United – Emirates Codeshare: Labor is Watching

United – Emirates Codeshare: Labor is Watching

United – Emirates Codeshare: Labor is Watching

Legislation
16 September 2022

Justice at JetBlue requires Just Cause at JetBlue.

“That’s evidence that they are not focused on profitability. They are just focused on flying the airplane somewhere and having the government subsidize it.” -United CEO Scott Kirby.

“Those airlines aren’t airlines. They’re international branding vehicles for their countries.” -Former United CEO Oscar Munoz.

After years of highlighting the unfair business practices of state-owned enterprises (SOE) such as Emirates, Airlines, and other Middle East carriers, United’s announcement of a new codeshare agreement demands scrutiny.

To protect the jobs of U.S. airline workers, there must be continued financial transparency and improved labor standards that ensure fairness is maintained in all Open Skies and codeshare agreements.

Since the beginning of its existence, Emirates Airlines has been sustained by massive government subsidies, unrelated to the global pandemic, used to expand far beyond what market forces could ever support. Their growth, including the Dubai-Athens-Newark service and Milan service, was only possible because of the enormous Emirati funding the airline received. These subsidies put U.S. airlines at a tremendous economic disadvantage and threaten U.S. airline workers’ jobs. American workers can compete with any foreign airline when on a level playing field. We cannot compete against entire countries.

Although the United States and United Arab Emirates signed an agreement in 2018 regarding these issues, the fact remains that there are currently no independent labor unions in the United Arab Emirates. This has led to a systemic, unacceptable assault on airline workers’ rights, with alarming accounts of unfair labor practices and intimidation by employers.

United Airlines employees and union leadership will be watching closely to ensure our scope provisions are rigorously followed and demand the highest labor standards are adhered to across all partnerships. We will act swiftly if needed to protect our long-term career security.

In Unity,

Ken Diaz MEC President AFA-UAL

Richard Johnsen General V/P IAM-UAL

Mike Hamilton Master Chair ALPA-UAL

Craig Symons President PAFCA-UAL

Joe Ferreira Dir. Airline Div. IBT-UAL

 

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JetBlue Management Ramps Up Write-Ups and Terminations After Peak Summer Travel

JetBlue Management Ramps Up Write-Ups and Terminations After Peak Summer Travel

JetBlue Management Cracks Down on Discipline, Write-Ups and Terminations After Peak Summer Travel

Organizing
15 September 2022

Justice at JetBlue requires Just Cause at JetBlue.

Reports around the system are that JetBlue supervisors are turning up the heat and starting to discipline and terminate GO Crewmembers for things that supervisors looked the other way on when they needed all hands on deck during the peak summer travel season.

When GO Crewmembers have a Union Contract, unjustified discipline and terminations will stop. GO Crewmembers will have access to a fair grievance procedure that is NOT controlled by JetBlue management. GO Crewmembers will have trained GO Crewmember Union Representatives that will defend GO Crewmembers who are disciplined or terminated without “Just Cause.”

Every Union Contract contains a “just cause” provision, which has seven tests. If any of the seven tests are not met, then discipline cannot be issued. 

 

These are the seven tests:
(1) Did the employee know the company’s policy;
(2) Is the company’s policy reasonable;
(3) Did the company investigate to determine if the employee violated the policy;
(4) Was the investigation fair and objective;
(5) Did substantial evidence exist of the employee’s violation of the policy;
(6) Was the company’s policy consistently applied; and
(7) Is the discipline reasonable and proportional (did the punishment fit the crime?).

If any of the above tests are not met, then the discipline is unjustified.

Without having “just cause,” JetBlue management can discipline and terminate Crewmembers at any time for any reason. It’s called “at will employment.” The CBB states in part: The guidelines presented in the Blue Book are not intended and will in no way be considered to be a contract of employment between JetBlue and any Crewmember…no Crewmember of JetBlue has a contract of employment. [JetBlue] reserves the right to accept a resignation or to separate the employment relationship at any time within the Company’s discretion…JetBlue management has the sole prerogative and discretion to determine the seriousness of violations.

It’s time for change.

 

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Frontline Power Is Essential to Rebuilding the Labor Movement

Frontline Power Is Essential to Rebuilding the Labor Movement

Frontline Power Is Essential to Rebuilding the Labor Movement

Labor Notes
Excerpted from Democracy Is Power: Rebuilding Unions from the Bottom Up by Mike Parker and Martha Gruelle, available from the Labor Notes store ($15).

