Dec 17, 2018 | Airlines, American, Hawaiian, Home, Philippine, Spirit, United
Union contracts protect paychecks.
While millions of America’s non-union workers watch their take-home pay shrink due to increasing health care costs and wage stagnation, IAM members at our nation’s airlines are prospering.
With wages rising to record levels, new contracts that make outsourcing almost impossible, and no shortage of profits for carriers, unionized airline workers have never had it better than they do right now. Reversing national trends that outsource work, labor agreements are also driving an increase in airline sector hiring. Hundreds of new and insourced employees are being recruited at a rate not seen since before 9/11.
IAM members at United Airlines are the best paid airline workers in their classifications. In December of 2018, the IAM wage premium will increase again, and most IAM members at United will earn a base rate of over $30 per hour, many of them for the first time.
Although contract negotiations at American are ongoing, insiders predict that wages at that airline will remain competitive once a Tentative Agreement is ratified. IAM members at American Airlines, like their counterparts at United, earn top wages already. A major goal of the negotiations in progress at American is to improve on the wage and benefits at United, creating industry leading pay at American and protecting the enviable health care provisions that they already have.
These raises will deliver millions of dollars in additional wages to IAM141 members. The wage increases will help counter the escalating costs of living that are eroding the wages of most non-union workers.
The recent raises at United are only the second of six total negotiated raises for IAM-represented workers at the airline. Under their current agreement, IAM members at United will get guaranteed raises like this one for the next four years.
Thanks to these advances, Machinists Union contracts have dramatically re-defined what constitutes a fair market rate for airline work. “Standard” wages for airline workers at the top of the pay scale are now higher than those of most American workers. And this is not likely to fall anytime soon.
Dec 17, 2018 | Airlines, Home, United
Union Workers are Making More.
Increasing numbers of American workers have stagnant wages, less secure employment, and fewer rights at work, according to data released by the Pew Research Center. But not all workers are missing out – union members are thriving.
Unemployment has been dropping steadily for nearly a decade, to well below 4%. That’s the lowest unemployment rate in 20 years, coming after more than 100 straight months of job gains. On the surface, it would seem like the dawn of a new Golden Age for the American workforce.
However, wages remain stubbornly stagnant for the majority of American workers. As the labor market shrinks for employers, labor costs are not going up as fast as the labor supply is going down. For many workers, inflation, skyrocketing health care costs, and weakened collective bargaining quickly eat away small increases in take-home pay.
Many Americans are seeing how labor unions offer a solution to wage stagnation.
Higher wages result from stronger labor unions, according to studies conducted by the Pew Research Center. 55% of Americans say that unions allow workers a more fair percentage of the profits that they generate.
Where it comes to wages and overall compensation, unions have historically outpaced all other forms of workplace negotiation. According to the Bureau of Labor Statistics, in 2018 non-union workers earned only 80% of the wages of their unionized counterparts. Total compensation, including vacation time, health insurance, and other benefits drive the wage gap between union and non-union workers even farther apart.
The airline industry offers an excellent example of how unions help defy wage stagnation.
United Airlines employees working under a collective bargaining agreement negotiated between the company and the Machinists Union are getting a big raise this Holiday season. Many members are getting a bump of more than $0.80 an hour. This increase will mean an additional $128 a month, on top of the base rate of over $30 an hour that most of them are earning already. Their union contract also provides overtime and holiday pay, including a rare benefit outside of the union world: double time and a half pay for working on holidays. Most United employees who work on Christmas Day and New Year’s Day will get $1200 or more for their efforts this holiday season, as guaranteed by their IAM Contract.
If all that wasn’t enough, as the airline grows, hundreds of unionized part-time agents at the airline are having their status increased to full-time, doubling their pay on top of the new pay rates. Health care costs, infamous for always growing faster than wages, are tightly controlled, again thanks to their collectively negotiated contract. Machinists Union members at United are watching their paychecks grow, not shrink, by leaps and bounds.
Meanwhile, the holidays are a much darker time for non-union employees. United Airlines announced this week that it plans to outsource most non-union tool room jobs in Houston’s IAH to an outside vendor, shifting existing employees to administrative duties. There are few, if any, legal guarantees to make sure that the workers’ pay will keep up with health care costs, inflation… or if they will even keep the current pay rates.
In contrast, the jobs of Machinists Union members working in the United tool rooms in Houston are not being outsourced. Strong anti-outsourcing language in their IAM contract protects their livelihoods.
Non-union airline employees at other airlines aren’t faring any better. Ground Operations Crewmembers at jetBlue, for example, recently watched as the company slashed their profit sharing payments, and long-anticipated raises failed to materialize. Working “at-will” with no job security protections means that more Crewmembers will get fired from Thanksgiving to Easter than at any other time of the year.
