Twu 556
11-20-2020, 02:36 PM
#1
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Joined APC: Apr 2019
Posts: 332
Twu 556
Management will send those letters out for sure.
https://mailchi.mp/twu556.org/negoti...mitteeupdate38
TWU LOCAL 556 NEGOTIATING COMMITTEE UPDATE #38
Your Only Official Source of Factual Information
Your Negotiating Committee took your voice to the table again in a meeting with the Company on November 19. This was another follow-up discussion on the Company’s request for concessions and the threat of furloughs, and to present the Company with options for cost savings that would avoid both concessions and furloughs.
30-second summary:
Your Union went back to the table with the Company on November 19 to continue discussion on the Company’s request for concessions amidst its ongoing threat of furloughs.
The Union presented a side letter of agreement to the Company with details of programs that would generate both cost savings and revenue. This letter stated that the Company will offer second rounds of voluntary separation packages (VSP), a second round of 3-, 6- and 12-month extended time off (ExTO); and 3-, 6- and 12-month time away programs. The letter also provided the Company with the flexibility it stated it wants to offer onboard sales of credit cards and beverages, for a period of 18 months.
The Union also presented results of the recent survey that Members took to indicate their interest in concessions and voluntary programs to avoid furloughs. The highly reliable data indicated that 3,771 Flight Attendants were interested in starting either a new ExTO or extending their current time on ExTO to prevent furloughs. Survey results also indicated a strong desire by Flight Attendants to not make changes to the Contract. The Union reminded the Company that agreements like the one it proposed to include concessions to the Contract had to be ratified by Members, so listening to Members’ voices and opinions is imperative.
The letter was rejected by the Company after less than an hour of review, and stated that it did not believe the agreement would achieve its desired results and that it didn’t provide the “certainty” it desired. The Union reminded the Company that more than 3,700 Flight Attendants indicated they would take additional leave programs, if offered, which was reason to be certain. It would also amount to cost savings in excess of what the Company had stated it wanted, and it provided the operational flexibility the Company desires as it opens new destinations and returns the MAX 8, developments which have been covered extensively in the news and will require Flight Attendants to staff.
The Union demanded to know if the Company was sending WARN Act notices, and to how many Flight Attendants. The Company indicated it was considering issuing notices to “probably somewhere around 1,500” Flight Attendants. It would not give a conclusive date as to when these notices might be issued, but said it could be any time between now and early December. The Union again pointed to the cost savings that could be achieved through voluntary programs, and the certainty that the data from the survey provided. The Union pled passionately for the Company to reconsider the cost savings that could be achieved through voluntary packages. The Union also demanded to know the savings associated with furloughing approximately 1,500 Flight Attendants and the Company said it did not have that information. The Company pointed to its take-it-or-leave-it proposal that makes significant changes to your Contract, removes your ability to have your voice at the table for more than a year, and would require limitless onboard sales in perpetuity.
The Union also stated that the “back and forth of this nonsense surface bargaining is an insult to our Flight Attendants who are putting their lives on the line,” referencing the COVID exposures, death of loved ones, and the recent death of a young Flight Attendant whose family believes he caught COVID while working. The Union also pointed to the Company’s stated deadline of January 1, saying that arbitrary deadlines like that not only cause undue fear from employees, they also are disgraceful for an airline with as much cash as Southwest Airlines has on hand.
At the conclusion of the meeting, the Union played a video of Gary Kelly in the Inflight Virtual Town Hall on October 26, 2020, stating that Southwest Airlines does not want to furlough and said, “I get this question, Sonya, a lot, which is will we do another voluntary program or extended time off? And the answer to that is, of course we will do those things.” Your Union made it clear to the Company that it is interested in collaborations to achieve cost savings without furloughs and concessions, and would be available to help with the offering of voluntary programs to Members.
The next meeting is set for December 3.
While the Union is doing everything possible to avoid concessions and furloughs in the bargaining process, your Executive Board is looking into support to offer in case that becomes a reality.
https://mailchi.mp/twu556.org/negoti...mitteeupdate38
TWU LOCAL 556 NEGOTIATING COMMITTEE UPDATE #38
Your Only Official Source of Factual Information
Your Negotiating Committee took your voice to the table again in a meeting with the Company on November 19. This was another follow-up discussion on the Company’s request for concessions and the threat of furloughs, and to present the Company with options for cost savings that would avoid both concessions and furloughs.
