Transport Workers Union Local 512

09/19/2026

Local 512

Weekly Update

September 19, 2026

My fellow 512 family,

I do apologize for not having a Weekly Update last week. I took time that weekend to pause, remember, honor, and reflect on September 11, 2001, a day that changed our country forever.

It is hard to believe that 25 years have passed. For many of our members, especially some of our newer and younger members, 9/11 happened before they were even born. But for those of us who were here, we can still remember that day with incredible clarity: where we were, what we were doing, and the uncertainty and disbelief that followed.

September 11 is a day we should never forget. We remember the thousands of innocent people who lost their lives, the families who were forever changed, and the first responders, firefighters, police officers, airline employees, and countless others who ran toward danger to help others.

That said, thank you for your patience with the weekly update. As always, I appreciate everything our members do each and every day to keep this operation moving safely and professionally.

This past week, Vice President Mike Szwed and I attended the Grievance Review Board, or GRB. Normally, the meetings are held in Dallas, but twice a year we meet at the IAM 141 Air Division Office in Elk Grove, Illinois, where we review grievances and work toward finding resolutions for our members.

This month, we had a very substantial workload. We reviewed more than 75 system-wide termination cases, 132 disciplinary grievances (most involving attendance), and 55 contractual grievances. Each one represents a member, a workplace issue, and a situation that the union is working to address.

For members who may be new to the grievance process or may not fully understand how it works, the GRB is one of the final steps we take to resolve grievances submitted on behalf of our members. These cases can involve members who have been terminated or members who have received discipline ranging from level 1 through level 3.

At the GRB, we sit across the table from the Company’s Heads of Labor and Legal. We present the facts, arguments, and circumstances surrounding each grievance and work to find a resolution whenever possible.

This process is an important part of what your union does behind the scenes. Every grievance represents a member who deserves to have their case heard, their contractual rights protected, and the union standing beside them throughout the process.

As President, I want our members to know that when you have a grievance, discipline, or other contractual issues, your union doesn't simply file the paperwork and walk away. We continue to fight for our members through every step of the process, including the Grievance Review Board.

If we are unable to reach a resolution at the GRB, the grievance does not necessarily end there. On the TWU side, the Local boards will determine whether to advance the case to arbitration. On the IAM side, the AGC will determine whether the grievance should move forward to arbitration.

Even though I may be away attending a GRB, meetings, or other union business and may not physically be at the airport in the field office where I normally spend my time, that does not mean I am not aware of what is happening on our ramp, in our bag room, and throughout the operation.

I continue to communicate with our members, stewards, safety team, and officers. And, quite frankly, this past week and much of this past month, the way this company has been handling the operation has been extremely concerning.

I want to address several issues because every member needs to understand their contractual rights and not allow management to give you incorrect information about what the contract provides.

Your 15-Minute Breaks.
Let’s get this straight.

As a full-time employee, you are entitled to two 15-minute breaks during your scheduled shift.

These breaks are part of your regularly scheduled shift. They are not part of the mandatory overtime, and management should not treat them as such.

Your Lunch – The Six-Hour Rule
If you have not received your lunch by the sixth (6) hour, you have the right to walk away from your work and take a lunch in accordance with the contract. You are obligated to complete an assignment only if you have not yet reached the sixth (6) hour.

Do not allow anyone to convince you that you must simply keep working because the operation is busy.

New Scanners and the Baggage App.
If you have not received training, I encourage you to go to the Training Department and specifically request comprehensive training on the baggage app. Frankly, the company and the Training Department should have provided this training much earlier. You should not be expected to operate new technology effectively when you have not been properly trained on it.

Two-Person Crews and Working Safely.
The company continues to try to operate our delivery, arrival, and departure functions with two-person crews. The union understands that, because of late sick calls, staffing issues, or members not reporting for their assignments, a crew can unexpectedly fall short.

But we need to be clear: A two-person crew will not become the normal way of operating. We have contractual and safety standards for a reason.

If you are placed in a situation where you are being required to work an aircraft with a two-person crew, do not take shortcuts to make up for the company’s staffing problems. Work Safe.

If that means there is a delay, then there is a delay. The company is responsible for staffing and operating safely. The company has always said it would take liability for how it runs its operation.

Pushout Procedures and Headsets.
Management needs to either provide functioning headset equipment or make the appropriate operational decision regarding the push. Do not make that decision yourself. You should never decide on your own that you are going to push an aircraft without the required communication equipment simply to avoid a delay.

Tow Operations and Wing Walkers.
This one should be very clear: You should never be taking shortcuts to avoid a delay, prevent a taxiway from becoming congested, or keep the operation moving.

