Professional Airline Flight Control Association Welcome by whoodeewhoo


									Professional Airline Flight Control

   What is PAFCA - it’s history and how we came
   Who we represent - operational control
   Why we exist - autonomous and independent
   Organizing – National Labor Relations Act,
    National Mediation Board
                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
   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.
       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
   Secretary/Treasurer of Board is appointed by the
    Chairman for 2 year term.
Current Players
Board of Directors

                 Chairman of Board

  PAFCA-DAL          PAFCA-UAL         PAFCA-ASA
   President          President         President
Local Executive Boards

   PAFCA-DAL – President, Vice President, 2nd
    Vice President, Secretary, Treasurer
   PAFCA-UAL – President, Vice President,
    Secretary, Treasurer, immediate Past
   PAFCA-ASA – President, Vice President,
          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
   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
   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
   To ensure there is no discrimination or disparity of
    effort in the exercise of pursuing the professional
    objectives of this organization.

   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
       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
         Affiliations of PAFCA
   Both UAL/DAL support through
    payment of members dues to both
   ASA – optional to members
   Support is both financial and through
    member participation
   PAFCA officers are prohibited from
    holding office in other organizations
   Links to National Mediation Board
   All PAFCA Local sites
   Author By-laws (not to conflict with
   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
   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
                 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
                  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
   Locals are responsible for their own expenses –
    negotiations, shift coverage, legal fees, salaries of
You’re in charge!!

• Each local is empowered to control
  their own destiny.
• Executive Board members are
  dispatchers first, then union
• The priority and focus lies within the
  Local organization and not with the
  International - results in a bottom up
  flow in our structure.
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
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
   Accomplished through authorization
    cards submitted by PAFCA challenging
    existing or requesting new
   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
   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
Survey Says…..

• Election ballots are counted at
  the NMB office in Washington,
• Majority of votes determines
• PAFCA guidelines in review…
• 50% of eligible if unrepresented
• 75% of eligible if currently
• 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).
          UAL continued…
• Minimized pay loss by protecting pay
• 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)
       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
             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
• 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
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
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
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
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

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