Largest Non-Strike Rally in Airline History

Largest Non-Strike Rally in Airline History

Largest Non-Strike Rally in Airline History

IAM141.org

HOUSTON – The largest non-strike rally in the history of commercial aviation took place on Friday. Thousands of airline workers from five different Unions joined forces at ten airports to call attention to foot-dragging by United Airlines in ongoing contract talks with the Air Line Pilots Association (ALPA).

According to estimates from ALPA Spokesman Captain Michael Williams, about 3,000 Pilots participated in the rallies, representing about 20% of the 15,000 Pilots at the carrier. Over 400 Pilots, Fleet and Passenger Service, Mechanics and other workgroups attended one rally in Houston.

Pilots at United have been working without a raise for over four years while contract talks seem all but stalled.

According to Williams, the protracted negotiations have left Pilots at United all but last in line among workgroups at the carrier. He also stressed that the longer Pilots go without an updated agreement, the longer the airline will be at a competitive disadvantage as it attempts to attract new pilots.

“United management’s vision of “United Next” cannot happen without a Contract First,” he told a group of media outlets and reporters covering the Houston event.

The demonstrations are happening just before what could be a record-breaking but nightmarish summer travel season.

This summer is expected to be among the most frustrating for air travelers since airlines were deregulated in 1978. Airlines are raising fares, overselling flights, and lacking critical staff to load and unload passengers and baggage onto planes. According to industry watchers, airlines are struggling to keep up with the post-pandemic surge in demand. The staff shortage is already causing flight cancellations and delays, notably Southwest, whose Christmas meltdown saw thousands of cancellations and delays and cost the carrier more than $500 million.

The leader of the United Airlines Pilots’ Union, Garth Thompson, said in a recent interview that the airline is refusing to match new benchmark pay rates for the aviation industry.

They also want their new contract to have equal or better work-life balance. He said that any proposal from the airline that does not meet these expectations will not be ratified.

In March, the Airline Pilots Association (ALPA) negotiated a massive 34% pay increase at Delta Air Lines, improving wages and benefits by $7 billion. The deal helps to establish Delta as a more attractive employer amid a nationwide pilot shortage.

“We expect our contract to raise the bar from Delta’s contract,” Thompson said in an interview with Reuters this week. “We’re not just looking for more money, we’re looking for several areas of improvement that we’ve been waiting a long time to achieve.”

The Union stated that a tentative contract proposed last year failed to meet the minimum requirements of Pilots, resulting in an overwhelming rejection by the Union.

United Airlines is touting an optimistic growth plan called “United Next.” However, the pilot group is pointing out that without an industry-leading agreement, management won’t be able to expand in the way they want unless the company can hire and retain the best pilots. The failed deal and a new high bar at other properties have unified the pilot group.

“We’ve all heard of or witnessed United executives claiming they’re ready to conclude negotiations toward an industry-leading agreement,” Thompson said. “Having noted the increasing boldness and frequency of their assertions, it’s time for them to prove the extent of their sincerity.”

Thompson noted the increasing boldness and frequency of their assertions and said that it was time for them to prove the extent of their sincerity.

In addition to ALPA, the rallies were attended by The Association of Flight Attendants-CWA (AFA), The International Brotherhood of Teamsters, the Professional Airline Flight Control Association (PAFA), and the International Association of Machinists and Aerospace Workers.

Members of IAMAW Locals 811 and 2198 pose for a group photo following a rally that drew over 400 Union Members near Bush Intercontinental Airport. The rally was one of ten held at major airports around the nation. 

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Largest Non-Strike Rally in Airline History

MAY 12, 2023

HOUSTON – The largest non-strike rally in the history of commercial aviation took place on Friday. Thousands of airline workers from five different Unions joined forces at ten airports to call attention to foot-dragging by United Airlines in ongoing contract talks with the Air Line Pilots Association (ALPA).

According to estimates from ALPA Spokesman Captain Michael Williams, about 3,000 Pilots participated in the rallies, representing about 20% of the 15,000 Pilots at the carrier. Over 400 Pilots, Fleet and Passenger Service, Mechanics and other workgroups attended one rally in Houston.

Pilots at United have been working without a raise for over four years while contract talks seem all but stalled.

