JetBlue Ground Workers to Vote for Machinists Union

JetBlue Ground Workers to Vote for Machinists Union

JetBlue Ground Workers to Vote for Machinists Union

Justice at JetBlue
FOR IMMEDIATE RELEASE

November 29, 2022, WASHINGTON DC—The International Association of Machinists and Aerospace Workers (IAM) today announced that the National Mediation Board (NMB), the federal agency that conducts union representation elections in the airline industry, has determined that an election for almost 3,000 JetBlue ground operations workers will take place. The voting period will be scheduled shortly by the NMB.

“I congratulate all JetBlue Ground Operations workers on their upcoming vote,” said IAM Air Transport General Vice President Richie Johnsen. “JetBlue Ground Ops workers have spoken loudly that they want a voice and a vote in their future. These workers deserve the respect and dignity that comes with collective bargaining rights and a union contract.”

JetBlue Ground Operations workers reignited their campaign to gain IAM representation late last year and filed for a union representation election in late September, 2022 with the NMB. The federal agency today determined that JetBlue Ground Operations workers have attained the requisite showing of interest to participate in a union representation election. Federal law requires that at least 50 percent of workers in a specific work classification request a union vote be called.

“I want every JetBlue Ground Ops worker to know that the IAM will stand with you 100 percent to win this election and attain the union contract that reflects your hard work and value to JetBlue Airways,” continued Johnsen. “JetBlue will be a better place to work once these brave workers have a real say in their wages, benefits and working conditions via a legally binding employment contract. If a contract is good for JetBlue CEO Robin Hayes, then a contract is good for the almost 3,000 Ground Ops workers who actually make the airline run.”

JetBlue Ground Operations workers have cited below standard pay, benefits and working conditions as reasons to unionize with the IAM. Union contracts in the airline industry provide workers with better pay, health and wellness benefits, flexibility and working conditions.

The IAM is largest airline union in North America and has over 600,000 active and retired members.

Recording Secretaries please print and post on all IAMAW bulletin boards.

Get Printable Copy >>

JetBlue Ground Workers to Vote for Machinists Union

JetBlue Ground Workers to Vote for Machinists UnionJustice at JetBlueFOR IMMEDIATE RELEASENovember 29, 2022, WASHINGTON DC—The International Association of Machinists and Aerospace Workers (IAM) today announced that the National Mediation Board (NMB), the federal...

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JetBlue Ground Workers to Vote for Machinists Union

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JetBlue Ground Workers to Vote for Machinists UnionJustice at JetBlueFOR IMMEDIATE RELEASENovember 29, 2022, WASHINGTON DC—The International Association of Machinists and Aerospace Workers (IAM) today announced that the National Mediation Board (NMB), the federal...

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JetBlue Ground Workers to Vote for Machinists Union

FOR IMMEDIATE RELEASE

NOVEMBER 29, 2022, WASHINGTON DC—The International Association of Machinists and Aerospace Workers (IAM) today announced that the National Mediation Board (NMB), the federal agency that conducts union representation elections in the airline industry, has determined that an election for almost 3,000 JetBlue ground operations workers will take place. The voting period will be scheduled shortly by the NMB.

“I congratulate all JetBlue Ground Operations workers on their upcoming vote,” said IAM Air Transport General Vice President Richie Johnsen. “JetBlue Ground Ops workers have spoken loudly that they want a voice and a vote in their future. These workers deserve the respect and dignity that comes with collective bargaining rights and a union contract.”

JetBlue Ground Operations workers reignited their campaign to gain IAM representation late last year and filed for a union representation election in late September 2022 with the NMB. The federal agency today determined that JetBlue Ground Operations workers have attained the requisite showing of interest to participate in a union representation election. Federal law requires that at least 50 percent of workers in a specific work classification request a union vote be called.

“I want every JetBlue Ground Ops worker to know that the IAM will stand with you 100 percent to win this election and attain the union contract that reflects your hard work and value to JetBlue Airways,” continued Johnsen. “JetBlue will be a better place to work once these brave workers have a real say in their wages, benefits and working conditions via a legally binding employment contract. If a contract is good for JetBlue CEO Robin Hayes, then a contract is good for the almost 3,000 Ground Ops workers who actually make the airline run.”

JetBlue Ground Operations workers have cited below standard pay, benefits and working conditions as reasons to unionize with the IAM. Union contracts in the airline industry provide workers with better pay, health and wellness benefits, flexibility and working conditions.

The IAM is largest airline union in North America and has over 600,000 active and retired members.

Recording Secretaries please print and post on all IAMAW bulletin boards.

Get Printable Copy >>

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JetBlue Ground Workers to Vote for Machinists Union

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JetBlue Ground Workers to Vote for Machinists UnionJustice at JetBlueFOR IMMEDIATE RELEASENovember 29, 2022, WASHINGTON DC—The International Association of Machinists and Aerospace Workers (IAM) today announced that the National Mediation Board (NMB), the federal...

