[gdlr_stunning_text background_color=”#f3f3f3″ button=”Download PDF” button_link=”https://iam141.org/wp-content/uploads/2019/08/HA-Joint-Communication-Final.pdf” button_background=”#184ab9″ button_text_color=”#ffffff” button_border_color=”#0d2a6b” title=”Joint Communication to Hawaiian Airlines Members from District 141 & 142″ title_color=”#184ab9″ caption_color=”#a0a0a0″]Please Post on Bulletin Boards[/gdlr_stunning_text]
Because there is a lot of confusion around legalization of marijuanna and THC (the active ingredient in marijuanna that gives people a “high”) and now – CBD oils, we cover information about CBD this month. CBD oil has been touted as a treatment for pain. The information about CBD oil is mixed. The federal government, through the FDA, has not vetted most of the CBD products that are showing up in mainstream stores around the country. The effectiveness of CBD oil is not clear.
The issue is that most CBD products also have THC. While CBD is not a substance that is tested on DOT drug tests, THC is. Anyone who is subject to random testing runs the risk of testing positive for THC if they are using any product that contains even a tiny amount of THC. THC accumulates in fat. Use of a CBD product that contains even a small amount of THC over a long period of time may result in enough THC accumulating in the body to result in a positive drug screen for THC.
This is a confusing issue. We are currently recommending that anyone who COULD be randomly tested needs to be extremely cautious about using any product that could contain THC. Read the label carefully and be aware that even though the label does not show THC, there may still be low levels of THC that could compromise them should they get tested.
Thank you for being agents of information. This will be an on-going issue as the FDA, individual states and academic institutes study the results of using CBD.
Bryan,
Bryan Hutchinson, M.S.
[gdlr_stunning_text background_color=”#f3f3f3″ button=”Download PDF” button_link=”https://iam141.org/wp-content/uploads/2019/08/HH-August-2019.pdf” button_background=”#184ab9″ button_text_color=”#ffffff” button_border_color=”#0d2a6b” title=”Helping Hands August: CBD” title_color=”#184ab9″ caption_color=”#a0a0a0″]Please Post on Bulletin Boards[/gdlr_stunning_text]
The City of New York is taking American Airlines to court, saying that the carrier is illegally punishing workers when they get sick.
According to the lawsuit, American Airlines is illegally retaliating against workers who call in sick under the city’s safe and sick leave laws. The carrier is also guilty of violating the law by not allowing employees to use the sick time they have accrued and demanding private medical information.
The city is seeking approximately $375,000 in restitution for more than 750 ground crew workers, including fleet service and mechanical employees, as well as civil penalties.
“American Airlines has violated their ground crew’s rights by engaging in practices that make workers afraid to exercise their rights because they will be disciplined for using a sick day,” Commissioner Lorelei Salas said in a statement released on Thursday.
“Not only are these practices illegal, but it is disappointing when an employer puts business above their own employees’ health,” Commissioner Lorelei continued. “We will not tolerate any employer that violates employees’ rights to their paid safe and sick leave.”
New York City employers cannot punish workers for using sick time accrued under the city’s sick leave laws. Covered workers can accumulate up to 40 hours per year. New York’s Department of Consumer and Worker Protection (DCWP) found that American Airlines violates this law when it charges workers with “Attendance Points” for calling in sick. Workers that use too many Attendance Points in a calendar year will lose their jobs, meaning that Attendance Points are a severe disciplinary measure.
American issued a statement defending the practice of retaliating against employees who use their accrued sick time, saying, “employees enjoy generous sick leave and benefits, including those set by union contracts with terms that are often more generous than required by the New York law.”
The company did not respond to questions from union members who asked which union contracts allow the company to deny accrued sick time in violation of the law. The company also did not explain how this would be “more generous” to union members.
Under New York City’s Paid Safe and Sick Leave Law, businesses with five or more employees who work more than 80 hours a year in New York City must provide paid sick leave to employees.
According to Commissioner Salas, this includes American Airlines, regardless of what their company policies may say. “American Airlines is not above the law,” said Commissioner Salas. “Workers in major transportation hubs where thousands of people pass through every day should not have to choose between going into work sick or getting in trouble for exercising their right to take a sick day.”
