Laura Stone, Organizer, Negotiator, and Trailblazer Retires

Laura Stone, Organizer, Negotiator, and Trailblazer Retires

Feb 3, 2021 | Featured, Featured News, Front Page, Page Four, Page Three, Page Two, Perusals, Row 2 | 0 comments

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(Photo from 2019) “Laura’s exceptional skills as a contract negotiator, committee person, and AGC served the members of District 141 very well. She understands the unique needs of our sisters and brothers in the call centers, and oversaw the successful union of two distinct workgroups after the merger of United and Continental,” said Mike Klemm, President and Directing General Chair of District 141. “She is a fierce advocate for working people and a generous mentor, and we will miss her greatly,” he added. 

Laura Stone, Organizer, Negotiator, and Trailblazer Retires

Laura Stone, District 141 Assistant General Chair, retired from her position on December 31, 2020, after 42 years of service at United. Laura spent most of her career working at the airline’s reservations call centers in the Chicago area, where she helped organize her co-workers to join the IAM in 1997.

“Laura’s exceptional skills as a contract negotiator, committee person, and AGC served the members of District 141 very well. She understands the unique needs of our sisters and brothers in the call centers, and oversaw the successful union of two distinct workgroups after the merger of United and Continental,” said Mike Klemm, President and Directing General Chair of District 141. “She is a fierce advocate for working people and a generous mentor, and we will miss her greatly,” he added. 

She moved quickly from working as an organizer to help draft language for the first contract with United for the newly unionized employees at the reservations centers. Fresh from the negotiating table, Laura Stone became the first grievance committee chairperson for 6,000 new IAM members. “Never a steward,” she jokes. 

Unfazed by the large size of the reservations group that was based in multiple locations, Laura built communication channels with members, and her pragmatic style and plain talk made her a very effective representative. She returned to the negotiating table several times after that first contract and helped navigate the district through the “bad times” of the 2005 contract, which was negotiated while United was in bankruptcy court.

She became a District 141 vice president in 2006 and was elected Assistant General Chair in 2008. 

Laura points to the organizing campaign in 2011 and later the successful merger of the United and Continental employee groups into the IAM as a highlight of her career. She said that training new members on the workings of the union “has been fun.” 

When Tony Gibson took over the responsibilities as AGC for the remote reservations agents, Laura was happy to stay closer to her family. Her husband Ralph retired from United in 2016, and as their children got married and began their own families, Laura began thinking about her next stage in life. 

“I’ve enjoyed helping our members with their problems on the job. It’s a very rewarding feeling when you can resolve an issue for someone, or even better, to return someone to work after being wrongfully terminated. I will especially miss all the great people I’ve met throughout the years, and all the friends I’ve made,” said Laura.

She believes that even after COVID, airlines will always need to maintain a centralized location for reservations agents where they can conduct training and house specialized functions in a group setting. Currently, only 30% of reservations agents work at such locations, but new hires are usually required to spend 6 months to 1 year in a call center before they can work from home. And, some people don’t like to work from home.

These days, home is where Laura stays “busy as ever,” looking after 3 grandchildren ranging in age from 18 months to 7 weeks old. “They’re my everything now.”

Recent Articles

US Notice of Nominations and Elections for IAMAW Grand Lodge

US Notice of Nominations and Elections for IAMAW Grand Lodge

Feb 2, 2021 | Election Notices, Featured, Featured News, Front Page, GOIAM Stories, Page Four, Page Three, Page Two, Perusals, Row 2, Uncategorized, Upcoming Events

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US Notice of Nominations and Elections for IAMAW Grand Lodge

U.S. Notice of Nominations and Elections for IAM International President,
General Secretary-Treasurer, 6 U.S. General Vice-Presidents,
3 Delegates to the A.F.L.-C.I.O., and 5 Members of the Committee on Law

Dear Sister/Brother:

In accordance with Article III of the IAM Constitution,[1] except as set forth herein, the IAM will conduct elections for the offices of International President, General Secretary-Treasurer, 6 U.S. General Vice-Presidents, 3 Delegates to the A.F.L.-C.I.O., and 5 Members of the Committee on Law (including one from Canada) for terms ending on June 30, 2025.

