Spirit Airlines Negotiations Update

Spirit Airlines Negotiations Update

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Spirit Airlines Negotiations Update


September 29, 2021

 Dear Brothers and Sisters, 

As you are aware, Spirit Airlines has advised you of their request for Meditation Services. We are disappointed that the airline has decided to take this position. The IAM and your negotiating team have been working hard on your behalf and were approaching the compensation portion of the negotiations. As the Company stated in their communication, there exist only a few remaining areas of disagreement, making the decision by the company all the more frustrating. 

Rest assured that, even in meditation, the IAM will continue to seek industry-standard compensation for its members at Spirit Airlines. Any compensation offer falling below acceptable industry standards is an insult to our members and obviously unacceptable. Your continued support is needed now more than ever. We look forward to the response of the National Mediation Board, and we will respond accordingly. Your negotiating team will continue to keep you updated. 

Fraternally, your IAM District 141 negotiating team: 

Michael G. Klemm

Tony F. Gibson 

Gregory De La Cruz

Almarie Jean

Linda Germain

Christopher Willis 

 

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

DOJ: JetBlue, American Airlines Deal is a “De-Facto Merger.”

DOJ: JetBlue, American Airlines Deal is a “De-Facto Merger.”

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DOJ: JetBlue, American Airlines Deal is a “De-Facto Merger.”

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This sweeping partnership is unprecedented among domestic airlines and amounts to a de facto merger between American and JetBlue.

The U.S. Department of Justice, together with Attorneys General in six states and the District of Columbia, is suing to stop the virtual merger of  American Airlines and JetBlue. The two airlines are trying to consolidate their Boston and New York City operations with the “Northeast Partnership,” as the arrangement is called.

In a civil antitrust complaint, the DOJ argues that the partnership will act as a de-facto merger, eliminating important competition in the New York and Boston markets, and greatly diminish competition between the two carriers everywhere they interact. The deal would create a level of coordination that violates antitrust laws, according to the DOJ.

If allowed to proceed, the near-merger will further consolidate an already highly concentrated industry.

Federal law prevents a single company, entity, or partnership from eliminating competition within a given market, and creating a monopoly on goods and services. Monopolistic power allows companies to completely control the prices and availability of their products, creating dangerous economic bottlenecks that can destabilize markets. According to the DOJ allegations, this is exactly what American Airlines has been attempting to do for years. American executives have created informal mergers since the airline cannot legally control more markets through a legal merger process. 

The International Association of Machinists and Aerospace Workers union has expressed concern that the informal merger between American Airlines and JetBlue could threaten the jobs of JetBlue Ground Operations Crewmembers. In examples where the two airlines have overlapping services, union workers at American would be impossible to remove from their jobs, thanks to unbreakable job protections that American ramp workers negotiated and ratified in 2020. However, non-union JetBlue Crewmembers would have no such job protections, and could potentially be fired and replaced with the unionized workers at American. 

JetBlue does not formally lay off non-union employees, the company just fires them. 

From the Department of Justice statement:
“Millions of consumers across America rely on air travel every day for work, to visit family, or to take vacations. Fair competition is essential to ensuring they can fly affordably and safely,” said Attorney General Merrick B. Garland. “In an industry where just four airlines control more than 80% of domestic air travel, American Airlines’ ‘alliance’ with JetBlue is, in fact, an unprecedented maneuver to further consolidate the industry. It would result in higher fares, fewer choices, and lower quality service if allowed to continue. The complaint filed today demonstrates the Justice Department’s commitment to ensuring economic opportunity and fairness by protecting consumers and competition.”

“The Northeast Alliance would eliminate significant competition in this important industry,” said Acting Assistant Attorney General Richard A. Powers of the Justice Department’s Antitrust Division. “This sweeping partnership is unprecedented among domestic airlines and amounts to a de facto merger between American and JetBlue in Boston and New York City. The impact on consumers extends far beyond Massachusetts and New York, as evidenced by the participation and our ongoing cooperation with Attorneys General from across the country, including Arizona, California, Florida, Massachusetts, Pennsylvania, Virginia and the District of Columbia, in this lawsuit.” 

