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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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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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.

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JetBlue Hits More Turbulence

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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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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

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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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The Dawn of the Machinists Union

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Airline Profits: Union Made

Airline Profits: Union Made

Oct 31, 2022 | Front Page, JetBlue, Organizing, Page Five, Page Three, Page Two, Perusals, Row 2

Record summer airline profits are proof that workers are assets that should be invested in, not liabilities that should be limited.

Summer 2022 Airline Profits: Union Made

Organizing
31 October 2022

Unions create a workplace where workers take their jobs seriously, creating the foundations for long-term careerism at a company. In addition to being more productive, unions provide a better view of real-world working conditions, allowing their companies to make smarter decisions. Union workers provide more value, more stability, and higher profits.

Unions have been vilified by management executives for years. It’s nothing new. The standard narrative goes like this: “If a union comes in, we don’t know what will happen. Things could get worse. We know we have some problems. Give us a chance to fix them. A union is not the answer.”

Management couldn’t be more wrong because “the union” is JetBlue GO Crewmembers. It’s us, and we’re already there. All we need is the legal power by unionizing to make our jobs better through a legally enforceable contract.

Employees who unionize and gain the legal right to participate in how their companies are run do so with great success. 

The recent earnings reports of US airlines demonstrate this.

Turns out, unionized airlines are performing at the top of our industry. United Airlines earned just under $1 Billion during the summer, earning an astounding $2.81 per share. But United wasn’t alone in posting impressive profits. Alaska raked in a whopping $2.53 a share over the same period. American and Southwest reported earnings of $.69 and $.41 a share, respectively. 

Meanwhile, JetBlue management came home with a dismal $0.21 per share. The worst performing unionized carrier, Southwest, posted almost twice the earnings per share as JetBlue management did. 

Rigid, heavy-handed, top-down management doesn’t always make the best decisions at a company. As JetBlue’s earnings report proves. But a Unified workforce, with front-line workers able to contribute and add their input as critical decisions are made, is working – especially in commercial aviation. 

And, a big part of why that’s happening is precisely because front-line workers might know a thing or two about how best to do our jobs. Management should listen to us, not dictate to us.

Unions play a vital role in ensuring the financial success of airlines. By providing economic certainty, stability, and fairness, unions help airlines deal with the many different externalities that face the industry. Here’s a look at how unions add value to airlines.

Unions help airlines be financially successful by providing economic certainty.

When an airline has a strong union contract, it knows how much it will have to pay its employees each year. This predictability helps the airline budget more effectively long term and plan for the future. It also allows the airline to offer its employees competitive wages, benefits, and working conditions. This helps attract and retain the best talent. Non-union airlines, like JetBlue, are often plagued by high turnover which places a lot more stress on the existing workforce. This leads to OJIs, MSEs, outsourcing, and many other detrimental outcomes. 

Unions help airlines by providing stability.

A union contract is a legal agreement between an airline and its employees that outlines the terms of employment. This includes wages, hours, working conditions, and job security. Once a contract is in place, it can only be changed through negotiation between the airline and the workers themselves. This process helps ensure that the workplace is stable, which is essential for an industry constantly facing uncertainty.

Unions help airlines by providing fairness.

Union contracts often include provisions that protect employees from things like arbitrary and unjust discipline and termination, favoritism, discrimination, and sexual harassment. This helps create a fair and safe workplace, which is essential for attracting and retaining the best talent. It also helps protect employees from being taken advantage of by their employers.

Unions help airlines succeed financially by giving front-line workers a seat at the table.

The people who are going to make the best decisions about how to run an airline operation will always be the people who do the actual work. And, that would be JetBlue GO Crewmembers. It’s not that all company bigwigs are entirely clueless. But, company executives would benefit greatly from the operational knowledge of GO Crewmembers. Just think about safety and working conditions. Don’t you think that management would be better off because they HAD to listen to us and take our ideas into consideration when dealing with safety issues and improving working conditions?

Unions ensure that the people who know how the work is done can add their insights and offer real-world expertise as company decisions are made. Executives may know their thing, but Unions will better understand how to keep the workplace motivated, enabled, and productive.

Get Printable Copy

No Results Found

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

Related News

The Dawn of the Machinists Union

The Dawn of the Machinists Union

May 15, 2024

The Dawn of the Machinists UnionIn the smoky workshops of late 19th century America, a revolution was brewing. The Industrial Age, with its booming factories and powerful railroads, had brought both progress and hardship.The Dawn of the Machinists UnionIAM141.org 14...

