November Helping Hands: Well-Being

November Helping Hands: Well-Being

Nov 21, 2022 | EAP, Front Page, Page Five, Page Three, Row 2

November Helping Hands: Well-Being

EAP Peer Coordinators:

 
     This month we cover well-being. Many companies are stepping up and realizing that retaining high-caliber employees means offering benefits that are attractive and help retain people. The focus is on the different aspects of well-being – emotional, physical, social and work are a few examples. Please share this with your groups and feel free to put your contact information on the placard on page 2 so they know who to contact. I included both the PDF and .docx versions – so you can customize the issue with your contact information. 
 
       The holidays look to be a roller coaster ride this year – please be sure to do the things you need to to take good care of yourselves. Our co-workers may be experiencing difficult circumstances, and we can be a good source of information and referrals to “ease” the way. As always, your EAP leadership team is here to support your efforts. Please don’t hesitate to call Chris Davis, Tony Rodriguez, myself, or any of the EAP Regional team with any questions or situations. 
 

       Thank you for the time you are dedicating to EAP and helping others. I believe helping others is core to all of our purpose! 

 

Bryan,

Bryan Hutchinson, M.S.

 

Bryan Hutchinson, M.S.
EAP Director
bhutchinson@iam141.org
Cell: 303-229-5117

IAM141 EAP Page
Download EAP Newsletter (PDF)
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Recent Articles

Read Machinists Union Open Letter to JetBlue CEO

Read Machinists Union Open Letter to JetBlue CEO

Nov 16, 2022 | Page Four, Perusals, Uncategorized

Machinists Union Open Letter to JetBlue CEO

Organizing
16 November 2022

Via U.S. Mail and Email

Robin Hayes, CEO, JetBlue Airways Inc.
27-01 Queens Plaza North
Long Island City, NY 11101

Dear CEO Hayes:

On September 23, 2022, the International Association of Machinists and Aerospace Workers, AFL-CIO (“IAM”), submitted an application to represent the JetBlue Fleet Service employees. The National Mediation Board (“NMB”) has docketed that matter as case number R-7602.

On September 26, 2022, the NMB provided JetBlue with the notices that must be posted in all stations. According to the information we have received, JetBlue has failed to post the notice in at least three locations in a timely manner, including JFK Airport, Orlando, and Los Angeles. Please confirm that you will immediately post these notices today.

That notice is important because it reminds all workers, including JetBlue supervisors, that the carrier must maintain the status quo under federal law at this time.

“All employees are free to express their desire to be represented by a labor organization or to be unrepresented. The Carrier is not permitted to influence, interfere or coerce employees in any manner in an effort to induce them to participate or refrain from participating in an election should there be one.”

Unfortunately, we are receiving reports that there may be efforts to influence or intimidate employees at JetBlue by Vice President of Airports Experience, Dana Shapir, and perhaps others.

We are advised that despite the fact that JetBlue has a well-established schedule of pay increases, Ms. Shapir has threatened that workers would not receive the 2023 scheduled raises if the workers support the union.

First, we should be clear. The IAM does NOT object to JetBlue providing the already scheduled pay increases. Indeed, it is our position you are legally obligated to do so until we negotiate a new Collective Bargaining Agreement for the workers. Second, please remind your managers that threatening employees with removing benefits because of their support for the union violates federal law.

We further understand that supervisors in Boston have been asking workers about their union support. We expect JetBlue to remind their supervisors that interrogation of workers regarding their union support is also unlawful.

The IAM will protect the right of these employees to organize and join together for the purpose of representation and collective bargaining, and it is our firm commitment to defend such rights to the fullest extent of the law.

By law, these employees are granted the following rights:

  • The right to join the union and to ask others to join the union.
  • The right to attend union meetings and to ask others to attend union meetings.
  • The right to wear a union pin on the job so long as it does not carry a controversial slogan or violate company policy or uniform requirements.
  • The right to hand out union leaflets on the employee’s own time in non-work areas and break rooms and to post such leaflets and information on the employees’ bulletin board in break rooms.
  • The right to assist in, and encourage others to support, the union, so long as such efforts do not interfere with work or violate posted company policy.
  • The right to discuss the union during work just the same as they can talk about family, the weather, the latest sports scores, or industry news.
  • The right to engage in organizing activity, like urging coworkers to vote for the union, before and after work, and during breaks, in break rooms, parking lots, and other non-work areas at the airport.

If, in the course of this election, you have any questions or concerns about the IAM’s activities, please do not hesitate to contact our Assistant Airline Coordinator, James Carlson at 202-500-3916. We look forward to a peaceful and smooth election.