The Northeast Alliance combines American’s and JetBlue’s operations at four major airports: Boston Logan, John F. Kennedy, LaGuardia, and Newark Liberty. The airlines have committed to coordinate “on all aspects” of network planning, including which routes to fly, when to fly them, who will fly them and what size planes to use for each flight. The two airlines will also share revenues earned at these airports, eliminating their incentives to compete. The Northeast Alliance will also allow the parties to pool their gates and takeoff and landing authorizations, known as “slots.” According to the complaint, this unprecedented combination would raise prices and reduce choices for air passengers traveling to and from Boston and New York City. 

As alleged in the complaint, American is the largest airline in the world. Just four airlines — American, Delta, United, and Southwest — collectively control 80% of domestic air travel. According to the complaint, American has relentlessly pursued an industry consolidation strategy in the United States and worldwide. Unable to combine with foreign airlines through formal mergers, American has pursued consolidation through a series of international joint ventures. The complaint alleges that JetBlue’s CEO stated, “it may look as if a dozen or more airlines [are] providing service. But when you go under the surface, it’s really just three big mega-alliances controlling 87% of the traffic…Consumers effectively have very little choice in markets where JVs have a stranglehold – and they also face higher fares.” The Justice Department alleges that American now seeks to import this strategy to domestic air travel.

According to the complaint, JetBlue has positioned itself as an essential source of competition against American and the other large airlines, particularly in the northeast. According to the complaint, JetBlue’s reputation for lowering prices is so established that the industry refers to it as the “JetBlue Effect.” JetBlue’s internal estimates show that it has saved customers at least $10 billion since its launch, offering lower fares and better service and forcing its competitors to do the same.     

According to the complaint, the Northeast Alliance will cause hundreds of millions of dollars in harm to air passengers across the country through higher fares and reduced choice. The complaint alleges that JetBlue and American planned to compete more intensely before entering the Northeast Alliance, including Boston, New York City, and other areas. If allowed to proceed, the Northeast Alliance would eliminate this important existing and future competition — creating, as American’s senior executives put it, “further domestic consolidation.” The Northeast Alliance will dampen American’s incentive to expand service elsewhere in its network and will significantly reduce JetBlue’s incentives to challenge its much more significant partner across the country.  

American Airlines Group Inc. is a Delaware corporation with its headquarters in Fort Worth, Texas. In 2019, it flew over 215 million passengers to approximately 365 locations worldwide, earning about $45 billion in revenues.  

JetBlue Airways Corporation is a Delaware corporation with its headquarters in Long Island City, New York. In 2019, JetBlue flew over 42 million passengers to approximately 100 locations worldwide, earning about $8 billion in revenue. 

 

Recent Articles

141 Report: Interview with Mike Klemm, PDGC of District 141

141 Report: Interview with Mike Klemm, PDGC of District 141

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Dave Lehive gets District 141 President and Directing General Chair Mike Klemm on record with updates and news on negotiations, COVID recovery and vaccinations, and other hot topics. This 141 Report is a must-see! 

141 Report: Interview with Mike Klemm, PDGC of District 141

Dave Lehive gets District 141 President and Directing General Chair Mike Klemm on record with updates and news on negotiations, COVID recovery and vaccinations, and other hot topics. This 141 Report is a must-see! 

We begin with Mike telling his story about how he “grew up” at JFK Airport in New York City and first became a Shop Steward at Local Lodge 1322 in 1999. He was elected Grievance Committee Representative two years later, and in 2006 won election as Committee Chair for JFK and LGA. He was later elected Assistant General Chair of District 141, becoming President and Directing General Chair in 2015. 

The conversation goes right into contract negotiations, beginning with the successful joint collective bargaining agreement signed with American Airlines 18 months ago. That agreement raised the bar for wages, benefits, and work rules for the entire airline industry, earning the highest rate of approval for ratification of any contract in the history of District 141. 

