MECHANIC & RELATED

Timeline and Updates

A quick summary of major and noteworthy events since the start of negotiations.

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October 7, 2011
American Airlines and the Transport Workers Union Mechanic & Related negotiating committees continued their non-mediated sessions this week in Hurst, Texas.

During the week, the parties discussed the remaining open articles, including wage rates, holidays, sick time, vacation, overtime and retirement benefits.

American and the TWU have committed to meet again November 17 and 18 to continue discussions without a federal mediator present.

September 9, 2011
American Airlines and the Transport Workers Union Mechanic & Related negotiating committees held the first informal, non-mediated session with smaller teams this week in Hurst, Texas.

In August, following a year of mediated sessions, NMB Mediator Jack Kane informed the company and the TWU that insufficient progress had been made and the NMB decided not to schedule further meetings.

However, American and the TWU agreed to meet informally without a mediator to continue discussions. During the week, the parties discussed the remaining open articles, including wage rates, holidays, sick time, vacation, overtime and retirement benefits.  The discussion’s primary purpose was to better understand each party’s interests relative to their current table positions. In addition, there was an understanding that some additional information would be provided at the next session.

American and the TWU agreed to meet the week of  October 3rd, continuing discussions without a federal mediator present.

The company remains committed to reaching common ground with the TWU to achieve an agreement that successfully meets the needs of both parties.

August 12, 2011
American Airlines and the Transport Workers Union Mechanic & Related negotiating committees resumed mediated discussions this week in Hurst, Texas with NMB Mediators Jack Kane and Larry Gibbons.

For the last year, American has worked with the TWU and the mediator to attempt to find ways to resolve the issues that caused the tentative agreement to fail membership ratification last year. While we’ve made some progress in solving these issues, the company is disappointed the parties still have been unable to reach common ground on determining how to achieve an agreement that successfully meets the needs of both parties.

As we said in April, the company is using the prior tentative agreement as the framework to formulate our proposals. We continue to seek creative solutions to reach agreements that address both the needs of our employees and the company, that acknowledge the current economic situation and allow us to be competitive in the industry.

This week, both parties exchanged comprehensive proposals on the remaining open economic articles, covering items including wage rates, holidays, sick time, vacation, overtime and retirement benefits. Tentative Agreements were reached on Articles 5: Shift Differential and 12: Promotions & Jobs to be Posted.

Most of the dialogue the rest of the week centered on compensation-related topics. In the union’s comprehensive proposal presented on Wednesday, the line premium increase was reduced to current levels. This signaled to the company the TWU was interested in returning to similar parity for line and base employees, which is consistent with historical patterns and the current Mechanic & Related agreement.

As a result, American’s counter comprehensive proposal attempted to address that parity to try to align more closely with the TWU’s proposal. To achieve this, the proposal increased the lump sum and applied it to all employees instead of just the base employees and also restored the shift differential to 2001 levels. These moves ensured the economic value between the most recent company proposals remained the same.

At the end of the session, Mediator Kane told the two parties there had been insufficient progress made and the NMB did not think it was in the best interest of the parties to schedule further meetings, as it has been a year since the first tentative agreement failed ratification by the membership. However, American and the TWU have agreed to meet in informal discussions without a mediator present in the near future, and will continue to do so as long as further progress is being made. We will share the details for the next meeting when they are finalized.

Details of American’s last proposal are below. Click here for the full comprehensive proposal.

Scope

  • The current Eagle ASM Letter restricts American’s ability to compete with other legacy carriers and their regional partners because it limits the the number of American Eagle/American Connection available seat miles (ASMs) those carriers can fly relative to the American Airlines ASMs across the network.
  • American needs greater flexibility in order to be more competitive, so the company needs to increase its number of regional ASMs to optimize the mainline and regional network. The company proposes modifying the current Eagle ASM letter to match the agreement reached by the Maintenance Control Technicians, which increases the cap from 6% to 10%. The proposal also excluded the following additional markets from the ASM Cap:
    • BNA, RDU, SJC and STL Eagle routing
    • Eagle pre-1993 ASMs
    • Markets in which AA and AE both fly
  • In order to secure additional maintenance flexibility, American proposes to take advantage of long ground times at international locations to perform smaller maintenance events, below B checks. By doing scheduled maintenance while the aircraft sit on the ground for extended periods, it would provide the flexibility to give our U.S. mechanics more time for other necessary work.
  • American would like to have the ability to bring work in-house that is historically outsourced if the space is available, but would like for this work to not lose the historical context of being done outside. This would allow American to bring work in even if on a temporary basis, but if the space becomes filled, the company could send it back out, as long as doing so does not directly result in a Reduction in Force. Then, American could fill temporary decreases in workload with new work or bring work in on a trial basis to better evaluate American’s ability to competitively accomplish the work in-house.
  • American may return equipment, parts, materials or assemblies to the manufacturer or to a manufacturer-approved repair station for warranty repair or replacement. This proposal will memorialize what is the current practice today.