Union democracy—defined as rank-and-file power—is the essential ingredient for restoring the power of the labor movement.

Many leaders of the labor movement know that they need members in motion if they’re to win anything. But too many envision a mobilized labor movement as troops ready to respond to the commands of their officers. Top-down control seems so efficient, and times are desperate. Do we really need democracy to have a movement? After all, aren’t people interested in results—not procedures?

There’s a grain of truth to this argument. Among many members, there’s a desire for a “powerful provider” to fight management for them. But even if top-down leadership could get results in the short term, in the long term a union without active members is a union without power—and the bosses know it.

One reason is the very conditions of global capitalism. Global competition means first and foremost that the labor movement must constantly spread. There is no security in organizing one workplace, one industry, or one company. If the organizing does not keep spreading to “take labor out of competition,” union conditions will die.

This process of continuous organization requires not thousands but millions of organizers—millions of workers who tell their sisters, cousins, friends, and lovers they’d be crazy not to join a union. Not millions of members who, when asked, answer, “Yeah, I was in a union once, they didn’t do anything for me.”

If we want members to go out and recruit, then the union has to deliver in the workplaces of the already organized. Members who see their union as a partner with management or as another boss will not carry a strong union vision to their non-union sisters and brothers.

After all, workers who want a union where they work are the ones that management calls troublemakers. It takes only a few moments with these troublemakers to understand that those who refuse to accept injustice from management will not accept it from union leaders either. If we are to recruit, organizers have to be able to look these potential members in the eye when they say, “Your union will belong to you.”

PREPARING THE GROUND

Unions have grown the most in surges, when hundreds of thousands of workers were inspired to act, rather than by slow accretion, one drive at a time. No one knows what will touch off the next upsurge in American history. We do know that we can’t make it happen just by having the right ideas and working hard. Movements grow in part when people respond to big changes in the economy and society.

Does this mean we should just sit back and wait? Far from it. We need to do everything we can to grow now, but in a way that prepares our organizations. We need democratic unions today, to train thousands of leaders and members who’ll be able to step up when the time demands.

In the end, the goal of our movement is not just bigger unions. It’s for working people to function as human beings—not bootlickers, not cogs—starting with our jobs, where we spend most of our waking hours. When we leave our jobs at the end of the day, we should be as healthy as when we started. We should be able to look at the next day, and our retirement years, with a feeling of security, not dread.

Our larger goal is for workers to exert power collectively in the workplace and society—and for that you need much more than bigger unions. You need powerful workers.

The above is an excerpt from Democracy Is Power: Rebuilding Unions from the Bottom Up by Mike Parker and Martha Gruelle. The book is back in print and available from the Labor Notes store ($15).

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Summer of Solidarity at “Airline Local” 1833 in MSP!

Summer of Solidarity at “Airline Local” 1833 in MSP!

The Minnesota State Fair is the perfect place to show union pride and solidarity. “Airline Local” 1833 President Mary Sansom is going to make sure that the Machinists Union are front and center. Photo Credit: Minnesota State Fair Planning Committee

Summer of Solidarity at the Great Minnesota Get-Together

Service to the Community
2 September 2022

Going back as far as anyone can remember, Airline Local 1833 has held a prominent role at the Minnesota State Fair, which the locals call the “Great Get-Together.” The Get-Together, which began as a way for area farmers to close out the Mid Western summer growing season, attracts more attendees yearly than any other state fair in the US. 

Notable among the children sporting farmer-themed face paint, musical acts, and concession stands are an impressive cadre of labor unions. Led by the Minnesota AFL-CIO, working Mid Westerners represented at the Fair include Iron and Sheet Metal Workers, Educators, and Medical Workers, among others. And, right in the center of them all, in the very heart of the Fair itself, is Mary Sansom. Mary is the President of “Airline Local” 1833 in Minneapolis, representing Union Members at Southwest Airlines and United, both of which are home to increasingly tense labor negotiations. “Don’t forget Southwest!” Mary quickly reminded me when I called her this afternoon about her Local’s support of the Get-Together and her brief meeting with US Senator and former Presidential Candidate Amy Klobuchar. The Local is also home to area workers at American Airlines, which settled their contract just as COVID-19 was starting.