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Historic Union Alliance at Delta

Historic Union Alliance at Delta

Delta is now facing three of the largest unions in North American at the same time. Get ready for pizza parties.

Historic Union Alliance Forms at Delta

GOIAM.org
28 November 2022

North America’s three largest airline unions have formed a historic alliance to unify tens of thousands of workers at Delta Air Lines.

Unlike most commercial airlines, most workers at Delta are unorganized and have no union rights or bargaining power. Airlines’ management has worked hard to keep it that way, spending a fortune to protect its ability to dominate employees one-on-one instead of as a group. The airline even killed Northwest’s heavily union tradition when it merged with the smaller carrier nearly a decade ago. 

When individual employees are isolated and left to negotiate with billion-dollar corporate giants such as Delta, they are usually forced into a “take it or leave it.” offer that often results in exploitation. Disunity among workers allows companies to impose arbitrary and unfair terminations and pay cuts and issue scheduling demands that disrupt workers’ personal lives. Additionally, companies can violate legal workplace protections with near impunity, knowing that individual employees can rarely afford to take violators to court.

Abusive policies at one airline can have spillover effects on other carriers, even those protected by the ability of union workers to take group action. Other airlines can use Delta’s ability to dominate workers to justify similar policies to “remain competitive” in contract negotiations.

Ground workers at Delta have enlisted the Machinists and Aerospace Workers Union’s (IAMAW) help to gain union status for years. Likewise, flight crews have reached out to the Association of Flight Attendants (AFA). Now, the International Brotherhood of Teamsters is joining the fight and working to organize the airlines’ Tech Ops workers. 

At the IAMAW Grand Lodge Convention earlier this year, General Vice President Richard Johnsen condemned union rivalries and called for more unified action. Johnsen, who heads the Air Transport Territory, said at the time, “We have to stop fighting other unions,” Johnsen told Machinists union members. “Delta Air Lines — one of the most anti-union companies in the country — has successfully kept unions off their property for their lifetime.”

“Let Delta Air Lines come after the whole labor movement instead of targeting one of us,” he said.

In a statement issued after the alliance was announced, Johnsen laid out the key factors driving the organizing effort for Delta ground workers. Foremost among the changes needed at the airline were consistent work rules, pensions, adequate staffing and safety policies, and a healthier work-life balance. 

The statement continued, “With a union contract, Delta won’t be able to change vacation accrual schedules or anything else unilaterally because, with a union, you have a voice in determining your destiny. With a union comes a union safety committee that can fight for adequate staffing, proper and well-maintained equipment, and union representatives whom you elect and fight for you—not corporate shareholders.”

Delta responded by saying management would prefer to pit individual employees against the company one at a time, in what the airline called a “direct relationship.” Kelly Yamanouchi, writing for the Atlanta Journal-Constitution, quoted the airline as saying that this tactic would lead to a “stronger, faster, and more effective way to drive improvements than AFA, IAM, or Teamsters representation would be.” 

The move at Delta comes as employees are unifying at an unprecedented rate across America. According to the National Labor Relations Board, new union filings have shot up by 53% over the last year. This increase is the highest single-year jump since 2016. 

It’s also happening as Ground Operations Crew Members at JetBlue have filed a petition with the National Mediation Board to join the Machinists Union. The Machinists Union is North America’s largest group of transportation, aviation, and aerospace workers. The union’s largest single commercial aviation district, District 141, led by Union President Mike Klemm, is currently negotiating multiple contracts with United Airlines. The agreements cover fleet and customer service workers, security guards, instructors, and load planners at the airline.

Previous contracts negotiated by Machinists Union airline workers include historic pay increases at Alaska Airlines, American Airlines, Hawaiian, and Southwest. However, increasingly, workers are asking for workplace improvements, not more money. More and more, a healthier work-life balance has begun to rise to the top of employee priorities. 

At Spirit, workers gained the highest pay rates in the history of the airline, and part-time workers also gained the ability to take vacations – another first for ground workers at the airline. “For some of these workers, this will be the first time they’ve been able to take a paid vacation,” District President Mike Klemm said. “It’s hard to believe that working people are still fighting for things like vacation time in the modern age, but here we are,” he continued. 

Other Machinists Union Contracts negotiated by Machinists Union members include provisions that make mandatory overtime much more expensive and give workers more flexibility in their work schedules. To Klemm, these priorities reflect a new way of thinking about the modern workplace. While wages and job security remain critical factors, unions also address concerns that help build a better life overall.

“Family comes first,” President Klemm said of the shift in union values. “Family comes first, second and third,” he continued, pointing out the importance of giving workers the ability to earn high enough wages that afford them the ability to spend more time off the clock. “Delta workers and JetBlue Ground Operations are overworked and undervalued,” he said. “Workers at United, American, Southwest, Hawaiian, and Spirit are ready and willing to fight side by side with them and help win the legally-binding union contracts they deserve.”