Compensation

  • Lump sum of 7% on day of signing for ALL Title I & Title II employees.
  • 3% structural increase effective day of signing
  • 1.5% structural increase effective 12 months after day of signing
  • 1.5% structural increase effective 24 months after day of signing
  • Premium pay including:
    • Higher Capacity Premium from $1.75/hr to $2.75/hr effective day of signing
    • Title I Line Premium: Increase from $0.55/hr to $1.80/hr effective day of signing
    • Title II Line Premium: Increase from $0.55/hr to $1.80/hr effective day of signing
    • Machinists/Bench Avionics, Welders and Composites Skill Premium: Increase from $3.45/hr. to $5.00/hr. to be equivalent to an AMT two License Premium effective day of signing
    • Weekend Shift Premium for Overhaul Bases: Create a premium of $0.55/hr will be paid for shifts beginning between 2100 Friday & 2100 Sunday, effective day of signing
    • Restore license premium to AMTs currently working in OSM positions and not being paid the license premium as a result of a reduction in force, effective date of signing Management and local TWU to work out terms on getting those employees into AMT positions.
  • The company is willing to engage in further discussion relative to an early out incentive program as was proposed by the TWU as an alternative to the TWU’s previous proposal that included retroactive pay.

Profit Sharing

  • Replace the current AIP plan with an uncapped annual profit sharing plan that rewards employees at the first dollar of 15% of pre-tax income, excluding special, unusual and non-recurring items. This matches the richest plan in the industry.

Shift Differentials - Restore to 2001 rates, which includes:

  • Employees assigned to shift, which begins at or after noon and before 5 p.m., will receive a shift differential of 51¢ per hour.
  • Employees assigned to a shift, which begins at or after 5 p.m., and before 6 a.m., will receive a shift differential of 58¢ per hour.
  • Employees who may be required to rotate on shifts during a workweek will receive, for all shifts  worked 58¢ per hour shift differential if he or she rotates through a sift to which 51¢ per hour shift differential is applicable; or 61¢ per hour shift differential if rotates through a shift to which 58¢ per hour shift differential is applicable.

Overtime

  • Currently, each TWU Local has  its own overtime local letter of agreement or guidelines. Many have been around for more than 45 years. In order to more closely align the various local letters and bring them up to date with current times, American proposes modifying them to make sure they all align with the  language in the main contract article that says the overtime will be distributed  “as equitably as practicable.”
  • American recognizes the TWU’s interest in compensating employees for working during scheduled off periods. As such, the company proposes moving from 1.5x to 2.0x for over 12 hours worked on a work day and for working on a second day off, assuming the employee worked the first day off.

Holidays

  • American increased the number of holidays from five to 10.
  • Increase holiday work rate of pay from 1.5x to 2.0x.

Vacations

  • Add one additional week of vacation for employees with less than 5 years of seniority.

Promotions & Jobs to be Posted

  • The company eliminated language around the seven-day labor loan at the overhaul bases, which essentially allowed an employee to be reassigned for seven days to work in other shops within his Title Group.

Sick Leave

  • Increase the sick leave accrual rate from 5 to 8 days per year, to be paid at 100% for all days, rather than 50% for the first 2 days as is current book.

Pension

  • No change for current employees.
  • Provide a defined contribution 401(k) plan for new hires in lieu of the defined benefit plan.
  • After one year of eligible service, new hires will receive an automatic 2.5% company contribution to the $uper $aver Plus 401(k) plan, based on qualified pensionable earnings with no employee contribution required.
  • After one year of eligible service, the company will also give a 100% match for employee contributions up to a maximum of 3%, for a total maximum company contribution of 5.5%.