According to Williams, the protracted negotiations have left Pilots at United all but last in line among workgroups at the carrier. He also stressed that the longer Pilots go without an updated agreement, the longer the airline will be at a competitive disadvantage as it attempts to attract new pilots.

“United management’s vision of “United Next” cannot happen without a Contract First,” he told a group of media outlets and reporters covering the Houston event.

The demonstrations are happening just before what could be a record-breaking but nightmarish summer travel season.

This summer is expected to be among the most frustrating for air travelers since airlines were deregulated in 1978. Airlines are raising fares, overselling flights, and lacking critical staff to load and unload passengers and baggage onto planes. According to industry watchers, airlines are struggling to keep up with the post-pandemic surge in demand. The staff shortage is already causing flight cancellations and delays, notably Southwest, whose Christmas meltdown saw thousands of cancellations and delays and cost the carrier more than $500 million.

The leader of the United Airlines Pilots’ Union, Garth Thompson, said in a recent interview that the airline is refusing to match new benchmark pay rates for the aviation industry.

They also want their new contract to have equal or better work-life balance. He said that any proposal from the airline that does not meet these expectations will not be ratified.

In March, the Airline Pilots Association (ALPA) negotiated a massive 34% pay increase at Delta Air Lines, improving wages and benefits by $7 billion. The deal helps to establish Delta as a more attractive employer amid a nationwide pilot shortage.

“We expect our contract to raise the bar from Delta’s contract,” Thompson said in an interview with Reuters this week. “We’re not just looking for more money, we’re looking for several areas of improvement that we’ve been waiting a long time to achieve.”

The Union stated that a tentative contract proposed last year failed to meet the minimum requirements of Pilots, resulting in an overwhelming rejection by the Union.

United Airlines is touting an optimistic growth plan called “United Next.” However, the pilot group is pointing out that without an industry-leading agreement, management won’t be able to expand in the way they want unless the company can hire and retain the best pilots. The failed deal and a new high bar at other properties have unified the pilot group.

“We’ve all heard of or witnessed United executives claiming they’re ready to conclude negotiations toward an industry-leading agreement,” Thompson said. “Having noted the increasing boldness and frequency of their assertions, it’s time for them to prove the extent of their sincerity.”

Thompson noted the increasing boldness and frequency of their assertions and said that it was time for them to prove the extent of their sincerity.

In addition to ALPA, the rallies were attended by The Association of Flight Attendants-CWA (AFA), The International Brotherhood of Teamsters, the Professional Airline Flight Control Association (PAFA), and the International Association of Machinists and Aerospace Workers.

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The Battle for a First Contract: How Employers Use Unfair Labor Practices

The Battle for a First Contract: How Employers Use Unfair Labor Practices

The Battle for a First Contract: How Employers Use Unfair Labor Practices

IAM141.org

Recent victories in organizing workers at companies such as Amazon, Starbucks, and Trader Joe’s indicate that it is possible for workers in industries previously thought to be impossible to unify. 

However, even when unions are formed, they often do not reach legally binding agreements with employers that would give workers more control over their pay, benefits, and protections. 

New research from the ILR School at Cornell University shows that when employers commit unfair labor practices to impede contract negotiations, the chances of winning a first contract within 18 months of voting to form a union decrease by about 71%. 

The study, titled “Breaking the deadlock: How union and employer tactics affect first contract achievement,” was published in the Industrial Relations Journal on February 25 and co-authored by ILR Ph.D. students Johnnie Kallas and Dongwoo Park and the University of Windsor Assistant Professor Rachel Aleks. According to Kallas, many people assume that winning a union election means being able to negotiate a contract readily. Still, in reality, less than half of unions have an agreement one year after an election. This is because nothing in U.S. labor law requires an employer to reach an agreement on a first contract within a given timeframe. Unethical employers can prolong labor talks for years.

According to the National Labor Relations Board, the National Labor Relations Act gives employees the right to bargain collectively with their employer through a representative they and their coworkers choose. The union and employer must bargain in good faith about wages, hours, and other terms and conditions of employment until they agree on a labor contract or reach a stand-off or “impasse.” However, an employer is not legally required to reach an agreement on a first contract within the timeframe union members ask for.

