Labor Day Membership Update: INFOR, Payroll, Mandatory Overtime & More

Good morning, Brothers and Sisters,

Happy Labor Day!

I hope everyone has an opportunity to enjoy the holiday with family and friends. Labor Day is especially meaningful to us as union members. It represents the generations of working men and women who fought for the wages, benefits, protections, and working conditions we have today.

As your Union, we will continue that fight by holding the Company accountable to our Collective Bargaining Agreement, addressing problems that impact our membership, and making sure your voices are heard.

I want to provide everyone with several important updates.

INFOR & Payroll

I still have not received a formal update from management regarding all of the outstanding issues we continue to experience with Infor.

What we did learn through conversations with Labor Relations this past week is that more communication and involvement are needed from Headquarters and the Infor team.

The Union has submitted more than 65 payroll discrepancies for review. Labor Relations is reviewing these issues individually and forwarding the information to the appropriate Infor teams. We have also learned that other stations are experiencing and reporting similar problems.

For employees who missed pay because hours were listed as unauthorized, I have not received a clear answer regarding whether separate checks will be issued. Based on what we have seen at other stations, some corrections have been included in the following pay period.

That does not mean the Union considers delayed pay acceptable.

When our members work, they deserve to be paid accurately and on time.

I have requested a meeting with upper management specifically to address the continued payroll problems and other unresolved Infor concerns.

After speaking directly with the ORD Admin team, I also want to clarify several procedures that can help reduce some of the current problems.

Overtime Requests

Please submit only ONE overtime request.

Every time you submit an updated request, Infor creates another entry under your name. Scheduling then has to clear those duplicate entries before overtime can be awarded.

If you need to change your availability or cancel your overtime request, do not submit another request. Go to the confirmation email you received and reply to that email requesting the change or cancellation.

All overtime requests must be submitted by 10:15 AM.

Normally, overtime may be posted before 12:30 PM. However, because of the additional steps required under the current system, Scheduling may need additional time to build and award the shifts.

CS / Shift Trades

The same rule applies to CS requests: do not repeatedly send the same CS to an employee.

Each submission creates another entry that must be cleared before the shift can be processed.

When someone sends you a shift, you must go into Infor → Messages, located in the bottom-left corner, and accept or deny the request.

If you are experiencing problems, you may still use the online CSW form.

At this time, only 30-minute overlaps are being approved because Infor is programmed around the current CS policy, and the ORD Admin team does not yet have full access to every Infor function.

If you send a shift to someone and that employee later decides they cannot work it, they must deny the CS through their Infor messages before you can send that shift to someone else. Admin is now contacting employees when requests are left pending.

Unauthorized Days / Payroll

Unauthorized days appearing in Infor must be corrected for payroll to process accurately.

This remains one of the major issues the Union has raised with both the Infor and Headquarters teams.

We have submitted several examples where employees clocked in early and the system caused the entire day to become unauthorized. That should not be happening.

If you cannot speak with Payroll directly, you can email:

DL_ORD_Envoy_Payroll@aa.com

Please do not hesitate to contact the Union as well.

Continue reporting Infor and payroll problems to us. We cannot fight issues we do not know about. The more documentation and examples we have, the stronger our position is when demanding corrections.

Mandatory Overtime — Article 11(L)

I want everyone to understand exactly what our Collective Bargaining Agreement says regarding mandatory overtime.

Article 11(L) states:

In the event of an emergency or when there are an insufficient number of employees being available, the Company will first seek volunteers from employees on duty prior to assigning employees in inverse order of seniority within Classification or work area (e.g., baggage, ramp, Crew Chief Coordinator) to perform such work. The Company will use its best efforts to provide employees a minimum of two (2) hours' notice. Such notice will be provided in writing and/or via scanner or other Company owned electronic means and will also be posted for employees to check prior to the end of their shift in predesignated area(s). If the Company does not provide a minimum of one (1) hour's notice, the Company agrees to compensate the employee an additional one (1) hour pay at his base hourly rate unless an unforeseen circumstance causes management to be unable to provide the one (1) hour notice.