I understand the pressure that members face when the operation is falling apart. But safety comes before the operation.

We have procedures and safety standards for a reason. Follow them.

You are not responsible for fixing the company’s operational failures by putting yourself at risk or giving up your contractual rights.

If you have concerns about things happening at the airport or in operations, reach out to me, Vice President Mike Szwed, your steward, our safety team, or the Local 512 field office.

Sincerely and fraternally,

Juan Elvira

President – TWU Local 512

09/11/2026

We will never forget our heroes and the fallen of 9/11.

09/10/2026

Good morning everybody,

The next Open Time bid is this Thursday, 9/8. All three groups. The bidroom will be open for questions and assistance. Stop by or call 773-686-6418.

Reminder… Bidding starts next Tuesday for the winter crossover bid. It is posted on Bidding Hub. Look it over and start making your winter plans.

Last reminder, DAT selection is open through the end of the month. Nothing rolls over from last year. You must opt in if you want a DAT week or two. If you do nothing, you will bid all of your contractual weeks based on your seniority. Stop by next week if you have any questions about DAT.

That’s it for now. Take care

09/08/2026

Our yearly TWU Local 512 Retiree Luncheon, October 8, 2026. Continuing to celebrate our 80th Anniversary with those who help build our strong union. RSVP at 847-956-6996 or Email: [email protected]. RSVPs may include only a retiree and a plus-one due to capacity limitations.

09/06/2026

09/06/2026

Happy Labor Day

09/05/2026

Local 512

Weekly Update

September 5, 2026

My fellow 512 family,

As we celebrate Labor Day, I want to take a moment to reflect on what this day truly means to all of us, not just as workers, but as members of the TWU Local 512 family.

Labor Day is more than a day off. It reminds us of the sacrifices made by working men and women who came before us. They stood together, organized, and fought for fair wages, safe working conditions, dignity, respect, and a voice in the workplace. Those rights were not simply handed to us. They were earned through solidarity and struggle.

For TWU Local 512, Labor Day represents 80 years of standing together and fighting for our members here in Chicago. Since our Local was established in 1046, generations of members have built the foundation we stand on today.

Every contract we have, every benefit we protect, every safety improvement we fight for, and every member we represent is part of the legacy.

Our strength has never come from one person. Our strength comes from all of us standing together.

Whether you are working the ramp, in the bag room, cargo, facilities maintenance, or any other operation we represent, your work matters. The operation does not move without you. American Airlines does not operate without our union family, who show up every day and get the job done.

AI WILL NOT REPLACE US!

As we look toward the future and prepare for another round of negotiations, we must remember the lessons of our past. We may not always agree on everything, but when it matters, we must stand together as TWU Local 512.

This Labor Day, I want to thank every member for the work you do, the sacrifices you make, and the commitment you show to your coworkers and your families.

Enjoy the holiday, stay safe, and take a moment to appreciate what being part of a union truly means.

80 years of TWU Local 512.

80 years of solidarity.

80 years of fighting for working people.

And we are not done yet.

In our weekly meeting with management, we discussed several issues. One important issue was the lightning detection system. It seems like we have a bit of a conflict between T5 and the ramp area, which we’re trying to resolve. We asked the company to audit the system to identify which lights aren't working and to add additional sirens so our members can be actively alerted when there is lightning on the field.

We also raised concerns regarding the structure of training for the tow team. We asked management to take another look at how this training is organized to ensure employees receive the proper instruction, preparation, and support they need before being expected to perform the job independently.

At the request of several Crew Chiefs, we also asked management to restart regular Crew Chief meetings.

We believe our front-line CC have a valuable perspective that needs to be heard. They are the people directly involved in the operation every day, and they often see problems and potential solutions before anyone in an office does.

With so many new CSM’s coming into the operation, we believe there is an opportunity to improve communication between management and our experienced CC. Our Crew Chiefs should have a direct avenue to provide input, identify operational problems, and offer solutions.

The people working the operation every day are often the best people to tell us what is working, what isn’t working, and what needs to change. This helps us stop needlessly moving crews around and stop them from trying to skirt the system by cutting crew man-power.

Your union is listening. Your union is at the table. And we will continue to speak up for our members.

Happy Labor Day to my 512 Union Family.

Sincerely and fraternally,

Juan Elvira

President – TWU Local 512

09/03/2026

TWU Local 512 Members Appreciation Day.

08/29/2026

Local 512

Weekly Update

August 29, 2026

My fellow 512 family,

We want to update our members on American Airlines' financial condition and whether the company is in a strong position. There has been a lot of discussion about American Airlines’ financial stability and its debt.