Nominations for these offices can be made at a special meeting of your local lodge on Saturday, January 16, 2021.  In the event that members of your local nominate more than one candidate for IAM International President and/or General Secretary-Treasurer, or more candidates than there are positions for the other offices, there shall be a local lodge endorsement vote on Saturday, February 13, 2021.  Finally, if more than one candidate for International President and/or General Secretary-Treasurer receives the endorsement of 25 or more local lodges, and/or more candidates than there are positions for the other offices receive the endorsement of 25 or more local lodges, there shall be an election on Saturday, April 24, 2021. All three of these nomination, endorsement and election meetings will take place from 6:00 a.m. to 8:00 a.m. and from 6:00 p.m. to 8:00 p.m., at the location printed in your letter.  You can also find your specific nomination, endorsement and election meeting location by going to www.grandlodgenominations.org.

At all special meetings, the meeting will remain open until every member present before the closing time has had the opportunity to nominate or vote.  To assist in verifying your eligibility to participate in this process, bring the copy of the letter you received in the mail with you to your local lodge nomination and endorsement vote meetings, as well as to the election meeting.  Only members in good standing of the local lodge may participate in the nomination and election process.  Eligible members may also participate through absentee ballot, as set out in this notice.

Nominations must specify the name, local lodge, and card number of the candidate and the office for which the candidate is being nominated. Although a member can nominate fewer than the required number of candidates for an office, in accordance with Article III, Section 4 of the IAM Constitution, a failure by a local lodge to nominate the required number of candidates for an office shall invalidate the local lodge’s endorsement for that office.

In order to find out whether there are contested nominations in your local lodge requiring a vote on February 13, 2021, or to confirm your voting location, go to www.grandlodgenominations.org. Local lodges holding endorsement votes will be posted on the website on approximately January 21, 2021.  You will need to log on using your card number and lodge number which, if you don’t otherwise have it, is listed at the top right corner of your letter, below the date. Candidates who receive a plurality of votes will earn the local lodge endorsement for the contested offices.

Information concerning the April 24, 2021 election will be posted on the website on approximately March 1, 2021.

Protests concerning the IAM nomination/endorsement process should be filed in writing with Andrew Buffenbarger, Special Assistant to the International President, in the By-laws and Internal Disputes Department at the address on this letterhead as soon as possible but no later than February 23, 2021.  Protests regarding the April 24, 2021 election should be filed as soon as possible but no later than 10 days after the completion of the ballot tally, to be held in May 2021.

Absentee Nominations/Ballots

Members who: (1) reside more than 25 miles from the designated nominating/balloting place;[2] or (2) are at work during the times of the local lodge nominations or balloting; or (3) are confined because of illness or injury including concerns related to voting in person due to Covid 19; or (4) are on leave qualifying under family leave law; or (5) are working members on vacation or retirees more than 25 miles away from their residence on election day; or (6) are on official IAM business; or (7) are on employer travel assignment; or (8) are on military leave, may nominate, participate in the endorsement vote, or vote in the election by absentee ballot, upon request. 

Eligible members wishing to receive an absentee nomination form and/or ballot must complete the Absentee Nominations/Ballot Request Form which was included with the Notice mailed to each member, or send a letter including your name and address, the reasons for the request, which meeting(s) the request is for, and your signature and mail it as soon as possible but no later than 10 days before the nomination or voting dates set forth in this notice to:  IAM PO Box 1540, Upper Marlboro, MD 20773.

The Grand Lodge will confirm your eligibility to nominate or vote by absentee ballot and mail you a ballot and instructions within 2 days after receipt of your request, or from receipt of printed ballots, whichever is later. Members found not eligible to nominate or vote by absentee ballot will be sent notification within 2 days after receipt of the request. If you do not receive a response to your request for an absentee nomination form/ballot, call the IAM Membership Department at (301) 967-4525.  

Absentee nomination forms must be received by the Grand Lodge by January 16, 2021. Absentee ballots for the February endorsement vote meetings must be received by the Grand Lodge by February 13, 2021. Absentee ballots for the April election must be received by the Grand Lodge by April 22, 2021. Absentee ballots received after the dates set forth above will not be counted.

