141 Report: UA 914 Committee is the Cornerstone of the Union

141 Report: UA 914 Committee is the Cornerstone of the Union

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This week the 141 Report is speaking to Committee Chair Karl Thomas, (ATW) Committee Elizabeth Groner, (BTW) Committee Faysel Silwany, (Stores) Committee Richard Roberts, Maintenance Instructor Committee Michael Carbone, and Committee Secretary Will Josey.

141 Report: UA 914 Committee is the Cornerstone of the Union

The IAM Grievance committee is a cornerstone of the union, and Newark New Jersey Local 914 has one powerful team. This week the 141 Report is speaking to Committee Chair Karl Thomas, (ATW) Committee Elizabeth Groner, (BTW) Committee Faysel Silwany, (Stores) Committee Richard Roberts, Maintenance Instructor Committee Michael Carbone, and Committee Secretary Will Josey. The six Committee members brief the viewers about their backgrounds and experience in their respective departments and talk about their current positions.

The main focus of this week’s report was the pre-contract negotiations survey for IAMAW Members at United Airlines, released online Monday. Sister Elizabeth speaks about the usefulness of the QR code added, thanks in part to the recommendation of Sister Nakia Simmons from the Local 914 UA Move team at last week’s conference in Las Vegas. 

Dave asked brother Karl about the importance of completing the survey. Karl responded by saying, “We’re getting everyone fully ready to understand what’s going on by using the QR code.”  

The committee is mobilizing the stewards going from breakroom to breakroom to advise the members of the importance of the survey. Karl closed by saying about the committee that “this is a large group of people – and great to work with. Everyone is on top of their game, and we have good relations with management to get things done.”

United Airlines Negotiations Update

United Airlines Negotiations Update

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United Airlines Negotiations Update

 

Good morning Sisters and Brothers,                                                                               

I’m excited to share with you today that IAM District 141 and United Airlines have agreed to begin the process of negotiating seven contracts covering approximately 28,000 IAM members and discuss entering expedited negotiations. 

The expedited process will give IAM members at United the opportunity to improve wages, benefits, and working conditions in the very near future. We used a similar model back in 2016 with great success, and both IAM District 141 and United agreed to discuss trying it again. Our hope is we can replicate that success, which brought us industry-leading contracts at the time.

As always, IAM members at United will decide which issues we bargain, just as we did in the 2016 expedited process, via a survey and contract proposal process. On Monday, November 1, 2021, the survey and request for proposals will be available for all IAM-represented United Airlines workers via the IAM141.org website. The survey will be available for 21 days, until November 22, 2021. Shortly thereafter, the IAM District 141 Negotiations Committee will convene and compile the survey and proposal information and identify membership priorities.

In early December, IAM District 141 will meet with United Airlines to discuss the issues that may be bargained in an expedited process. It is important to understand that if United Airlines refuses to agree to bargain any issues that IAM members have identified as priorities, IAM District 141 will not proceed with expedited negotiations and instead initiate the traditional collective bargaining process.

It is of utmost importance that all IAM members employed at United Airlines engage in the survey/proposal process. The issues that the membership identifies as priorities will be addressed in these negotiations and guide your Negotiating Committee. The goal is to achieve well-deserved improvements in identified priorities. IAM members at United have been a major part of the very positive change and success at United Airlines over the last five years.

I cannot emphasize enough the importance of all IAM members at United to participate in the survey and submit contract proposals. Successful collective bargaining is best achieved when it is member-driven from the bottom up. Our power lies in our unity and participation in every aspect of collective bargaining.

As is always the case, whatever way we reach a potential agreement with  United Airlines, IAM members will have the final say and vote on any tentative agreements that are reached.

In Solidarity,

Your District 141 Negotiating Committee

Olu Ajetomobi
Joe Bartz
Victor Hernandez
Barb Martin
Andrea’ Myers 
Terry Stansbury

Faysal Silwany
Erik Stenberg

Michael G. Klemm

President & Directing General Chair,
IAMAW District 141

Recording Secretaries: Please print and post on all IAMAW bulletin boards.

141 Report: Paws for Pascarella

141 Report: Paws for Pascarella

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Our 141 report this week takes us to IAM local lodge 1759 in Herndon, Virginia, as the membership conducted the annual Paws for Pascarella Guide Dogs of America charity event.

 

141 Report: Paws for Pascarella

Our 141 report this week takes us to IAM local lodge 1759 in Herndon, Virginia, as the membership conducted the annual Paws for Pascarella Guide Dogs of America charity event.

The video report begins with an update from District President Mike Klemm, who traveled to Dulles Airport to conduct a station visit with the United Airlines membership. In the Video podcast, Brother Klemm informs the membership about this week’s trip to the United Airlines hub at Dulles Airport and Local 1759.  

 On Tuesday, Mike attended the monthly Lodge meeting and spoke to the members about the vaccine mandates at American and United Airlines. He also talked about the status of the ongoing negotiations at Spirit Airlines. Spirit has recently entered mediation proceedings.

Mike said, “We’ll be working with the mediation board to hopefully get a tentative agreement for our members of Spirit to vote on.” Brother Klemm also talked about the upcoming negotiation with United Airlines. Mike stated, “We should be seeing a communication coming out on that in the very near future.” 