Sincerely,

Richard Johnsen,
General Vice President, Air Transport Territory

cc:

Edison Fraser, COS
Tom Regan, AC
James Carlson, AAC

Get Printable Version

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Machinists Union Open Letter to JetBlue CEO

16 November, 2022

Via U.S. Mail and Email

Robin Hayes, CEO, JetBlue Airways Inc.
27-01 Queens Plaza North
Long Island City, NY 11101

Dear CEO Hayes:

On September 23, 2022, the International Association of Machinists and Aerospace Workers, AFL-CIO (“IAM”), submitted an application to represent the JetBlue Fleet Service employees. The National Mediation Board (“NMB”) has docketed that matter as case number R-7602.

On September 26, 2022, the NMB provided JetBlue with the notices that must be posted in all stations. According to the information we have received, JetBlue has failed to post the notice in at least three locations in a timely manner, including JFK Airport, Orlando, and Los Angeles. Please confirm that you will immediately post these notices today.

That notice is important because it reminds all workers, including JetBlue supervisors, that the carrier must maintain the status quo under federal law at this time.

“All employees are free to express their desire to be represented by a labor organization or to be unrepresented. The Carrier is not permitted to influence, interfere or coerce employees in any manner in an effort to induce them to participate or refrain from participating in an election should there be one.”

Unfortunately, we are receiving reports that there may be efforts to influence or intimidate employees at JetBlue by Vice President of Airports Experience, Dana Shapir, and perhaps others.

We are advised that despite the fact that JetBlue has a well-established schedule of pay increases, Ms. Shapir has threatened that workers would not receive the 2023 scheduled raises if the workers support the union.

First, we should be clear. The IAM does NOT object to JetBlue providing the already scheduled pay increases. Indeed, it is our position you are legally obligated to do so until we negotiate a new Collective Bargaining Agreement for the workers. Second, please remind your managers that threatening employees with removing benefits because of their support for the union violates federal law.

We further understand that supervisors in Boston have been asking workers about their union support. We expect JetBlue to remind their supervisors that interrogation of workers regarding their union support is also unlawful.

The IAM will protect the right of these employees to organize and join together for the purpose of representation and collective bargaining, and it is our firm commitment to defend such rights to the fullest extent of the law.

By law, these employees are granted the following rights:

  • The right to join the union and to ask others to join the union.
  • The right to attend union meetings and to ask others to attend union meetings.
  • The right to wear a union pin on the job so long as it does not carry a controversial slogan or violate company policy or uniform requirements.
  • The right to hand out union leaflets on the employee’s own time in non-work areas and break rooms and to post such leaflets and information on the employees’ bulletin board in break rooms.
  • The right to assist in, and encourage others to support, the union, so long as such efforts do not interfere with work or violate posted company policy.
  • The right to discuss the union during work just the same as they can talk about family, the weather, the latest sports scores, or industry news.
  • The right to engage in organizing activity, like urging coworkers to vote for the union, before and after work, and during breaks, in break rooms, parking lots, and other non-work areas at the airport.

If, in the course of this election, you have any questions or concerns about the IAM’s activities, please do not hesitate to contact our Assistant Airline Coordinator, James Carlson at 202-500-3916. We look forward to a peaceful and smooth election.

Sincerely,

Richard Johnsen,
General Vice President, Air Transport Territory

cc:

Edison Fraser, COS
Tom Regan, AC
James Carlson, AAC

Get Printable Version

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“Voisterous” Female Leadership Program Looks Ahead

“Voisterous” Female Leadership Program Looks Ahead

Nov 15, 2022 | Front Page, Page Five, Page Four, Row 2

LEADS Program Particpants pose for a Holiday photo with District 141 President, Mike Klemm (seated, on right) and Secretary-Treasurer, Alex Gerulis.

“Voisterous” Female Leadership Program Looks Ahead

Machinists District 141
15 November 2022

In September, Marilyn Loden, the author and activist who coined the term “Glass Ceiling,” died at the age of 76 after a battle with cancer. Loden first used the phrase in a panel discussion at the 1978 Women’s Action Alliance Conference in New York City, and it quickly caught fire. For years, women had noticed an invisible barrier preventing them from reaching the highest rungs of power. The term perfectly describes the invisible barriers preventing women from attaining leadership roles. According to the Bureau of Labor Statistics, 47% of the overall American workforce is female, and a majority, 50.2%, of college-educated workers are women. Yet, only 27% of women hold positions of real authority within their organizations.

Historically, labor unions have been at the forefront of efforts to create a more gender-neutral work environment. The Machinists Union is conducting an innovative new strategy for identifying and recruiting top female talent, which might serve as a template for other organizations.

