| Welcome to the Local 6001 website for American Airlines and American Eagle Agents seeking union representation on the job. |
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| DID YOU RECEIVE A MAILER FROM THE UNION THE LAST WEEK OF MAY? IF NOT, CLICK ON INTEREST CARD ABOVE AND FILL IT OUT TO PLACED ON THE MAILING LIST. |
| Association of Passenger Service Agents C.W.A. Local 6001 |
| This website is maintained by the Association of Passenger Service Agents/CWA Local 6001 and is for passenger service employees at American Airlines who want union representation and collective bargaining rights. This website is not endorsed by American Airlines. Web Hosting by Yahoo! |
| Association of Passenger Service Agents CWA Local 6001 1001 W. Euless Blvd., Suite 204 Euless, TX 76040 cwa4aa@sbcglobal.net 817-868-9933 |
| Link to our Facebook page by clicking the above logo. Discussion Boards are available to agents on our Facebook page. |
| UPDATES: Industry News (Jun 14) Home Page (Aug 19) Reservations (Aug 6) American Eagle Page (Aug 18) NMB/Legal News -- (Aug 6) Aiport Page (Aug 6) |
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| Negotiation Updates for APFA and TWU. This area contains links and information pertaining to negotiations for the unionized workers at American Airlines. If you have questions about the process please contact us. SUPPORT YOUR FELLOW EMPLOYEES IN THEIR NEGOTIATION STRUGGLES. THEY ARE SUPPORTING YOU IN YOUR ORGANIZING EFFORTS! MORE INFORMATION CAN BE FOUND ON THE INDUSTRY NEWS PAGE. |
| Click on the APFA wings to the left to read the APFA Hotline Message. |
| Click on the TWU wings to the left to follow their negotiations with American Airlines management. |
| All we want is a voice on the job and the right to bargain our wages, benefits, and working conditions ! |
Recently agents have reported that supervisors have told them
they are not allowed to wear a union pin because the agents
aren't represented by a union. If you are asked to remove your
union pin, ask the supervisor to read the uniform regulations in
Airport Services Web Reference under Uniform Appearance
Regulations -- Jewelry or to check with Human Resources.
If the supervisor still insists on you removing the pin, do so. If
this happens, please write down the date/time of the
conversation along with the place and ask any other witnesses to
do so. Contact us at 817-868-9933 or via email at
cwa4aa@sbcglobal.net.
You are allowed to wear a maximum of 2 Charitable or
Organization pins that do not espouse hate or are not of a
defamatory nature. There is nothing defamatory about the CWA
pin.
A maximum of (5) pins may be worn at one time. The applicable
pins listed below may be worn on the vest, sweater, epaulette
shirt, dress, 1/2 inch above the name badge or on the lapel of the
uniform jacket.
* Length of service pin
* Company awarded pins
* American Airlines/American Eagle promotional pins
* Charitable/philanthropic causes or organization pins
(maximum of 2)
Brooches or ornamental pins are not permitted
Pins that promote groups or organizations that espouse hate or
are of a defamatory nature are not permitted.
they are not allowed to wear a union pin because the agents
aren't represented by a union. If you are asked to remove your
union pin, ask the supervisor to read the uniform regulations in
Airport Services Web Reference under Uniform Appearance
Regulations -- Jewelry or to check with Human Resources.
If the supervisor still insists on you removing the pin, do so. If
this happens, please write down the date/time of the
conversation along with the place and ask any other witnesses to
do so. Contact us at 817-868-9933 or via email at
cwa4aa@sbcglobal.net.
You are allowed to wear a maximum of 2 Charitable or
Organization pins that do not espouse hate or are not of a
defamatory nature. There is nothing defamatory about the CWA
pin.
A maximum of (5) pins may be worn at one time. The applicable
pins listed below may be worn on the vest, sweater, epaulette
shirt, dress, 1/2 inch above the name badge or on the lapel of the
uniform jacket.