JetBlue Ground Workers to Vote for Machinists Union

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JetBlue Ground Workers to Vote for Machinists Union

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28 November 2022

Delta must now contend with an alliance of the three largest airline workers’ unions in North America. Let the pizza parties commence. 

North America’s three largest airline unions have formed a historic alliance to unify tens of thousands of workers at Delta Air Lines.

Unlike most commercial airlines, most workers at Delta are unorganized and have no union rights or bargaining power. Airlines’ management has worked hard to keep it that way, spending a fortune to protect its ability to dominate employees one-on-one instead of as a group. The airline even killed Northwest’s heavily union tradition when it merged with the smaller carrier nearly a decade ago. 

When individual employees are isolated and left to negotiate with billion-dollar corporate giants such as Delta, they are usually forced into a “take it or leave it.” offer that often results in exploitation. Disunity among workers allows companies to impose arbitrary and unfair terminations and pay cuts and issue scheduling demands that disrupt workers’ personal lives. Additionally, companies can violate legal workplace protections with near impunity, knowing that individual employees can rarely afford to take violators to court. 

Abusive policies at one airline can have spillover effects on other carriers, even those protected by the ability of union workers to take group action. Other airlines can use Delta’s ability to dominate workers to justify similar policies to “remain competitive” in contract negotiations.

Ground workers at Delta have enlisted the Machinists and Aerospace Workers Union’s (IAMAW) help to gain union status for years. Likewise, flight crews have reached out to the Association of Flight Attendants (AFA). Now, the International Brotherhood of Teamsters is joining the fight and working to organize the airlines’ Tech Ops workers. 

At the IAMAW Grand Lodge Convention earlier this year, General Vice President Richard Johnsen condemned union rivalries and called for more unified action. Johnsen, who heads the Air Transport Territory, said at the time, “We have to stop fighting other unions,” Johnsen told Machinists union members. “Delta Air Lines — one of the most anti-union companies in the country — has successfully kept unions off their property for their lifetime.”

“Let Delta Air Lines come after the whole labor movement instead of targeting one of us,” he said.



In a statement issued after the alliance was announced, Johnsen laid out the key factors driving the organizing effort for Delta ground workers. Foremost among the changes needed at the airline were consistent work rules, pensions, adequate staffing and safety policies, and a healthier work-life balance. 

The statement continued, “With a union contract, Delta won’t be able to change vacation accrual schedules or anything else unilaterally because, with a union, you have a voice in determining your destiny. With a union comes a union safety committee that can fight for adequate staffing, proper and well-maintained equipment, and union representatives whom you elect and fight for you—not corporate shareholders.”

Delta responded by saying management would prefer to pit individual employees against the company one at a time, in what the airline called a “direct relationship.” Kelly Yamanouchi, writing for the Atlanta Journal-Constitution, quoted the airline as saying that this tactic would lead to a “stronger, faster, and more effective way to drive improvements than AFA, IAM, or Teamsters representation would be.” 

The move at Delta comes as employees are unifying at an unprecedented rate across America. According to the National Labor Relations Board, new union filings have shot up by 53% over the last year. This increase is the highest single-year jump since 2016. 

It’s also happening as Ground Operations Crew Members at JetBlue have filed a petition with the National Mediation Board to join the Machinists Union. The Machinists Union is North America’s largest group of transportation, aviation, and aerospace workers. The union’s largest single commercial aviation district, District 141, led by Union President Mike Klemm, is currently negotiating multiple contracts with United Airlines. The agreements cover fleet and customer service workers, security guards, instructors, and load planners at the airline.

Previous contracts negotiated by Machinists Union airline workers include historic pay increases at Alaska Airlines, American Airlines, Hawaiian, and Southwest. However, increasingly, workers are asking for workplace improvements, not more money. More and more, a healthier work-life balance has begun to rise to the top of employee priorities. 

At Spirit, workers gained the highest pay rates in the history of the airline, and part-time workers also gained the ability to take vacations – another first for ground workers at the airline. “For some of these workers, this will be the first time they’ve been able to take a paid vacation,” District President Mike Klemm said. “It’s hard to believe that working people are still fighting for things like vacation time in the modern age, but here we are,” he continued. 

Other Machinists Union Contracts negotiated by Machinists Union members include provisions that make mandatory overtime much more expensive and give workers more flexibility in their work schedules. To Klemm, these priorities reflect a new way of thinking about the modern workplace. While wages and job security remain critical factors, unions also address concerns that help build a better life overall. “Family comes first,” President Klemm said of the shift in union values. “Family comes first, second and third,” he continued, pointing out the importance of giving workers the ability to earn high enough wages that afford them the ability to spend more time off the clock. “Delta workers and JetBlue Ground Operations are overworked and undervalued,” he said. “Workers at United, American, Southwest, Hawaiian, and Spirit are ready and willing to fight side by side with them and help win the legally-binding union contracts they deserve.”