The National Labor Relation Board is the Federal agency that regulates unions outside the transportation sector. Railroads and Airlines are regulated by another agency called the National Mediation Board.

Employer opposition can have a negative impact on unions achieving a first contract, with many engaging in illegal tactics such as spreading rumors about job loss and plant closings. Employers also use other unethical means, such as captive audience meetings, to delay the process. In 39% of cases, employers retained the use of an anti-union consultant.

According to a recent article from Bloomberg Law, the time it takes to negotiate a first contract with a union has increased from an average of 409 days to now an average of 465 days – or well over one year. A typical airline contract takes an average of 4 years to fully negotiate.

However, it is important to note that this is an average, and the actual time it takes to negotiate a first contract can vary depending on various factors such as the industry or sector in which the negotiations are occurring.

Unfortunately, some employers may choose to ignore labor laws altogether. This can result in HR policy blunders and expensive lawsuits filed on behalf of employees who feel that they have been wrongedLaws regarding employees are constantly changing at local, state, and federal levels, and it is essential for managers and personnel in human resources to stay up-to-date on these changes.

According to UnionTrack, workers at St. Charles Medical Center in central Oregon voted to unionize in 2019 and began the long process of bargaining their first contract. However, after hitting roadblocks and inequitable proposals from St. Charles management, the workers voted by 94% to strike. This began a historic nine-day strike, which brought in mass support across Oregon from political leaders, unions, faith, and community organizations. After months of stalling, this strike brought St. Charles back to the table with workable proposals, and the strike gave way to intensive bargaining sessions where a final agreement was reached. The medical techs, technologists, and therapists at St. Charles Medical Center have now ratified their first union contract.

Employees have several options to protect themselves and hold employers accountable when they violate labor laws. One option is to report unsafe working conditions to the government agency that regulates their workplaceEmployees can also file individual lawsuits against employers for employment law violations. Additionally, employees are protected by a variety of federal and state laws, including the National Labor Relations Act and statutes overseen by the U.S. Equal Employment Opportunity Commission, which protect employees from hostile work environments, discrimination, and unfair labor practices. It is important for employees to be aware of their rights and to take action if they believe their employer has violated labor laws.

 

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The Battle for a First Contract: How Employers Use Unfair Labor Practices

April 26, 2023

Recent victories in organizing workers at companies such as Amazon, Starbucks, and Trader Joe’s indicate that it is possible for workers in industries previously thought to be impossible to unify. 

However, even when unions are formed, they often do not reach legally binding agreements with employers that would give workers more control over their pay, benefits, and protections. 

New research from the ILR School at Cornell University shows that when employers commit unfair labor practices to impede contract negotiations, the chances of winning a first contract within 18 months of voting to form a union decrease by about 71%. 

The study, titled “Breaking the deadlock: How union and employer tactics affect first contract achievement,” was published in the Industrial Relations Journal on February 25 and co-authored by ILR Ph.D. students Johnnie Kallas and Dongwoo Park and the University of Windsor Assistant Professor Rachel Aleks. According to Kallas, many people assume that winning a union election means being able to negotiate a contract readily. Still, in reality, less than half of unions have an agreement one year after an election. This is because nothing in U.S. labor law requires an employer to reach an agreement on a first contract within a given timeframe. Unethical employers can prolong labor talks for years.

According to the National Labor Relations Board, the National Labor Relations Act gives employees the right to bargain collectively with their employer through a representative they and their coworkers choose. The union and employer must bargain in good faith about wages, hours, and other terms and conditions of employment until they agree on a labor contract or reach a stand-off or “impasse.” However, an employer is not legally required to reach an agreement on a first contract within the timeframe union members ask for.

The National Labor Relation Board is the Federal agency that regulates unions outside the transportation sector. Railroads and Airlines are regulated by another agency called the National Mediation Board.

Employer opposition can have a negative impact on unions achieving a first contract, with many engaging in illegal tactics such as spreading rumors about job loss and plant closings. Employers also use other unethical means, such as captive audience meetings, to delay the process. In 39% of cases, employers retained the use of an anti-union consultant.

According to a recent article from Bloomberg Law, the time it takes to negotiate a first contract with a union has increased from an average of 409 days to now an average of 465 days – or well over one year. A typical airline contract takes an average of 4 years to fully negotiate.

