Celebrating our members great work!
By Gwen Ivey, President, Local 13301
Piedmont workers are stepping up like never before in Local 13301, and I couldn’t be prouder. We’re looking forward to training about 16 new Piedmont stewards at the end of April. This year I’m seeing more and more agents getting motivated to be leaders, and that’s exactly what we need in order to serve our members and help our union grow stronger.
We’ll be mobilizing for political action in the next few months, and one of our chief stewards, Renee Shields, is taking on a big role in getting members registered to vote. In early April Renee spent time in Washington, DC, at the We The People conference and training. She had a chance to hear eight presidential candidates and CWA President Shelton talk about the challenges facing our labor movement at this difficult moment.
Renee Shields, Local 13301
Renee says, “The DC training brought CWA members from different industries together so we could see what we have in common and learn from each other. I’m looking forward to helping people get registered to vote and then mobilizing!”
Renee and another chief steward, Robert Hersh, were recently appointed administrative coordinators for the 800 Piedmont agents at PHL. They’re doing excellent work with our brand new regional chief steward, Jose Rivera, to build stronger relationships between agents and managers across all eight Piedmont stations in Local 13301. Jose is a long-time union activist—first as a corrections officer, then at Envoy, and now as a veteran of five years at Piedmont, so he knows the ropes.
Jose Rivera, Local 13301
Jose explains, “We want to get all our Piedmont members engaged, so I’m in the process of visiting each
of the stations to listen to agents’ concerns. I see some real progress being made. We’ve now got a good structure in place, and a lot of support from our executive board.”
Congratulations to all our brand new and long-serving shop stewards, and thank you to every one of our Piedmont members for their positive thoughts and actions each day. If you want to get more involved, please talk to one of our shop stewards—we need you!
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March 1, 2019
Uniform Compliance Day !
Still accepting donations of good, clean, slightly used or new uniform pieces. Under B6. A limited selection is still available, March 1.
Twin Hill or Aramark any item. Legacy navy pants only.
Such generous outpouring from members are seen below, from Feb.
(photos courtesy of Angelica Cooke)
Uniform Compliance Call for Donations
FYI PHL Mainline
In efforts to assist members to be in uniform compliance by the March 1st deadline, uniform pieces in good condition are being collected.
- Any uniform item which you are not using may be donated and dropped off at the B6 MOD office.
- Anyone in need of a uniform can come to the B6 office starting (Feb. 11) to see what is in stock.
Please consider sharing with our brothers and sisters.
Monday 5, November
Please Call your Senator Today!
Get legislation passed to strengthen protections against passenger assaults.
Letter from the President
March 19, 2018
Greetings Brothers and Sisters,
A new day is upon us and I couldn’t be happier than to be a part of this momentous movement!
I would like to thank everyone who supported and encouraged me during this past election, those who uplifted me to becoming president of CWA Local 13301. Whether you voted for me or not, I am fully committed to serve everyone. I am honored to serve you with truth, dignity and integrity; I am humbled by your faith and trust you’ve placed in me, as well as in my experience and ability to lead. Your vote counted; your vote mattered!
With the election behind us, our new officers are now in place and about to embark on in-depth training. It’s time to put aside negative and personal feelings so that we can begin to move forward and focus on working together in a positive and constructive manner which will lead us to a greater level of success.
As leader of our new administration, we will not focus on what was or wasn’t, who did or didn’t, or on what could have, should have and would have been; that will only further perpetuate negativity and division. We will, however, focus on what will be and shall be, what can happen and what will happen, AND how we can and how we will! This type of mindset, my Brothers and Sisters, will help propel our local forward to a new day and a new way with full transparency.
During our first two weeks in office, we’ve been extremely busy. We’ve met with Olympia Colasante, VP OPS PHL, Beth Norton, MD Customer Care Hub, as well as Glenda Rivera, CS Director Regional Ops. At each of these meetings, I expressed the importance of changing the culture, the way we think and do things, at PHL. At the Town Hall meeting with Olympia on March 9th, I was introduced and given an opportunity to speak to all those present to share a little of our vision and goal. Management is extremely hopeful and enthusiastic about forging relationships conducive to changing the culture and building morale. We also began an independent audit, undergoing Advance Officer Training with Pam Tronsor (Int’l Staff Representative District 2-13), updating the local’s website and Facebook page, where we will be posting regular updates and welcome open and honest communication. This past Friday, March 16, 2018, each new executive officer was sworn in by Pam Tronsor, with the exception of treasurer, Alissa Smith-Harris, who will be sworn next week.
I’d also like to thank our previous Executive Vice President, Dennis Eichfield, who has been extremely helpful and supportive. Dennis has been the only member of the past administration in PHL who stepped up to the plate to help transition our new team into our new roles.
I end with the words of a great poet in hopes of motivating and inspiring you…. “Forgetting those things which are behind us, and reaching forth unto those things before us as we press towards the mark of the prize.”