In 2021 the Machinists Union announced the creation of the Leadership Excellence Assembly of Dedicated Sisters (LEADS) program. The mission of the LEADS program is to prepare and empower IAM sisters to step into leadership roles, emphasizing the areas of Business Representatives, Directing Business Representatives, and President/Directing General Chairs. 

“This has been a wonderful success so far,” said District President Mike Klemm, a prominent booster of the effort to bring more women into leadership positions. “We are just ending the halfway mark for the first generation of this important work, and I couldn’t be more proud of how much new female talent we’ve been able to find and elevate.”

The LEADS Program does this by having female union leadership select and mentor rising female talent from the frontlines – giving them access to real-world leadership-building situations and learning opportunities.

President and Directing General Chairman (PDGC), Mike Klemm, took this initiative seriously, implemented the program within District Lodge 141, and placed one of our most vigorous sisters in a mentorship role. Assistant General Chair (AGC) Terry Stansbury was tapped for this program as a mentor and has taken on the assignment with vigor.

Assistant General Chair (AGC) Stansbury has a long career in the airline industry that began February 12th, 1989, at United Airlines in Ontario, California. Terry has worked every position, from ramp agent to customer service. Sister Stansbury got involved with the IAM after the organizing drive of 1998 by becoming a shop steward. Terry began to rise through the ranks of the IAM, holding several positions, including committee person and local lodge president. Terry was brought on as a district educator and soon transitioned to becoming the Director of Education for District Lodge 141 in 2012. In 2014 Terry ran a successful campaign to become an AGC and has served in this position since. Sister Stansbury has an unparalleled knowledge of every aspect of Union action, including organizing, collective bargaining, and lodge administration. “With the LEADS program, we were asked that they were looking to empower more women,” said Terry, “which is awesome because we do have a lot of strong, voisterous, powerful women.”  

The two sisters assigned as mentees to AGC Stansbury are Patricia (Tria), Aumua Devoux, and Ashanta Marzett. Both of whom are lead Customer Service Representatives for United Airlines.  

Tria, based out of DFW, has been employed with United since November 2nd, 2006, and currently holds the position of shop steward and has held the position of committee person while stationed in Orange County. “She knows I’m interested in leadership not only as a woman but as a Samoan woman,” she said. “There are so many Samoan islanders that work in our industry, but we are not well represented,” she said, referring to the systemic challenges for women who are also persons of color. “Get active” is the principle that Tria stands firmly on. She hopes to see more women, specifically Samoan women, get involved and showcase their talents. 

Ashanta, based at LAX, has been employed with United since April 27th, 1999, and currently holds the positions of committee person and financial secretary of local lodge 1932. In her tenure, she suffered a furlough to Ontario, California, where she first met Terry. When the recalls came through to go back to LAX, Ashanta had been bypassed and received the news while loading luggage in the pit. She immediately called Terry and sorted out the situation to return to her original station. “It’s a little intimidating, being a female in this industry,” said Ashanta when asked about what it’s like to work in a male-dominated industry. “You don’t see a lot of us, meaning women in leadership. So you don’t believe that it’s possible,” she continued. 

 

Motherhood is another significant obstacle preventing many women from taking on leadership roles. Too often, the systems in place have forced women to choose between being a mother or career-building, something men don’t ever have to battle. This new emergence of forward-thinking women challenging the standards and adopting the mentality of being capable of having both are precisely what the LEADS program aims to empower and uplift.    

“Let me be crystal clear; our IAM Sisters must be in leadership positions at every level of our union. Not just at the local lodge level, but at the district lodge and Grand Lodge levels as well.” IP Martinez said these words while addressing students at the William W Winpisinger Center when announcing the LEADS program. The truth of these words should resonate with all of us, regardless of gender. 

Any great organization’s survival depends on its ability to adapt and change. The rising number of women in our industry shows that time is now. John C Maxwell said, “change is inevitable; growth is optional.” The Machinists of District 141 are ready and willing to lead this charge, empowering and supporting our sisters to step into leadership at all levels. Our survival is dependent upon it. We should all make it a practice to see the talent in the women that make up our membership, encourage them to bring their unique skills to the table, and hold space and a seat on their behalf.    

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“Voisterous” Female Leadership Program Looks Ahead

15 November 2022

An innovative mentorship program launched by the Machinists Union is attracting top female talent within the union.