Assistant General Chair Tony Gibson is leading negotiations with Spirit Airlines, seeking improvements to the first contract reached with that carrier. The process is expected to continue through the fall. 

We move on to Hawaiian Airlines, where ongoing expedited negotiations are modeled after the successful process that was used with United Airlines in 2016. Delays due to COVID restrictions have slowed down the process, and both sides differ on key issues, such as wages, benefits, job protections, and scope. Mike is looking forward to a quick resolution at the next scheduled meeting in the next 4 to 6 weeks. If an agreement is not reached, the union will end expedited negotiations and will proceed to negotiations per Section 6 of the Railway Labor Act, which sets the legal framework for collective bargaining in the airline industry. 

United Airlines presents the biggest challenge to successful negotiations because of the airline’s business model, which relies heavily on business and international travel – two areas that have been the slowest to see a post-COVID recovery. United is still operating fewer flights and offering lower fares than in 2019, although executives predicted a return to profitability in the third and fourth quarters of 2021. These factors, along with the new executive leadership at the airline, require a careful assessment of conditions before jumping into a full negotiations process. The negotiations were paused in 2020 due to COVID restrictions, and to dedicate resources to protecting jobs and scope during the pandemic. 

Mike reminds us that United enjoyed the highest profits in its history before the pandemic thanks to the hard work and dedication of Machinists Union members. District 141 plans to survey members before deciding if expedited negotiations are still the best alternative to reach an industry-leading contract that rewards that hard work. Negotiators will evaluate how many issues need to be addressed to have a more defined agenda before a planned meeting with United negotiators in the fall. 

Klemm also comments on United’s policy announced today that will require all US-based employees to be fully vaccinated against COVID by October 25, 2021. As an incentive, the company is offering a paid day off for employees who upload vaccination records to the United intranet before September 20, 2021. 

Today’s announcement reverses Kirby’s statement he made in January of this year when he said, “I don’t think United will get away with and can realistically be the only company that requires vaccines and makes them mandatory. We need some others…to show leadership, particularly in the healthcare industry.” District 141 stands by the position shared with members at that time, encouraging incentives, not mandates. “We expected better collaboration between United’s executives and the airline’s unions on this critical issue. Clearly, we are working with a different regime, the Oscar Muñoz style of management is over,” said Klemm.

In related news, contract negotiations with Flagship Facility Services in SFO progressed quickly under the leadership of AGC Troy Rivera and members there ratified a contract in June. 

Brother Mike Klemm leads the largest district in the IAMAW, which has doubled its membership numbers since 2008, when most of the executive board members took office. Yet, the leadership is focused on the needs of every member and returns every call and answers every email. The efforts of district officers to date have saved the jobs of 29 members who were wrongly terminated in 2021, with 1,200 jobs saved since 2008. They have also won over $190,000 in bypass and back pay in 2021, and close to $3 million since 2008. 

Dave and Mike describe how every department in the District serves an important function for members, from Safety to Education, Legislative and MNPL, Community Service, and EAP.

During Klemm’s tenure, he has led a team that has implemented the GSAP safety program at American, has made member education available to all locals, has increased fundraising to support our allies in elected office, and is currently expanding community service programs so they serve the needs of the communities where our members live. The Employee Assistance Program serves members facing many mental health issues besides alcohol and drug abuse that have become more prevalent during the pandemic. And the Communications team keeps everyone informed because an informed union member is a powerful union member. 

Finally, Mike and Dave speak about the importance of organizing and how it relates to everything District 141 does. Non-union carriers like jetBlue and Delta spend millions every year to keep out unions because they know we will negotiate a seat at the table, respect, and a better quality of life for workers. When we negotiate contracts, they set a higher standard for non-union workers as well. 

“Could you imagine how powerful we would be if everybody in the airline industry was in a union?” asks Mike, in a call to action. 

There’s no time to waste, we have work to do. 

The American Labor Movement Loses an Icon

The American Labor Movement Loses an Icon

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The American Labor Movement Loses an Icon

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Richard Trumka, President of the AFL-CIO, has died at the age of 72. His cause of death has yet to be announced.