The simple answer is this: American Airlines is generating significant revenue and has made progress reducing its debt, but it still carries an enormous debt burden that comes at a very high cost. By the first quarter of 2026, total debt had fallen to approximately $34.7 billion. However, carrying more than $34 billion in debt comes at a high cost.

During the first six months of 2026, American reported approximately $807 million in net interest expense. That works out to roughly $134 million every month just in interest expense. If that pace continues for a full year, it will represent about $1.6 billion in annual interest expense.

At the same time, we want to be clear: the current financial numbers do not indicate that the company is on the verge of collapse or bankruptcy. The company has substantial liquidity, continues to generate billions in revenue, and has been reducing its debt.

Our responsibility is to understand the company’s financial position, understand where the money is going, and make sure our members receive their fair share of the value they create.

Our members help generate the revenue that keeps this company moving. We load the bags, service the aircraft, operate the equipment, maintain the facilities, assist our customers, and keep the operation running safely.

United Airlines CEO Scott Kirby is once again weighing in on American Airlines’ future in Chicago, and this time his comments are even more aggressive.

Kirby is publicly predicting that American Airlines will eventually abandon or significantly reduce its Chicago O’Hare hub, arguing that the economics will eventually force American out of the market.

We may not have to worry about United Airlines pushing American Airlines out of Chicago. The biggest threat to American’s position in Chicago isn’t necessarily what Scott Kirby says. The bigger threat is what happens every day on the ground when the company fails to provide the manpower, resources, equipment, and experienced leadership necessary to operate this airline properly.

Our members see it firsthand. And perhaps most concerning is the lack of operational experience at some levels of management, particularly at Level 3.

We cannot successfully operate one of the largest hubs in the American Airlines system by relying on management that lacks the experience or understanding needed to manage the operation at the ground level.

As American Airlines celebrates 100 years, we continue to see in the shadows the operational mentality of USair. If American Airlines truly wants to remain a dominant force in Chicago, the company needs to start acting like American Airlines and leave the sixth-rated airline, USAir.

We don’t have to look very far to find examples of questionable operational decisions being made here in Chicago.

Take the decision to paint the taxi lines blue in the taxi areas.

In someone’s infinite wisdom, this was apparently considered a good idea. But for the employees who actually have to operate equipment and push aircraft, the reality has been very different.

During the early morning, dusk, and late evening, those blue lines can be extremely difficult for push drivers to see. When visibility is reduced, identifying the proper taxi path becomes more difficult and creates an unnecessary operational and safety concern.

If you are experiencing these types of operational or safety issues, don’t just complain about them; report them.

Please reach out to our TWU Local 512 Safety Team and, most importantly, file a GSAP report when appropriate.

The more these issues are properly documented, the stronger our ability is to demonstrate that these are not isolated complaints but recurring operational and safety concerns.

During our weekly meeting with management, we discussed several important issues, including facility maintenance, cargo safety, audits, 32J investigations, and ramp procedures.

Facility Maintenance upper management took the time to recognize and praise our mechanics for their outstanding work on their most recent project. Our mechanics completed the project ahead of schedule and did an excellent job from start to finish.

They are now looking to begin another major project, the Bridge Refresh Project, and have asked Local 512 to help make it as successful as the previous one.

Cargo Safety: We also discussed concerns involving truck drivers approaching the cargo docks without properly chocking their tires.

This is a basic safety procedure that must be followed. Vehicles at the docks need to be properly secured before work begins. We will continue to raise these concerns with management and push for proper compliance.

Most importantly, we discussed concerns involving the use of a two-man non-standard operation, as well as ramp wing walkers co-mingling with the tow crew without conducting a proper huddle.

These are serious concerns because they involve ROM requirements and aircraft movement safety.

The ROM (Ramp Operations Manual) standard calls for three crew members plus one Crew Chief for gate operations. Additionally, everyone involved in an aircraft arrival or departure must be part of the appropriate huddle before the operation begins.

The huddle is not just a formality. Everyone involved needs to understand their role, the operation that is about to take place, and any potential hazards.

When people are added to or involved in an aircraft movement without being properly included in the huddle, we create confusion and increase the risk of something going wrong.

If you are involved in an aircraft arrival or departure, make sure you are part of the huddle and understand your assignment.

If you have a safety concern, contact the Local 512 Safety Team and file a GSAP Report when appropriate. The more these issues are documented, the more effectively we can bring them forward and work toward getting them corrected.

Lastly, we are continuing the celebration of our 80th anniversary with 512 members’ appreciation day on Thursday, September 3, 2026, behind K19 and in front of Control. The Big Rig taco truck will be there from 9:00 AM to 9:00 PM.

Sincerely and fraternally,

Juan Elvira

President – TWU Local 512