In September, Marilyn Loden, the author and activist who coined the term “Glass Ceiling,” died at the age of 76 after a battle with cancer. Loden first used the phrase in a panel discussion at the 1978 Women’s Action Alliance Conference in New York City, and it quickly caught fire. For years, women had noticed an invisible barrier preventing them from reaching the highest rungs of power. The term perfectly describes the invisible barriers preventing women from attaining leadership roles. According to the Bureau of Labor Statistics, 47% of the overall American workforce is female, and a majority, 50.2%, of college-educated workers are women. Yet, only 27% of women hold positions of real authority within their organizations.

Historically, labor unions have been at the forefront of efforts to create a more gender-neutral work environment. The Machinists Union is conducting an innovative new strategy for identifying and recruiting top female talent, which might serve as a template for other organizations. 

In 2021 the Machinists Union announced the creation of the Leadership Excellence Assembly of Dedicated Sisters (LEADS) program. The mission of the LEADS program is to prepare and empower IAM sisters to step into leadership roles, emphasizing the areas of Business Representatives, Directing Business Representatives, and President/Directing General Chairs. 

“This has been a wonderful success so far,” said District President Mike Klemm, a prominent booster of the effort to bring more women into leadership positions. “We are just ending the halfway mark for the first generation of this important work, and I couldn’t be more proud of how much new female talent we’ve been able to find and elevate.”

The LEADS Program does this by having female union leadership select and mentor rising female talent from the frontlines – giving them access to valuable real-world leadership-building situations and learning opportunities.

President and Directing General Chairman (PDGC), Mike Klemm, took this initiative seriously, implemented the program within District Lodge 141, and placed one of our most vigorous sisters in a mentorship role. Assistant General Chair (AGC) Terry Stansbury was tapped for this program as a mentor and has taken on the assignment with vigor.

 

Assistant General Chair (AGC) Stansbury has a long career in the airline industry that began February 12th, 1989, at United Airlines in Ontario, California. Terry has worked every position, from ramp agent to customer service. Sister Stansbury got involved with the IAM after the organizing drive of 1998 by becoming a shop steward. Terry began to rise through the ranks of the IAM, holding several positions, including committee person and local lodge president. Terry was brought on as a district educator and soon transitioned to becoming the Director of Education for District Lodge 141 in 2012. In 2014 Terry ran a successful campaign to become an AGC and has served in this position since. Sister Stansbury has an unparalleled knowledge of every aspect of Union action, including organizing, collective bargaining, and lodge administration. “With the leads program, we were asked that they were looking to empower more women,” said Terry, “which is awesome because we do have a lot of strong, voisterous, powerful women.”  

The two sisters assigned as mentees to AGC Stansbury are Patricia (Tria), Aumua Devoux, and Ashanta Marzett. Both of whom are lead Customer Service Representatives for United Airlines. 

Tria, based out of DFW, has been employed with United since November 2nd, 2006, and currently holds the position of shop steward and has held the position of committee person while stationed in Orange County. “She knows I’m interested in leadership not only as a woman but as a Samoan woman,” she said. “There are so many Samoan islanders that work in our industry, but we are not well represented,” she said, referring to the systemic challenges for women who are also persons of color. “Get active” is the principle that Tria stands firmly on. She hopes to see more women, specifically Samoan women, get involved and showcase their talents. 

Ashanta, based at LAX, has been employed with United since April 27th, 1999, and currently holds the positions of committee person and financial secretary of local lodge 1932. In her tenure, she suffered a furlough to Ontario, California, where she first met Terry. When the recalls came through to go back to LAX, Ashanta had been bypassed and received the news while loading luggage in the pit. She immediately called Terry and sorted out the situation to return to her original station. “It’s a little intimidating, being a female in this industry,” said Ashanta when asked about what it’s like to work in a male-dominated industry. “You don’t see a lot of us, meaning women in leadership. So you don’t believe that it’s possible,” she continued. 

Motherhood is another significant obstacle preventing many women from taking on leadership roles. Too often, the systems in place have forced women to choose between being a mother or career-building, something men don’t ever have to battle. This new emergence of forward-thinking women challenging the standards and adopting the mentality of being capable of having both are precisely what the LEADS program aims to empower and uplift.

“Let me be crystal clear; our IAM Sisters must be in leadership positions at every level of our union. Not just at the local lodge level, but at the district lodge and Grand Lodge levels as well.” IP Martinez said these words while addressing students at the William W Winpisinger Center when announcing the LEADS program. The truth of these words should resonate with all of us, regardless of gender. 

Any great organization’s survival depends on its ability to adapt and change. The rising number of women in our industry shows that time is now. John C Maxwell said, “change is inevitable; growth is optional.” The Machinists of District 141 are ready and willing to lead this charge, empowering and supporting our sisters to step into leadership at all levels. Our survival is dependent upon it. We should all make it a practice to see the talent in the women that make up our membership, encourage them to bring their unique skills to the table, and hold space and a seat on their behalf.  