30-second summary:
- Based on feedback from the Company in the last meeting, and to conduct good-faith bargaining, your Union presented a revised side letter containing suggestions for the offering of additional voluntary leave programs and the ability to offer an onboard sales program to include credit cards and beverages for 18 months to generate combined cost-savings and revenue of approximately $110 million in 2021.
- The Company rejected the proposed letter after reviewing it for less than an hour, stating that it was “uncertain” how many Flight Attendants would take voluntary leaves. The Union presented the results of its recent survey, which showed more than 3,700 Flight Attendants would take additional voluntary leaves, if the programs were offered.
- The Company, in response to our questions, indicated it was considering sending WARN Act notices to approximately 1,500 Flight Attendants to meet the cost savings the Company stated it wants, but when asked what the projected cost savings of furloughing those 1,500 Flight Attendants would be, the Company responded it did not have those numbers.
- Your Union made passionate pleas for offering voluntary programs again, rather than furloughing a single Member. The cost savings from more than 3,700 Flight Attendants and the flexibility for onboard sales would, according to our estimates, provide more cost savings than the Company would get from furloughing 1,500 Flight Attendants.
- At the conclusion of the meeting, the Union played a video clip of Gary Kelly’s town hall in which he stated about offering additional voluntary leave programs: “Of course we will do those things.” Your Union will continue to fight for every job and has asked the Company to honor Gary’s commitment and begin offering another round of voluntary programs.
- The next meeting with the Company is scheduled for December 3.
Your Union went back to the table with the Company on November 19 to continue discussion on the Company’s request for concessions amidst its ongoing threat of furloughs.
The Union presented a side letter of agreement to the Company with details of programs that would generate both cost savings and revenue. This letter stated that the Company will offer second rounds of voluntary separation packages (VSP), a second round of 3-, 6- and 12-month extended time off (ExTO); and 3-, 6- and 12-month time away programs. The letter also provided the Company with the flexibility it stated it wants to offer onboard sales of credit cards and beverages, for a period of 18 months.
The Union also presented results of the recent survey that Members took to indicate their interest in concessions and voluntary programs to avoid furloughs. The highly reliable data indicated that 3,771 Flight Attendants were interested in starting either a new ExTO or extending their current time on ExTO to prevent furloughs. Survey results also indicated a strong desire by Flight Attendants to not make changes to the Contract. The Union reminded the Company that agreements like the one it proposed to include concessions to the Contract had to be ratified by Members, so listening to Members’ voices and opinions is imperative.
The letter was rejected by the Company after less than an hour of review, and stated that it did not believe the agreement would achieve its desired results and that it didn’t provide the “certainty” it desired. The Union reminded the Company that more than 3,700 Flight Attendants indicated they would take additional leave programs, if offered, which was reason to be certain. It would also amount to cost savings in excess of what the Company had stated it wanted, and it provided the operational flexibility the Company desires as it opens new destinations and returns the MAX 8, developments which have been covered extensively in the news and will require Flight Attendants to staff.
The Union demanded to know if the Company was sending WARN Act notices, and to how many Flight Attendants. The Company indicated it was considering issuing notices to “probably somewhere around 1,500” Flight Attendants. It would not give a conclusive date as to when these notices might be issued, but said it could be any time between now and early December. The Union again pointed to the cost savings that could be achieved through voluntary programs, and the certainty that the data from the survey provided. The Union pled passionately for the Company to reconsider the cost savings that could be achieved through voluntary packages. The Union also demanded to know the savings associated with furloughing approximately 1,500 Flight Attendants and the Company said it did not have that information. The Company pointed to its take-it-or-leave-it proposal that makes significant changes to your Contract, removes your ability to have your voice at the table for more than a year, and would require limitless onboard sales in perpetuity.
The Union also stated that the “back and forth of this nonsense surface bargaining is an insult to our Flight Attendants who are putting their lives on the line,” referencing the COVID exposures, death of loved ones, and the recent death of a young Flight Attendant whose family believes he caught COVID while working. The Union also pointed to the Company’s stated deadline of January 1, saying that arbitrary deadlines like that not only cause undue fear from employees, they also are disgraceful for an airline with as much cash as Southwest Airlines has on hand.