This post has been updated to include a reaction from IAMAW International President, Robert Martinez.

Reaction from labor leaders was swift. “The labor movement lost an icon today at the worst possible time,” said Mike Klemm on behalf of IAMAW District 141. “Brother Trumka was the heartbeat of the working people of America. He will be sorely missed.”

Klemm is the President of District 141 of the International Association of Machinists and Aerospace Workers, the largest transportation and aviation union in North America. The IAMAW has been affiliated with the AFL-CIO for over 100 years, and Trumka worked closely with the union and their leadership, often lending his fiery oratory to the cause of advancing the interests of airline workers.

International President Robert Martinez mourned the loss of Rich Trumka but recalled with pride the legacy he built for American workers.

“Today, workers across the world mourn the loss of a labor movement giant and working people’s champion, AFL-CIO President Richard Trumka,” Martinez said. “Rich revitalized the labor movement and stood toe-to-toe against any enemy standing in the way of dignity and justice on the job. He made life better for working people across our nation and the world. Our heart goes out to his family, friends, and the entire AFL-CIO.”

“The IAM will forever be grateful to President Trumka for standing up for IAM members all across our different industries. Rich marched on our picket lines and helped lead efforts to improve the lives of working families. He was a fighter for change, and his work will never be forgotten. The IAM will honor Rich in a way he would want us to–fighting like hell to pass his legacy legislation, the Protecting the Right to Organize Act.”

The AFL-CIO is the largest and most powerful federation of labor unions in the United States. Altogether, the AFL-CIO maintains employee-company agreements that cover 12 million working people in the United States. Trumka, a former United Mine Workers of America President, began leading the AFL-CIO in 2009.

Upon news of his death, AFL-CIO Communications Director Tim Shlittner vowed to continue Trumka’s work and committed to preserving and honoring his legacy. 

“Standing on Rich’s shoulders, we will pour everything we have into building an economy, society and democracy that lifts up every working family and community,” Shlittner said in the statement.

“He was a relentless champion of workers’ rights, workplace safety, worker-centered trade, democracy, and so much more,” he continued. “He was also a devoted father, grandfather, husband, brother, coach, colleague, and friend. Rich was loved and beloved. Today, the 56 unions and 12.5 million members of the AFL-CIO mourn the passing of our fearless leader and commit to honoring his legacy with action.”

Rich Trumka, the legendary leader of the AFL-CIO, has passed away today at the age of 72. He is pictured here with Local 914 President Bill Gula (left) and Ines-Garcia Keim, President of the New Jersey State Council of Machinists.

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Survey: 82% of JetBlue Ground Workers Worry About Getting Fired

Survey: 82% of JetBlue Ground Workers Worry About Getting Fired

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Survey: 82% of JetBlue Ground Workers Worry About Getting Fired

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A recent survey of 900 Ground Operations workers at JetBlue found that a stunning 82% of respondents reported fearing they might lose their jobs as the pandemic ravaged the airline industry in 2020.

JetBlue Ground Operations Crewmembers can support union organizing by signing a card authorizing a union vote. Add your name at the Justice at JetBlue webpage.

JetBlue Ground Operations workers load and unload baggage, among other tasks, such as moving and inspecting aircraft on the tarmac and at the gate.

While pandemic-related slowdowns in the airline industry are likely driving the unusually high fear of terminations, the survey paints a picture of a tense workplace at JetBlue. 77% of JetBlue Ground Operations workers rated the professionalism of their supervisors at three stars or less on a scale of 0-5, with 5 being the best score. Only 23% of participants gave their supervisors a score higher than three stars. 68% said their supervisors do not respect Ground Operations employees, and 77% reported that management had inconsistent work rules. Complaints of favoritism have plagued the airline for years.

Overall, JetBlue Ground Operations Crewmembers rated the JetBlue workplace three stars out of five, indicating widespread dissatisfaction. 

