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Professional Airline Flight Control Association Welcome

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Established in 1971 at Delta, the International was created in 1999 to allow for ... Delta Airlines- 200. Atlantic Southeast Airlines - 50. United Airlines 200 ... – PowerPoint PPT presentation

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Title: Professional Airline Flight Control Association Welcome


1
Professional Airline Flight Control
AssociationWelcome
  • Welcome!!

2
Overview
  • What is PAFCA - its history and how we came
    about
  • Who we represent - operational control
    professionals
  • Why we exist - autonomous and independent
    representation
  • Organizing National Labor Relations Act,
    National Mediation Board

3
WHAT is PAFCA????
  • PAFCA is an independent, non-profit labor
    organization recognized by the National Mediation
    Board and designed to protect and promote the
    profession of operational control personnel. We
    are not affiliated with AFL-CIO or any other
    governing body of labor organizations.
  • Established in 1971 at Delta, the International
    was created in 1999 to allow for PAFCA-DAL to
    expand to other air carriers for representation
    opportunities.

4
Organizational Structure
  • PAFCA International created through the
    authoring of a Constitution in 1999 to allow for
    Local formation outside of the original body at
    Delta.
  • Board of Directors Comprised of the Presidents
    of each of the Locals
  • Chairman of the Board current or past President
    of a Local elected by the Board of Directors to
    a 2 year term.
  • Secretary/Treasurer of Board is appointed by the
    Chairman for 2 year term.

5
Current PlayersBoard of Directors
6
Local Executive Boards
  • PAFCA-DAL President, Vice President, 2nd Vice
    President, Secretary, Treasurer
  • PAFCA-UAL President, Vice President, Secretary,
    Treasurer, immediate Past President
  • PAFCA-ASA President, Vice President,
    Secretary/Treasurer

7
Constitution of PAFCA
  • Constitution is the controlling document for
    operation of PAFCA International.
  • Constitutional Conventions are held every two
    years with motions or resolutions to be
    submitted to the Board 4 weeks prior to such
    convention.
  • Each local will be represented by 1 delegate per
    50 members at the convention
  • Locals by-laws must not conflict with any
    portion of the Constitution

8
Objectives
  • To act as an effective instrument in providing
    strategic guidance to Local Unions of PAFCA in
    improving the working conditions, wage scales,
    work cycles and schedules, retirement and medical
    benefits, job security and all other benefits
    that should rightfully accrue to all members.
  • To promote the best interest and safeguard the
    rights of its members and to cooperate with other
    groups and organizations in an attempt to protect
    the interests of employees.
  • To ensure there is no discrimination or disparity
    of effort in the exercise of pursuing the
    professional objectives of this organization.

9
Objectives
  • To ensure there is no discrimination in any
    matter that may come within the purview of this
    organization as regards to race, color, creed,
    sex or national origin.
  • To represent its members before appropriate
    Federal Agencies and undertake additional
    representation and activity as authorized by the
    membership.

10
WHO PAFCA represents
  • Currently (approximately) 450 Flight
    Superintendents and Flight Dispatchers
  • Delta Airlines- 200
  • Atlantic Southeast Airlines - 50
  • United Airlines 200
  • Local designated as PAFCA-(airline code)
  • Dues - 2/month/member from each local

11
Affiliations of PAFCA
  • ADF/IFALDA
  • Both UAL/DAL support through payment of members
    dues to both organizations
  • ASA optional to members
  • Support is both financial and through member
    participation
  • PAFCA officers are prohibited from holding office
    in other organizations

12
Websites
  • www.pafca.org
  • Links to National Mediation Board
  • All PAFCA Local sites
  • ADF/IFALDA/EUFALDA sites

13
PAFCA-Locals
  • Author By-laws (not to conflict with
    Constitution)
  • Membership whos included in the collective
    bargaining group
  • Officers election, term of service
  • Collective bargaining
  • Grievance and arbitration (National Labor
    Relations Act)
  • Dues and Assessments

14
Agreements
  • Scope language defines the job titles and
    duties of those in the Collective Bargaining
    Group - who does what
  • Hours of work and holidays bidding process
  • Vacations - time and bidding process
  • Rates of pay
  • Health and retirement benefits
  • Conditions of layoff and re-employment

15
WHY PAFCA?
  • Autonomous operation of each Local with NO
    interference from International
  • Locally produced by-laws which allow for
    individual flexibility of priority - within
    Constitution compliance
  • Dispatchers representing dispatchers who knows
    better what we find important?
  • Local officers access to membership and vice
    versa supports accountability

16
WHY PAFCA?
  • You live what you negotiate and enforce
    directly impacted by your results
  • Dues money collected is structured by the locals
    with the majority of funds remaining in Local
    treasury
  • Locals are responsible for their own expenses
    negotiations, shift coverage, legal fees,
    salaries of officers

17
Youre in charge!!
  • Each local is empowered to control their own
    destiny.
  • Executive Board members are dispatchers first,
    then union executives.
  • The priority and focus lies within the Local
    organization and not with the International -
    results in a bottom up flow in our structure.

