The Company Has Determined

Brothers & Sisters

The company has determined an employee’s value, this determination in notably not an employee’s geographic value.
Apparently having determined their bankruptcy imposed concessionary contract along with the imposed amendment concessions, employees have not yet given enough or been through enough.

Now the company selectively gives some employees a geographic premium but most of their employee’s receive nothing.
In this regard, these insulting actions by the company, have a great number of employees really considering if this is who they want to work for. By these actions a clear message has been sent to each of us. The company has displayed for us all to see. Do the rally respect each of us or is it as it appears, a false sense of value and respect, just smile for the camera.

Based on our research, it is far cheaper to give current employees a raise than to recruit and train a new candidates. The company knows they have a problem with recruiting replacements for you. No one will accept their starting pay or agree with the current pay scales for all classifications.

All employees were asked to help this company bring 50 EMB Aircraft out of the desert and has provided them with an additional 1 million seats over the past year. Our members answered that call ever though those efforts hold no value to them, only the company has profited. Again no shared value.

Again the company’s actions clearly has determined that your value in the effort to do this was worth nothing. Your effort only helped the company secure more airplanes and reap all the benefits.

As stated by the company, starting wages and raises are competitive with local markets rates!
Let’s look at their 12 year history.

  • Aircraft Cleaners $9.85 with a $1.10 raise over the last 12 years.
  • Inventory Control Specialist $10.98 with a $1.17 raise over the last 12 years.
  • Ground Support Technician $13.35 with a $1.40 raise over the last 12 years.
  • Aircraft Maintenance Technician $13.87 with a $1.63 raise over the last 12 years.

Chick-fil-A starting pay $17 an hour / Amazon $15 an hour.

Annually, 7 million dollars has been taken directly from each of us as a result of the companies’ bankruptcy. This has totaled to more than 42 million dollars over the last six years.

The company only made a profit of only $314 MILLION DOLLARS last year and your concessions were necessary for this to happen. The fact is those imposed concession at the time were unnecessary. The management of this company could if they chose to do so give the respect we each have earned.

The company has determined they need to find other ways to retain and employees employed and have chosen to have a report to work late sale. Now, report to work late points value are half price, instead of a .5 point value you will now only be charged .25 point. RL’s are half price with current Local Markets Rates.

Request to be respected and let your voice be heard.

08/03/2018 Letter to Membership

Brothers and Sisters

The company has received the results of their survey they asked all employees to participate in earlier this year. Well the results for Aircraft Maintenance and Related did not favor the results they were expecting; instead they were unfavorable for many departments within our work groups. It’s hard for the upper management of envoy to understand why your performance for them is still superior of all other regional airlines flying the American Eagle brand or even American Airlines performance. Envoy get more planes, employees get more PIZZA/CUPCAKES.

Now Senior Leaders question themselves as to why your performance is so good but why do they feel they way they do? It’s simple; you have secured Envoy future with little to no respect from them. We feel that the Envoy motto is “IF THEIR NOT HAPPY, JUST BUY THEM PIZZA”. Pizza don’t pay the bills and we’re all tired of PIZZA!

Here is the outline of your pay increases over the past 20 years:

1998-05/2000 No Raise for 2.5 years
05/2000-05/2002 $1.03 2 years
05/2002-10/2004 No Raise 2.5 years
10/2004-10/2006 $1.12 2 years
10/2006-01/2013 No Raise 6.5 years
01/2013-01/2016 $.70 3 years
01/2016 to present $.93 2 years
Last 11 years – $1.63

The numbers speak for themselves, you have continued to perform with unwavering commitment to safety and help the company secure the future for all of us. We have been through the hard times after the attack on New York City and the bankruptcy that was forced upon us by American Airlines. Your 97% No Vote spoke loud and clear that we deserved more than the company was offering us. Arbitration is not what any of us really wanted but the companies offer was disrespectful after all the work, performance and reliability we did for them to secure our future also. The company proposed 0% for 4 years at the arbitration hearing and the only reason you got a raise was because it was awarded by the arbitrator. It was amazing to see the company work so hard to offer you nothing.

Now the company has a real problem that they fail to see or admit to, that many employees that have been devoted to their profession are now starting to realize working for this company is a one-way street and walking out the door for more money. We need 7 million in concessions so we can show a profit of 314 million in 2017. The company wants to know why you feel the way you do, well maybe they need to show some respect to the employees that have helped secure their and our future. #tiredofpizza

Envoy Equity/Reserve

This letter concerns a final distribution of equity from the TWU AE Equity Distribution 402(b) Trust to American Eagle/Envoy employees represented by TWU.

As part of the Eagle Equity Distribution Plan, TWU set aside 5% of the shares in a reserve account (the TWU AE Equity Distribution 402(b) Trust) as assets available to be used to correct any errors, to satisfy any appeals that were resolved in favor of distribution, and to make distributions to employees whose right to participate in the distribution was somehow contingent (such as those who had been discharged but were awaiting the outcome of a grievance or arbitration). As a result of corrections, appeals and resolution of grievances, there were distributions from the reserve account 402(b) Trust. Since there was still equity held in the Trust, the Trust periodically received cash dividends. The time for any requests for corrections or appeals has passed, as has any period for resolution of grievances. TWU has determined that it is now appropriate and prudent to distribute the remaining assets in the 402(b) Trust. At present there are 8,579 shares in the Trust with an approximate value of $365,000. There is also about $12,000 in cash from dividends. Continue reading

DOT Drug Testing Changes

In November, we provided you information about the changes the US Department of Transportation (DOT) made to the federal drug testing requirements. As you recall, workers already subject to DOT drug tests will now be screened for four additional drugs, specifically, semi-synthetic opioids. That change took effect January 1, 2018. More information is available here.

In our effort to keep you informed of updates relating to this DOT change, we’re alerting you to two documents DOT produced intended to help workers navigate the drug testing changes.

  1. The first document is an Employee Notice, intended to provide some real-world interpretation of how the new drug testing process will occur. You can access that document here.
  2. As you recall, under the revised DOT regulation, before a MRO reports information about your prescription drugs to DOT or employer, the MRO may give you 5 business days to ask your doctor to call the MRO and determine if the medication can be changed to one that does not pose a significant safety risk.

The second document is official DOT guidance that describes scenarios in which the MRO can report information about your legally prescribed medication to a third party (employer, etc) before those 5 business days have passed. The second DOT document is here.

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