Union organizers at JetBlue have observed a pervasive climate of fear at the airline. Frank Giannola, Director of Membership Services at District 141 of the International Association of Machinists and Aerospace Workers, suggested the fear of supervisors is fueling in part a recent uptick in union interest at JetBlue. “These guys depend on supervisor grace at an existential level,” he said. “Supervisors at JetBlue have a lot of power compared to other airlines, and a lot of them are bullies,” Giannola said.  “At JetBlue, access to overtime, job security… all of it – is only as secure as their most sadistic supervisor allows it to be.”

Ground Ops: Authorize a union vote at JetBlue >>

One unusual way that JetBlue supervisors exert undue power at the airline is centered on random drug screenings. According to Giannola, management has weaponized random drug tests at JetBlue. The worry isn’t limited to those who are suspected of misuse of illicit substances. “These guys are worried about getting sent home without pay while they wait for the results of a BS drug test to come back,” Giannola said. “This kind of thing is completely unheard of at a union workplace,” he said. “They just don’t mess with union workers like that.”

While low pay and overall compensation were top issues for GO Crewmembers, they were closely tied to the potential for supervisors at the airline to abuse their power. When asked how fairly supervisors applied overtime rules, 86% of respondents awarded JetBlue three stars or less, with only 14% giving the airline a better than mediocre score. Another 14% rated the overtime rules at JetBlue with only one star. Non-union employees can be forced to work past their shifts without being paid a premium for overtime, as long as they don’t go past 40 hours in a week. JetBlue is toying with the idea of changing this rule but hasn’t committed to anything yet. 

IAMAW union contracts require premium overtime pay to kick in when a worker goes past their scheduled work hours, with rules that allow for time-and-a-half and double-time overtime pay. At United, if ground workers are required to work mandatory overtime for two days in a row, their contract requires them to be paid double-time on the second day, and on every consecutive day after that.  

Union members working at airlines could not be subjected to involuntary layoffs throughout the pandemic, including having their hours reduced from full-time to part-time. Airlines that wanted to reduce their workforces had to pay bonuses to encourage retirements. Giannola suggested that JetBlue could avoid layoffs altogether because managers can summarily fire Ground Operations workers instead. “Through the pandemic, if JetBlue wanted to reduce its workforce, they could just fire any non-union people they wanted, for any reason or no stated reason at all. If I had to guess why so many Ground Operations workers were worried about losing their jobs, that would probably be it.”

The survey of 985 current and former JetBlue Ground Operations workers was conducted by phone and email between July 7 and July 23, 2021. 

TAKE ACTION: Authorize a Union Vote at JetBlue Ground Ops>>

 

JetBlue Workplace Survey Results

Overall, how would you rate JetBlue as an employer?

JetBlue Ground Operations Crewmembers rate their workplace three stars out of a possible five, with five being the best score and one being the worst.
Breakdown:

Very good: 14%
Good: 9%
Mediocre: 45%
Poor: 23%
Very Poor: 9%

How would you rate the professionalism of your supervisors?

Very good: 9%
Good: 14%
Mediocre: 36%
Poor: 27%
Very Poor: 14%

Please rate your supervisors on how fairly they enforce work rules.

Very good: 9%
Good: 14%
Mediocre: 27%
Poor: 32%
Very Poor: 18%

Please rate your supervisors on how respectful they are to Ground Ops Crewmembers.

Very good: 14%
Good: 18%
Mediocre: 32%
Poor: 18%
Very Poor: 18%

Please rate the likelihood that, if a JetBlue employee works hard and follows the rules, they will be able to keep their job.

Very good: 23%
Good: 27%
Mediocre: 23%
Poor: 14%
Very Poor: 14%

In the past year, have you personally been worried about losing your job for any reason?

Yes: 82%
No: 18%

Please rate JetBlue policies on BREAK and LUNCH PERIODS.

Very good: 9%
Good: 9%
Mediocre: 27%
Poor: 18%
Very Poor: 36%

How would you rate the current OVERTIME RULES at JetBlue?

Very good: 5%
Good: 9%
Mediocre: 36%
Poor: 36%
Very Poor: 14%

Please rate the current SAFETY PROGRAMS at JetBlue.

