Signed Retro Pay LOA
 

Has anyone heard of any news on back pay from the company or union in regards to payments?

Tomorrow is the last day according to signed agreement.

Back pay for June and July has been paid as specified by the agreement. August was not covered by that agreement.

Yeah I'm not seeing that. The only date mentioned is June 1st.

July premiums were not paid. So no, they did not follow the agreement. Also, I believe you are only referencing the union communication about the retroactive pay, which yes, only specifically mentioned June and July payments by September 30. However, if you read the actual LOA, it says "payments will be made based upon a time period from June 1, 2019 until the implementation of new rates." New rates were implemented September 16, which is why we got the retroactive pay for the first pay period of September 1-15. So yes, August was covered in the agreement, and even if it was not, they did not fully pay out July either.

Also, August back pay should be paid by September!!!!

If you got new pay rates 15th check good for you, I did not. No one can tell they did not break down the payments. For me its ot July, all August and September they owe me.

If you look on your stub there should be 2 "base pay" amounts listed. The smaller one is for the difference of the old and new rates for the first pay period of September. The larger one is for the second pay period of September at the new rates.

Don’t listen to CR700. He’s just trying to sow confusion. All that has been paid is backpay on hours for June and July. No backpay on OT/CC, JM/JP/ext, or for any other month has been paid. Everyone I’ve looked at has the same situation.

It gets pretty confusing due to having cr700 and crj700 in here.
The above was from crj700 and yeah, I see how the company can try to spin it that way.
However, that's exactly why there was a 15/20 hr option - either do the audit or save the effort and pay out 15/20. Nah, that's too expensive, let's do the audit, be late, pay out partially, get everyone angry. Like someone said, a good opportunity to show goodwill was just thrown out of the window.

What will alpa do to hold the company’s feet to the fire?

Blah, blah, blah, LOA. Blah, blah, blah, grievance.

Im afraid not even a grievance this time

The same thing as always, nothing.

Has anyone on here that’s complaining about the union’s lack of action bothered to file a grievance yourself and uploaded your pay slips etc?

Planning to tomorrow. Given it's still Sept 30th, I don't think it's grievable yet.

Ok good. No point complaining about lack of union action on this specific point until a grievance is actually submitted.

Also be sure to upload all your pay stubs and activity sheets as pdf’s etc as evidence going back before the loa. Makes it easier for the contract compliance guy/girl to process.

For your remedy requested ask for something over and above what your owed due to some sort of hardship.

Good luck.

I'm not sure if this is a rhetorical question or not. If not, they'll do absolutely nothing.

My source tells me the the ord reps will file grievance if all monies are not paid by midnight. We shall see.

PZ is in our emails about it. Didn’t use the G word though. 20 hour override for August, let’s go.

At least the union has made positive communication about acknowledging the companies failure to follow through and looking for remedies.

Did not see it, was on plane. Glad the ord reps not bending.

Just for August? The way I read the LOA it was an all or nothing either/or. They didn't give us the full back pay, now they owe us 20 hr override for each month... what has been paid now will apply to the 20 hr/mo but that's more than just August.

Correct everything had to be paid by 30 sept if not 20 hours per month then. Company violated loa but has money for new hire bonuses.

Envoy could have alleviated this and saved a whole months worth of calculations for back pay if they had just gone ahead and made the pay rate changes prior to paying out the August mid month checks. They had plenty of time to do that, but wanted to delay. I just hope we can get some good legal enforcement on this so that it costs the company.

Good legal enforcement from our mec lawyer, please we would be better off with Michael avantti.

Lol, or Michael Cohen

Good point

This is right. They determined they could pay actual retroactive pay but they were wrong. That triggers the “otherwise” language in the LOA - 20 hours per month from June 1 to implementation of the new rates.

Am i understanding this right. They owe August hours plus july premium + 20 hour penalty as of October for not paying on time.
If that’s the case, the company should have went with the 20hrs/month from the start, they would be easily up to date and no penalty would apply.

There are no penalties in the LOA, for either party.

Can we elect some reps in Dallas that have a spine? Of course they won't pay on time or what's due. The language of the LOA is bad.

That's what happens when you knee jerk sign the first offer the company gives you after the AIP with no input from the pilot group.

Yeap. Only two reps worth a damn are the ORD ones and they are leaving.

Is the company just gonna ignore the fact that they didn’t pay us according to the LOA? Not even a sorry email.....

You must be new here.

Paycomp states they will pay the rest on a later check. No mention as to when actually. At this point the mec board better get their hands out of their a ss( not including ord )and get this thing resolved quick

Yeah the email I got from the pay people said they don't know when they will pay us.

File your own grievance

According to a post on the DFW Facebook group, because the LOA hasn't been added to the contract yet, we're unable to file the grievance through the DTS function on the MEC website.

I haven't tried it yet myself, so I'm not 💯.

Just select the pay section of the contract and in your notes reference the LOA when submitting through DTS. Simple as that.

Contract compliance guys can adjust it through that back end.

At the very least it will be ok the table for the next biweekly meeting.