefits up to 3 years or ½ length of service • National Group Protection Plan • Improved 80/20 dental • HATS—Hour at a time vacation time • Sic/Occ bank hours now 1200 hours each • Personal emergency leave of 2 instances of 4 days for each member of immediate family • Retained CARP • Time-and-one-half for holiday hours worked • 6 fixed holidays and 2 floating holidays • Gained one additional paid vacation week • Ability to buy an extra week of vacation or defer holidays for an additional week of vacation • Bid separate vacation weeks in first round • Ability to move days off to extend vacation • 100% Block/DAT liability posted • Minimum one week block bid • Improved ability to float vacation weeks • Faster vacation accrual rate • Vacation bid includes FT, PT, Premium on one list
Work rules • Delayed calling of mandatory penalty of 1.5 hours of pay if mandatory called within an hour of the end of your shift • Mandatory OT cannot exceed 4 hours • Supervisors may only return to a union position if there is a vacancy • More restrictions on supervisors working • Supervisors will be removed from seniority list unless they pay administrative fee to union • Grievance procedure, just cause, and end of employment at-will • Able to bid in/out of specialty positions at least once per year • Lifetime recall for 10+ years • Specialty training offered by seniority • Leads chosen by seniority without interview; Option to return to basic classification at any time • Health and Safety committee • Overtime