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Working on Thanksgiving? How JetBlue GO Crewmembers Holiday Pay Compares to Other Unionized GO Workers 

Justice at JetBlue
22 November 2022

The airline industry, as we know, is a 24/7 operation, and working on a holiday is part of the job. However, how we are COMPENSATED for working on a holiday is a totally different issue. As you’ll see below, UNIONIZED Ground Ops workers at every major airline have NEGOTIATED better pay for having to work on Thanksgiving.

The only reason JetBlue Crewmembers earn less for working on Thanksgiving is because JetBlue management makes all the rules and Crewmembers have NO VOICE or VOTE in the creation of those rules. Having a UNION and the right to NEGOTIATE A CONTRACT will change that. 

On average, top-of-scale Unionized GO airline workers earn between $164.23 and $204.23 MORE than GO Crewmembers just for Thanksgiving! If we also consider working on Christmas, then Unionized GO workers earn between $328.46 and $408.46 MORE. 

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JetBlue is facing mounting scrutiny over its planned merger with Spirit. A group of airline workers and consumers are filing a court challenge to try and slow the “almost unstoppable” march towards airline megalopoly. 

The action comes as JetBlue posts the worst 3rd Quarter profits of any major carrier, earning a dismal $.21 a share, prompting investor concerns that airline management may be underperforming at a critical moment for the carrier. It’s also happening at a time when the airline is facing mounting concerns from the Justice Department over it’s de-facto merger with American in the Northeast markets.CEO Robin Hayes is expected to appear in court to defend the airline’s actions in that case. The airline is also facing questions from unions, who are asking if the company is being irresponsible financially, overpaying investors with what is being called “hush money” in case the deal with Spirit falls through. Unions are also calling for the airline to raise wages and offer better work / life balance for employees.

 

Flight Crews and consumers filed an injunction asking a Federal Judge to stop the planned $3.8 Billion merger between JetBlue Airways and Spirit Airlines in hopes of preserving one of the few remaining discount carriers in the U.S.

The group filed to stop the deal on Thursday, asking the U.S. District Court for the Northern District of California to block the transaction. The group argues that the new, larger airline could dominate key markets, leaving consumers no choice but to pay ticket prices that are impossible for either airline to command today. 

If the merger goes through, the complaint argues, consumers “would not only lose the competition of Spirit, but also the potential competition that JetBlue would provide by building its own national presence the old-fashioned way, by competing for passengers instead of buying them.”

JetBlue is the sixth-largest airline operating in the U.S. Spirit is the seventh. The combined airline would immediately become the fifth-largest air carrier, right behind American, Delta, Southwest, and United. 

The complaint argues that Spirit is a significant price-cutting rival of JetBlue and other major carriers and that, if the airline were eliminated from the commercial aviation ecosystem, other airlines would be free to hike fares on consumers. Moreover, the “current trend toward concentration, the lessening of competition, and the tendency to create a monopoly in the airline industry are unmatched and unparalleled,” the suit read.

It goes on to suggest that monopolistic power was the primary goal of the merger. “JetBlue would gain a majority market share on more than a dozen routes where neither it nor Spirit previously dominated, and it would eliminate the price-cutting by Spirit. Therefore, JetBlue made an unsolicited tender offer to purchase Spirit in order to eliminate that competition,” according to the filing. 

The complaint states that Spirit is unique in commercial aviation because it’s small enough to survive on smaller ticket prices but large enough to compete against mega-carriers such as United and Southwest. 

“Spirit, with its innovative, low-cost service, is an important bulwark against this almost unstoppable trend toward complete concentration and monopoly in the airline industry,” the suit says.

The proposed merger wouldn’t just eliminate another discount option for travelers; it would also remove an essential reason for the four mega-carriers to avoid “abuses” directed toward the flying public. If the Big Four airlines are no longer afraid of losing passengers to Spirit, the result may be skies that are even less friendly than they already are. If the JetBlue / Spirit deal is ultimately allowed to go forward, discount airfares in the U.S. will shrink by 50% overnight. 

Earlier in 2022, the Spirit Board and executives concluded that a merger between Spirit and JetBlue could never be approved by regulators and was, therefore, “illusory.” The Board then rejected an earlier offer by JetBlue. JetBlue offered to “sweeten the deal” by paying the shareholders $400 million if the proposed combination failed. Thus the shareholders could move forward with the JetBlue combination without any risks. The $400 million to shareholders was to quiet the shareholder’s knowledge of the potential illegality of the acquisitions and was little more than “hush money” according to the suit. 

All of this poses the question, What’s the end game? Is this all intentional? Greed seems to have airlines so vexed that they can’t see that they could be potentially pricing the consumer out, or could it all just be a ploy to create an ecosystem of, “our way or the highway.’ The entire notion of all of this seems to be rooted in a mindset to force customers to either pay the price or seek other transportation options. In doing so this could stand to hurt us all by driving ridership down thusly causing jobs to potentially be cut. 
 