* Length of service pin
* Company awarded pins
* American Airlines/American Eagle promotional pins
* Charitable/philanthropic causes or organization pins
(maximum of 2)
Brooches or ornamental pins are not permitted
Pins that promote groups or organizations that espouse hate or
are of a defamatory nature are not permitted.
| HAVE YOU BEEN ASKED TO REMOVE YOUR CWA UNION PIN FROM YOUR UNIFORM? |
| Your Supervisors and Managers Have Started Receiving Their Union Avoidance Training !! |
Management members have received their anti-union training and their
training manuals of how to talk to agents so they will not want a union.
Before long captive audience meetings will be held to discuss union
representation. Agents will be taken off the phones, with pay, to sit and
listen to reasons why you DON'T want a union. You will not hear the
reasons why you WANT a union.
Two-thirds of our agents have already been through an intensive
anti-union campaign run by the company. Supervisors have stretched the
truth or outright lied about union representation in the past during
anti-union captive audience meetings. Individually they feed us
misinformation about dues, representation, not being able to directly
speak to our supervisors, losing our flexibility and other things that we
like about our jobs.
The company continues to say how much they respect their union
employees and then round us up to try and convince us that we don't want
representation at work. Whether times are good or bad having a union
means that both management and the employees work together to come
up with contracts that benefit the employees and the company. Ask any
airline employee, that had a union during bankruptcy proceedings, if they
were glad they were represented during bankruptcy. Chances are real
good they will tell you that even though times were tough they were glad
they had a union work out win-win contracts.
Here are some facts:
82% of employers hire high-priced union-busting consultants, according
to American Rights at Work. Further, when employers are faced with
organizing campaigns:
49% percent of employers threaten to close a location when workers try
to form a union, but only 2% actually do.
51% coerce workers into opposing unions with bribery or favoritism.
91% force employees to attend one-on-one anti-union meetings with their
supervisors.
During our last union campaign the company spent millions of dollars
hiring an outside consultant firm of lawyers whose job is to create
materials and train management to fight the union drive. We all know that
the company really doesn't have the money to fight our union campaign
this time as is evident in all the concessions handed down to us.
However, we are sure that company will still run an anti-union campaign.
Agents have been told by supervisors that they will lose their flex days,
cs's, and other flexibility at work. Agents have told us that they heard
locations may be closed if we vote for the union. Here are some more
facts:
1. Flex days and flex time were reduced when we didn't have a union.
2. CS restrictions were placed on us when we didn't have a union.
3. Self managed sick time was reduced from 4.0 when we didn't have a
union.
4. Eight reservations offices were closed and agents were put on the
street or forced into lower paying/benefit Home Based jobs without a
union.
5. Reservations work was outsourced without a union.
6. Over 30 airports were outsourced without a union.
Here are a few things we can be sure of:
1. Without a Union (Voice on the job) the company can do anything they
want with our working conditions, wages, and benefits. They already have.
2. With a Yes/No ballot under the new National Mediation Board voting
rules, we can expect an even bigger fight from management and more
mis-information floating around our offices.
3. With a UNION the company will be legally bound to NEGOTIATE all
wages, working conditions and benefits!
| Go to our CWA Facts and NMB/LEGAL NEWS pages to read more infomation. |
It is unlikely that agents will be asked to train for flight attendant
jobs in the event of a strike, because we all know how short
staffed we already are. It's important to remember that the APFA
does NOT want to strike. They want an industry leading contract
and want to continue moving forward making American Airlines
the best and most successful. The flight attendants are fighting
for ALL airline employees across the country.
Instead of negotiating a win-win contract, the company is going to
spend millions of dollars training employees. Have you asked
yourself how the company can afford to remove thousands of
management members from their jobs to train as flight
attendants? Maybe we have too many managers and not enough
front line employees?