Active Medical

  • Keep current book, with the exception of:
    • Employees hired after day of signing will default to the Core Plan and will be eligible to select from other voluntary medical options at the same contribution rate as other TWU-represented employees.

Retiree Medical

  • The company offered simplifications and amended its proposal to retiree medical, eliminating the previously proposed sick bank use for pre-65 coverage.
  • Employee and company prefunding contributions will cease as of DOS, and employee prefunding account, plus investment earnings, will be refunded to the employee.

Current Employees Retiring after DOS:

  • Under 65 Coverage: Retirees will pay a premium for coverage in the Standard Retiree Medical Plan, paying the same per person monthly rate as active employees pay for coverage in the $300 deductible plan for “employee only.”
  • Over 65 Coverage: Retirees will have access to a guaranteed issue Medicare supplement plan.

New Hires:

  • Under 65 Coverage: Retirees will pay 100% of the cost of the pre-65 retiree medical coverage.
  • Over 65 Coverage: Retirees will have access to a guaranteed issue Medicare supplement plan.
Duration of Agreement
  • Establish the duration of the agreement as 3 years from date of signing, with the option for either party to open the agreement 6 months prior to the amendable date.

July 15, 2011
American Airlines and the Transport Workers Union Mechanic & Related negotiating committees resumed mediated discussions this week in Hurst, Texas with NMB Mediator Jack Kane.

Both parties spent the week exchanging proposals on several different open articles.  In conjunction with the formal proposals,  there were productive discussions on issues including work schedule, qualifications, holidays, vacation and active and retiree medical. On Wednesday, the company’s negotiating committee was joined by American’s medical benefits experts to answer questions and provide information for the TWU relative to the active and retiree medical.

In the course of the week, five tentative agreements were reached on Articles 3: Hours of Work, 11: Classifications & Qualifications, 15: Reduction in Force, 21: Rotation of Shifts and 36: Meal Periods.

In addition, progress was made on Article 12: Promotions & Jobs to be Posted, which will be the first order of business at the next session. The TWU provided a response on all remaining articles and the company is anticipating to address those as well during the next session.

The company remains committed to finding creative solutions to reach agreements that make good economic and operational sense, and that allow our mechanic and related employees to be competitive in the industry, while positioning the company for long-term success.

At the end of the session, Mediator Kane tentatively scheduled the next meeting for August 9-11 in Hurst, Texas.

June 17, 2011
On Monday, American Airlines and the Transport Workers Union Mechanic & Related and Stores workgroups traveled to Miami, Fla., to resume negotiations with NMB Mediator Jack Kane. It was the TWU's turn to respond to American's May comprehensive proposal and on Wednesday afternoon, the TWU presented a comprehensive response.

The company presented a comprehensive counter in response on Thursday following some productive discussions on work rules and productivity. The TWU responded with a "mini package" addressing Articles 3: Hours of Work, 7: Holidays, 8: Vacation and 11: Classifications & Qualifications late in the evening on Thursday. The company reviewed that package and determined it needed further analysis and perhaps broadening to include some additional articles and other changes in order to be balanced and acceptable. The company committed to respond in some fashion at the next round of meetings. The company also suggested that if we are going to proceed with smaller packages rather than comprehensives, we should address benefit issues in the next session as well.

At the end of the session, Mediator Kane scheduled the next meeting for the week of July 11 in Dallas, Texas.

American’s proposal included the following changes from its May proposal:

Hours of Work

  • In response to a TWU proposal, the Company proposed a new work schedule with 3 13-hour shifts for the airframe overhaul docks as needed, excluding meal periods in order to optimize airframe production flow. This proposed schedule would be applied to only weekend coverage, with shifts running from Friday-Saturday-Sunday and Saturday-Sunday-Monday.

Compensation

  • Signing bonus of 7% lump sum on date of signing for Base employees (except CMS).
  • 3% structural increase effective date of signing.
  • 1.5% structural increase effective 12 months after date of signing.
  • 1.5% structural increase effective 24 months after date of signing.
  • Premium pay including:
    • Higher Capacity Premium (for crew chiefs): Increase to $2.75/hour effective date of signing.
    • Title I Line Premium: Increase from $0.55/hour to $2.55/hour effective date of signing.
    • Title II Line Premium: Increase from $0.55/hour to $1.95/hour effective date of signing.
    • Skill Premium for Machinists/Bench Avionics and Welders: Increase to $5.00/hour, the equivalent of an AMT two-license premium, effective date of signing.
    • Midnight Skill Retention Premium: For shifts beginning between 2000 and 0400 hours, increase from $0.50/hour to $1.50/hour.
    • Weekend Shift Premium for Overhaul bases: Create a $0.50/hour premium for shifts beginning between 2100 Friday and 2100 Sunday, effective date of signing.
    • Restore license premium to AMTs currently working in OSM positions and not being paid the license premium as a result of a reduction in force, effective date of signing.