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Association Update: Holiday Arbitration

Association Update: Holiday Arbitration

Nov 7, 2022 | American, Front Page, Page Four, Page Two, Perusals, Row 2, The Association, Uncategorized

Recording Secretaries – Please print and post on all IAMAW Bulletin Boards. GET PRINTABLE COPY >>

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Association Update: Holiday Arbitration

 November 7, 2022 

TO: TWU/IAM Association Members 

RE: Holiday Arbitration 

At the end of last week, we were informed by Arbitrator Dana Eischen that he needs to reschedule the Article 22 – Holiday Arbitration scheduled to start on December 1, 2022. At his request, we have rescheduled the hearing to begin on February 2 and, if necessary, Feb 3, 2023. 

We understand the frustration this delay poses; however, the change in schedule is beyond our control. 

Fraternally, 

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

Get Printable Copy

JetBlue Hits More Turbulence

JetBlue Hits More Turbulence

Nov 7, 2022 | JetBlue, Organizing, Page Three, Page Two, Perusals, Row 2

JetBlue is a company that has been mismanaged for years. Now, that poor management has invited numerous court actions and unwanted ire from the Justice Department.

JetBlue Merger Hits More Turbulance

Organizing
7 November 2022

JetBlue is facing mounting scrutiny over its planned merger with Spirit. A group of airline workers and consumers are filing a court challenge to try and slow the “almost unstoppable” march towards airline megalopoly. 

The action comes as JetBlue posts the worst 3rd Quarter profits of any major carrier, earning a dismal $.21 a share, prompting investor concerns that airline management may be underperforming at a critical moment for the carrier. It’s also happening at a time when the airline is facing mounting concerns from the Justice Department over it’s de-facto merger with American in the Northeast markets.CEO Robin Hayes is expected to appear in court to defend the airline’s actions in that case. The airline is also facing questions from unions, who are asking if the company is being irresponsible financially, overpaying investors with what is being called “hush money” in case the deal with Spirit falls through. Unions are also calling for the airline to raise wages and offer better work / life balance for employees.

 

Flight Crews and consumers filed an injunction asking a Federal Judge to stop the planned $3.8 Billion merger between JetBlue Airways and Spirit Airlines in hopes of preserving one of the few remaining discount carriers in the U.S.

The group filed to stop the deal on Thursday, asking the U.S. District Court for the Northern District of California to block the transaction. The group argues that the new, larger airline could dominate key markets, leaving consumers no choice but to pay ticket prices that are impossible for either airline to command today. 

If the merger goes through, the complaint argues, consumers “would not only lose the competition of Spirit, but also the potential competition that JetBlue would provide by building its own national presence the old-fashioned way, by competing for passengers instead of buying them.”

JetBlue is the sixth-largest airline operating in the U.S. Spirit is the seventh. The combined airline would immediately become the fifth-largest air carrier, right behind American, Delta, Southwest, and United. 

The complaint argues that Spirit is a significant price-cutting rival of JetBlue and other major carriers and that, if the airline were eliminated from the commercial aviation ecosystem, other airlines would be free to hike fares on consumers. Moreover, the “current trend toward concentration, the lessening of competition, and the tendency to create a monopoly in the airline industry are unmatched and unparalleled,” the suit read.

It goes on to suggest that monopolistic power was the primary goal of the merger. “JetBlue would gain a majority market share on more than a dozen routes where neither it nor Spirit previously dominated, and it would eliminate the price-cutting by Spirit. Therefore, JetBlue made an unsolicited tender offer to purchase Spirit in order to eliminate that competition,” according to the filing. 

The complaint states that Spirit is unique in commercial aviation because it’s small enough to survive on smaller ticket prices but large enough to compete against mega-carriers such as United and Southwest. 

“Spirit, with its innovative, low-cost service, is an important bulwark against this almost unstoppable trend toward complete concentration and monopoly in the airline industry,” the suit says.

The proposed merger wouldn’t just eliminate another discount option for travelers; it would also remove an essential reason for the four mega-carriers to avoid “abuses” directed toward the flying public. If the Big Four airlines are no longer afraid of losing passengers to Spirit, the result may be skies that are even less friendly than they already are. If the JetBlue / Spirit deal is ultimately allowed to go forward, discount airfares in the U.S. will shrink by 50% overnight. 

Earlier in 2022, the Spirit Board and executives concluded that a merger between Spirit and JetBlue could never be approved by regulators and was, therefore, “illusory.” The Board then rejected an earlier offer by JetBlue. JetBlue offered to “sweeten the deal” by paying the shareholders $400 million if the proposed combination failed. Thus the shareholders could move forward with the JetBlue combination without any risks. The $400 million to shareholders was to quiet the shareholder’s knowledge of the potential illegality of the acquisitions and was little more than “hush money” according to the suit. 