 [1] The relevant provisions of the Constitution, including the eligibility and qualification rules for holding office, may be found at www.goiam.org/grand-lodge-elections.

 [2] Distance is determined by the closest Internet driving distance.

 

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Tell Congress to Pass Relief for Aerospace Workers

Tell Congress to Pass Relief for Aerospace Workers

Feb 1, 2021 | COVID, Featured, Featured News, Front Page, GOIAM Stories, MNPL, Organizing, Page Four, Page Three, Page Two, Perusals, Row 2, Uncategorized

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Tell Congress to Pass Relief for Aerospace Workers

In a letter to Senate and House leadership, IAM International President Robert Martinez Jr. is urging lawmakers to include this vitally important, bipartisan legislation in any COVID-19 pandemic relief package to be considered by Congress.

The legislation, led by Sens. Maria Cantwell (D-WA) and Jerry Moran (R-KS) in the Senate and Reps. Rick Larsen (D-WA) and Ron Estes (R-KS) in the House, would provide much-needed relief and help prevent mass layoffs to workers in the aerospace manufacturing and maintenance, overhaul and repair (MRO) industries.

IAM members must act now to tell your Senators and Representative to provide sorely needed relief to aerospace workers and help this critical workforce and supply chain weather the storm of this historic pandemic.

TAKE ACTION: Tell Your U.S. Senators and Representative to support the Aviation Manufacturing Jobs Protection Act of 2021.

Call your Representative at 202-224-3121 to urge them to pass the Aviation Manufacturing Jobs Protection Act of 2021, and save thousands of crucial aerospace jobs.

Read the IAM’s letter to the House and Senate urging this legislation to be included in any COVID-19 pandemic relief package to be considered by the Senate.

“With global air travel stalled and travel booking forecast to remain at historic lows for some time, the domestic aerospace industry and the highly-skilled workforce on which it relies are facing dire economic consequence,” said IAM International President Robert Martinez Jr. “It is vitally important to our national security, our domestic supply chain and our role in the global economy that we support this indispensable industry and the workers which are its backbone.”

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DL 141 Report: Safety First, Safety Always with Dennis Spencer

DL 141 Report: Safety First, Safety Always with Dennis Spencer

Jan 29, 2021 | American, Featured, Featured News, Front Page, Organizing, Page Five, Page Four, Page Three, Page Two, Perusals, Row 2, Safety, Safety, Uncategorized, Video

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IAMAW District 141 Safety Coordinator for American Airlines and Safety Chair, Dennis Spencer has helped lead groundbreaking efforts in front-line safety. His work includes the innovative UnionSafe141.org website, which allows airline workers to report, track and record safety concerns at any airport in the US – right from a smartphone. His work has led to hundreds of safety reports, helped drive legal action, and has removed countless hazards from the workplace at American Airlines.

DL 141 Report: Safety First, Safety Always with Dennis Spencer

This week, we catch up with Dennis Spencer, District 141 Safety Coordinator at American Airlines, to find out how the development of the Ground Safety Action Program (GSAP) at American is progressing.

Brother Dennis and a group of dedicated safety advocates are busy and excited about the rollout of this program that will help increase awareness and education on the actions and procedures we should all follow so we can go home just as healthy and safe as we came into work. 

Visit the UnionSafe141.org Website

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¿Pueden las aerolíneas exigir vacunas a sus empleados? 5 datos que debes saber

¿Pueden las aerolíneas exigir vacunas a sus empleados? 5 datos que debes saber

Jan 29, 2021 | Español, Uncategorized

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¿Pueden las aerolíneas exigir vacunas a sus empleados? 5 datos que debes saber

La semana pasada, Scott Kirby, el Presidente Ejecutivo de United Airlines, llamó la atención cuando dijo en una entrevista que le gustaría establecer una política de vacunación obligatoria contra el COVID para los empleados de la aerolínea. A continuación, 5 datos que debes tener en cuenta:

United no tiene previsto exigir vacunas contra el COVID-19 en este momento y es posible que no suceda en lo absoluto.

Kirby dijo que United no puede en realidad exigir las vacunas a menos que otras aerolíneas y compañías hagan lo mismo y requieran que sus empleados las tomen también.

