NATCA Bookshelf

Q & A: H.R. 4441, THE AIRR ACT The AIRR Act creates a hybrid labor-relations environment within the corporation. It is based on some of the best provisions from the private sector and federal-sector labor laws, and the FAA's dispute resolution provision. The duty to bargain would include wages, hours, and other terms and conditions of employment. Pay raises, like now, would be subject to negotiations between NATCA and the corporation. Initially, our contracts and other work rules would carry over to the corporation. The current collective bargaining agreement will remain in effect for its duration. Through the transition period, we will negotiate any contract and work rules issues that do not transition smoothly from the FAA to the corporation. That negotiation includes binding arbitration. Pay, just as it is now, would be subject to negotiations in the new corporation with a binding arbitration process to resolve any disputes. All contracts of the FAA would be transferred to the corporation and remain in place, including contracts to operate FCTs. No. Age 56 mandatory separation only applies to employees in CSRS and FERS. All existing contracts, MOUs, and work rules will carry over to the corporation and will remain in effect for the duration of the agreements. Consequently, the ERR process will remain the same after the date of transfer, as it was prior to the date of transfer. Staffing would transfer over at current levels, but because the corporation is a not-for-profit, the priority will be the operation of the system, as opposed to squeezing the most profit out of the operation by reducing staffing. We hope that by resolving the funding issue, which is our primary concern, the system will be properly staffed. No. The AIRR Act prohibits strikes. It provides a binding arbitration process to resolve disputes for both mid-term and term negotiations. All contracts, including those covering FCTs will be transferred to the corporation. The corporation's board will be able to determine, at the end of those contracts, whether to extend them, rebid them, or move the work in-house. This is the same for any other existing contract work with the air traffic operational and support workforce. This means work being done by contractors could later be brought in-house if determined necessary by the board. Q A Q A Q A Q A Q A Q A Q A Q A Q A Q A How will NATCA maintain its bargaining position over pay and other items? Will NATCA members be protected beyond the six years of the original FAA bill proposal for the ATC Corporation? How would the corporation set the pay structure? Would it be levels such as now, with bands? Would the FCT program be eliminated and absorbed into the ATC Corporation? Will FCT employees be restricted to the mandatory age and retirement requirement? If age 56 mandatory retirement carries over to the corporation, what is the transition plan for FCTs who currently employ controllers over the age of 56? How will the revised process for Employee Requested Reassignments (ERR) process work under the new corporation? What will the staffing levels look like for Federal Contract Tower facilities under the new corporation? Will NATCA members have the right to strike? What happens to FCT employees' benefits and pay after the corporation takes over? FEDERAL CONTRACT TOWERS 41

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