All of this poses the question, What’s the end game? Is this all intentional? Greed seems to have airlines so vexed that they can’t see that they could be potentially pricing the consumer out, or could it all just be a ploy to create an ecosystem of, “our way or the highway.’ The entire notion of all of this seems to be rooted in a mindset to force customers to either pay the price or seek other transportation options. In doing so this could stand to hurt us all by driving ridership down thusly causing jobs to potentially be cut. 
 
The airline’s pain is self-inflicted, which is puzzling if we assume management at the carrier is competent. 
In September, ground Workers at the airline petitioned to unify with the Machinists Union. The National Mediation Board is reviewing the signatures and is expected to schedule an election within the next few weeks. To the surprise of many veteran Union organizers, JetBlue executives seemed to comply with union election rules, opting not to use many of the stalling tactics typical of anti-union companies, which JetBlue historically has been. 
 
Playing by the rules has so far spared JetBlue from raising the hostility of the Department of Transportation, led by strongly pro-union Pete Buttigieg. Were the airline to face the double threat of challenges from both the Justice Department and Transportation, it would suddenly become hard to see the path forward for any merger. 
For his part, Secretary Buttigieg has voiced concerns over the growth of non-union companies within America’s transportation networks. The JetBlue / Spirit merger would create another large airline that isn’t completely unionized. 
 
If the Department of Transportation ultimately decides to oppose the deal, it could spell almost certain doom for JetBlue’s acquisition plans. The DOT has the power to unilaterally deem the arrangement to be not in the public’s interest and nix the merger – without needing to go to court or gain the approval of any other agency. 
While JetBlue executives seem to understand the dangers the merger could face from an annoyed DOT, Ground Operations supervisors are struggling to grasp the concept. At virtually every JetBlue location, low-level supervisors have been unlawfully engaging in abusive anti-union tactics. Including unlawfully confiscating union property and threatening Crewmembers – all of which have been reported to Federal Regulators. 

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The page you requested could not be found. Try refining your search, or use the navigation above to locate the post.

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JetBlue Merger Hits More Turbulence 

7 November 2022

JetBlue is facing mounting scrutiny over its planned merger with Spirit. A group of airline workers and consumers are filing a court challenge to try and slow the “almost unstoppable” march towards airline megalopoly.

The action comes as JetBlue posts the worst 3rd Quarter profits of any major carrier, earning a dismal $.21 a share, prompting investor concerns that airline management may be underperforming at a critical moment for the carrier. It’s also happening at a time when the airline is facing mounting concerns from the Justice Department over its de-facto merger with American in the Northeast markets.CEO Robin Hayes is expected to appear in court to defend the airline’s actions in that case. The airline is also facing questions from unions, who are asking if the company is being irresponsible financially, overpaying investors with what is being called “hush money” in case the deal with Spirit falls through. Unions are also calling for the airline to raise wages and offer better work/life balance for employees.

Flight Crews and consumers filed an injunction asking a Federal Judge to stop the planned $3.8 Billion merger between JetBlue Airways and Spirit Airlines in hopes of preserving one of the few remaining discount carriers in the U.S.

The group filed to stop the deal on Thursday, asking the U.S. District Court for the Northern District of California to block the transaction. The group argues that the new, larger airline could dominate key markets, leaving consumers no choice but to pay ticket prices that are impossible for either airline to command today. 

If the merger goes through, the complaint argues, consumers “would not only lose the competition of Spirit, but also the potential competition that JetBlue would provide by building its own national presence the old-fashioned way, by competing for passengers instead of buying them.”

JetBlue is the sixth-largest airline operating in the U.S. Spirit is the seventh. The combined airline would immediately become the fifth-largest air carrier, right behind American, Delta, Southwest, and United. 

The complaint argues that Spirit is a significant price-cutting rival of JetBlue and other major carriers and that, if the airline were eliminated from the commercial aviation ecosystem, other airlines would be free to hike fares on consumers. Moreover, the “current trend toward concentration, the lessening of competition, and the tendency to create a monopoly in the airline industry are unmatched and unparalleled,” the suit read.

It goes on to suggest that monopolistic power was the primary goal of the merger. “JetBlue would gain a majority market share on more than a dozen routes where neither it nor Spirit previously dominated, and it would eliminate the price-cutting by Spirit. Therefore, JetBlue made an unsolicited tender offer to purchase Spirit in order to eliminate that competition,” according to the filing. 