Mike continues the report by saying he went over to the airport to visit multiple shifts and multiple briefings for members at United. He answered questions about the mandate and vaccine, as well as responding to questions about negotiations. Mike said it was “a real good visit.” Mike walked the property with 141 VP at East Barb Martin, who also serves as the committee chairman in Dulles, Mike Cyscon, the AGC assigned to the ramp, and Rich Creighton, who serves as AGC to customer service above the wing. Joe Washburn, the southeast regional EAP, also joined Mike on the visit. Brother Klemm thanked the local committee, Bill Hoover, Bill Peer, Sherry Curtis, President Bill Huston, and his entire 1759 executive board for their hospitality. 

Mike then talked about the fundraising event for guide dogs that he attended. The 1759 Charity event was In honor of his former AGC, Rich Pascarella, who unfortunately passed away a few years ago. “Rich not only was a phenomenal union rep and an outstanding AGC but also a personal friend of mine and it’s actually his birthday today.” Mike said of the beloved unionist.

The following guest speaker was Sherrie Curtis from local 1759, the UA Customer Service Committee person at Dulles Airport. “We’re here tonight celebrating our second annual event for Rich Pascarella.” The Charity Top Golf event took place in Loudoun County, having about 60 people that showed up to celebrate and raise funds for Guide Dogs of America. IAM members came from Boston, Newark, Philadelphia, and Chicago. Sherrie reports that Rich Passcarella families came to town driving in from Pittsburgh to celebrate a good time with us. 

Donations came rolling in from Locals 914 in Newark and 1776 in Philadelphia, donating $500 each to sponsor a golfing bay to support GDA. 

In the last part of the report, Dave talks to 1759 UA member Ron Rukenbrod who describes how he and his committee put the event together. He spoke of getting donations from local stores, wineries, and brewhouses for many charity baskets they put together. Ron said, “If you send out 100 letters and you only get 20 people to donate, you’re still 20 people ahead. So it’s always good to just overextend. Ron speaks about the support from the 141 Community Service Director, Cristina Odoardi, saying, “she’s been wonderful reaching out to us; what can I do? What can I do? We’ve been very fortunate”. 

If your local is interested in putting a community service event together, be sure to contact Sister Cristina at codoardi@iam141.org.

Mike Klemm, District 141 President, on NBC Nightly News Discussing Vaccine Mandates

Mike Klemm, District 141 President, on NBC Nightly News Discussing Vaccine Mandates

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IAMAW District President and Directing General Chair, Mike Klemm was among those calling for United to use incentive programs before terminations at United.

Mike Klemm, District 141 President, on NBC Nightly News Discussing Vaccine Mandates

IAMAW District 141 President Mike Klemm was among those interviewed in the aftermath of United Airlines’ decision to fire nearly 600 employees who refused to get vaccinated and did not obtain a religious or medical exemption. 

Unions around the nation are facing vaccine mandates, including professional athletes, actors, Flight Attendants, Pilots, and others. To date, no unions, lawmakers, government officials, or organizations have successfully prevented employer vaccine mandates.

The position of the IAMAW District 141 is that employer vaccine mandates are unnecessarily provocative and divisive. They should not be used until an honest, good-faith effort to employee incentive programs has been tried first. IAMAW District 141 is planning to use the Grievance process to defend the contractual rights of any workers who lose their jobs as a result of vaccine mandates.

DOT Fines United Airlines $1.9 M for Holding Passengers on Tarmac Too Long

DOT Fines United Airlines $1.9 M for Holding Passengers on Tarmac Too Long

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DOT Fines United Airlines $1.9 M for Holding Passengers on Tarmac Too Long

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From DOT.gov

The U.S. Department of Transportation (DOT) today fined United Airlines $1.9 million for violating federal statutes and the Department’s rule prohibiting long tarmac delays.  The airline was also ordered to cease and desist from future similar violations.  This is the largest fine issued by the Department for tarmac delay violations.  

An extensive investigation by the Department’s Office of Aviation Consumer Protection (OACP) found that between December 2015 and February 2021, United allowed twenty domestic flights and five international flights at various airports throughout the United States to remain on the tarmac for a lengthy period of time without providing passengers an opportunity to deplane, in violation of the Department’s tarmac delay rule.  The tarmac delays affected a total of 3,218 passengers.

Under the DOT tarmac delay rule, airlines operating aircraft with 30 or more passenger seats are prohibited from allowing their domestic flights to remain on the tarmac for more than three hours at U.S. airports and their international flights to remain on the tarmac for more than four hours at U.S. airports without giving passengers an opportunity to leave the plane.  The rule prohibiting long tarmac delays for domestic flights took effect 2010 and was expanded to include international flights in 2011.  An exception exists for departure delays if the airline begins to return the aircraft to a suitable disembarkation point in order to deplane passengers by those times.  An exception to the time limit is also allowed for safety, security, or air traffic control-related reasons.  The rule also requires airlines to provide adequate food and water, ensure that lavatories are working and, if necessary, provide medical attention to passengers during long tarmac delays.