However, it is important to note that this is an average, and the actual time it takes to negotiate a first contract can vary depending on various factors such as the industry or sector in which the negotiations are occurring.

Unfortunately, some employers may choose to ignore labor laws altogether. This can result in HR policy blunders and expensive lawsuits filed on behalf of employees who feel that they have been wrongedLaws regarding employees are constantly changing at local, state, and federal levels, and it is essential for managers and personnel in human resources to stay up-to-date on these changes.

According to UnionTrack, workers at St. Charles Medical Center in central Oregon voted to unionize in 2019 and began the long process of bargaining their first contract. However, after hitting roadblocks and inequitable proposals from St. Charles management, the workers voted by 94% to strike. This began a historic nine-day strike, which brought in mass support across Oregon from political leaders, unions, faith, and community organizations. After months of stalling, this strike brought St. Charles back to the table with workable proposals, and the strike gave way to intensive bargaining sessions where a final agreement was reached. The medical techs, technologists, and therapists at St. Charles Medical Center have now ratified their first union contract.

Employees have several options to protect themselves and hold employers accountable when they violate labor laws. One option is to report unsafe working conditions to the government agency that regulates their workplaceEmployees can also file individual lawsuits against employers for employment law violations. Additionally, employees are protected by a variety of federal and state laws, including the National Labor Relations Act and statutes overseen by the U.S. Equal Employment Opportunity Commission, which protect employees from hostile work environments, discrimination, and unfair labor practices. It is important for employees to be aware of their rights and to take action if they believe their employer has violated labor laws.

 

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IAM and United Airlines Tentative Agreements Provide Immediate Benefits

IAM and United Airlines Tentative Agreements Provide Immediate Benefits

IAM and United Airlines Tentative Agreements Provide Immediate Benefits

IAM141.org

United Airlines and the International Association of Machinists and Aerospace Workers (IAM) union have reached tentative agreements covering seven separate workgroups, including fleet service workers, passenger service workers, storekeepers, central load planners, maintenance instructors, fleet technical instructors, and security officers. 

These agreements are intended to provide workplace improvements for covered union members while more comprehensive agreements are negotiated. Union negotiators will begin preparing for new rounds of contract talks in the next few months.

The agreements will provide the highest overall compensation for every covered workgroup and extend outsourcing protections for 17 stations. The deals will extend “no furlough” rules for employees, based on seniority, by twenty years, to June 2019.

The tentative agreements will also include a Ratification bonus for the union, giving members $110 for each year with the company. If ratified, the union will see job protections and pay to improve immediately on the ratification date. The union will also get a $45 million Ratification bonus, which will begin going out in the first pay period after ratification.

“The new agreements will provide immediate job protections and pay increases for our members,” said Mike Klemm, the IAM Union’s District President who helped lead the negotiations. “The Ratification bonus will give our union a significant boost and recognize our members’ years of service to the company.”

The IAM union has been negotiating with United Airlines since 2019, but talks were put on hold due to the COVID-19 pandemic. Negotiations resumed in December 2022 and concluded earlier this month. 

Union Members in good standing will begin ratification votes on all the agreements on April 24 by electronic ballot. The voting period will last until May 1 at 6:00 pm, when all votes will be tallied. 

Local committees are holding informational town hall and break room meetings at airports nationwide, explaining how the agreements will impact each workgroup. A list of dates for the sessions has been published online.

If ratified, the agreements will position United Airlines to outcompete other airlines in a tight labor market by increasing lead pay by $3/hour and boosting wages in some cases to over $40/hour. They will also insource work at 17 airports nationwide and prevent outsourcing for more employees.

The IAM union’s announcement of the tentative agreements is a welcome development for United Airlines, which has faced uncertainty in recent years due to labor disputes and financial challenges. With these agreements, United Airlines is positioning itself to remain competitive in the airline industry and retain its workforce in a tight labor market.

The announcement also has implications for other airlines in the industry, particularly those that may be facing negotiations with the Machinists Union in the near future. If ratified, these agreements could set industry standards for compensation and job security, making it more difficult for other airlines to compete for workers in a tight labor market.