Tras la declaración de Kirby, fuentes de varias aerolíneas, incluso American, Alaska y Delta, dijeron que no tienen planes de exigir vacunas a sus empleados. Un portavoz de Southwest Airlines dijo que la aerolínea se aseguraría de que todos los empleados se vacunen, pero no mencionó mandatos. La aerolínea se comprometió recientemente a proporcionar vacunas gratuitas a todos sus empleados y exigir que sus planes de salud cubran todos los costos administrativos asociados.

En este momento, la idea de exigir una vacunación masiva no parece tener mucho apoyo en la industria de la aviación, especialmente cuando existen otras opciones, como incentivos y garantías para que las inmunizaciones estén disponibles gratuitamente (como lo está haciendo Southwest). Algunas cadenas de tiendas están ofreciendo incentivos tales como tiempo libre pagado, créditos a los planes de salud e incluso pagos en efectivo y tarjetas de regalo para alentar a sus empleados a vacunarse. Estas políticas tambien presentan desafíos involucrando preocupaciones acerca de la privacidad y discriminación. Pero, dado que los Centros Para el Control de Enfermedades (CDC) no esperan que grandes cantidades de dosis de vacunas estén disponibles por varios meses, los mandatos a las vacunas no son relevantes a corto plazo.

Las empresas pueden legalmente exigir vacunas y las aerolíneas lo han hecho durante años.

En diciembre, la Comisión de Igualdad de Oportunidades en el Empleo (EEOC) dictaminó que exigirle a empleados que tomen una vacuna COVID no viola la Ley de Estadounidenses con Discapacidades (ADA). Expertos legales coinciden en general que los empleadores pueden exigir vacunas para quienes deseen realizar determinados trabajos para reducir los riesgos para sus clientes y sus trabajadores.

Muchas empresas ya exigen vacunas y otros exámenes médicos relacionados al trabajo. Como ejemplos, al personal médico, profesores y estudiantes, trabajadores de la industria para adultos y a miembros del servicio militar se les requieren vacunas para protección contra las enfermedades. Las aerolíneas han requerido vacunas para los pilotos y asistentes de vuelo durante años.

 Específicamente en cuanto a las vacunas COVID, la opción de requerir inmunizaciones puede ya no estar bajo el poder de las aerolíneas, especialmente aquellas que vuelan a destinos internacionales. Muchos países están redactando nuevos requisitos para viajeros entrando o saliendo de sus fronteras, incluyendo vacunas. Mientras esto sucede, cualquier persona que viaje a esas áreas deberá vacunarse contra el COVID, tanto pasajeros como tripulaciones de vuelo.

El Distrito 141 de la IAM considera que un mandato para las vacunas COVID-19 es una controversia innecesaria y presentará agravios contra intentos de disciplinar a los empleados que opten por esperar. En lugar de castigos, las empresas deberán utilizar incentivos primero.

 Se requiere paciencia y comprensión en este momento. La imposición de una política de vacunación mandatoria podría desencadenar oposición a los programas de inmunización que son vitales para la supervivencia de las aerolíneas y nuestros trabajos. Algunos trabajadores solo participarán de mala gana y las empresas podrán perder la confianza de sus empleados. También debemos reconocer que la desconfianza en las vacunas es históricamente alta entre algunos grupos étnicos y raciales minoritarios, pero estos grupos son también son los que han sido más afectados por el coronavirus. Sin embargo, los trabajadores con temor a las vacunas COVID probablemente perderán algo de su miedo una vez vean que sus compañeros de trabajo se vacunan con seguridad. Tiene sentido dejar ir primero a quienes no tienen miedo y están dispuestos a combatir la pandemia directamente. Más adelante en el proceso, los empleados más tímidos pueden reevaluar su disposición a participar. En otras palabras, existe la posibilidad que los mandatos sean contraproducentes y demoren el proceso de inmunización.

Las empresas pueden facilitar programas que ayuden a los trabajadores a vacunarse rápidamente. Administrar las vacunas en el lugar de trabajo, ofrecer incentivos como tiempo pagado para vacunarse y cubrir todos los costos asociados son opciones mucho mejores que los edictos autoritarios.

Los empleados con discapacidades específicas y creencias religiosas sinceras pueden tener derechos legales adicionales que los empleadores deben respetar. La EEOC puede ofrecer más orientación y asistencia legal.