The airline’s pain is self-inflicted, which is puzzling if we assume management at the carrier is competent. 
In September, ground Workers at the airline petitioned to unify with the Machinists Union. The National Mediation Board is reviewing the signatures and is expected to schedule an election within the next few weeks. To the surprise of many veteran Union organizers, JetBlue executives seemed to comply with union election rules, opting not to use many of the stalling tactics typical of anti-union companies, which JetBlue historically has been. 
 
Playing by the rules has so far spared JetBlue from raising the hostility of the Department of Transportation, led by strongly pro-union Pete Buttigieg. Were the airline to face the double threat of challenges from both the Justice Department and Transportation, it would suddenly become hard to see the path forward for any merger. 
For his part, Secretary Buttigieg has voiced concerns over the growth of non-union companies within America’s transportation networks. The JetBlue / Spirit merger would create another large airline that isn’t completely unionized. 
 
If the Department of Transportation ultimately decides to oppose the deal, it could spell almost certain doom for JetBlue’s acquisition plans. The DOT has the power to unilaterally deem the arrangement to be not in the public’s interest and nix the merger – without needing to go to court or gain the approval of any other agency. 
While JetBlue executives seem to understand the dangers the merger could face from an annoyed DOT, Ground Operations supervisors are struggling to grasp the concept. At virtually every JetBlue location, low-level supervisors have been unlawfully engaging in abusive anti-union tactics. Including unlawfully confiscating union property and threatening Crewmembers – all of which have been reported to Federal Regulators. 

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JetBlue Merger Hits More Turbulence 

7 November 2022

JetBlue is facing mounting scrutiny over its planned merger with Spirit. A group of airline workers and consumers are filing a court challenge to try and slow the “almost unstoppable” march towards airline megalopoly.

The action comes as JetBlue posts the worst 3rd Quarter profits of any major carrier, earning a dismal $.21 a share, prompting investor concerns that airline management may be underperforming at a critical moment for the carrier. It’s also happening at a time when the airline is facing mounting concerns from the Justice Department over its de-facto merger with American in the Northeast markets.CEO Robin Hayes is expected to appear in court to defend the airline’s actions in that case. The airline is also facing questions from unions, who are asking if the company is being irresponsible financially, overpaying investors with what is being called “hush money” in case the deal with Spirit falls through. Unions are also calling for the airline to raise wages and offer better work/life balance for employees.

Flight Crews and consumers filed an injunction asking a Federal Judge to stop the planned $3.8 Billion merger between JetBlue Airways and Spirit Airlines in hopes of preserving one of the few remaining discount carriers in the U.S.

The group filed to stop the deal on Thursday, asking the U.S. District Court for the Northern District of California to block the transaction. The group argues that the new, larger airline could dominate key markets, leaving consumers no choice but to pay ticket prices that are impossible for either airline to command today. 

If the merger goes through, the complaint argues, consumers “would not only lose the competition of Spirit, but also the potential competition that JetBlue would provide by building its own national presence the old-fashioned way, by competing for passengers instead of buying them.”

JetBlue is the sixth-largest airline operating in the U.S. Spirit is the seventh. The combined airline would immediately become the fifth-largest air carrier, right behind American, Delta, Southwest, and United. 

The complaint argues that Spirit is a significant price-cutting rival of JetBlue and other major carriers and that, if the airline were eliminated from the commercial aviation ecosystem, other airlines would be free to hike fares on consumers. Moreover, the “current trend toward concentration, the lessening of competition, and the tendency to create a monopoly in the airline industry are unmatched and unparalleled,” the suit read.

It goes on to suggest that monopolistic power was the primary goal of the merger. “JetBlue would gain a majority market share on more than a dozen routes where neither it nor Spirit previously dominated, and it would eliminate the price-cutting by Spirit. Therefore, JetBlue made an unsolicited tender offer to purchase Spirit in order to eliminate that competition,” according to the filing. 

The complaint states that Spirit is unique in commercial aviation because it’s small enough to survive on smaller ticket prices but large enough to compete against mega-carriers such as United and Southwest. 

“Spirit, with its innovative, low-cost service, is an important bulwark against this almost unstoppable trend toward complete concentration and monopoly in the airline industry,” the suit says.

The proposed merger wouldn’t just eliminate another discount option for travelers; it would also remove an essential reason for the four mega-carriers to avoid “abuses” directed toward the flying public. If the Big Four airlines are no longer afraid of losing passengers to Spirit, the result may be skies that are even less friendly than they already are. If the JetBlue / Spirit deal is ultimately allowed to go forward, discount airfares in the U.S. will shrink by 50% overnight.

The proposed merger wouldn’t just eliminate another discount option for travelers; it would also remove an essential reason for the four mega-carriers to avoid “abuses” directed toward the flying public. If the Big Four airlines are no longer afraid of losing passengers to Spirit, the result may be skies that are even less friendly than they already are. If the JetBlue / Spirit deal is ultimately allowed to go forward, discount airfares in the U.S. will shrink by 50% overnight. 