 

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IAM and United Airlines Tentative Agreements Provide Immediate Benefits

April 17, 2023

United Airlines and the International Association of Machinists and Aerospace Workers (IAM) union have reached tentative agreements covering seven separate workgroups, including fleet service workers, passenger service workers, storekeepers, central load planners, maintenance instructors, fleet technical instructors, and security officers. 

These agreements are intended to provide workplace improvements for covered union members while more comprehensive agreements are negotiated. Union negotiators will begin preparing for new rounds of contract talks in the next few months.

The agreements will provide the highest overall compensation for every covered workgroup and extend outsourcing protections for 17 stations. The deals will extend “no furlough” rules for employees, based on seniority, by twenty years, to June 2019.

The tentative agreements will also include a Ratification bonus for the union, giving members $110 for each year with the company. If ratified, the union will see job protections and pay to improve immediately on the ratification date. The union will also get a $45 million Ratification bonus, which will begin going out in the first pay period after ratification.

“The new agreements will provide immediate job protections and pay increases for our members,” said Mike Klemm, the IAM Union’s District President who helped lead the negotiations. “The Ratification bonus will give our union a significant boost and recognize our members’ years of service to the company.”

The IAM union has been negotiating with United Airlines since 2019, but talks were put on hold due to the COVID-19 pandemic. Negotiations resumed in December 2022 and concluded earlier this month. 

Union Members in good standing will begin ratification votes on all the agreements on April 24 by electronic ballot. The voting period will last until May 1 at 6:00 pm, when all votes will be tallied. 

Local committees are holding informational town hall and break room meetings at airports nationwide, explaining how the agreements will impact each workgroup. A list of dates for the sessions has been published online.

If ratified, the agreements will position United Airlines to outcompete other airlines in a tight labor market by increasing lead pay by $3/hour and boosting wages in some cases to over $40/hour. They will also insource work at 17 airports nationwide and prevent outsourcing for more employees.

The IAM union’s announcement of the tentative agreements is a welcome development for United Airlines, which has faced uncertainty in recent years due to labor disputes and financial challenges. With these agreements, United Airlines is positioning itself to remain competitive in the airline industry and retain its workforce in a tight labor market.

The announcement also has implications for other airlines in the industry, particularly those that may be facing negotiations with the Machinists Union in the near future. If ratified, these agreements could set industry standards for compensation and job security, making it more difficult for other airlines to compete for workers in a tight labor market.

 

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30,000 Machinists Union Members at United Reach Tentative Agreement

30,000 Machinists Union Members at United Reach Tentative Agreement

30,000 Machinists Union Members at United Reach Tentative Agreement

On March 29, we informed you that we reached an Agreement in Principle (AIP) with United Airlines on seven contracts covering over 29,000 IAM members at United Airlines. We’re happy to inform you that we have transitioned the AIP into a Tentative Agreement (TA) for you to review and vote on.

All changes to the current agreements can be viewed on our website, iam141.org. It is important to note that only changes will appear on the website. If it is not on the website, then the contractual language remains the same as it does today.

All IAM-United grievance committees attended an informational session yesterday, followed by questions and answers in ORD. IAM District Lodge 141 Officers will also visit each location to explain the tentative agreements and answer questions. Please check the website for what day they will be in your station.

Voting will be conducted electronically by BallotPoint Election Services. You will be sent voting instructions with a Personal Identification Number to the address you have on file with the company. The voting period will commence at 00:01 EDT on April 24, 2023, and last through 18:00 EDT on May 1, 2023.

Please call (888) 608-1411 with questions about voting instructions and electronic voting. Feel free to get in touch with your respective Assistant General Chairperson with questions about specific contract language.

In Solidarity,

Your Negotiating Committee
Olu Ajetomobi
Joe Bartz
Victor Hernandez
Barb Martin
Andrea’ Myers
Terry Stansbury
Faysal Silwany
Erik Stenberg
Sue Weisner

Michael G Klemm
President and Directing General Chair,
District 141,
International Association of Machinists & Aerospace Workers

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

Scholarship Contest is Now Underway!

Scholarship Contest is Now Underway!

The Scholarship Contest is Underway!

IAM141.org

Calling all high school seniors and college and trade school students! Prepare to prove your worth in the arena of the written word by taking part in the 2023 essay competition. This year’s theme is “The rise of public approval of labor unions in the United States.”