Very good: 14%
Good: 9%
Mediocre: 45%
Poor: 9%
Very Poor: 23%

In the past year, have you personally been injured at work?

Yes: 27%
No: 59%
Would rather not say: 14%

(If yes), did your injury result in a loss of work hours? Did you need to miss work as a result?

Yes: 67%
No: 33%

Please rate the PAY AND COMPENSATION at JetBlue.

Very good: 5%
Good: 5%
Mediocre: 45%
Poor: 23%
Very Poor: 23%

I feel that my company values the work I do.

Strongly Agree: 5%
Agree: 5%
Neutral: 27%
Disagree: 27%
Strongly Disagree: 36%

I get enough training and support to do my job properly.

Strongly Agree: 9%
Agree: 27%
Neutral: 23%
Disagree: 27%
Strongly Disagree: 27%

I always feel safe at work.

Strongly Agree: 9%
Agree: 23%
Neutral: 27%
Disagree: 23%
Strongly Disagree: 18%

Workplace Priorities for JetBlue Ground Operations

Premium Pay for certain shifts / Net promoter score: 81.82
Longevity Pay Increases / Net promoter score: 81.82
Profit Sharing Increase / Net promoter score: 72.73
Triple-Time for Holidays Worked / Net promoter score: 81.82
More Defined Holidays / Net promoter score: 68.18
Improved Work – Life Balance / Net promoter score: 88.5

 

Recent Articles

2021 Adolph Stutz Memorial Scholarship Winners Announced

2021 Adolph Stutz Memorial Scholarship Winners Announced

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August 1, 2021
 

On behalf of the District Lodge 141 Scholarship Committee, I am pleased to announce the results of the Adolph Stutz Memorial Scholarship Award competition for 2021.

The top award of $2,000 goes to Anabel DeJesus of Spring, Tex. Anabel is the daughter of Luis J. DeJesus, a baggage handler at United Airlines and a member of Local Lodge 811. She is a student at Sam Houston State University, where she majors in graphic design.

Six runner-up awards of $1,000 will be presented to (listed in alphabetical order):

Olivia Amendolara of Seaford, N.Y. Olivia is the daughter of Nick Amendolara, an RSM at United Airlines and a member of Local Lodge 845. She is an incoming freshman at Chapman University.

Alexandria Henderson of Dyer, Ind. Alexandria is the daughter of Thomas Voas, a Ramp Service Employee at United Airlines and a member of Local Lodge 1487. Alexandria is a student at Indiana State University in Bloomington.

Rayna Holandi of Villa Park, Ill. She is a Customer Service Representative at United Airlines and a member of Local Lodge 1487. Rayna attends Eastern Gateway Community College.

Sofia La Grasta of Whitestone, N.Y. Her father, Mike La Grasta, is a Customer Service Representative at United Airlines and a member of Local Lodge 1322. Sofia is a student at the State University of New York at New Paltz.

Iain McCutchan of Kenosha, Wis. Iain is the son of Steve McCutchan, an OPBLP at United Airlines and a member of Local Lodge 1487. He is an incoming freshman at the University of Washington at Whitewater.

Joseph Triano of Kenilworth, N.J. Joseph’s father, Gary Triano, is an LDRSE at United Airlines and a member of Local Lodge 914. Joseph is a student at Northeastern University in Boston, Mass.

To the winners: Congratulations! To receive your award, you must mail to me, at the address on the bottom of this letter, confirmation of your enrollment at an accredited college or university for the Fall 2021 term and that you are taking a minimum of six credits. A copy of a signed, valid registration or class schedule confirmation will be satisfactory. Once this confirmation has been received, the AGC in your area will notify you when you can receive your check at a Local Lodge meeting. To those who did not win: The Scholarship Committee commends your interest and efforts in the 2022 competition. We encourage you to try again next year!

Sincerely,

Daniel J. Brin
Chair, District Lodge 141 Adolph Stutz Memorial Scholarship Committee

Send confirmation of enrollment to:
P.O. Box 8160 • Calabasas, CA 91372