This is negotiated CBA language. It is not optional.

This past weekend, I filed a grievance regarding what the Union believes are continued violations of Article 11(L).

We understand that the transition to Infor has created operational challenges. However, problems with a Company system do not suspend our Collective Bargaining Agreement or eliminate the rights our membership negotiated.

Through the grievance, TWU Local 571 has requested that the Company:

• Establish and follow a clear process for employees to volunteer for mandatory overtime before employees are mandated.
• Verify that seniority is being properly followed when mandatory overtime is assigned in inverse order within the applicable classifications and work areas.
• Clarify exactly how mandatory overtime notifications will be communicated in departments that use scanners and those that do not.
• Identify the predesignated posting areas in each work location/breakroom where employees can review mandatory overtime assignments.
• Define and justify when the Company intends to rely on the contractual language of "unforeseen circumstances" when employees receive less than one hour of notice.

The Company has 10 days to respond at the First Step of the grievance process.

TWU Local 571 will enforce the language our members have earned and negotiated.

I also need to make something very clear regarding mandatory overtime:

No Union representative can authorize an employee to leave after being mandated.

The Union does not have that authority.

If we believe management has violated the CBA, our responsibility is to document the violation, challenge management, and pursue the appropriate grievance process. We cannot authorize or advise an employee to leave their assignment.

Follow the directive, document what occurred, contact your Union, and allow us to fight the violation through the contractual process.

Weight & Balance — Safety Must Come First

We continue to experience serious weight-and-balance issues at ORD.

We are seeing situations where basic but critical information—including tail numbers, flight numbers, bags, and cargo—is not being properly verified.

Yesterday, I spent approximately three hours with the Ramp Director dealing with a situation involving weight and balance.

Everyone needs to understand the seriousness of this issue. Weight-and-balance discrepancies can have severe consequences for the safe operation of an aircraft.

No departure, production goal, or operational pressure is more important than doing the job safely.

Slow down. Verify the information. Check the tail number. Check the flight number. Verify the bags and cargo.

If something does not look right, say something.

If you are unsure, ask for help.

The Company will be monitoring these issues even more closely this coming week. Protect yourself, protect your coworkers, protect our passengers, and perform the job safely.

Every member deserves to go home safely at the end of their shift.

Uniforms — Use What We Negotiated

During negotiations this past week, we received some concerning information regarding uniform usage.

In 2024, only approximately 50% of Envoy employees ordered uniforms. In 2025, that number was only approximately 54%.

Every employee receives a $200 uniform allotment each year on their hire-date anniversary.

Brothers and Sisters, this is negotiated money. Use it.

These benefits exist because they were negotiated into our agreement. If you are entitled to a uniform allotment, take advantage of it.

You can access the Uniform Replenishment site to use your annual allotment.

I will be putting out a step-by-step flyer today explaining how to order your uniforms. In the coming weeks, the Union will also provide additional assistance to members who need help placing their orders.

Even if you believe you have enough uniforms, use your annual allotment. If you genuinely do not need the clothing, consider donating usable items where appropriate.

Most importantly, do not give the Company an unnecessary opportunity to discipline you over uniform compliance when you have a negotiated allotment available.

TWU Local 571 This Week

The Union will be participating in the Safety Fair on Tuesday.

Members of the Executive Board will be in attendance along with our TWU Local 571 Safety Team. We will have our own table and will be passing out some Union goodies, so please stop by, talk with your representatives, and participate in the event.

Tuesday is also an important day for our Local because we will be welcoming a double class of new hires into TWU Local 571.

Please welcome our newest Brothers and Sisters and remind them what being part of a Union is about: solidarity, representation, dignity, fairness, and having each other's backs.

I will also be working doubles on Wednesday and Thursday, and I am going to make every effort to visit each breakroom.

I want to hear directly from you.

Email me directly and tell me what is working. Tell me what isn't working. Tell me where we need to do better. Your Executive Board and representatives cannot effectively represent the membership without hearing from the people doing the work every day.

Enjoy the rest of your Labor Day, Brothers and Sisters.

Stay safe.