I found out that Klobuchar had stopped by the Machinists Union kiosk at the Get-Together when Brian Vega texted me a photo of Mary standing next to Klobuchar, holding a “CONTRACT NOW” flyer, which have become ubiquitous at United Airlines. Brian is the Social and Video Media Coordinator for Machinists Union District 141.

“When it comes to our union, Klobuchar just breezes through like that,” Mary said of the encounter. “She stands with us on most issues,” she said. “And, there are a few areas where she needs a little more encouragement from us,” she said laughingly. Told of the ongoing tensions surrounding contract negotiations, the Senator responded simply, “So I’ve heard.” “Klobuchar and the Machinists Union haven’t always seen eye-to-eye on every issue,” Mary said of the Senator. “But, if she’s here to support our Contract Negotiations at United and Southwest, she’s on the right track.”

In addition to Klobuchar, Minnesota Representatives Angie Craig, Dean Phillips, and members of Machinists Union District 77 also stopped by to show solidarity for airline workers engaged in contract negotiations.

“Southwest has been working under an amendable contract since 2018,” Mary explained. “And now if we add all our members at United, there’s a lot of airline workers getting fed up.”

Mary, who leads the yearly effort to bring the Machinists Union to the Fair, said that politics are far from the main reason for attending. “I’ve been here for 48 years,” she said. “And, this has been going on for at least that long,” continued, explaining that the long-standing tradition of Machinists Union support for the State Fair and surrounding region is an integral part of the culture of Local 1833. “The Nurses Union out here could be facing a strike,” she said. We want to stand in solidarity with them right now. We also want to show support for Starbucks workers who are organizing, and Trader Joe’s and Amazon,” she continued. “These are new unions,” she said, “and they could use a hand. We need to stand with our union brothers and sisters when it matters.”

No Amazon facility in Minneapolis has been successfully organized thus far. However, one of the Staten Island Sorting Facility’s lead organizers, the Nation’s first to form a union successfully, will be a featured guest at the upcoming Machinists District Convention in Orlando, Florida. Tristan Lion Dutchin, who helped lead the effort to unionize Amazon, has been a frequent attendee at organizing events at JetBlue’s JFK hub, alongside Machinists Union organizers. 

According to Mary, networking is a vital part of unionism, both with other unions and within the communities they call home. “We’re out here to make State Fair visitors aware of the work that Unions do and why we’re still relevant,” she said. “A lot of your neighbors might be union, and you’d never know it,” she said, explaining why community involvement is critical to unions. 

An easy walk from political headquarters, it is not uncommon for elected representatives to stop by the Machinists Union kiosk at the Minnesota State Fair. Above, United States Representative Angie Craig (in red), and below, US Representative Dean Phillips took a moment to show support for Machinist Union Members engaged in ongoing contract talks with United and Southwest.

“Plus,” she said, “this is great for our members!” Mary detailed the vital role retirees play in setting up the Machinists Union Kiosk and the crash course that new Union Stewards get when they’re thrown into the mix. “It’s a lot to have thrown at them, but they meet everyone and just learn so fast,” Mary explained of volunteers experiencing their first time at the Fair. Mary has had time to be well-versed on the topic of unionism in her decades within the airline industry. A former employee at Northwest, she famously quit the airline bcause she refused to work for a non-union carrier. Over the years, she has served as a trusted mentor for generations of new union members in Minneapolis. 

The next morning, Mary passed the Machinists Kiosk over to Local 1833 Trustee Jan Haber, Local 623 (St. Cloud, MN) union member Joe Baretta and District 77 Rep Andrew Peltier who were left with staffing duties and a request for pictures.

“I’m really excited about Joe and Andrew because this is the first time in a very long time that the other IAM members from the other industries in MN have staffed the kiosk,” she said.

Which is why Mary has decided to defiantly place the Machinists Union directly in the heart of the largest State Fair in the Nation. “We have prime real estate on the State Fairgrounds,” Mary said. “We’re in the middle of everything,” she said of the location of the Local 1833 Fair Kiosk. The DNC has an office right there, so anyone trying to get elected or re-elected needs to come right past us” she said, “and the AFL-CIO is just next door, and there’s a beer hall right across the road,” she said with a laugh. “Everyone wants to be here, but we won’t surrender our spot.”