DOT’s aviation consumer protection website makes it easy for travelers to understand their rights.  The page on tarmac delays can be found here.  Consumers may file an airline complaint with the Department here.

The consent order is available at https://www.transportation.gov/individuals/aviation-consumer-protection/united-airlines-consent-order-2021-9-21

Recent Articles

United Delays Action Against Employees With Medical or Religious Exemptions

United Delays Action Against Employees With Medical or Religious Exemptions

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United Delays Action Against Employees With Medical or Religious Exemptions

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Facing a lawsuit filed by six United Airlines employees, the carrier has announced that it will postpone the decision to place those with medical or religious exemptions on unpaid leave until October 15. Employees who were denied an exemption have been given individual vaccination timelines from the company, which have not changed. Those who never placed a request for reasonable accommodation must have proof of first vaccination by today, September 27.

The lawsuit is not challenging the vaccine mandate at the airline and is not seeking to delay or stop the requirements that all 67,000 employees at the airline must be vaccinated by today. Instead, the lawsuit asks a Texas court to force the company to revise its “Reasonable Accomodation” policy for those who qualify for medical or religious exemptions. According to the complaint, the existing reasonable accommodation policy discriminates against specific disabilities or religious beliefs. If successful, the lawsuit will require United to allow unvaccinated employees with a medical or religious exemption to remain on the clock and submit to regular testing and masking rules instead of unpaid time off.

However, federal law also allows a company to deny a request for accommodation if doing so would impose an “undue hardship” for the employer. United argues that allowing unvaccinated employees to spread the deadly COVID-19 virus at work represents an undue burden to the airline. Therefore unvaccinated employees must be separated from the rest of the workforce.

“Given our focus on safety and the steep increases in COVID infections, hospitalizations and deaths, all employees whose request is approved will be placed on temporary, unpaid personal leave on October 2 while specific safety measures for unvaccinated employees are instituted,” United said in a September memo to employees. “Given the dire statistics…we can no longer allow unvaccinated people back into the workplace until we better understand how they might interact with our customers and their vaccinated co-workers.”

According to the complaint, the airline violates Title 7 of the Civil Rights Act of 1964 and the Americans with Disabilities Act by denying pay to unvaccinated employees who are not permitted to enter the workplace.

The lawsuit states that “United’s actions have left Plaintiffs with the impossible choice of either taking the COVID-19 vaccine, at the expense of their religious beliefs and their health, or losing their livelihoods.” It goes on to argue that, “In doing so, United has violated Title VII and the ADA by failing to engage in the interactive process and provide reasonable accommodations, and also by retaliating against employees who engaged in protected activity.”

One of the plaintiffs, Debra Jennefer Thal Jonas, who works as a Customer Service Representative at the United Club at DFW airport, has requested both religious and medical exemptions from the vaccine policy. Ms. Thal was granted a medical exemption but has joined the lawsuit because United did not provide her a way to file a second request on religious grounds.

Another plaintiff, Flight Attendant Genise Kincannon, was granted a religious exemption but is joining the suit because she feels that unpaid leave is unreasonable and a violation of her rights under Title 7 of the Civil Rights Act.

The union representing flight attendants at United, the Association of Flight Attendants (AFA), has said that it will not assist members that apply for vaccine exemptions, saying that the process should be a “private matter.”

At a time when mixed messaging can have devastating results, United has struggled to find a consistent narrative on the subject. In January, United CEO Scott Kirby said United could not realistically mandate vaccinations unless other airlines and companies do the same and require their employees to take them as well. By this summer, Kirby had changed course and implemented the most sweeping vaccination requirements of any of the Big Three carriers at the time. United Ground Express, a wholly-owned subsidiary of United Airlines, first told employees that there were no plans to require vaccinations, then changed course less than a month later. United first told employees that they would have to be “fully vaccinated” by September 27. The company is now telling employees that they only need the first shot by that date.

The position of the International Association of Machinists and Aerospace Workers union is that vaccine mandates are unnecessarily controversial and should not be used until a good faith effort to employ incentives has been tried first. Throughout this process, United Airlines has failed to provide clear communications and a consistent policy towards vaccinations.

“The IAM will pursue any grievance where our members were wrongfully denied an exemption and then terminated,” IAMAW District President Mike Klemm said in a September 3 statement. “Let me be abundantly clear. Your IAM attorneys have advised us that the company is within its legal rights to mandate the vaccine as a condition of employment so any grievance would be an uphill battle. Morally it’s deplorable, but welcome to Kirby Airlines.”

IAMAW International President Robert Martinez has also demanded that any vaccine mandates be part of the bargaining process. “The IAM will work to enforce the legal obligation of employers to bargain with unions over effects that implementation will have on union-represented employees,” said Martinez. “Rest assured, the IAM will, as always, continue to vigorously protect our members’ rights.”

All major airlines in the United States have announced plans to implement vaccine requirements, including American Airlines, Delta, Southwest, Hawaiian, Frontier, JetBlue, and United. In September, OSHA began drafting policies that will require all US-based employers with more than 100 workers to require vaccinations protecting against COVID-19 or allow weekly testing.

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