At the same time, back at the unionized airlines, as negotiations between IAM and company representatives at American and United advance, it forces the carriers to compete to attract and retain a quality workforce by paying its ground crews the most in both wages and overall compensation. That’s a position that any worker would like to find themselves in.
Dec 16, 2018 | Airlines, American, Departments, Home, Organizing, The Association
Brothers and Sisters,
THE TWU/IAM Association executive negotiating committee participated on a conference call conducted by National Mediation Board mediators yesterday, December 14, 2018. Negotiators from American Airlines also participated.
The mediators recapped the remaining open items to be negotiated. They also set the agenda and negotiating schedule for the beginning of 2019. The Association presented a proposal covering Field Trips for M&R and MLS members.
The next face-to-face negotiations are scheduled for January 15-17 in San Francisco. Topics to be discussed are open economic pay elements, health & welfare (insurance), duration of the agreement, field trips and other open contract language items.
We were successful in obtaining additional negotiating dates on the calendar. Scheduled negotiating dates are:
• January 15, 16, 17
• January 29, 30, 31
• February 6, 7, 8
• February 12, 13, 14
• And an additional week in March – specific dates to be determined
Our objective is to reach agreement as soon as possible without having to use all of our scheduled dates. However, this Association is committed to achieving the compensation, healthcare, retirement and job security that our members have earned and deserve. Your continued support and solidarity is both appreciated and necessary to reach these goals.
We wish all of our members a safe and happy holiday season.
Fraternally,
Your Association Executive Negotiating Committee
Please Post On All TWU- IAM Bulletin Boards
Dec 12, 2018 | Airlines, Departments, Featured, Hawaiian, Home, Safety
In airline safety
Practice Makes Perfect
Fewer safety reports may be a sign that an airline is being less honest, not safer.
Airlines all face the same fundamental challenges keeping travellers and workers safe. When one of these airlines refuses to report on these issues, it’s not because their safety record is perfect. It’s because it’s hidden.
Almost all airlines in the US fly the same planes, operate at the same airports, and fall under the same regulatory guidelines and workplace safety laws.
When airlines report more safety issues, fewer real catastrophes seem to happen. A higher number of reported safety incidents and near-misses does not mean that an airline is less safe. It might be a sign that the airline is practicing and learning more than the other guys.
Meanwhile, airlines that try to hide safety reports can miss opportunities to correct problems while they are still small.
“All airlines have incidents every day,” said Geoffrey Thomas, an industry analyst with AirlineRatings.com. “It is the way that flight crews handle incidents that determines a good airline from an unsafe one.”
Airlines that closely monitor and study accidents get better and better at preventing them. The trick, according to Machinists Union District 141 Safety Director Kaulana Pakele, is for companies to learn to trust front-line employees. Pakele’s work at Hawaiian Airlines takes him to work areas across the spectrum, including Customer Service, Cargo, Supplies, and Clerical & Stores. Hawaiian is recognized as one of the top 20 airlines in the world for its safety record, thanks in no small part to the work of Pakele and his safety teams.
Hawaiian has essentially made every front-line employee a safety inspector, with a program called “Ground Safety Improvement Plan,” called GSIP (pronounced Gee-Sip) by agents. The program allows any employee at the airline to put any safety concern they might have on blast – sending word to the FAA, OSHA, company managers and safety experts at the same time.
Other airlines have similar programs, like the GSAP program at United Airlines.
According to Pakele, putting employees into a leadership role when it comes to safety makes sense. It ensures that the people with the most to lose in an unsafe workplace have the most influence in developing and executing safety policies. It also makes sure that the workers that know the most about the real-world operation are keeping upper management and safety regulators informed about how well company policies are working. All this can be done on a constant, hour by hour basis, and can provide valuable data that safety experts can integrate into policy.
However, this level of transparency can come with a price, especially if a company culture sees such reporting as adversarial rather than something that might save lives. Some passengers when learning about the reports may misinterpret them as evidence that an airline is unsafe, rather than see them as a tool to identify and correct policies and procedures.
Despite the potential drawbacks, Pakele is quick to point out the value of employee-directed safety programs. “The best argument for these programs is in how boring they are.” Pakele jokes. “When they work, nothing happens. And that’s the point.”
“There’s a saying in Hawaii that we can use when we talk about safety: ‘E palekana kahana a e k?ko’o kekahi i kekahi,’ or, ‘May the work be safe, and support one another.’”
Dec 10, 2018 | Airlines, Departments, Featured, Home, Safety, Video
Here is the review of this weeks Safety Conference which you will hear feedback from four people who attended.
Dec 1, 2018 | Airlines, Airmail, American, Community Service, Departments, EAP, Education, Hawaiian, Home, MNPL, Organizing, Philippine, Safety, Spirit, United
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