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An Immediate Benefit to Unionizing: Negotiating a Legally Binding Contract

An Immediate Benefit to Unionizing: Negotiating a Legally Binding Contract

An Immediate Benefit to Unionizing: Negotiating a Legally Binding Contract 

Organizing
9 August 2022

One of the many benefits of unionizing is that GO Crewmembers will gain the right to negotiate a legally binding contract. Under the law, wages, benefits, and working conditions are all “mandatory subjects of bargaining” and JetBlue management MUST bargain in “good faith” with us. That means JetBlue management must negotiate in a way that will bring about an agreement. That’s the law.

That’s important because it gives GO Crewmembers the right and opportunity to lock in what we like about our current job, negotiate improvements to the things that need to be fixed, AND negotiate protections during the merger with Spirit.

JetBlue executives are trying to talk Crewmembers out of negotiating a legally-binding union contract. Yet, none of them would dream of working without a contract in a million years.

For example, currently in FLL, approximately half of the part-time bid lines are now relief lines in which GO Crewmembers have to bid every two weeks. That’s right EVERY TWO WEEKS! With a contract, we can fix that. What about the locations where JetBlue management just involuntarily cut full-time hours from 40 to 32? With a contract, we can fix that too.

What about pay? Once we unionize, we have the right to negotiate higher wages. Without a contract, we have no guarantees of any wage increases. The announced wage increases in 2023 are not guaranteed. We already experienced not receiving scheduled wage increases in 2021, due to the pandemic (NOTE: all UNION airlines received their pay increases in 2021 because of their contracts). And, the 2023 pay scale, even with the raise, is the lowest among the major US airlines.

By unionizing, we will take control over our destiny. We will have a strong voice to protect OUR interests.

Remember, if we don’t have a seat at the table, we are likely on the menu.

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Machinists Union Air Transport Chief Demands JetBlue Restore Workers’ Hours and Pay

Machinists Union Air Transport Chief Demands JetBlue Restore Workers’ Hours and Pay

FOR IMMEDIATE RELEASE:

Contact:
James Carlson (202) 500-3916 jcarlson@iamaw.org

Machinists Union Air Transport Chief Demands JetBlue Restore Workers’ Hours and Pay

WASHINGTON D.C., August 22, 2022—International Association of Machinists and Aerospace Workers (IAM) Air Transport General Vice President Richard Johnsen today demanded that JetBlue Airways management immediately reverse its decision to cut JetBlue Ground Operations workers’ hours and pay.

Earlier this month, JetBlue management announced cuts to Ground Operations workers’ hours in certain locations on the airline’s system. In many cases, these cuts will result in a 20 percent reduction in pay. “The lack of respect JetBlue management has for its Ground Operations workers is utterly unacceptable. They just spent $3.8 billion to merge with Spirit Airlines and now they cut the hours and pay of the very workers who they claim will benefit from JetBlue’s merger with Spirit,” said IAM Air Transport General Vice President Richard Johnsen. “The IAM will not stand by as JetBlue management takes advantage of the hard-working women and men who have made JetBlue a success. They deserve better.”

JetBlue Ground Operations workers are currently pushing to file for a union election with the Machinists Union, the largest airline union in North America. The goal is to win union representation with the IAM and negotiate a contract that will advance and protect their interests during the merger process with Spirit Airlines. “I want every JetBlue Ground Operations worker to know that the IAM stands with you in your effort to unionize with the IAM and gain a voice in the future of your airline,” continued Johnsen. “JetBlue management needs to stop speaking out of both sides of its mouth. Publicly, CEO Hayes paints the rosiest of pictures when he lauds the benefits of its $3.8 billion merger with Spirit.

But, behind the scenes Ground Ops employees are working in very tough conditions, and now many of them have to contend with hour and pay cuts of up to 20 percent.

Make no mistake, our friends in Congress will be fully informed regarding what’s going on at JetBlue.” Recently, JetBlue Airways and Spirit Airlines announced a $3.8 billion merger agreement. The merger is expected to receive intense scrutiny by the federal government, as airlines have struggled with operational reliability and rising air fares.

The IAM is the largest airline union in North America. 

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

Get Printable Copy >>

JetBlue Ground Operations Crewmembers, please sign a card authorizing a union election at JetBlue.

Request an Authorization Card Here >>