The complaint states that Spirit is unique in commercial aviation because it’s small enough to survive on smaller ticket prices but large enough to compete against mega-carriers such as United and Southwest. 

“Spirit, with its innovative, low-cost service, is an important bulwark against this almost unstoppable trend toward complete concentration and monopoly in the airline industry,” the suit says.

The proposed merger wouldn’t just eliminate another discount option for travelers; it would also remove an essential reason for the four mega-carriers to avoid “abuses” directed toward the flying public. If the Big Four airlines are no longer afraid of losing passengers to Spirit, the result may be skies that are even less friendly than they already are. If the JetBlue / Spirit deal is ultimately allowed to go forward, discount airfares in the U.S. will shrink by 50% overnight.

The proposed merger wouldn’t just eliminate another discount option for travelers; it would also remove an essential reason for the four mega-carriers to avoid “abuses” directed toward the flying public. If the Big Four airlines are no longer afraid of losing passengers to Spirit, the result may be skies that are even less friendly than they already are. If the JetBlue / Spirit deal is ultimately allowed to go forward, discount airfares in the U.S. will shrink by 50% overnight. 

Earlier in 2022, the Spirit Board and executives concluded that a merger between Spirit and JetBlue could never be approved by regulators and was, therefore, “illusory.” The Board then rejected an earlier offer by JetBlue. JetBlue offered to “sweeten the deal” by paying the shareholders $400 million if the proposed combination failed. Thus the shareholders could move forward with the JetBlue combination without any risks. The $400 million to shareholders was to quiet the shareholder’s knowledge of the potential illegality of the acquisitions and was little more than “hush money” according to the suit. 

All of this poses the question, What’s the end game? Is this all intentional? Greed seems to have airlines so vexed that they can’t see that they could be potentially pricing the consumer out, or could it all just be a ploy to create an ecosystem of, “our way or the highway.’ The entire notion of all of this seems to be rooted in a mindset to force customers to either pay the price or seek other transportation options. In doing so this could stand to hurt us all by driving ridership down thusly causing jobs to potentially be cut. 
 
The airline’s pain is self-inflicted, which is puzzling if we assume management at the carrier is competent. 
In September, ground Workers at the airline petitioned to unify with the Machinists Union. The National Mediation Board is reviewing the signatures and is expected to schedule an election within the next few weeks. To the surprise of many veteran Union organizers, JetBlue executives seemed to comply with union election rules, opting not to use many of the stalling tactics typical of anti-union companies, which JetBlue historically has been. 
 
Playing by the rules has so far spared JetBlue from raising the hostility of the Department of Transportation, led by strongly pro-union Pete Buttigieg. Were the airline to face the double threat of challenges from both the Justice Department and Transportation, it would suddenly become hard to see the path forward for any merger. 
For his part, Secretary Buttigieg has voiced concerns over the growth of non-union companies within America’s transportation networks. The JetBlue / Spirit merger would create another large airline that isn’t completely unionized. 
 
If the Department of Transportation ultimately decides to oppose the deal, it could spell almost certain doom for JetBlue’s acquisition plans. The DOT has the power to unilaterally deem the arrangement to be not in the public’s interest and nix the merger – without needing to go to court or gain the approval of any other agency. 
While JetBlue executives seem to understand the dangers the merger could face from an annoyed DOT, Ground Operations supervisors are struggling to grasp the concept. At virtually every JetBlue location, low-level supervisors have been unlawfully engaging in abusive anti-union tactics. Including unlawfully confiscating union property and threatening Crewmembers – all of which have been reported to Federal Regulators. 

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JetBlue Lies Exposed in MCO

JetBlue Lies Exposed in MCO

Nov 4, 2022 | Front Page, JetBlue, Organizing, Page Four, Page Two, Perusals, Row 2, Uncategorized

JetBlue’s VP of Airport Experiences tried to convince Ground Ops Crewmembers to give the airline another year to fix things.

JetBlue Lies Exposed in MCO

Organizing
4 November 2022

Vice President of Airports Experience, Dana Shapir, has been hitting the road since GO Crewmembers filed for a union representation election. Over the last couple of weeks, Dana has been visiting GO Crewmembers and trying to convince us that the “direct relationship” is better than GO Crewmembers gaining union representation and a legally enforceable contract.

She’s having a tough time telling the truth and she had an even tougher time dealing honestly with the questions MCO Crewmembers asked her on Wednesday. VP Shapir parroted what JetBlue’s high-priced, union-busting attorneys trained her to say about the “direct relationship.” While she was begging for one more year to fix all the things that she admitted are wrong for Crewmembers at JetBlue, she claimed that “together we can fix these things through the direct relationship.” 

