Explaining the Protecting the Right to Organize Act

Explaining the Protecting the Right to Organize Act

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IAM Organizing Director Vinny Addeo draws on decades of experience to explain how the Protecting the Right to Organize (PRO) Act would help break down the barriers for working people to join unions.

Explaining the Protecting the Right to Organize Act

IAM Organizing Director Vinny Addeo draws on decades of experience to explain how the Protecting the Right to Organize (PRO) Act would help break down the barriers for working people to join unions.

The PRO Act will make it easier for working people to bargain together and win good contracts because it will:

  • Empower workers to exercise our freedom to organize and bargain.
  • Repeal “right to work” laws.
  • Ensure that workers can reach a first contract quickly after a union is recognized.
  • End employers’ practice of punishing striking workers by hiring permanent replacements. Speaking up for labor rights is within every worker’s rights—and workers shouldn’t lose our jobs for it.
  • Hold corporations accountable by strengthening the National Labor Relations Board and allowing it to penalize employers who retaliate against working people in support of the union or collective bargaining.
  • Create pathways for workers to form unions, without fear, in newer industries like Big Tech.

Click here to tell your senator to support the Protecting the Right to Organize (PRO) Act.

Watch This Couple Scream at JetBlue Crewmembers, Get Thrown Off Flight

Watch This Couple Scream at JetBlue Crewmembers, Get Thrown Off Flight

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Warning: Adult Language and Content: The tantrum is the latest in a record-shattering number of air-rage incidents that have happened this year. This year, entitled and enraged passengers have been fined more than $1 million, resulting from more than 3,000 serious rage incidents in 2021.

Watch This Couple Scream at JetBlue Crewmembers, Get Thrown Off Flight

Last week, flight crews booted a couple from a JetBlue flight to San Diego during a screaming, drunken tirade over masks. As usual, the event was captured on video and posted online for all to enjoy.

In the video posted on Reddit, a man can be seen screaming and grabbing at a male flight attendant who, he said, did not give him enough warning that his nose needed to go in his mask.  “You gave me one “f-ing warning,” he shrieked in the viral video.  “I pulled it up the second he said something,” he continued. “The second he said something, I pulled it over my nose,” he cried in a high-pitched wail as cellphones recorded.

At one point, Alice Runkevich, who recorded the video, grabs some snacks and turns her attention to a female passenger accompanying the man. As she enters the video, his counterpart is correctly wearing her mask, nose in, but she seems to lose those skills soon after. Stumbling and slurring her speech, she pleads to the other passengers that they tried to follow the Federally-mandated mask rules but just couldn’t satisfy the flight crews.  “We’re being kicked off the flight and we don’t know why,” she explains, adding, “we’re Americans.”

Despite this, they were both removed from the flight before it left Fort Lauderdale, to the delight of onlooking passengers. Flight B6 529 had been delayed for several hours before the incident, which went down while the plane was on the tarmac.

JetBlue said in a statement that the would-be travelers had been asked “multiple times but would not comply with the federal mask mandate.”

“Eventually the customers were asked to leave the aircraft at which time one customer became verbally and physically aggressive toward crewmembers before eventually exiting the aircraft,” the carrier said in a statement to local media outlets. “The customers will not be allowed to fly JetBlue in the future.”

The tantrum is the latest in a record-shattering number of air-rage incidents that have happened this year. This year, entitled and enraged passengers have been fined more than $1 million, resulting from more than 3,000 serious rage incidents in 2021. According to IAMAW District 141 Legislative Director David Roderick, the attacks are not limited to in-flight; they are becoming a problem for gate and ticket counter agents, as well. 

“it’s really not just airline workers getting abused this way,” said Roderick. “There have been 85 assaults on uniformed TSA Agents this year, too.” Roderick suggested that increased penalties for those who abuse airline workers and other airport staff may need to be increased to discourage more assaults. “Most of these attacks are provoked by Federal masking rules and alcohol,” he said. “We don’t make Federal masking rules, no airline does. We just have to enforce them – which puts our members in danger too often.”

Roderick is participating in discussions with a coalition of labor unions, including the Chicago Federation of Labor to develop legislative strategies to deal with the rise in air rage incidents. On September 4th, Roderick and representatives from the Airport Labor Committee met with AFL-CIO President Robert Reiter and Vice President Tefere Gebre to discuss the issue. “The main goal was finding ways to get more union members involved in this issue,” Roderick said of the meeting.