Ambas vacunas disponibles actualmente contra el SARS-CoV-2 son seguras y efectivas para prevenir la transmisión del COVID-19.

Antes de poder estar disponible para el uso público, cada vacuna pasa por pruebas y supervisión exhaustivas. Deben pasar pruebas clínicas rigurosas, cumplir con estrictas pautas federales, y someterse a controles continuos para detectar efectos secundarios, alergias y cualquier otro problema.

Todas las vacunas COVID-19 aprobadas por la FDA disponibles actualmente han demostrado ser seguras y efectivas contra el coronavirus. Sin embargo, los CDC recomiendan que cualquier persona que haya tenido una reacción anafiláctica (potencialmente mortal) a la primera dosis de la vacuna COVID-19 no debe recibir una segunda dosis. También advierte a cualquier persona alérgica a cualquier ingrediente de las vacunas COVID-19 que no se vacune. Cualquier empleado que caiga en esas categorías debe estar exento de cualquier mandato de vacunación. Estas alergias han surgido en una pequeña cantidad de receptores, pero no se han registrado muertes ni reacciones graves.

Ninguna de las vacunas COVID-19 ya aprobadas ha dado lugar a problemas de salud graves; ni en las pruebas clínicas ni entre el público en general. No se han reportado muertes ni efectos graves luego de millones de inyecciones que se han administrado hasta ahora. En contraste, el coronavirus ha cobrado las vidas de más de 433,000 personas en los EE. UU., y miles más siguen sufriendo efectos a largo plazo como resultado de contraer esta enfermedad mortal.

En los últimos años, han surgido sentimientos contra las vacunas que se han vuelto populares en algunos grupos, pero no existe una base real para el pánico hacia las vacunas.

Las vacunas contra COVID a gran escala ayudarán a lograr la “inmunidad de grupo” contra el virus que es necesaria para que las aerolíneas puedan transportar suficientes pasajeros y vuelvan a tener ganancias en los próximos años … y es la única forma en que la mayoría de los trabajadores de las aerolíneas permanecerán empleados con seguridad.

Más información sobre la seguridad de las vacunas está disponible en el sitio de la Universidad Johns Hopkins.

Sin una vacunación masiva contra el COVID-19, el trabajo en aerolíneas se volverá extremadamente precario. Cualquier persona trabajando en cualquier aerolínea podría encontrarse sin trabajo repentinamente.

Desde que se declaró la pandemia en marzo del 2020, el número de pasajeros que viajan en aviones comerciales se ha desplomado de más de 2 millones de pasajeros diarios a menos de 90.000. Casi un año después, el número de vuelos es menos de la mitad de lo que era en 2019. Las aerolíneas han recibido miles de millones de dólares en ayuda gubernamental suplementaria para poder sobrevivir mientras la pandemia se desata en todo el mundo. A pesar de toda esa ayuda, más de una docena de aerolíneas se han declarado en quiebra, lo que ha provocado la pérdida permanente de miles de puestos de trabajo. Incluso con los mandatos de mascarillas, las pruebas COVID y otras medidas, el tráfico de las aerolíneas todavía está lejos de los niveles que pueden respaldar el empleo total de los trabajadores en aviación. Desde cualquier punto de vista, esta es una situación insostenible. 

Las vacunas COVID son un salvavidas para los trabajadores de las aerolíneas. Los estadounidenses se están vacunando a un ritmo de más de un millón de personas al día, y la administración del Presidente Biden ha fijado una meta de administrar más de 100 millones de inyecciones en los próximos 100 días. Incluso a ese ritmo, podría tardar más de un año vacunar a 350 millones de estadounidenses y poner fin a la pandemia de una vez por todas. Para las aerolíneas consumiendo pilas de dinero en efectivo a diario, cuanto más temprano se vacunen los estadounidenses a gran escala, más temprano se recuperarán las compañias. Pero para las empresas, la mejor y más rápida forma de lograr esta meta es mediante incentivos, no mandatos.

¿Qué piensas sobre este tema? ¿Apoyas o te opones a las vacunas obligatorias para los trabajadores de las aerolíneas? Comparte tu opinión en la encuesta a continuación.

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