Really? The “direct relationship” is a stone cold sham. The same “direct relationship” that took away profit sharing? The “direct relationship” that took away monetary lifts and performance bonuses? The same wonderful “direct relationship” that took away the lead program? The same “direct relationship” that lied about Labor Day being a paid holiday? The “direct relationship” that took $2 BILLION in federal aid from the federal government to maintain our salaries, benefits and jobs during the pandemic and then cut our hours and stole our pay? Do you mean that “direct relationship”? 

VP Shapir also either lied or had no knowledge of the NMB voting process, which in either case is pretty bad. While attempting to explain the National Mediation Board (NMB) process to conduct union representation elections, VP Shapir said, “The IAM will mail out the ballots. They have your addresses.”

Huge lie. The NMB mails out the ballots to all eligible voters to the addresses supplied to the NMB by JetBlue. The IAM does not get the addresses, nor does the IAM have anything to do with the mailing of the ballots.

She also feigned ignorance, or admitted wrongdoing, regarding other questions. When asked why it’s ok for JetBlue to spend millions of dollars a year on dues to belong to a union of airlines, Airlines for America, Ms. Shapir wouldn’t even answer the question. She claimed she has no knowledge of Airlines for America and just moved on. Visit https://www.airlines.org/who-we-are/ for more information. 

When asked about JetBlue management cutting the pay and hours of Crewmembers during the pandemic, contrary to federal law, Ms. Shapir just shrugged and said “we did what we had to do…”

The IAM will update all Crewmembers on the status of holding JetBlue management accountable for violating the terms of the Payroll Support Program (PSP) by cutting the hours and pay, which was not permitted by the PSP component of the Cares Act.

It’s time for all Crewmembers to unify, to VOTE YES when the time comes, and speak our minds. We have a federally protected right to join a union, and to show our support for unionizing! We are on our way sisters and brothers!

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JetBlue Management Lies Exposed at MCO

4 November 2022

JetBlue’s VP of Airport Experiences tried to convince Ground Ops Crewmembers to give the airline another year to fix things.

Vice President of Airports Experience, Dana Shapir, has been hitting the road since GO Crewmembers filed for a union representation election. Over the last couple of weeks, Dana has been visiting GO Crewmembers and trying to convince us that the “direct relationship” is better than GO Crewmembers gaining union representation and a legally enforceable contract.

She’s having a tough time telling the truth and she had an even tougher time dealing honestly with the questions MCO Crewmembers asked her on Wednesday. VP Shapir parroted what JetBlue’s high-priced, union-busting attorneys trained her to say about the “direct relationship.” While she was begging for one more year to fix all the things that she admitted are wrong for Crewmembers at JetBlue, she claimed that “together we can fix these things through the direct relationship.”

Really? The “direct relationship” is a stone-cold sham. The same “direct relationship” that took away profit sharing? The “direct relationship” that took away monetary lifts and performance bonuses? The same wonderful “direct relationship” that took away the lead program? The same “direct relationship” that lied about Labor Day being a paid holiday? The “direct relationship” that took $2 BILLION in federal aid from the federal government to maintain our salaries, benefits and jobs during the pandemic and then cut our hours and stole our pay? Do you mean that “direct relationship”?

VP Shapir also either lied or had no knowledge of the NMB voting process, which in either case is pretty bad. While attempting to explain the National Mediation Board (NMB) process to conduct union representation elections, VP Shapir said, “The IAM will mail out the ballots. They have your addresses.”

Huge lie. The NMB mails out the ballots to all eligible voters to the addresses supplied to the NMB by JetBlue. The IAM does not get the addresses, nor does the IAM have anything to do with the mailing of the ballots.

She also feigned ignorance, or admitted wrongdoing, regarding other questions. When asked why it’s ok for JetBlue to spend millions of dollars a year on dues to belong to a union of airlines, Airlines for America, Ms. Shapir wouldn’t even answer the question. She claimed she has no knowledge of Airlines for America and just moved on. Visit https://www.airlines.org/who-we-are/ for more information.

When asked about JetBlue management cutting the pay and hours of Crewmembers during the pandemic, contrary to federal law, Ms. Shapir just shrugged and said “we did what we had to do…”

The IAM will update all Crewmembers on the status of holding JetBlue management accountable for violating the terms of the Payroll Support Program (PSP) by cutting the hours and pay, which was not permitted by the PSP component of the Cares Act.

It’s time for all Crewmembers to unify, to VOTE YES when the time comes, and speak our minds. We have a federally protected right to join a union, and to show our support for unionizing! We are on our way sisters and brothers!

Get Printable Copy

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