At the conclusion of the meeting, the Union played a video of Gary Kelly in the Inflight Virtual Town Hall on October 26, 2020, stating that Southwest Airlines does not want to furlough and said, “I get this question, Sonya, a lot, which is will we do another voluntary program or extended time off? And the answer to that is, of course we will do those things.” Your Union made it clear to the Company that it is interested in collaborations to achieve cost savings without furloughs and concessions, and would be available to help with the offering of voluntary programs to Members.
The next meeting is set for December 3.
While the Union is doing everything possible to avoid concessions and furloughs in the bargaining process, your Executive Board is looking into support to offer in case that becomes a reality.
11-20-2020, 03:01 PM
#2
Gets Weekends Off
Joined APC: Oct 2006
Posts: 2,849
Originally Posted by docav8tor
Management will send those letters out for sure.
https://mailchi.mp/twu556.org/negoti...mitteeupdate38
TWU LOCAL 556 NEGOTIATING COMMITTEE UPDATE #38
Your Only Official Source of Factual Information
Your Negotiating Committee took your voice to the table again in a meeting with the Company on November 19. This was another follow-up discussion on the Company’s request for concessions and the threat of furloughs, and to present the Company with options for cost savings that would avoid both concessions and furloughs.
30-second summary:
Your Union went back to the table with the Company on November 19 to continue discussion on the Company’s request for concessions amidst its ongoing threat of furloughs.
The Union presented a side letter of agreement to the Company with details of programs that would generate both cost savings and revenue. This letter stated that the Company will offer second rounds of voluntary separation packages (VSP), a second round of 3-, 6- and 12-month extended time off (ExTO); and 3-, 6- and 12-month time away programs. The letter also provided the Company with the flexibility it stated it wants to offer onboard sales of credit cards and beverages, for a period of 18 months.
The Union also presented results of the recent survey that Members took to indicate their interest in concessions and voluntary programs to avoid furloughs. The highly reliable data indicated that 3,771 Flight Attendants were interested in starting either a new ExTO or extending their current time on ExTO to prevent furloughs. Survey results also indicated a strong desire by Flight Attendants to not make changes to the Contract. The Union reminded the Company that agreements like the one it proposed to include concessions to the Contract had to be ratified by Members, so listening to Members’ voices and opinions is imperative.
The letter was rejected by the Company after less than an hour of review, and stated that it did not believe the agreement would achieve its desired results and that it didn’t provide the “certainty” it desired. The Union reminded the Company that more than 3,700 Flight Attendants indicated they would take additional leave programs, if offered, which was reason to be certain. It would also amount to cost savings in excess of what the Company had stated it wanted, and it provided the operational flexibility the Company desires as it opens new destinations and returns the MAX 8, developments which have been covered extensively in the news and will require Flight Attendants to staff.
The Union demanded to know if the Company was sending WARN Act notices, and to how many Flight Attendants. The Company indicated it was considering issuing notices to “probably somewhere around 1,500” Flight Attendants. It would not give a conclusive date as to when these notices might be issued, but said it could be any time between now and early December. The Union again pointed to the cost savings that could be achieved through voluntary programs, and the certainty that the data from the survey provided. The Union pled passionately for the Company to reconsider the cost savings that could be achieved through voluntary packages. The Union also demanded to know the savings associated with furloughing approximately 1,500 Flight Attendants and the Company said it did not have that information. The Company pointed to its take-it-or-leave-it proposal that makes significant changes to your Contract, removes your ability to have your voice at the table for more than a year, and would require limitless onboard sales in perpetuity.
The Union also stated that the “back and forth of this nonsense surface bargaining is an insult to our Flight Attendants who are putting their lives on the line,” referencing the COVID exposures, death of loved ones, and the recent death of a young Flight Attendant whose family believes he caught COVID while working. The Union also pointed to the Company’s stated deadline of January 1, saying that arbitrary deadlines like that not only cause undue fear from employees, they also are disgraceful for an airline with as much cash as Southwest Airlines has on hand.
At the conclusion of the meeting, the Union played a video of Gary Kelly in the Inflight Virtual Town Hall on October 26, 2020, stating that Southwest Airlines does not want to furlough and said, “I get this question, Sonya, a lot, which is will we do another voluntary program or extended time off? And the answer to that is, of course we will do those things.” Your Union made it clear to the Company that it is interested in collaborations to achieve cost savings without furloughs and concessions, and would be available to help with the offering of voluntary programs to Members.
The next meeting is set for December 3.
