Fleet Service Tentative Agreements
There is currently no contract language preventing the Company from imposing a vaccination requirement on employees covered by this agreement.
The Company may not unilaterally impose a vaccination requirement on an employee covered by this agreement except when required by law or by the terms of a government contract.
This section shall not limit the Company’s ability to offer voluntary incentives to employees covered by this agreement to encourage vaccination.
This agreement prevents the Company from imposing a vaccination mandate on Fleet Service employees unless the requirement is imposed by law or by the terms of a government contract.
The Company may still offer voluntary incentives to Fleet Service employees who choose to receive vaccinations.
Article 1.E.1 – Short Duration Assignments
The Company may create and fill vacancies of less than 90 days for any position within a classification with active employees for any reason.
Assignments of 90 days or more must be posted as a vacancy.
Article 1.E.1 – Short Duration Assignments
The Company may continue to create and fill vacancies of less than 90 days for any position within a classification with active employees.
Absent unique circumstances or business needs, employees will not be moved from one shift to another shift to perform the same work.
The Company will notify the Union as soon as practical of short duration assignments exceeding 30 days.
This agreement adds limits on how the Company can use short-term assignments.
In most cases, employees cannot be shifted from one shift to another just to do the same work, and the Union must be notified when a short assignment goes beyond 30 days.
Article 1.E.1.a – Temporary Duty Assignments (TDY)
Temporary duty assignments are used for work outside an employee’s home location to supplement staffing.
The Company determines when TDY assignments are needed and may set eligibility rules and staffing processes for those assignments.
Employees may be offered TDY opportunities based on operational need, staffing availability, and assignment length.
Article 1.E.1.a – Temporary Duty Assignments (TDY)
TDY assignments are intended for work outside an employee’s home location to supplement staffing. If a TDY assignment is expected to exceed 90 days, the Company will confer with the Local Committee; if expected to exceed 120 days, the Company will confer with the PDGC or designee.
The Company may determine which station(s) it will use to staff TDY assignments and may set eligibility criteria based on business needs, including home location, skillset, position, qualifications, full- or part-time status, and training requirements.
Each station will establish a TDY pool for the next calendar year. If there are not enough employees in the pool, the Company may solicit employees outside the pool. Employees may opt in and out at designated times, and employees joining after January 1 enter at the bottom of the TDY list.
The Company will first solicit volunteers from the TDY pool who meet the eligibility requirements, unless the need is too urgent because the scheduled flight departs within 12 hours.
The first TDY assignment in a calendar year will be offered by basic bid seniority. Once an employee accepts or declines a TDY assignment, the employee moves to the bottom of the TDY list.
Additional rules cover remedy language, removal from the TDY pool, employees who transfer during the year, and overtime sign-up at the TDY location.
This agreement creates a more formal system for temporary duty assignments outside an employee’s home location.
It sets up TDY pools, establishes how volunteers are solicited, and explains how seniority and urgency affect who gets offered a TDY assignment.
It also adds rules for long TDY assignments, transfers, overtime at the TDY location, and what happens if the Company does not follow the process.
Article 1.E.2 – Seasonal Duration Assignments
Seasonal assignments are used when service needs require additional hours or employees at a location for a limited period of time.
The Company may fill these assignments from available qualified employees depending on staffing needs at that location.
Article 1.E.2 – Seasonal Duration Assignments
Seasonal assignments of less than 120 days per rolling calendar year, excluding administrative time for training or badging, will be filled in a specific order.
First, furloughed qualified employees at that location from the basic classification will be offered the opportunity in seniority order to return to their work status.
Next, regularly scheduled qualified part-time employees from the basic classification may be given the opportunity to upgrade to full-time schedules at that location in seniority order.
After that, existing employees from other locations or temporary employees from outside the Company may be offered the assignment.
Multiple short duration and seasonal assignments are not meant to exceed 180 days. Any extension beyond 180 days must be approved by the PDGC or designee.
This agreement sets a clear order for filling seasonal assignments.
Furloughed employees and qualified part-time employees at the location get priority before the Company can look to employees from other locations or outside hires.
It also puts limits on how long short-term and seasonal assignments are supposed to last without additional approval.
Article 1.E.3 and 1.E.4
The agreement allows the Company to fill temporary staffing needs and special assignments when operational conditions require it.
Employees may be assigned to temporary work for limited periods, subject to the rules of the agreement.
Article 1.E.3 – Project Assignments
When there is a need for a unique skillset for a project to perform work that is not customarily performed by employees covered under this agreement, the Company will notify IAM leadership and provide an overview of the need.
The assignment will be posted and awarded based on qualifications and an interview.