Earlier in 2022, the Spirit Board and executives concluded that a merger between Spirit and JetBlue could never be approved by regulators and was, therefore, “illusory.” The Board then rejected an earlier offer by JetBlue. JetBlue offered to “sweeten the deal” by paying the shareholders $400 million if the proposed combination failed. Thus the shareholders could move forward with the JetBlue combination without any risks. The $400 million to shareholders was to quiet the shareholder’s knowledge of the potential illegality of the acquisitions and was little more than “hush money” according to the suit. 

All of this poses the question, What’s the end game? Is this all intentional? Greed seems to have airlines so vexed that they can’t see that they could be potentially pricing the consumer out, or could it all just be a ploy to create an ecosystem of, “our way or the highway.’ The entire notion of all of this seems to be rooted in a mindset to force customers to either pay the price or seek other transportation options. In doing so this could stand to hurt us all by driving ridership down thusly causing jobs to potentially be cut. 
 
The airline’s pain is self-inflicted, which is puzzling if we assume management at the carrier is competent. 
In September, ground Workers at the airline petitioned to unify with the Machinists Union. The National Mediation Board is reviewing the signatures and is expected to schedule an election within the next few weeks. To the surprise of many veteran Union organizers, JetBlue executives seemed to comply with union election rules, opting not to use many of the stalling tactics typical of anti-union companies, which JetBlue historically has been. 
 
Playing by the rules has so far spared JetBlue from raising the hostility of the Department of Transportation, led by strongly pro-union Pete Buttigieg. Were the airline to face the double threat of challenges from both the Justice Department and Transportation, it would suddenly become hard to see the path forward for any merger. 
For his part, Secretary Buttigieg has voiced concerns over the growth of non-union companies within America’s transportation networks. The JetBlue / Spirit merger would create another large airline that isn’t completely unionized. 
 
If the Department of Transportation ultimately decides to oppose the deal, it could spell almost certain doom for JetBlue’s acquisition plans. The DOT has the power to unilaterally deem the arrangement to be not in the public’s interest and nix the merger – without needing to go to court or gain the approval of any other agency. 
While JetBlue executives seem to understand the dangers the merger could face from an annoyed DOT, Ground Operations supervisors are struggling to grasp the concept. At virtually every JetBlue location, low-level supervisors have been unlawfully engaging in abusive anti-union tactics. Including unlawfully confiscating union property and threatening Crewmembers – all of which have been reported to Federal Regulators. 

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JetBlue Lies Exposed in MCO

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Vice President of Airports Experience, Dana Shapir, has been hitting the road since GO Crewmembers filed for a union representation election. Over the last couple of weeks, Dana has been visiting GO Crewmembers and trying to convince us that the “direct relationship” is better than GO Crewmembers gaining union representation and a legally enforceable contract.

She’s having a tough time telling the truth and she had an even tougher time dealing honestly with the questions MCO Crewmembers asked her on Wednesday. VP Shapir parroted what JetBlue’s high-priced, union-busting attorneys trained her to say about the “direct relationship.” While she was begging for one more year to fix all the things that she admitted are wrong for Crewmembers at JetBlue, she claimed that “together we can fix these things through the direct relationship.” 

Really? The “direct relationship” is a stone cold sham. The same “direct relationship” that took away profit sharing? The “direct relationship” that took away monetary lifts and performance bonuses? The same wonderful “direct relationship” that took away the lead program? The same “direct relationship” that lied about Labor Day being a paid holiday? The “direct relationship” that took $2 BILLION in federal aid from the federal government to maintain our salaries, benefits and jobs during the pandemic and then cut our hours and stole our pay? Do you mean that “direct relationship”? 

VP Shapir also either lied or had no knowledge of the NMB voting process, which in either case is pretty bad. While attempting to explain the National Mediation Board (NMB) process to conduct union representation elections, VP Shapir said, “The IAM will mail out the ballots. They have your addresses.”

Huge lie. The NMB mails out the ballots to all eligible voters to the addresses supplied to the NMB by JetBlue. The IAM does not get the addresses, nor does the IAM have anything to do with the mailing of the ballots.

She also feigned ignorance, or admitted wrongdoing, regarding other questions. When asked why it’s ok for JetBlue to spend millions of dollars a year on dues to belong to a union of airlines, Airlines for America, Ms. Shapir wouldn’t even answer the question. She claimed she has no knowledge of Airlines for America and just moved on. Visit https://www.airlines.org/who-we-are/ for more information. 

When asked about JetBlue management cutting the pay and hours of Crewmembers during the pandemic, contrary to federal law, Ms. Shapir just shrugged and said “we did what we had to do…”

The IAM will update all Crewmembers on the status of holding JetBlue management accountable for violating the terms of the Payroll Support Program (PSP) by cutting the hours and pay, which was not permitted by the PSP component of the Cares Act.

