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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IAM Reopens Winpisinger Education and Technology Center to In-Person Classes

IAM Reopens Winpisinger Education and Technology Center to In-Person Classes

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IAM Reopens Winpisinger Education and Technology Center to In-Person Classes

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With COVID-19 protocols in place, the IAM reopened its classrooms this week at the William W. Winpisinger Education and Technology Center in Hollywood, MD, to participants resuming in-person programs for the first time since March 2020. The nearly two dozen IAM members are attending Leadership 1.

Many thanks to the IAMAW Journalists at GoIAM.org, who first produced and published this story.

With COVID-19 protocols in place, the IAM reopened its classrooms this week at the William W. Winpisinger Education and Technology Center in Hollywood, MD, to participants resuming in-person programs for the first time since March 2020. The nearly two dozen IAM members are attending Leadership 1.

“Our instructors and members quickly and successfully adapted to an online learning environment, but there’s nothing like face-to-face worker education to build and strengthen relationships among our participants,” said Winpisinger Center Director Chris Wagoner. These experiences foster a lifelong investment in learning, build solidarity, and help sustain collective action efforts among members, officers, activists and staff. We take great pride in welcoming our members back to their facility.”

WATCH: Winpisinger Center Ready to Reopen

“We are extremely excited to welcome members back to the Winpisinger Center,” said IAM International President Robert Martinez Jr. “Education has always been essential to the mission of the Machinists Union, and no facility does it better than the William W. Winpisinger Center, but our focus is also on the health and safety of our members to ensure a safe learning environment for participants and staff”

Because the safety of member participants and staff is of the utmost importance, the W3 Center will return with a phased reopening schedule and a strict set of protocols and procedures. The W3 Center will continuously reassess all safety measures in accordance with CDC, state and local guidelines—and where appropriate, make necessary changes.

  • All participants are required to provide proof of vaccination prior to purchase of travel to attend class.
  • All participants will be required to mask and socially distance while at the W3 Center.
  • All W3 Center employees are fully vaccinated.
  • Leadership programs are limited to 50 percent enrollment.
  • Guest rooms will not exceed 50 percent capacity. Each will be cleaned and sanitized daily and will not be occupied for one week after use.
  • Classrooms and dining room will be cleaned and sanitized throughout each day, and set up to allow for social distancing.
  • Participants will not be allowed to bring guests at this time.
  • The W3 Center will carefully and fully follow CDC recommendations and fully comply with State of Maryland laws and the St. Mary’s County Department of Health guidelines.

Registration is currently open for leadership and staff programs. The 2021 calendar is now available online.

 

 

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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

 

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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

 

Passenger Rage is So Bad the TSA is Offering Free Self Defense Classes

Passenger Rage is So Bad the TSA is Offering Free Self Defense Classes

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Passenger Rage is So Bad the TSA is Offering Free Self Defense Classes

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Amid a wave of violent attacks from passengers, the Transportation Security Administration (TSA) is restarting self-defense classes designed specifically for flight crews and gate agents.

The classes, which the TSA paused due to the pandemic, are starting this month.

Safety is a core responsibility of flight crews while onboard an aircraft. Recent legislation has increased penalties for abusing inflight and gate agents, imposing steep fines, lifetime bans, and even prison time for attackers. The FAA has fined some passengers as much as half a million dollars and implemented a “zero tolerance” policy towards lawbreakers. The Machinists and Aerospace Union was part of a coalition of labor and industry groups that pushed hard for increased efforts to protect airline workers.

While the penalties may discourage some attacks, they do not prevent all of them. Anti-mask and political ragers, drunks, and the usual “you’re not telling me what to do” crowd can still go on the attack. And, some of these violent encounters can pose real threats to flight crews and passengers.

In July, a woman was duct-taped to her seat after trying to open the aircraft door mid-flight. The American Airlines flight had 190 passengers on board. In June, a Delta Air Lines flight from Los Angeles to Atlanta was forced to land in Oklahoma City when an off-duty airline employee began assaulting flight attendants. Overall, airlines have reported more than 2,000 cases of misconduct directed at employees in 2021. 

Hence, the TSA is giving flight crews free self-defense training. 

“Through this training program, TSA’s Federal Air Marshals are able to impart their specialized expertise in defending against and de-escalating an attack while in an aircraft environment,” said Darby LaJoye, Senior Official Performing the Duties of the TSA Administrator. “While it is our hope that flight crew members never have need for these tactics, it is critical to everyone’s safety that they be well-prepared to handle situations as they arise.”

The classes are led by certified instructors who train flight crews to deal with violent encounters in an aircraft setting.