In a mere 700 to 1000 words, you can champion the cause of the working class and earn a wealth of funds for your future education. Prizes will be awarded to six exceptional participants, starting at $1,000. The ultimate victor will receive a grand prize of $2,000.

The Essay Competition launched on March 1, 2023, and ends at midnight on July 15, 2023. Winners will be announced on or around August. 1, 2023. Judging will be done by an impartial Scholarship Committee that is not a member of District Lodge 141. Essays must be submitted via email.

Furthermore, the winners of the essay competition will be honored by District 141 of the Machinists and Aerospace Union, where they will be recognized for their exceptional writing skills and commitment to social justice. Additionally, the top entries will be included in our District Journal, which records key events within our District for future generations to see.

So sharpen your quills and unleash your creativity! Submit your entries by the deadline of midnight, July 15, 2023, and join the ranks of the finest writers in District 141. May the odds be ever in your favor!

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Thousands of Dollars in Scholarship Money Will Be Awarded

February 27, 2023

Calling all high school seniors and college and trade school students! Prepare to prove your worth in the arena of the written word by taking part in the 2023 essay competition. This year’s theme is “The rise of public approval of labor unions in the United States.”

In a mere 700 to 1000 words, you can champion the cause of the working class and earn a wealth of funds for your future education. Prizes will be awarded to six exceptional participants, starting at $1,000. The ultimate victor will receive a grand prize of $2,000.

The Essay Competition shall commence on March 1, 2023, and end at midnight on July 15, 2023. Winners will be announced on or around August. 1, 2023. Judging will be done by an impartial Scholarship Committee that is not a member of District Lodge 141.

Furthermore, the winners of the essay competition will be honored by District 141 of the Machinists and Aerospace Union, where they will be recognized for their exceptional writing skills and commitment to social justice. Additionally, the top entries will be included in our District Journal, which records key events within our District for future generations to see.

So sharpen your quills and unleash your creativity! Submit your entries by the deadline of midnight, July 15, 2023, and join the ranks of the finest writers in District 141. May the odds be ever in your favor!

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Do Airline Contracts Expire?

Do Airline Contracts Expire?

Do Airline Contracts Expire?

IAM141.org

You’ve probably heard of the Railway Labor Act if you work at an airline or are a frequent air traveler. This federal law, enacted in 1926, established a framework for labor-management relations in the railroad and airline industries. One of the Railway Labor Act’s most significant features is how it governs airline labor contracts.

Compared to most labor contracts with an expiration date set in stone, union contracts at airlines never truly expire. Instead, they become amendable after a particular date. This means that even if a union contract has passed its amendable date, it remains in effect until a new agreement is reached. Another way to think of it is to consider a union contract at an airline or railroad as “updatable” after a specified date instead of “expired.”

This unique feature of airline labor contracts results from the Railway Labor Act’s goal of promoting stability and avoiding disruptive labor disputes in industries essential to the national economy. Under the Act, airlines and their unions must engage in bargaining and mediation procedures before any work stoppages or strikes occur. This is intended to provide a safety net against any disruption to air travel that could have far-reaching consequences.

Many union contracts governed by the Railway Labor Act have amendable dates about three years after they are signed. Once the amendable date has passed and the agreement can be updated, both sides have a 30-day window to request to open negotiations. The contract will renew if the parties do not request talks during this time.

It’s important to note that the amendable date is one of many opportunities for airlines and their unions to change their labor agreements. Both sides can agree to negotiate outside of this window, and many airlines and unions do so regularly to address changes in the industry and other factors.

The Railway Labor Act’s framework for airline labor contracts has helped to promote stability and avoid disruptions in air travel for almost a century. While negotiating new agreements can be lengthy and complex, it has also led to a relatively stable labor environment in an industry essential to the nation’s economy.

The Railway Labor Act got its name because it was first drafted to prevent powerful rail unions from paralyzing national transportation, which relied heavily on railroads at the time. Airlines were added to the Act once they began to rival rail as a critical method of travel and shipping.

The International Association of Machinists and Aerospace Workers (IAM) has been negotiating with United Airlines for months over new labor contracts covering thousands of employees. The two sides have made some progress, but one sticking point has yet to be resolved: job security and status protections for workers.