Gwen Ivey, President
CWA Local 13301
Are Customer Service Agents (CSA) at the ticket counter eligible for the language premium?
CSAs at the ticket counter are eligible for the language premium provided they are a qualified speaker and are directed by their manager to use their language skills.
Can you be qualified for more than one language? If yes, do you get an increased premium?
Yes, team members can be qualified for more than one language; however, the language premium remains the same regardless of how many languages a team member is qualified to speak.
Is there a limit to how many times you can test?
No, there is no limit. The company will pay for initial test. If a team member is deemed non-qualified, he/she is able to re-test as many times as they want. All subsequent testing will be completed at the team member’s expense.
Where will the testing be conducted?
Testing will be completed locally and during regularly scheduled work hours. Testing will take place via conference call. Each individual test will be scheduled by PHL Customer Care and the test will take approximately 30 minutes to complete. A third-party vendor will perform the assessments.
What is involved in the test?
It is an oral test completed via a telephone.
When will testing be conducted?
Testing will be scheduled beginning the week of September 18, and depending on the number of applicants, it may take up to two weeks to complete.
Will there be a closed bid for language qualified agents?
No, currently there are no plans to introduce language duty assignments, or red lined shifts, at PHL.
If I become language qualified, will I be restricted as far as CSO/CSW?
No. Being language qualified does not restrict a team member from a CSO / CSW perspective any differently than the current provisions provided in the CWA-IBT labor agreement.
Language qualified team members working a language duty assignment are able to CSO/CSW with other equally qualified team members in accordance with the provisions included under Article 5, Section P of the CWA-IBT labor agreement.
Additionally, a Letter of Agreement (LOA) was signed with the Union adding language to allow Qualified Language speakers to trade a limited number of shifts with non-speakers. Shift trades with non-qualified team members are limited to 5 trades per month
Language Premium Pay:
How much is the language premium?
The language premium is $1.00 per hour to be added to the team members’ base rate of pay. Team members who are qualified for a language premium position, and who, at Company direction, perform work requiring language skill will be paid the language premium for each hour worked requiring their language skill or a minimum of four (4) hours, whichever is greater. See Article 24.E of the CWA-IBT labor agreement
How will it work?
Team members assigned to a language duty assignment position will be paid the language premium for every hour worked.
Language qualified team members not assigned to a language duty assignment position who at a management direction are asked to use their language skill will be paid the language premium for each hour worked requiring the skill or a minimum of four (4) hours, whichever is greater.
Will there be a special bid or shift for language speakers?
Currently PHL has no plans to introduce language duty assignments / red lined shifts to support and manage certain markets serviced by the PHL airport.
Will language qualified team members have a special bid or will they bid with everyone regardless of language?
Language qualified team members do not have a special bid.
Would I get a premium if I am qualified?
No. Being language qualified does not constitute guarantee for premium pay. Language qualified team members working a language duty assignment /red line shift, or those directed by management to use their language skills, receive language premium pay.
Would I be locked into a position and for how long?
As delineated by the CWA-IBT labor agreement team members who are hired to fill a position that requires a language skill and qualify for a language premium, OR who transfer into such position, must remain in the position for a period of twenty-four (24) months. See Article 9 section Q of the CWA-IBT labor agreement.
PHL does not plan to introduce Language duty assignments / redline shits at this time
Who would get the premium? CSC, CSA, CAR?
Language premium pay eligibility is applicable to all team members covered under the CWA-IBT labor agreement.
Will the ATO get a premium? Why not?
Language qualified employees who at management direction are directed to use their language skill will receive language premium pay
Will the ATO be red lined?
No. There are no plans to add red line shifts at the ATO
I was a previously tested Language Speaker. Will I continue to receive the Language Premium?
No. You will no longer receive the premium after October 8, 2017. If you are interested in receiving the language premium you will need to retest. You will be paid the language premium if you are directed by your manager to use your language skill.
Brothers and Sisters.
The week in review.
When the message was posted in workbrain that a new bid was scheduled we had to act fast.
It is important that we the members have input regarding the impending bid.
President Ivey had a few quick discussions and and asked a number of members if they would like to serve in the bid committee.
The following agreed to serve:
Schedulers, CSCs, agents and CARs.
In general, the bid lines are created in Dallas and are adjusted based on recommendations by us here in PHL.
Our voices must be heard.
Thank you to those members that agreed to serve.
Once we hold our Quarterly Meeting we will offer all members the ability to serve on all committees.
The current (outdated) By Laws have the current list of committees.
By Laws need to be changed and those committees need to change.
The executive board completed the Initial series of training sessions last week which had been conducted by the Regional CWA office.
All of the Executive Board was sworn in by the end of March.
Our focus is the grievances that have been filed.
We need to hold management accountable.
There is much work to be done in this transition period.
Deb Weishedel came in the help Alissa Smith-Harris in the transition of the treasury and recordkeeping.
We will have training for all shop stewards who wish to continue to serve.
We will implement a plan to use the Chief Shop Stewards in a tier structure.