It’s time for all Crewmembers to unify, to VOTE YES when the time comes, and speak our minds. We have a federally protected right to join a union, and to show our support for unionizing! We are on our way sisters and brothers!

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JetBlue Management Lies Exposed at MCO

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JetBlue’s VP of Airport Experiences tried to convince Ground Ops Crewmembers to give the airline another year to fix things.

Vice President of Airports Experience, Dana Shapir, has been hitting the road since GO Crewmembers filed for a union representation election. Over the last couple of weeks, Dana has been visiting GO Crewmembers and trying to convince us that the “direct relationship” is better than GO Crewmembers gaining union representation and a legally enforceable contract.

She’s having a tough time telling the truth and she had an even tougher time dealing honestly with the questions MCO Crewmembers asked her on Wednesday. VP Shapir parroted what JetBlue’s high-priced, union-busting attorneys trained her to say about the “direct relationship.” While she was begging for one more year to fix all the things that she admitted are wrong for Crewmembers at JetBlue, she claimed that “together we can fix these things through the direct relationship.”

Really? The “direct relationship” is a stone-cold sham. The same “direct relationship” that took away profit sharing? The “direct relationship” that took away monetary lifts and performance bonuses? The same wonderful “direct relationship” that took away the lead program? The same “direct relationship” that lied about Labor Day being a paid holiday? The “direct relationship” that took $2 BILLION in federal aid from the federal government to maintain our salaries, benefits and jobs during the pandemic and then cut our hours and stole our pay? Do you mean that “direct relationship”?

VP Shapir also either lied or had no knowledge of the NMB voting process, which in either case is pretty bad. While attempting to explain the National Mediation Board (NMB) process to conduct union representation elections, VP Shapir said, “The IAM will mail out the ballots. They have your addresses.”

Huge lie. The NMB mails out the ballots to all eligible voters to the addresses supplied to the NMB by JetBlue. The IAM does not get the addresses, nor does the IAM have anything to do with the mailing of the ballots.

She also feigned ignorance, or admitted wrongdoing, regarding other questions. When asked why it’s ok for JetBlue to spend millions of dollars a year on dues to belong to a union of airlines, Airlines for America, Ms. Shapir wouldn’t even answer the question. She claimed she has no knowledge of Airlines for America and just moved on. Visit https://www.airlines.org/who-we-are/ for more information.

When asked about JetBlue management cutting the pay and hours of Crewmembers during the pandemic, contrary to federal law, Ms. Shapir just shrugged and said “we did what we had to do…”

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Unions create a workplace where workers take their jobs seriously, creating the foundations for long-term careerism at a company. In addition to being more productive, unions provide a better view of real-world working conditions, allowing their companies to make smarter decisions. Union workers provide more value, more stability, and higher profits.

Unions have been vilified by management executives for years. It’s nothing new. The standard narrative goes like this: “If a union comes in, we don’t know what will happen. Things could get worse. We know we have some problems. Give us a chance to fix them. A union is not the answer.”

Management couldn’t be more wrong because “the union” is JetBlue GO Crewmembers. It’s us, and we’re already there. All we need is the legal power by unionizing to make our jobs better through a legally enforceable contract.

Employees who unionize and gain the legal right to participate in how their companies are run do so with great success. 

The recent earnings reports of US airlines demonstrate this.

Turns out, unionized airlines are performing at the top of our industry. United Airlines earned just under $1 Billion during the summer, earning an astounding $2.81 per share. But United wasn’t alone in posting impressive profits. Alaska raked in a whopping $2.53 a share over the same period. American and Southwest reported earnings of $.69 and $.41 a share, respectively. 

Meanwhile, JetBlue management came home with a dismal $0.21 per share. The worst performing unionized carrier, Southwest, posted almost twice the earnings per share as JetBlue management did. 

Rigid, heavy-handed, top-down management doesn’t always make the best decisions at a company. As JetBlue’s earnings report proves. But a Unified workforce, with front-line workers able to contribute and add their input as critical decisions are made, is working – especially in commercial aviation. 

And, a big part of why that’s happening is precisely because front-line workers might know a thing or two about how best to do our jobs. Management should listen to us, not dictate to us.

Unions play a vital role in ensuring the financial success of airlines. By providing economic certainty, stability, and fairness, unions help airlines deal with the many different externalities that face the industry. Here’s a look at how unions add value to airlines.

Unions help airlines be financially successful by providing economic certainty.

When an airline has a strong union contract, it knows how much it will have to pay its employees each year. This predictability helps the airline budget more effectively long term and plan for the future. It also allows the airline to offer its employees competitive wages, benefits, and working conditions. This helps attract and retain the best talent. Non-union airlines, like JetBlue, are often plagued by high turnover which places a lot more stress on the existing workforce. This leads to OJIs, MSEs, outsourcing, and many other detrimental outcomes. 