Employers may not engage in or threaten retaliation against employees, which includes firing and any act that punishes an employee for using the law. It is also illegal for a company to take any action that is likely to deter an employee from exercising his or her rights under the law.
Employers and employees can visit nyc.gov/workers or call 311 (212-NEW-YORK outside NYC) for more information about New York’s Safe and Sick Leave Law.
Fraternally,
Michael G. Klemm
President & Directing General Chairman
IAMAW District Lodge 141
[gdlr_stunning_text background_color=”#f3f3f3″ button=”Download PDF” button_link=”https://iam141.org/wp-content/uploads/2019/07/American-Airlines-Sued-For-Violating-Sick-Leave-Laws-1.pdf” button_background=”#184ab9″ button_text_color=”#ffffff” button_border_color=”#0d2a6b” title=”American Airlines Sued For Violating Sick Leave Laws” title_color=”#184ab9″ caption_color=”#a0a0a0″]Please Post on Bulletin Boards[/gdlr_stunning_text]
[gdlr_video url=”https://www.youtube.com/watch?v=YFYMNP0kNew&feature=youtu.be” ]
TWU-IAM Association demands that Doug Parker and American Airlines get back to the negotiating table and finish joint contract bargaining for 30,000 workers at American Airlines.
[gdlr_stunning_text background_color=”#f3f3f3″ button=”Download PDF” button_link=”https://iam141.org/wp-content/uploads/2019/07/Association-Bulletin-7-26-19.pdf” button_background=”#184ab9″ button_text_color=”#ffffff” button_border_color=”#0d2a6b” title=”NMB Calls for Status Meeting” title_color=”#184ab9″ caption_color=”#a0a0a0″]Please Post on Bulletin Boards[/gdlr_stunning_text]
As airline employees, one of the best perks of our jobs is the ability to fly everywhere for free or cheap. If we mention the type of work we do in a casual conversation, it will surely prompt an enthusiastic response, even from complete strangers. A popular t-shirt for sale online proclaims: “Marry me and fly free.”
There’s no doubt that for most airline employees, the freedom and flexibility that our travel benefits provide is a key reason why we chose this line of work. In recent years, as airlines enjoy record load factors (and profits), traveling space-available has become more of a challenge, but with a little bit of planning and luck, it is something we all enjoy. We appreciate the freedom and flexibility to stay in touch with family and friends while we explore the world. Pass travel is priceless and priceless it should stay.
Pass travel programs allow employees to enjoy the products that we create, but they are still the company’s property. When an employee brokers the passes or treats them as personal assets, those actions can get them fired, or even arrested. IAM Committees are very good at preventing unjust terminations, and hundreds of members have been successfully defended against being unfairly fired. These good outcomes, however, do not come to members involved in theft or fraud.
Repeated violations of pass travel programs by employees can prompt the airline to restrict or limit them for everyone.
In summary, messing with your pass privileges is a bad move, so don’t be greedy. As tempting as it may seem to try to monetize this perk, don’t do it. The enhanced travel privileges we enjoy that allow us to choose our traveling companions can be changed at the airlines’ discretion, with notification to the union being the only requirement. You do not have to marry your traveling companion anymore, like the t-shirt says, but be cautious. And know who your buddies are.
Contact an EAP Representative if you have problems handling finances or family life. IAM District 141 EAP Staff and Volunteer EAP Coordinators can help you with resources in the community to address your situation and develop a plan of action to meet your needs. Find more information at https://iam141.org/eap/
Fraternally,
Michael G. Klemm
President & Directing General Chairman
IAMAW District Lodge 141
[gdlr_stunning_text background_color=”#f3f3f3″ button=”Download PDF” button_link=”https://iam141.org/wp-content/uploads/2019/07/Dont-Be-Greedy-Buddy-Passes-are-Not-a-Side-Hustle-1.pdf” button_background=”#184ab9″ button_text_color=”#ffffff” button_border_color=”#0d2a6b” title=”Don’t Be Greedy: Buddy Passes are Not a Side Hustle” title_color=”#184ab9″ caption_color=”#a0a0a0″]Please Post on Bulletin Boards[/gdlr_stunning_text]