While the Union is doing everything possible to avoid concessions and furloughs in the bargaining process, your Executive Board is looking into support to offer in case that becomes a reality.
https://mailchi.mp/twu556.org/negoti...mitteeupdate38
TWU LOCAL 556 NEGOTIATING COMMITTEE UPDATE #38
Your Only Official Source of Factual Information
Your Negotiating Committee took your voice to the table again in a meeting with the Company on November 19. This was another follow-up discussion on the Company’s request for concessions and the threat of furloughs, and to present the Company with options for cost savings that would avoid both concessions and furloughs.
30-second summary:
- Based on feedback from the Company in the last meeting, and to conduct good-faith bargaining, your Union presented a revised side letter containing suggestions for the offering of additional voluntary leave programs and the ability to offer an onboard sales program to include credit cards and beverages for 18 months to generate combined cost-savings and revenue of approximately $110 million in 2021.
- The Company rejected the proposed letter after reviewing it for less than an hour, stating that it was “uncertain” how many Flight Attendants would take voluntary leaves. The Union presented the results of its recent survey, which showed more than 3,700 Flight Attendants would take additional voluntary leaves, if the programs were offered.
- The Company, in response to our questions, indicated it was considering sending WARN Act notices to approximately 1,500 Flight Attendants to meet the cost savings the Company stated it wants, but when asked what the projected cost savings of furloughing those 1,500 Flight Attendants would be, the Company responded it did not have those numbers.
- Your Union made passionate pleas for offering voluntary programs again, rather than furloughing a single Member. The cost savings from more than 3,700 Flight Attendants and the flexibility for onboard sales would, according to our estimates, provide more cost savings than the Company would get from furloughing 1,500 Flight Attendants.
- At the conclusion of the meeting, the Union played a video clip of Gary Kelly’s town hall in which he stated about offering additional voluntary leave programs: “Of course we will do those things.” Your Union will continue to fight for every job and has asked the Company to honor Gary’s commitment and begin offering another round of voluntary programs.
- The next meeting with the Company is scheduled for December 3.
Your Union went back to the table with the Company on November 19 to continue discussion on the Company’s request for concessions amidst its ongoing threat of furloughs.
The Union presented a side letter of agreement to the Company with details of programs that would generate both cost savings and revenue. This letter stated that the Company will offer second rounds of voluntary separation packages (VSP), a second round of 3-, 6- and 12-month extended time off (ExTO); and 3-, 6- and 12-month time away programs. The letter also provided the Company with the flexibility it stated it wants to offer onboard sales of credit cards and beverages, for a period of 18 months.
The Union also presented results of the recent survey that Members took to indicate their interest in concessions and voluntary programs to avoid furloughs. The highly reliable data indicated that 3,771 Flight Attendants were interested in starting either a new ExTO or extending their current time on ExTO to prevent furloughs. Survey results also indicated a strong desire by Flight Attendants to not make changes to the Contract. The Union reminded the Company that agreements like the one it proposed to include concessions to the Contract had to be ratified by Members, so listening to Members’ voices and opinions is imperative.
The letter was rejected by the Company after less than an hour of review, and stated that it did not believe the agreement would achieve its desired results and that it didn’t provide the “certainty” it desired. The Union reminded the Company that more than 3,700 Flight Attendants indicated they would take additional leave programs, if offered, which was reason to be certain. It would also amount to cost savings in excess of what the Company had stated it wanted, and it provided the operational flexibility the Company desires as it opens new destinations and returns the MAX 8, developments which have been covered extensively in the news and will require Flight Attendants to staff.
The Union demanded to know if the Company was sending WARN Act notices, and to how many Flight Attendants. The Company indicated it was considering issuing notices to “probably somewhere around 1,500” Flight Attendants. It would not give a conclusive date as to when these notices might be issued, but said it could be any time between now and early December. The Union again pointed to the cost savings that could be achieved through voluntary programs, and the certainty that the data from the survey provided. The Union pled passionately for the Company to reconsider the cost savings that could be achieved through voluntary packages. The Union also demanded to know the savings associated with furloughing approximately 1,500 Flight Attendants and the Company said it did not have that information. The Company pointed to its take-it-or-leave-it proposal that makes significant changes to your Contract, removes your ability to have your voice at the table for more than a year, and would require limitless onboard sales in perpetuity.