Unions help airlines by providing stability.

A union contract is a legal agreement between an airline and its employees that outlines the terms of employment. This includes wages, hours, working conditions, and job security. Once a contract is in place, it can only be changed through negotiation between the airline and the workers themselves. This process helps ensure that the workplace is stable, which is essential for an industry constantly facing uncertainty.

Unions help airlines by providing fairness.

Union contracts often include provisions that protect employees from things like arbitrary and unjust discipline and termination, favoritism, discrimination, and sexual harassment. This helps create a fair and safe workplace, which is essential for attracting and retaining the best talent. It also helps protect employees from being taken advantage of by their employers.

Unions help airlines succeed financially by giving front-line workers a seat at the table.

The people who are going to make the best decisions about how to run an airline operation will always be the people who do the actual work. And, that would be JetBlue GO Crewmembers. It’s not that all company bigwigs are entirely clueless. But, company executives would benefit greatly from the operational knowledge of GO Crewmembers. Just think about safety and working conditions. Don’t you think that management would be better off because they HAD to listen to us and take our ideas into consideration when dealing with safety issues and improving working conditions?

Unions ensure that the people who know how the work is done can add their insights and offer real-world expertise as company decisions are made. Executives may know their thing, but Unions will better understand how to keep the workplace motivated, enabled, and productive.

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Record summer airline profits are proof that workers are assets that should be invested in, not liabilities that should be limited.

Unions create a workplace where workers take their jobs seriously, creating the foundations for long-term careerism at a company. In addition to being more productive, unions provide a better view of real-world working conditions, allowing their companies to make smarter decisions. Union workers provide more value, more stability, and higher profits.

Unions have been vilified by management executives for years. It’s nothing new. The standard narrative goes like this: “If a union comes in, we don’t know what will happen. Things could get worse. We know we have some problems. Give us a chance to fix them. A union is not the answer.”

Management couldn’t be more wrong because “the union” is JetBlue GO Crewmembers. It’s us, and we’re already there. All we need is the legal power by unionizing to make our jobs better through a legally enforceable contract.

Employees who unionize and gain the legal right to participate in how their companies are run do so with great success. 

The recent earnings reports of US airlines demonstrate this.

Turns out, unionized airlines are performing at the top of our industry. United Airlines earned just under $1 Billion during the summer, earning an astounding $2.81 per share. But United wasn’t alone in posting impressive profits. Alaska raked in a whopping $2.53 a share over the same period. American and Southwest reported earnings of $.69 and $.41 a share, respectively. 

Meanwhile, JetBlue management came home with a dismal $0.21 per share. The worst performing unionized carrier, Southwest, posted almost twice the earnings per share as JetBlue management did. 

Rigid, heavy-handed, top-down management doesn’t always make the best decisions at a company. As JetBlue’s earnings report proves. But a Unified workforce, with front-line workers able to contribute and add their input as critical decisions are made, is working – especially in commercial aviation. 

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Unions play a vital role in ensuring the financial success of airlines. By providing economic certainty, stability, and fairness, unions help airlines deal with the many different externalities that face the industry. Here’s a look at how unions add value to airlines.

Unions help airlines be financially successful by providing economic certainty.

When an airline has a strong union contract, it knows how much it will have to pay its employees each year. This predictability helps the airline budget more effectively long term and plan for the future. It also allows the airline to offer its employees competitive wages, benefits, and working conditions. This helps attract and retain the best talent. Non-union airlines, like JetBlue, are often plagued by high turnover which places a lot more stress on the existing workforce. This leads to OJIs, MSEs, outsourcing, and many other detrimental outcomes. 

Unions help airlines by providing stability.

A union contract is a legal agreement between an airline and its employees that outlines the terms of employment. This includes wages, hours, working conditions, and job security. Once a contract is in place, it can only be changed through negotiation between the airline and the workers themselves. This process helps ensure that the workplace is stable, which is essential for an industry constantly facing uncertainty.

Unions help airlines by providing fairness.

Union contracts often include provisions that protect employees from things like arbitrary and unjust discipline and termination, favoritism, discrimination, and sexual harassment. This helps create a fair and safe workplace, which is essential for attracting and retaining the best talent. It also helps protect employees from being taken advantage of by their employers.

Unions help airlines succeed financially by giving front-line workers a seat at the table.

The people who are going to make the best decisions about how to run an airline operation will always be the people who do the actual work. And, that would be JetBlue GO Crewmembers. It’s not that all company bigwigs are entirely clueless. But, company executives would benefit greatly from the operational knowledge of GO Crewmembers. Just think about safety and working conditions. Don’t you think that management would be better off because they HAD to listen to us and take our ideas into consideration when dealing with safety issues and improving working conditions? 

Unions ensure that the people who know how the work is done can add their insights and offer real-world expertise as company decisions are made. Executives may know their thing, but Unions will better understand how to keep the workplace motivated, enabled, and productive.

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