Summer Airline Profits: Union Made

31 October 2022

Record summer airline profits are proof that workers are assets that should be invested in, not liabilities that should be limited.

Unions create a workplace where workers take their jobs seriously, creating the foundations for long-term careerism at a company. In addition to being more productive, unions provide a better view of real-world working conditions, allowing their companies to make smarter decisions. Union workers provide more value, more stability, and higher profits.

Unions have been vilified by management executives for years. It’s nothing new. The standard narrative goes like this: “If a union comes in, we don’t know what will happen. Things could get worse. We know we have some problems. Give us a chance to fix them. A union is not the answer.”

Management couldn’t be more wrong because “the union” is JetBlue GO Crewmembers. It’s us, and we’re already there. All we need is the legal power by unionizing to make our jobs better through a legally enforceable contract.

Employees who unionize and gain the legal right to participate in how their companies are run do so with great success. 

The recent earnings reports of US airlines demonstrate this.

Turns out, unionized airlines are performing at the top of our industry. United Airlines earned just under $1 Billion during the summer, earning an astounding $2.81 per share. But United wasn’t alone in posting impressive profits. Alaska raked in a whopping $2.53 a share over the same period. American and Southwest reported earnings of $.69 and $.41 a share, respectively. 

Meanwhile, JetBlue management came home with a dismal $0.21 per share. The worst performing unionized carrier, Southwest, posted almost twice the earnings per share as JetBlue management did. 

Rigid, heavy-handed, top-down management doesn’t always make the best decisions at a company. As JetBlue’s earnings report proves. But a Unified workforce, with front-line workers able to contribute and add their input as critical decisions are made, is working – especially in commercial aviation. 

And, a big part of why that’s happening is precisely because front-line workers might know a thing or two about how best to do our jobs. Management should listen to us, not dictate to us.

Unions play a vital role in ensuring the financial success of airlines. By providing economic certainty, stability, and fairness, unions help airlines deal with the many different externalities that face the industry. Here’s a look at how unions add value to airlines.

Unions help airlines be financially successful by providing economic certainty.

When an airline has a strong union contract, it knows how much it will have to pay its employees each year. This predictability helps the airline budget more effectively long term and plan for the future. It also allows the airline to offer its employees competitive wages, benefits, and working conditions. This helps attract and retain the best talent. Non-union airlines, like JetBlue, are often plagued by high turnover which places a lot more stress on the existing workforce. This leads to OJIs, MSEs, outsourcing, and many other detrimental outcomes. 

Unions help airlines by providing stability.

A union contract is a legal agreement between an airline and its employees that outlines the terms of employment. This includes wages, hours, working conditions, and job security. Once a contract is in place, it can only be changed through negotiation between the airline and the workers themselves. This process helps ensure that the workplace is stable, which is essential for an industry constantly facing uncertainty.

Unions help airlines by providing fairness.

Union contracts often include provisions that protect employees from things like arbitrary and unjust discipline and termination, favoritism, discrimination, and sexual harassment. This helps create a fair and safe workplace, which is essential for attracting and retaining the best talent. It also helps protect employees from being taken advantage of by their employers.

Unions help airlines succeed financially by giving front-line workers a seat at the table.

The people who are going to make the best decisions about how to run an airline operation will always be the people who do the actual work. And, that would be JetBlue GO Crewmembers. It’s not that all company bigwigs are entirely clueless. But, company executives would benefit greatly from the operational knowledge of GO Crewmembers. Just think about safety and working conditions. Don’t you think that management would be better off because they HAD to listen to us and take our ideas into consideration when dealing with safety issues and improving working conditions? 

Unions ensure that the people who know how the work is done can add their insights and offer real-world expertise as company decisions are made. Executives may know their thing, but Unions will better understand how to keep the workplace motivated, enabled, and productive.

Related News

The Dawn of the Machinists Union

The Dawn of the Machinists Union

May 15, 2024

The Dawn of the Machinists UnionIn the smoky workshops of late 19th century America, a revolution was brewing. The Industrial Age, with its booming factories and powerful railroads, had brought both progress and hardship.The Dawn of the Machinists UnionIAM141.org 14...