Duration of Agreement

  • Establish the duration of the agreement as 3 years from date of signing, with the option for either party to open the agreement 6 months prior to the amendable date.

May 13, 2011

This week, American Airlines and the Transport Workers Union Mechanic & Related negotiating committees resumed mediated sessions in Tulsa, Okla. with NMB Mediator Jack Kane.

During the week, American responded to the TWU’s March 2011 proposal on all open articles. The company’s proposal was not regressive. Relative to the failed TA, it included additional pay raises and an increase in the number of holidays. When taking those improvements into consideration, along with some of the alternatives proposed in other work rules, it remains economically in line with the May 2010 tentative agreement, which is the typical path taken after a TA is reached, but not ratified. American has never wavered from its commitment to reach a fair deal with the M&R group, but any agreement needs to be sustainable and in the best interests of all of our employees and stakeholders.

American has repeatedly stated to the TWU, including in the presentation the company provided to the TWU April 28, 2011, American’s objectives have remained the same throughout negotiations. The company continues to bargain in good faith and to work toward finding creative solutions that allow the two parties to reach mutually acceptable agreements. At the end of the session, Mediator Kane  made it clear to the parties that he would not be recommending a  release at this time and scheduled the next mediation session for the week of June 13 with the location to be determined.

American’s proposal included the following:

Scope

  • The current Eagle ASM Letter restricts American’s ability to compete with other legacy carriers and their regional partners because it limits the  the number of American Eagle/American Connection available seat miles (ASMs) those carriers can fly relative to the American Airlines ASMs across the network.

    American would prefer to have greater flexibility and  increase its number of regional ASMs so as to optimize the mainline and regional  network. The company proposes modifying the cap from 6% to 12% and to keep the current methodology, as to what is included and excluded from the cap.

    Upon modification or elimination of this letter in each of the 7 AA/TWU labor agreements, Article 42- Job Security will be amended to provide a new system job protection date of 6/6/2000 for Title I. This impacts approximately 600 employees.
  • Modify letter of agreement to allow greater aircraft utilization and flexibility to schedule “A” and “I” aircraft maintenance checks at International stations where AA flies.
  • Upgrade remaining Tulsa Building Cleaners to Utility Men, to be paid at the Utility Men pay rate scale. In exchange, the TWU would agree to allow AA to outsource Building Cleaner work at TULE.
  • Upgrade Cabin Cleaners at DFW, LAX and ORD to Utility Men, to be paid at the Utility Men pay rate scale. The scope of work for both Cabin Cleaners and Utility Men may be impacted by the outcome of the Fleet Service agreement that is still in negotiations.
  • In order to provide options for Title II employees affected by these proposals, the company will offer the following voluntary separation package:
  • For employees who retire from AA or resign from AA under the 50/55 rule prior to January 1, 2012:
    • Retiree will keep current retiree medical benefits.
    • A special voluntary separation allowance of $25,000.
  • For employees who resign from AA and forfeit any recall rights prior to January 1, 2012:
    • A special voluntary separation allowance of $15,000.
  • Revise contracting out language to provide greater flexibility and opportunities to complete work in-house when there are employees, facilities and equipment to complete the work. A provision was also proposed that would allow the company to bring work in-house that is typically contracted out without the work losing its categorization as work historically contracted out.

Compensation

  • Signing bonus of 7% lump sum on date of signing for Title I and Title II Base employees.
  • 3% structural increase effective date of signing.
  • 1.5% structural increase effective 12 months after date of signing.
  • 1.5% structural increase effective 24 months after date of signing.
  • 2% structural increase effective 36 months after date of signing.
  • Premium pay including:
    • Higher Capacity Premium (for crew chiefs): Increase to $2.75/hour effective date of signing.
    • Title I Line Premium: Increase from $0.55/hour to $2.55/hour effective date of signing.
    • Title II Line Premium: Increase from $0.55/hour to $1.95/hour effective date of signing.
    • Skill Premium for Machinists/Bench Avionics and Welders: Increase to $5.00/hour, the equivalent of an AMT two-license premium, effective date of signing.
    • Midnight Skill Retention Premium: For shifts beginning between 2000 and 0400 hours, increase from $0.50/hour to $1.50/hour.
    • Weekend Shift Premium for Overhaul bases: Create a $0.50/hour premium for shifts beginning between 2100 Friday and 2100 Sunday, effective date of signing.
    • Restore license premium to AMTs currently working in OSM positions and not being paid the license premium as a result of a reduction in force, effective date of signing.

