Mesaba Negotiations update:  June 1, 2006

The AMFA negotiating team met with management this morning to discuss the most recent comprehensive proposal that we have received from them.
This proposal includes the following:

• The ability of Mesaba to fill certain Maintenance Controller positions by non unit employees, not exceeding the number of unit employees in the Maintenance
  Controller/Coordinator Classification.
• Reduction of shift premium, license premium, RII premium, and Lead and Inspector premiums by the same percentage as the base wages.
• Changing the elimination period for short term disability to 7 days.
• Change mandatory overtime pay to time and a half.
• Changes to Holiday pay rates, excluding holiday and sick pay from the calculation of overtime.
• Pay sick time at 75% of wages.
• Change the employee contribution to the health premiums to 39% versus 30% in the current contract while making changes to the health benefits.
  
  
  Mesaba also proposed base wage cuts of a weighted average of 11.4% with a ten year top out. The new pay scale calls for a 24 month longevity freeze, a one percent increases on the first anniversary of the contract and another one percent increase on the fourth anniversary. A one time true up of wages to account for attrition. The new pay scale places anyone with 84 months of service at the top out rate of $18.68 not including premiums for pay purposes not including premiums. The top out base wage in 2012 would be $19.05 for AMT and GSE and $12.70 for Maintenance Support.
• Capping vacation at 120 hours.
• Eliminating AMFA from the quarterly incentive program.
• Changing the uniform allowance from $250 to $150.
• A duration of 6 years to July 31, 2012.
• The proposal also included a profit sharing program.
  
  
  There are also several language changes to this proposal for other articles while leaving some sections at current book. 
  We will be countering this proposal and will update you on any changes and information.
  
  
  Nate