In addition to simple martial arts maneuvers, flight crew members also learn to identify and deter potential threats before they happen. The four-hour classes are available at 24 locations around the country and are free of charge. Active airline workers are eligible for the training, including gate, ramp, ticket counter agents, flight attendants, and pilots. 

Interested airline workers with an active employee or crew number can register through the TSA website.

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Our View: Airlines Slowly Returning to Profitability Thanks to PSP

Our View: Airlines Slowly Returning to Profitability Thanks to PSP

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Our View: Airlines Slowly Returning to Profitability Thanks to PSP

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Airlines are rebounding. This is due to many factors, not least of which is the taxpayer-funded Payroll Support Program. This legislation covered the wages for airline workers so carriers could keep them on standby for a quick recovery after the pandemic subsides. 

American Airlines reported a net profit of $19 million for the Second Quarter, becoming the second of the “Big Three” airlines to do so. Delta has announced earnings of $652 million in Q2. 

American, Delta, and United all received taxpayer aid intended to preserve their workforces during the pandemic in amounts that exceeded their posted profits.

United Airlines reported a net loss of $400k, falling short of returning to profitability in the second quarter, for a net loss of $1.3 billion. However, United expects to return to profitability sometime during the summer travel season. United has launched aggressive programs intended to dramatically grow the airline, including hiring 25,000 new employees by 2026. 

Delta’s profits of $652 million seem impressive but are almost entirely due to one-off events to raise cash and a taxpayer infusion of $1.5 billion. Without these revenue-boosting efforts, Delta would have posted a net loss in the second quarter of $678 million. Delta is struggling to attract new customers, with passenger counts stuck at around half of pre-pandemic levels.

Delta has shed workers in large numbers despite the massive taxpayer assistance intended to preserve the hard-to-replace airline workforce. 

All of the Big Three airlines accepted billions in taxpayer aid through the Payroll Support Program (PSP), a part of the Coronavirus Aid, Relief, and Economic Security (CARES) Act approved by Congress in March 2020. The funding was renewed in two subsequent COVID relief bills in December 2020 and March 2021. The PSP was designed to keep well-trained airline workers on standby during the pandemic so they do not find other jobs and slow a future economic recovery. All of the Big Three airlines seem to have reduced their workforces and saved those taxpayer-funded wages instead, which they have used to boost cash flow and profits. 

However, Delta is unique because the airline relies more heavily on low-wage, non-union contractors to perform many functions of its operations. These workers have been slow to return to these employers, opting instead for better-paying union jobs at other airlines or in other industries. This slow pace in rehiring is stalling Delta’s financial health. 

American Airlines’ revenue in the second quarter topped $7.5 billion, representing an 87% increase over the previous quarter. As with the other airlines, American was pushed “into the black” by way of PSP assistance. 

Without the PSP support, American would have posted a loss of over $1 billion in Q2. 

Passengers are indeed returning to American Airlines; the carrier has attracted back 70% of pre-pandemic flight loads, accounting for $6.4 billion of the overall $7.7 billion in total revenue accumulated. 

Final Thoughts:
An alliance of unions and airlines backed the Payroll Support Program, arguing that airline workers are difficult to hire and train quickly. A staffing shortage in the airlines would slow any post-pandemic economic recovery, and so these workers needed to be maintained at taxpayer cost until the companies could restart normal operations. Since none of the airlines have returned to 2019 passenger levels, it begs the question as to why chronic staffing shortages are hitting airlines so hard. It seems that the misuse of this assistance is one of the principal driving forces behind airline profits and near-profits in the second quarter of 2021. Lawmakers did not intend for this aid to simply be converted into taxpayer-funded profits. Lawmakers expected this funding to prevent post-pandemic staffing shortages and speed the recovery of commercial aviation and the larger economy, while preventing mass layoffs in the industry. 

The Machinists and Aerospace Union called out airlines for misusing PSP funding and solicited the help of dozens of lawmakers to redirect this critical assistance to the workers it was meant to help. Together, we successfully prevented involuntary layoffs and furloughs, including the involuntary demotion of full-time workers to part-time shifts. The fact that airlines could successfully reduce their staffing levels after accepting PSP funding should not be seen as a failure of our efforts as a union. Instead, it is evidence of how determined they were to take PSP funding for themselves. Our strength and solidarity undoubtedly created the success that we enjoy today. 

Nevertheless, airline profits are not the enemy of airline workers. The return of passengers and potential future profits is a good sign and evidence of the strength of commercial aviation in our nation. This strength, if sustained, promises to yield benefits in time to union members and the United States economy overall.

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