In September, the Biden Administration doubled the penalties for not wearing masks at airports and aboard aircraft to between $500 and $1,000. Fines for repeated violations can go as high as $3,000. Disrupting or attempting to intimidate or interfere with a flight crew is now a federal offense that can potentially result in prison time. 

141 Report – Strong membership in DCA

141 Report – Strong membership in DCA

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In this week’s 141 Report, Dave interviews the Grievance Committee at Washington’s DCA Reagan Airport. The Fleet Service Committee Chair Salieu Turay and Committee members Delvonte Bratcher and Richard Villanueva talk about the 520 strong membership represented by the IAM – TWU Association.

141 Report – Strong membership in DCA

In this week’s 141 Report, Dave interviews the Grievance Committee at Washington’s DCA Reagan Airport. The Fleet Service Committee Chair Salieu Turay and Committee members Delvonte Bratcher and Richard Villanueva talk about the 520 strong membership represented by the IAM – TWU Association.

Brother Salieu says the membership is unified and talks about the two workgroups that are represented. Of the combined membership, there are two units; the larger Fleet service group and the smaller operations group known as the HCC (or control tower), with about 17 members. The overall mix of the Association membership at DCA is about 75 percent IAM to about 25 Percent TWU. “Having the Association partnership between the IAM and TWU is a wonderful thing,” states Brother Salieu, who goes on to say the alliance creates “phenomenal representation.” “The IAM TWU work together on all operational issues covering the scope of the CBA … it’s not just an IAM thing” “We work together and we fight together,” states Salieu. Brother Salieu reports that the DCA gate operation has about 21-22 Shop Stewards, but the total number can fluctuate due to the pandemic. He later comments that if we hadn’t ratified the contract as quickly as we did, just before the pandemic hit, the consequences could have been large numbers of job losses. “We are grateful, and we are happy,” he said. “We would have seen a tsunami of employees losing their jobs system-wide.” he continued. “And, we thank 141” for helping prevent that.

United Airlines September 27 Ultimatum: Union Guidance

United Airlines September 27 Ultimatum: Union Guidance

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United Airlines September 27 Ultimatum: Union Guidance 

As you are aware, United Airlines’ deadline of September 27, 2021, to be vaccinated against Covid-19 or face separation from the Carrier is fast approaching. We know that many of you have applied for religious or medical exemptions and have received notice if it has been accepted or rejected. The following concerns the next steps available for those who had their exemption request denied as well as those who were approved for an accommodation which they find to be unacceptable.

As the District Lodge 141 leadership has stated before, and bears repeating, we encourage members to get vaccinated as long as doing so is safe for each individual, but we do not believe United should accomplish vaccinations through a mandate under threat of termination. Nonetheless, the IAM’s attorneys have advised us that the Carrier is within its legal rights to mandate the vaccine as a condition of employment.

For those employees who have been approved for a religious or medical accommodation, we have recently learned more details about the “accommodation” United intends to put in place. We had hoped that once those employees who applied were approved, that we could move forward from this matter, but unfortunately it now appears that United’s “approval for an accommodation” places many employees in an untenable situation.

As has likely become clear to many of you who have been approved for an accommodation, United is imposing involuntary unpaid leave effective October 2, 2021. According to United, its reason for removing non-vaccinated employees from the workplace is because it cannot in “good conscience” allow them to continue to report to work and may require significant time to put safety protocols in place before they can be recalled. United has thus announced that:

      • Effective October 2nd, employees approved for a religious accommodation will be placed on unpaid personal leave, and employees approved for a medical accommodation will begin using their sick leave bank and then transition to EIS.

      • Employees on personal leave (i.e., with a religious accommodation) face the additional hardships that medical coverage does not continue during personal leave, and seniority will cease accruing after three months. 
      • The details of the conditions United is imposing on each group can be found on United’s HelpHub.

For those in customer-facing roles (Customer Service Representative), United has said that this involuntary leave will continue until the “the pandemic meaningfully recedes”, which essentially leaves it indefinite at this point. For non-customer facing roles (including Fleet Service and Storekeepers) this involuntary leave will continue until safety protocols are put in place and non-vaccinated employees are recalled; no date has been set for that return, although United promises an update by mid-October.

