Professional Airline Flight Control Association Welcome

1. Professional Airline Flight Control AssociationWelcome Welcome!!

2. Overview • What is PAFCA - it’s 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 • Local’s 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 – who’s 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. You’re 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 it’s 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 – you’re 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 Association’s trust • Association – earn Management’s respect • Executive Board works for the goals of the dispatchers while the dispatchers work for the goals of the company