18
Organizing- How its done!
  • 10 or more persons employed in operational
    control positions
  • Apply to International for Local Charter with
    reasons for association with PAFCA
  • Application then goes to the Board of Directors
    for consideration
  • Upon approval, a Local Union charter will be
    issued (subject to NMB processes)

19
National Mediation Board
  • PAFCA recognized as collective bargaining agent
    under the Railway Labor Act
  • Evidence of representation dispute must be
    submitted by President/Chairman of organization
  • Accomplished through authorization cards
    submitted by PAFCA challenging existing or
    requesting new representation

20
Steps
  • Authorization cards are delivered to PAFCA
  • Is there sufficient interest to call for a
    representation dispute election? (35 non, 50
    represented-NMB)
  • Submit the cards to NMB along with application
    for representation dispute
  • NMB then establishes a list of eligible voters
  • Information supplied by the employer as to names
    and addresses of those eligible in the collective
    bargaining group

21
Voting
  • If NMB finds sufficient interest, election held
  • Ballots mailed to your home or election held
    through phone balloting
  • Ballots will contain PAFCA, current
    representative (if applicable), no
    representative, and other
  • Simple majority of eligible voters to determine
    outcome

22
Survey Says..
  • Election ballots are counted at the NMB office in
    Washington, DC
  • Majority of votes determines outcome
  • PAFCA guidelines in review
  • 50 of eligible if unrepresented
  • 75 of eligible if currently represented

23
Successes
  • All Locals of PAFCA have attained Collective
    Bargaining Agreements that successfully meet the
    needs of the membership
  • PAFCA-United has minimized furlough damage by
    twice negotiating an out of seniority process
    resulting in a reduced impact of involuntary
    furlough outside the box thinking
  • PAFCA-United has negotiated two consensual
    agreements while under bankruptcy without the
    1113 motions being heard in court (minimizing
    cost and unsure outcome).

24
UAL continued
  • Minimized pay loss by protecting pay schedule
  • Maintained hours of work at 1880
  • Reduced but maintained pay overrides of
    instructors, shift pay, special skills
  • Established Line Check Dispatcher positions for
    PAFCA represented members with override (
    originally 3, now 7 positions)

25
Working with others..
  • All United pensions to PBGC (outside of executive
    contracts, IAM)
  • Defined contribution plan going forward at 6
    (bought up from 4 offered by Co)
  • Participated with other unions on UAL property in
    areas of common interest
  • Health benefits, limiting retirement damage
    through consensual versus full 1114 motions

26
What else?
  • PAFCA-Delta faced the same battle through a
    bankruptcy and successfully achieved a similar
    result.
  • Minimized damage to membership through creative
    use of negotiation
  • Pension frozen but defined contribution/ 401K
    matching plan to supplement going forward.

27
Atlantic Southeast
  • No bankruptcy sold prior to Delta Chapter 11
  • No attempts to merge certificates with Skywest to
    date
  • Resolved grievances including a wrongful
    termination successfully
  • All PAFCA locals utilize grievance, mediation
    arbitration processes as detailed in NLRA

28
Getting Started/Making a Change
  • Determine the level of interest in self
    representation amongst your group 50-75?
  • Select a Lead or Steering Committee
  • Determine your goals and strategies to meet them
    how can representation improve
  • Communicate your ideas through discussion,
    message boards or by any other means which allow
    you to share and strategize ideas
  • Review your current agreement, compare contrast
    to other dispatch groups CBA to formulate
    proposals (compilations are available)
  • Follow the steps for organizing as detailed
    earlier

29
Review Thanks for your time!
  • PAFCA independent labor representative
  • Bottom up flow Locals operate autonomously with
    little or no interference from International body
  • International Board of Directors meet quarterly
    to share information and develop strategy for
    problem solving at the Local level
  • Finances majority of dues collected remain at
    the local level for use as members determine to
    be appropriate

30
Local Power
  • Dispatchers representing dispatch interests
  • Live enforce what you negotiate youre still
    there when negotiations are complete
  • Prioritize and resolve issues through local
    knowledge with problem solving and communication
    skills
  • Leaders work amongst their peers resulting in
    accessibility and accountability

31
Relationship to Company
  • Important to establish working relationship
  • Positive synergy leads to successful problem
    solving and to minimize conflict
  • Management earn Associations trust
  • Association earn Managements respect
  • Executive Board works for the goals of the
    dispatchers while the dispatchers work for the
    goals of the company
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