Being placed on what essentially amounts to indefinite unpaid leave is not really an accommodation at all and is likely not what anyone thought they were signing up for when they first applied for an accommodation. We have explored the legal options available to challenge this compelled unpaid leave and we want you to know the following.

If you wish to challenge the so-called accommodation which United has imposed (i.e., open-ended unpaid leave), you have the individual right to file a charge with the U.S. Equal Employment Opportunity Commission (“EEOC”). There are no fees or costs for filing an EEOC charge and hiring an attorney is not required. Filing an EEOC charge is a right available to each individual employee and the initial steps can be accomplished online. If you decide to file a Charge, here is what you will need to know and can expect:

        • The deadline for filing an EEOC charge is generally 300 days but is only 180 days in some states,  so if you decide to file, we encourage you to do so as soon as possible.  
        • Filing will require you to register an account with the EEOC’s website and provide an email address and other personal information. Do not use your United Airlines email address.  
        • The Charge is filed once the needed sections of the form are complete and you have signed and dated it. Make sure you receive and save a confirmation notice that it is filed and are assigned a  case number.  
        • The EEOC will notify United that you have filed a charge against it. The EEOC process is not  anonymous. However, federal law forbids United from retaliating against you for filing a Charge. 
        • After you have filed, an EEOC investigator will likely contact you for further information and may request to conduct an interview or request additional documents from you. You should cooperate with the EEOC investigator in a timely manner if you wish your case to be continued. You can request a  withdrawal at any time. 
        • Be advised, EEOC investigations often take many months and just because several weeks may
          pass without communication with the EEOC does not mean your case has been closed or denied. 

Instructions on the Charge filing process can be found at the following link:  

https://www.eeoc.gov/how-file-charge-employment-discrimination 

Charges can be filed online using the EEOC’s Public Portal: 

https://publicportal.eeoc.gov/Portal/Login.aspx 

The District Lodge will continue in its effort under the collective bargaining agreement and Railway Labor  Act to obtain fair and safe working conditions for all of our members and will keep you updated on those efforts.  

 

Sincerely,  

Michael G Klemm 
President/Directing General Chairman 
IAM District Lodge 141

 

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

Machinists Union Demands Employers Bargain Over Vaccine Mandate

Machinists Union Demands Employers Bargain Over Vaccine Mandate

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Machinists Union Demands Employers Bargain Over Vaccine Mandate

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The Biden administration recently ordered the U.S. Labor Department’s Occupational Safety and Health Administration (OSHA) to develop a rule requiring employers with 100 or more employees to ensure their workforce is fully vaccinated or require unvaccinated workers to produce a weekly negative COVID-19 test result.

The IAM will closely examine the final rule and its full effect on different industries and employers once the rule is final.

“The IAM places the highest priority on the health and safety of our members at all times,” said IAM International President Robert Martinez Jr. “We continue to demand that employers provide personal protective equipment, practice social distancing and follow all CDC guidelines to ensure the safety and health of our members during this pandemic.”

OSHA will issue an Emergency Temporary Standard (ETS) to implement this requirement.

“As the administration moves to adopt an emergency temporary standard concerning vaccines and testing, the IAM will work to enforce the legal obligation of employers to bargain with unions over effects that implementation will have on unionrepresented employees,” said Martinez. “Rest assured, the IAM will, as always, continue to vigorously protect our members’ rights.

This requirement will impact over 80 million workers in private sector businesses with 100+ employees.

 

 

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FAA Fines Against Unruly Passengers Reach $1M

FAA Fines Against Unruly Passengers Reach $1M

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FAA Fines Against Unruly Passengers Reach $1M

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The U.S. Department of Transportation’s Federal Aviation Administration (FAA) has proposed another $531,545 in civil penalties against 34 airline passengers for alleged unruly behavior, bringing the total for 2021 to more than $1 million. Since Jan. 1, 2021, the FAA has received approximately 3,889 reports of unruly behavior by passengers, including about 2,867 reports of passengers refusing to comply with the federal facemask mandate.

From FAA.gov

Willis Towers Watson, a risk mitigation and liability consultant company, conducted the survey from August 18 through 25.  The company has more than 300 aviation specialists in 35 locations and advises airlines about reducing ground handling losses, improving safety practices and liability costs, and the impacts of COVID on the industry. 