According to the Machinists Union, these protections are critical for ensuring United employees have a stable and secure work environment. The union has proposed specific language that would provide significant job security and protections for customer service and ramp workers, stores, trainers, and load planners at the airline. However, United has yet to include these provisions in any updated contract, leading to an increasingly tense negotiation stalemate.

By putting profits ahead of its workers and failing to provide the job security and protections necessary in today’s airline industry, United is positioning itself at a competitive disadvantage. Staffing issues continue to plague the airline industry as carriers seek to recover from the COVID-19 pandemic. While most air travel was grounded in 2020, United offered lucrative payouts to entice as many people as possible to retire as soon as possible. The policy allowed United to pocket millions in unspent wage support payments the airline collected from taxpayers.

United, for its part, has stated that it is committed to achieving a fair and equitable agreement with its union workforce. Still, CEO Scott Kirby has repeatedly demanded the airline return to its dark history of outsourcing employees to low-wage contractors – a return that no union worker supports.

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Do Airline Contracts Expire?

February 22, 2023

You’ve probably heard of the Railway Labor Act if you work at an airline or are a frequent air traveler. This federal law, enacted in 1926, established a framework for labor-management relations in the railroad and airline industries. One of the Railway Labor Act’s most significant features is how it governs airline labor contracts.

Compared to most labor contracts with an expiration date set in stone, union contracts at airlines never truly expire. Instead, they become amendable after a particular date. This means that even if a union contract has passed its amendable date, it remains in effect until a new agreement is reached. Another way to think of it is to consider a union contract at an airline or railroad as “updatable” after a specified date instead of “expired.”

This unique feature of airline labor contracts results from the Railway Labor Act’s goal of promoting stability and avoiding disruptive labor disputes in industries essential to the national economy. Under the Act, airlines and their unions must engage in bargaining and mediation procedures before any work stoppages or strikes occur. This is intended to provide a safety net against any disruption to air travel that could have far-reaching consequences.

Many union contracts governed by the Railway Labor Act have amendable dates about three years after they are signed. Once the amendable date has passed and the agreement can be updated, both sides have a 30-day window to request to open negotiations. The contract will renew if the parties do not request talks during this time.

It’s important to note that the amendable date is one of many opportunities for airlines and their unions to change their labor agreements. Both sides can agree to negotiate outside of this window, and many airlines and unions do so regularly to address changes in the industry and other factors.

The Railway Labor Act’s framework for airline labor contracts has helped to promote stability and avoid disruptions in air travel for almost a century. While negotiating new agreements can be lengthy and complex, it has also led to a relatively stable labor environment in an industry essential to the nation’s economy.

The Railway Labor Act got its name because it was first drafted to prevent powerful rail unions from paralyzing national transportation, which relied heavily on railroads at the time. Airlines were added to the Act once they began to rival rail as a critical method of travel and shipping.

The International Association of Machinists and Aerospace Workers (IAM) has been negotiating with United Airlines for months over new labor contracts covering thousands of employees. The two sides have made some progress, but one sticking point has yet to be resolved: job security and status protections for workers.

According to the Machinists Union, these protections are critical for ensuring United employees have a stable and secure work environment. The union has proposed specific language that would provide significant job security and protections for customer service and ramp workers, stores, trainers, and load planners at the airline. However, United has yet to include these provisions in any updated contract, leading to an increasingly tense negotiation stalemate.

By putting profits ahead of its workers and failing to provide the job security and protections necessary in today’s airline industry, United is positioning itself at a competitive disadvantage. Staffing issues continue to plague the airline industry as carriers seek to recover from the COVID-19 pandemic. While most air travel was grounded in 2020, United offered lucrative payouts to entice as many people as possible to retire as soon as possible. The policy allowed United to pocket millions in unspent wage support payments the airline collected from taxpayers.

United, for its part, has stated that it is committed to achieving a fair and equitable agreement with its union workforce. Still, CEO Scott Kirby has repeatedly demanded the airline return to its dark history of outsourcing employees to low-wage contractors – a return that no union worker supports.

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The largest non-strike rally in the history of commercial aviation took place on Friday. Thousands of airline workers from five different Unions joined forces at ten airports to call attention to foot-dragging by United Airlines in ongoing contract talks with the Air...