IAM Mourns Loss of Retired Winpisinger Center Director Chris Wagoner

IAM Mourns Loss of Retired Winpisinger Center Director Chris Wagoner

Nov 23, 2022 | Education, Front Page, Page Three, Perusals, Row 2

Winpisinger Center Director and Educator, Chris Wagoner.

IAM Mourns Loss of Retired Winpisinger Center Director Chris Wagoner

Machinists District 141
15 November 2022

The IAM is mourning the passing of Chris Wagoner, who recently retired as Director of the IAM’s William W. Winpisinger Education and Technology Center. Wagoner, 60, with his family by his side, passed away after a brief illness on Sunday, November 20, 2022.

Over his 33-year IAM career, Wagoner dedicated his life to training and educating union activists at the Winpisinger Center, a campus in Hollywood, MD that many call the IAM’s “crown jewel.”

After hiring on as an education representative at the Winpisinger Center in 1989, Wagoner became the center’s assistant director in 2005. He served as director since 2007. Wagoner retired from the IAM in July 2022.

“The entire IAM is simply heartbroken at the loss of such an iconic, caring and influential figure in our union,” said IAM International President Robert Martinez Jr. “Chris has been a great friend and confidant to myself and so many others through more than three decades of challenges and triumphs in the IAM. Our memories of Chris’s unyielding love for our union and our membership will forever live on for so many whom he touched throughout the years. We send our deepest condolences to his wife Jill, daughter Mollie, daughter-in-law Qifei Zeng, and everyone who loved and cherished what Chris brought to our lives on and off the job.”

Wagoner was a constant figure at the Winpisinger Center, where thousands of members, officers, and staff every year participated in leadership, organizing, negotiations, and other programs that built power and knowledge in the IAM. Wagoner would make a point to visit with every class he could, sharing, among many things, that the Winpisinger Center, and the labor movement, must be an inclusive, diverse and welcoming environment, free of any bias or discrimination for all.

“Wimpy’s vision created the Winpisinger Center, but no single person gave it more life and purpose than Chris Wagoner,” said Winpisinger Center Director Mary McHugh. “His contribution to our union is simply immeasurable.”

Wagoner oversaw a massive expansion in programming at the Winpisinger Center, including negotiations preparation, remote learning, and Spanish-language classes. He led the Center through the COVID-19 pandemic, adapting quickly to remote learning and fighting tirelessly to rehire Winpisinger Center staff and reopen the facility with necessary precautions.

Prior to coming to the Winpisinger Center, Wagoner worked as an aide for the Committee on Labor and Industry in the Kentucky General Assembly. He also worked in the Labor Education Program and the Illinois Hazardous Waste Worker Training Program at the University of Illinois. Wagoner received his bachelor of science degree in political science from the University of Louisville and his master of arts degree in industrial relations from the University of Illinois at Champaign-Urbana.

In lieu of flowers, the Wagoner family asks that donations go to the IAM’s favorite charity, Guide Dogs of America/Tender Loving Canines, in memory of Chris Wagoner.

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IAM Mourns Loss of Retired Winpisinger Center Director Chris Wagoner

15 November 2022

Chris Wagoner, the longtime Director of the Winpisinger Education and Technology Center, has passed away. 

The IAM is mourning the passing of Chris Wagoner, who recently retired as Director of the IAM’s William W. Winpisinger Education and Technology Center. Wagoner, 60, with his family by his side, passed away after a brief illness on Sunday, November 20, 2022.

Over his 33-year IAM career, Wagoner dedicated his life to training and educating union activists at the Winpisinger Center, a campus in Hollywood, MD that many call the IAM’s “crown jewel.”

After hiring on as an education representative at the Winpisinger Center in 1989, Wagoner became the center’s assistant director in 2005. He served as director since 2007. Wagoner retired from the IAM in July 2022.

“The entire IAM is simply heartbroken at the loss of such an iconic, caring and influential figure in our union,” said IAM International President Robert Martinez Jr. “Chris has been a great friend and confidant to myself and so many others through more than three decades of challenges and triumphs in the IAM. Our memories of Chris’s unyielding love for our union and our membership will forever live on for so many whom he touched throughout the years. We send our deepest condolences to his wife Jill, daughter Mollie, daughter-in-law Qifei Zeng, and everyone who loved and cherished what Chris brought to our lives on and off the job.”

Wagoner was a constant figure at the Winpisinger Center, where thousands of members, officers and staff every year participated in leadership, organizing, negotiations and other programs that built power and knowledge in the IAM. Wagoner would make a point to visit with every class he could, sharing, among many things, that the Winpisinger Center, and the labor movement, must be an inclusive, diverse and welcoming environment, free of any bias or discrimination for all.

“Wimpy’s vision created the Winpisinger Center, but no single person gave it more life and purpose than Chris Wagoner,” said Winpisinger Center Director Mary McHugh. “His contribution to our union is simply immeasurable.”

Wagoner oversaw a massive expansion in programming at the Winpisinger Center, including negotiations preparation, remote learning, and Spanish-language classes. He led the Center through the COVID-19 pandemic, adapting quickly to remote learning and fighting tirelessly to rehire Winpisinger Center staff and reopen the facility with necessary precautions.

Prior to coming to the Winpisinger Center, Wagoner worked as an aide for the Committee on Labor and Industry in the Kentucky General Assembly. He also worked in the Labor Education Program and the Illinois Hazardous Waste Worker Training Program at the University of Illinois. Wagoner received his bachelor of science degree in political science from the University of Louisville and his master of arts degree in industrial relations from the University of Illinois at Champaign-Urbana.

In lieu of flowers, the Wagoner family asks that donations go to the IAM’s favorite charity, Guide Dogs of America/Tender Loving Canines, in memory of Chris Wagoner.

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Union vs Non-Union Thanksgiving Pay

Union vs Non-Union Thanksgiving Pay

Nov 22, 2022 | Front Page, JetBlue, Organizing, Page Four, Page Two, Row 2

Working on Thanksgiving? How JetBlue GO Crewmembers Holiday Pay Compares to Other Unionized GO Workers 

Justice at JetBlue
22 November 2022

The airline industry, as we know, is a 24/7 operation, and working on a holiday is part of the job. However, how we are COMPENSATED for working on a holiday is a totally different issue. As you’ll see below, UNIONIZED Ground Ops workers at every major airline have NEGOTIATED better pay for having to work on Thanksgiving.

The only reason JetBlue Crewmembers earn less for working on Thanksgiving is because JetBlue management makes all the rules and Crewmembers have NO VOICE or VOTE in the creation of those rules. Having a UNION and the right to NEGOTIATE A CONTRACT will change that. 

On average, top-of-scale Unionized GO airline workers earn between $164.23 and $204.23 MORE than GO Crewmembers just for Thanksgiving! If we also consider working on Christmas, then Unionized GO workers earn between $328.46 and $408.46 MORE. 

Get Printable Version

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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)
Download EAP Newsletter (Word)

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