The Union also stated that the “back and forth of this nonsense surface bargaining is an insult to our Flight Attendants who are putting their lives on the line,” referencing the COVID exposures, death of loved ones, and the recent death of a young Flight Attendant whose family believes he caught COVID while working. The Union also pointed to the Company’s stated deadline of January 1, saying that arbitrary deadlines like that not only cause undue fear from employees, they also are disgraceful for an airline with as much cash as Southwest Airlines has on hand.
At the conclusion of the meeting, the Union played a video of Gary Kelly in the Inflight Virtual Town Hall on October 26, 2020, stating that Southwest Airlines does not want to furlough and said, “I get this question, Sonya, a lot, which is will we do another voluntary program or extended time off? And the answer to that is, of course we will do those things.” Your Union made it clear to the Company that it is interested in collaborations to achieve cost savings without furloughs and concessions, and would be available to help with the offering of voluntary programs to Members.
The next meeting is set for December 3.
While the Union is doing everything possible to avoid concessions and furloughs in the bargaining process, your Executive Board is looking into support to offer in case that becomes a reality.
Whomever is running this goat rope needs to be fired. Complete antithesis of what this company is supposed to be about. They can keep burning bridges but when we start negotiating I won't forget this BS and they will pay for it (one way or another).
11-20-2020, 03:37 PM
#3
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Joined APC: Mar 2017
Posts: 459
Originally Posted by flyguy81
Whomever is running this goat rope needs to be fired. Complete antithesis of what this company is supposed to be about. They can keep burning bridges but when we start negotiating I won't forget this BS and they will pay for it (one way or another).
****es me off how much time and money they are wasting with all of this BS.
They need to man up. Furlough or forget it. Greedy pigs.
11-20-2020, 04:24 PM
#4
Gets Weekends Off
Joined APC: May 2006
Position: CA
Posts: 532
This is an absolutely terrible way to tell Congress to pass PSP. That is what this is about. Aside from Congress and trying to show “cost-cutting” measures to the BOD, there’s no other reason to go down this road.
11-21-2020, 07:55 AM
#6
Gets Weekends Off
Joined APC: Mar 2011
Posts: 1,022
Twu 556
Originally Posted by Psycho18th
After reading this and the latest from our NC, I am so angry. Is labor relations just going rogue, or are they actually following marching orders from above? Un F-Ing believable!
Does it really matter either way? It's a huge f*ck up. None of us will forget this sh*t. Unnecessarily threatening our livelihoods and the roof we put over our families heads. Believe me, I will never forget this.
Sent from my iPhone using Tapatalk
11-21-2020, 08:06 AM
#7
Gets Weekends Off
Joined APC: Nov 2020
Posts: 1,755
Originally Posted by 4V14T0R
Does it really matter either way? It's a huge f*ck up. None of us will forget this sh*t. Unnecessarily threatening our livelihoods and the roof we put over our families heads. Believe me, I will never forget this.
Sent from my iPhone using Tapatalk
Sent from my iPhone using Tapatalk
I hope that a furlough doesn't happen now to SWA but eventually, someday, for some event we can't even fathom, SWA will have to furlough just like every other company that has ever existed.
11-21-2020, 08:58 AM
#8
Gets Weekends Off
Joined APC: Jun 2010
Position: DOWNGRADE COMPLETE: Thanks Gary. Thanks SWAPA.
Posts: 6,617
Originally Posted by 4V14T0R
Does it really matter either way? It's a huge f*ck up. None of us will forget this sh*t. Unnecessarily threatening our livelihoods and the roof we put over our families heads. Believe me, I will never forget this.
Sent from my iPhone using Tapatalk
Sent from my iPhone using Tapatalk
Same sh!t except now it’s directed at their own work groups and not ones that are being assimilated.
Enjoy the luv SWA warriors!!!!
11-21-2020, 11:07 AM
#9
Gets Weekends Off
Joined APC: Jun 2017
Posts: 659
“
That is utterly shameful and quite transparent. Just like ole Karl saying they didn’t want more paid leaves or early retirements because it would hamper flexibility. Call the bluff. No concessions.
- The Company, in response to our questions, indicated it was considering sending WARN Act notices to approximately 1,500 Flight Attendants to meet the cost savings the Company stated it wants, but when asked what the projected cost savings of furloughing those 1,500 Flight Attendants would be, the Company responded it did not have those numbers.”
That is utterly shameful and quite transparent. Just like ole Karl saying they didn’t want more paid leaves or early retirements because it would hamper flexibility. Call the bluff. No concessions.
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