With full General Use Authorization for the Pfizer vaccine,  an avalanche of private and public employers have created policies that require employee vaccinations. Within weeks of the FDA decision, dozens of large employers immediately began requiring vaccinations, with more than half of all employers in the nation (55%) expected to take action by the fourth quarter of this year. 

The dangers of a perpetual, lingering pandemic constitute a severe financial risk for airlines and other industries. Runaway COVID cases and hospitalizations are prompting a new round of travel restrictions for popular airline destinations, hampering the long-awaited recovery of airlines. These restrictions include new air travel limits at tourist hotspots like Hawaii, the Bahamas, Europe, Canada, and Mexico.

 In August, Delta CEO Ed Bastian told unvaccinated employees they would need to pay $2,400 in annual health insurance surcharges to help offset the monetary risk of employing them. According to Bastian, employee COVID-19 hospitalizations cost an airline an average of $57,000 each. With the highly transmissible Delta Variant, a single employee can infect dozens of coworkers, all of whom can miss up to a month or more of work. Companies with high numbers of unvaccinated workers are vulnerable to sudden, mass outages and crippling health care and liability costs. 

The survey found that a majority (52%) of employers are developing vaccination requirements they hope will be implemented soon, by the end of the year. These mandates could require vaccination proof to gain access to common areas such as breakrooms and cafeterias or comprehensive policies that require employees to stay current on their vaccinations as a condition of employment. 

Many of the 961 US-based companies that participated in the study indicated they are developing more than one vaccine requirement. Of the companies, 45% plan to require employees to provide proof of vaccination before returning to in-person work, and 34% say they will not hire or keep unvaccinated employees. An overwhelming majority, 79%, say that planned vaccine requirements will apply to all workers at the company. 

In all, the employers who responded to the survey employ 9.7 million workers. 

The pandemic has caused several additional burdens on employers beyond health care, employee absenteeism, loss of customers and predictable operations. More than two-thirds of employers (68%) have been forced to increase spending on communications programs designed to convince employees of the benefits and safety of vaccines, as well as how they can get vaccinated. Most employers (86%) absorb the majority of costs associated with COVID testing and 80% invest in contact tracing programs. 82% of respondents predict that COVID-related expenses will continue to threaten employee wellness over the next six months.

The fines are part of the agency’s Zero Tolerance campaign against unruly passenger behavior. Earlier in August, the FAA sent a letter to airports requesting they coordinate more closely with local law enforcement to prosecute egregious cases. The FAA does not have criminal prosecutorial authority. The letter also requested that airports work to prevent passengers from bringing “to-go” cups of alcohol aboard the aircraft.

The FAA launched a public awareness campaign to engage with airline passengers, flight attendants, pilots and travelers on this issue. Campaign items to discourage unruly behavior include the FAA Kids Talk PSA and other content across its social media platforms.

Some of the new cases include:

  • $45,000 against a passenger on a May 24, 2021, jetBlue Airways flight from New York, N.Y., to Orlando, Fla., for allegedly throwing objects, including his carry-on luggage, at other passengers; refusing to stay seated; lying on the floor in the aisle, refusing to get up, and then grabbing a flight attendant by the ankles and putting his head up her skirt. The passenger was placed in flexi-cuffs and the flight made an emergency landing in Richmond, Va.
  • $42,000 against a passenger on a May 16, 2021, jetBlue Airways flight from Queens,  N.Y., to San Francisco, Calif., for allegedly interfering with crewmembers after failing to comply with the facemask mandate; making non-consensual physical contact with another passenger; throwing a playing card at a passenger and threatening him with physical harm; making stabbing gestures towards certain passengers; and snorting what appeared to be cocaine from a plastic bag, which the cabin crew confiscated. The passenger became increasingly agitated and the crew equipped themselves with flex cuffs and ice mallets to ensure the safety of the flight if his behavior worsened. The flight diverted to Minneapolis, Minn., where law enforcement removed the passenger from the aircraft.
  • $32,500 against a passenger on a Jan. 2, 2021, Southwest Airlines flight from Orlando, Fla., to Kansas City, Mo., for allegedly assaulting passengers around him because someone in his row would not change seats to accommodate his travel partner. He told his travel partner he would need to bail him out of jail for the physically violent crimes he threatened to commit. The captain returned the flight to the gate where law enforcement met the passenger. Southwest banned him from flying with the carrier in the future. The FAA does not put passengers on no-fly lists.