Remember this is our struggle as well. In the unlikely event you
are asked to work as a flight attendant we hope you will say NO!
jobs in the event of a strike, because we all know how short
staffed we already are. It's important to remember that the APFA
does NOT want to strike. They want an industry leading contract
and want to continue moving forward making American Airlines
the best and most successful. The flight attendants are fighting
for ALL airline employees across the country.
Instead of negotiating a win-win contract, the company is going to
spend millions of dollars training employees. Have you asked
yourself how the company can afford to remove thousands of
management members from their jobs to train as flight
attendants? Maybe we have too many managers and not enough
front line employees?
Remember this is our struggle as well. In the unlikely event you
are asked to work as a flight attendant we hope you will say NO!
| During our last union election the company spent lots of time and money telling us to tear up our ballots. Many of us thought that by not voting we were remaining neutral and allowing others to make the decision for us. Remaining neutral actually meant we were voting NO. Now we realize to be heard we must vote! |
During a union campaign certain actions and information on
management's part is considered illegal. Although
management is usually trained in what they can and cannot do,
some take it upon themselves to stretch the truth or outright
make up information that is incorrect to get us to question
wanting a union. In many cases supervisors will do this while
you are speaking with them and nobody else is around.
Some of the mis-truths agents have heard in the past and are
starting to hear again are:
IF YOU VOTE FOR A UNION:
On our NMB and Legal News page (tab on left side) there is a list
of things that are considered illegal. Below is a link to a report
that you may fill out if you feel your supervisor or another
management member has threatened you, coerced you, or
asked you where you stand in supporting or not supporting a
union. If you have any questions about these types of activity,
please contact us as soon as you can. Fill out the report and
get any witnesses to fill it out as well. Also remember that you
have the legal right to talk about the union before or after your
shift and during your breaks. If you are at work and you don't
have a customer on the phone or in front of you, you may talk
about the union as long as it doesn't interfere with your job.
| "you'll lose your flexibility" "your department will be out-sourced" "unions only want full-time jobs" "you can be fired if you talk about the union" "your supervisor will know how you vote" "The union is a third party" "you'll have to take what they get" "you will start with less than you have" |
| ANTI-UNION INFORMATION |
"On the day the Agent is On-call the
employee is free to move about as he/she
pleases, at his/her convenience, so long
as he/she remains near any telephone and
notifies the Manning office of his/her
telephone number where he/she may be
reached or paged."
employee is free to move about as he/she
pleases, at his/her convenience, so long
as he/she remains near any telephone and
notifies the Manning office of his/her
telephone number where he/she may be
reached or paged."
The above quote is taken from the new American Eagle-DFW Reserve Day
Policy that was just released with the agents' new bid. AMR Management
has cut manning so low at American Eagle, as they have at American
Airlines, that they are now building in one day a month that agents MUST be
on call. Will American Airlines tries this next?
You will bid a regular shift and chose a line with your days off that you
prefer to placed on reserve. If your "Reserve Day" is turned into an
"On-Call" day you have 2 hours to show up at work for your shift.
You MUST report to work on your Reserve Day unless the day has been
changed to On-Call. If changed to On-Call then you must wait by the phone
up to 2 hours before your shift to see if management will force you to work.
You will ONLY be paid if you work and you will only receive overtime if you
have gone over 40 hours for the week.
At least Flight Attendants are paid for their Reserve Days, up to their
minimum, even if they are not used to fly.
Click below to see the actual policy and a page from the bid. We have
received many calls asking if this is legal. The answer: WITHOUT A UNION
CONTRACT THEY CAN DO WHATEVER THEY WANT TO DO !!
Reserve days at
American Eagle-DFW
have been cancelled.
Being in "union
mode" certainly paid
off, but how long will
it last? Go to the
American Eagle Page
to read more.
American Eagle-DFW
have been cancelled.
Being in "union
mode" certainly paid
off, but how long will
it last? Go to the
American Eagle Page
to read more.
| Click on the APFA Association of Professional Flight Attendant Logo to the left to read the latest letter from APFA President Laura Glading to the agents of American Airlines. |