Profit Sharing

  • Replace the current financial component of the AIP plan with an uncapped annual profit sharing plan that rewards employees at the first dollar of pre-tax earnings, excluding special, unusual and non-recurring items. This matches the richest plan in the industry.

Overtime

  • Currently, each local  TWU has  its own overtime local letter of agreement or guidelines. Many have been around for more than 45 years. In order to more closely align the various local letters and bring them up to date with current times, American proposes modifying them to make sure they all align with the  language in the article that says the overtime will be distributed  “as equitably as practicable.”
  • If this is approved, American proposed accepting the TWU’s proposal from March 10, 2011 which would restore the double time provisions from the 2001 agreement.

Holidays

  • On Tuesday, American proposed increasing the total number of holidays from 5 to 9 per year by adding the following days, and increasing the holiday work rate of pay from 1.5x to 2.0x.
  • President’s Day
  • Good Friday
  • Memorial Day
  • Friday following Thanksgiving
  • The TWU and American countered this proposal several times throughout the week. American’s last proposal on this article offered 10 holidays per year and increased the holiday work rate of pay to 2.0x.

Vacation

  • Provide 2 “personal days” per year, effective date of signing. Employees may receive pay in lieu of taking the days, to be paid by January 31 of the following year.
  • Increase the accrual rate for employees with less than 5 years seniority to 80 hours of vacation a year, or two weeks. 

Sick Leave

  • Increase the sick leave accrual rate from 5 to 8 days per year, to be paid at 100% for all days.

Pension

  • Provide a defined contribution 401(k) plan for new hires in lieu of the defined benefit plan.
  • After one year of eligible service, new hires will receive an automatic 2.5% company contribution to the $uper $aver Plus 401(k) plan, based on qualified pensionable earnings with no employee contribution required.
  • After one year of eligible service, the company will also give a 100% match for employee contributions up to a maximum of 3%, for a total maximum company contribution of 5.5%.

Active Medical

  • Understanding that a discount on employee + children active medical is very important to our employees, the company proposed a four-tier coverage plan as highlighted below:

 

Current Coverage Tiers Standard Plan

Multiplier

Company Proposal

Multiplier

Employee Only

1

Employee Only

1

Employee + 1

2

Employee + Spouse/Domestic Partner

2.3

Employee + 2 or more

2.65

Employee + Child(ren)

1.8

 

 

Employee + Family

3.1

 

  • Offer a new contractual PPO plan with a $300 deductible with an in-network/out-of-network differential. This plan would provide in-network preventative care at 100% and will offer pharmacy coinsurance at the point of sale.
  • Add a free PPO plan option (the Core Plan) to allow members the option to contribute to a Health Savings Account (HSA).
  • Eliminate the $150 deductible major medical plan and the $1,000 deductible plan.
  • Employees hired after DOS will default to the Core Plan and will be eligible to select from other voluntary medical options at the same contribution rate as other TWU-represented employees.

Retiree Medical

  • The company offered simplifications and amended its proposal to retiree medical, eliminating the previously proposed sick bank use for pre-65 coverage.
  • Employee and company prefunding contributions will cease as of DOS, and employee prefunding account, plus investment earnings, will be refunded to the employee.
  • Current Employees Retiring after DOS:
  • Under 65 Coverage: Retirees will pay a premium for coverage in the Standard Retiree Medical Plan, paying the same per person monthly rate as active employees pay for coverage in the $300 deductible plan for “employee only.”
  • Over 65 Coverage: Retirees will have access to a guaranteed issue Medicare supplement plan.
  • New Hires:
  • Under 65 Coverage: Retirees will pay 100% of the cost of the pre-65 retiree medical coverage.
  • Over 65 Coverage: Retirees will have access to a guaranteed issue Medicare supplement plan.