Employees may be assigned in excess of 365 days with the consent of the PDGC or designee.
Article 1.E.4 – Temporary Staffing Needs
The Company may fill temporary staffing needs as outlined in Section E.2 above.
When filling temporary needs, the Company will inform employees and the Local Committee of the contemplated duration and daily hours of the job(s).
Temporary employees may work for up to 5 months, are not considered on active status, and are subject to all provisions of the agreement unless otherwise noted, except that they will accrue no seniority and will not be subject to recall after termination of their jobs.
This agreement creates a formal process for project assignments that require special skills not usually covered by the regular work.
It also spells out how temporary staffing needs will be handled, including notice to employees and the union about how long the work is expected to last.
Temporary employees can be used for a limited period, but they do not gain seniority or recall rights from that temporary work.
Article 4.B.9 – Work Schedule Bids
Any permanent change of 1 hour or more in the length or starting or stopping time of a shift requires the Company to rebid the schedule.
Article 4.B.9 – Work Schedule Bids
Any permanent change of more than 1 hour in the length or starting or stopping time of a shift will require a rebid.
This change slightly adjusts when a schedule rebid is required.
Under the tentative agreement, a rebid is triggered only when the schedule change exceeds one hour, rather than when the change is exactly one hour.
Smaller schedule adjustments of exactly one hour would no longer automatically require a rebid.
Article 4.A.9 – Meal Periods
Scheduled meal periods are unpaid.
8-hour shifts and 10-hour shifts have defined meal-period windows, and employees are generally expected to take their meal period during those windows.
For shifts under 8 hours that are entitled to a meal period, the meal period should be scheduled as close to the midpoint of the shift as operationally possible.
Article 4.A.9 – Meal Periods
Employees must be assigned a meal period within the contractually defined meal window to avoid a meal penalty.
If an employee does not receive a meal period during the meal window, management may assign a new 30-minute meal period at another feasible time, and the employee may also request to leave work 30 minutes early. Employees will be paid for all hours worked.
Employees may also choose to forgo the meal period, leave work 30 minutes early, or remain through the end of the shift and be paid 30 minutes at the applicable rate, depending on the circumstances.
For shifts less than 8 hours that are entitled to a meal period, meal periods should be scheduled between two hours before or two hours after the midpoint of the shift.
In any of the listed options, employees will be paid for all hours worked.
This agreement gives employees clearer options when a meal period is missed or cannot be taken during the normal meal window.
Depending on the situation, an employee may get a new meal period, leave 30 minutes early, or stay and be paid for that time.
It also sets clearer rules for when meal periods should happen on shorter shifts.
| Shift | Shift Length | Meal Period |
|---|---|---|
| 0600-1130 | 5.5 | 0645-1045 |
| 0600-1200 | 6.0 | 0700-1100 |
| 0600-1230 | 6.5 | 0715-1115 |
| 0600-1430 | 8.5 | 0900-1200 |
| 0600-1630 | 10.5 | 1000-1300 |
These examples show how meal periods should generally be scheduled based on the length of the shift.
In simple terms, the meal period should usually fall near the middle of the shift.
Article 4.D.9 – Mandatory Overtime
Mandatory overtime is assigned only in operational emergencies when sufficient voluntary overtime cannot be secured.
Mandatory overtime is assigned in reverse bid seniority order according to shift end times, with employees already working overtime assigned last.
Employees must be notified in advance when possible, and mandatory overtime is subject to rules on vacations, rest periods, and premium pay.
Article 4.D.9 – Mandatory Overtime
For employees in Airport Operations, the Company or technology will communicate the reason for mandatory overtime, the seniority of employees assigned mandatory overtime, and the estimated duration of mandatory overtime based on current information.
Mandatory overtime will not exceed 4 hours past an employee’s scheduled shift in any 24-hour period.
Mandatory overtime will be assigned in reverse bid seniority order according to shift end times, except that employees already working overtime will be assigned last.
All shift end times within 45 minutes of the start of the mandatory assignment may be grouped together.
When assigning mandatory overtime, the Company will make a reasonable effort, if possible, to review remaining shift end times to reduce mandatory overtime durations in reverse seniority order.
If an employee is required to work mandatory overtime on two or more consecutive days, the minimum payment for all mandatory overtime hours worked will be at the double-time (2X) rate of pay.
This agreement adds more transparency to mandatory overtime assignments.
In Airport Operations, the Company must explain why mandatory overtime is being assigned, who is being assigned, and how long it is expected to last.
It also allows nearby shift end times to be grouped together and requires a reasonable effort to reduce how long employees are held on mandatory overtime.
Double-time pay applies when mandatory overtime is worked on multiple consecutive days.