TWU AA/AE Bankruptcy Information

Download the joint statement of Horton and Parker at yesterday’s Judiciary Committee hearing on the impact of the merger on competition in the airline industry.

Does the current MOU eliminate the former “me too” language for comparison of wages, benefits and working conditions for non-union hourly and the non-union salaried and management employees of the Company for all “me too” purposes?

The "me too" was only with AA. If AA remained stand alone the "me too" would stay in effect through its defined expiration.

TWU understood that USAir was not a party to the original "me too”. It was important that we captured some key  " me too " protection in the MOU.  USAir reluctantly agreed to " me too" protection.

The TWU reserved its right “to maintain and/or assert a claim in regard to American’s other CBAs (per the “me too” letters) with APA and APFA as well as the other non-union groups through December 19, 2012.”  (That is the date the court approved the last 1113 CBA).  Additionally, this right also applies toward any new agreement entered into between American and APA or APFA between that date and prior to the Merger.

In short, the “me too” provision is maintained for TWU employees with regard to all groups to December 19, 2012;  and after that date to  the other unionized work groups at AA . At the time of merger the "me too" will no longer apply at all.  
 
What is the difference between the earlier “me too” provision and the provisions that remain currently under the MOU?

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Labor played a key role in enabling the historic merger between US Airways and American, which will create the largest airline in the world.

In fact, the turning point in the merger effort may have come on April 20, 2012 when US Airways said it had gathered support from American’s three major unions for its effort to merge with American. The deal was first reported by TheStreet. Union backing became the key underpinning for the US Airways merger effort, initially opposed by AMR management.

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