Duration of Agreement

  • Establish the duration of the agreement as 4 years from date of signing, with the option for either party to open the agreement 6 months prior to the amendable date.

Please click here for the company’s proposal.

May 2, 2011

On Thursday, American Airlines and the Transport Workers Union Mechanic & Related negotiating committees resumed mediated sessions with NMB Mediator Jack Kane.

During this time, the company made a presentation in response to the union’s March 10, 2011 proposal, which addressed all open economic articles. The presentation aimed to demonstrate how the TWU’s proposal would affect the company’s financial bottom-line and competitive position in the industry.

It is common for the parties to exchange financial information for proposals given, and American hopes it will lead to discussion about the open articles in an attempt to bring the parties closer on the outstanding issues.

American remains committed to reaching an agreement that addresses the interests of both the company and its TWU-represented employees, and we’re prepared to resume negotiations the week of May 9.

To view the company’s presentation, click here.

March 11, 2011

This week, American and the Transport Workers Union Mechanic & Related negotiating committees resumed mediated sessions with NMB Mediator Jack Kane, accompanied by Mediator Walter Darr. The session began with Vice President of Capacity Planning Walter Aue discussing the American Airlines/American Eagle ASM cap. During the week, American gave the union proposals for Articles 3: Hours of Work, 11: Classifications and Qualifications, 12: Promotions and Transfer and 21: Rotation of Shifts. On Thursday, the TWU presented proposals for several of the open economic articles.

As we’ve said many times, our labor contracts must include a sustainable cost structure that enables American to compete.  

The financial challenges facing our company and the airline industry make it impossible to consider a contract that would increase our cost nearly three quarters of a billion dollars, which in turn would risk jobs and jeopardize the long-term future of all of our employees. 

The proposals we received from the TWU fail to take into account the economic realities at American and they ignore the fact that the company already provides the richest health and retirement benefit packages for its employees and continues to perform over 90% of its maintenance in-house – far more than any other airline.

February 11, 2011

American Airlines and the Transport Workers Union Mechanic & Related negotiating committees resumed mediated sessions this week with NMB Mediator Jack Kane, accompanied by Mediator Walter Darr.

Mediator Kane had the two parties resume their discussions from the last session about several open articles. Most of the dialogue focused on important work rule modifications. American has said all along it is necessary to seek productivity improvements in several areas so as to be more competitive. American completes more maintenance work in-house and employs more mechanics than any other airline. To continue with this structure while ensuring American can compete effectively, modifications to the contract in the form of less restrictive work schedules, work rules and modified job descriptions are being sought. These productivity improvements are also directly related to funding any compensation increases that may be discussed at a later date.

Throughout the week, the company presented the TWU Articles 3: Hours of Work, 11: Classifications and Qualifications, 12: Promotions and Transfer and 39: Fitness for Duty. A tentative agreement was reached on Article 39. American gave a presentation on the current American Airlines/American Eagle ASM Cap to be considered during discussions about Article 1: Scope. The TWU presented the Company with proposals on Articles 1: Scope, 15: Reduction in Force and 21: Rotation of Shifts and responded to Articles 3, 11 and 12.

We look forward to continuing to work toward reaching an agreement with the TWU at the next mediated session, which Mediator Kane set for the week of March 7 in Hurst, TX.

January 14, 2011

This week, the American Airlines and Transport Workers Union Mechanic & Related negotiating committees reconvened in mediated sessions with NMB Mediator Jack Kane, accompanied by Mediator Walter Darr.

Throughout the week, Mediator Kane had the two parties address several outstanding articles, which were presented to the company by the TWU, including Article 3: Hours of Work, 11: Classifications and Qualifications, 12: Promotions and Transfer and 39: Fitness for Duty. This resulted in discussion throughout the week around these articles, and a subcommittee was formed to discuss Articles 11 and 12. As a result of the discussions, the company also invited additional operations management participants to the sessions in order to help devise solutions to these articles.

The company remains committed to finding creative solutions to reach an agreement that makes good economic and operational sense, and that allow our mechanic and related employees to be competitive in the industry, while positioning the company for long-term success.

Since we began negotiations, the company has come prepared to each negotiating session and ready to bargain with TWU toward reaching a new contract. We look forward to continuing working with the TWU at the next mediated sessions, which Mediator Kane set for the week of February 7 in Hurst, TX.