Message from JetBlue Organizers: Personal Time Has Value

Message from JetBlue Organizers: Personal Time Has Value

Jul 21, 2022 | Front Page, JetBlue, Organizing, Page Five, Page Three, Page Two, Perusals, Row 2

Remember who you’re really working for: Managers think that our jobs should be the most important things in our lives and that everything else should come second. They think that we should put aside things like family, building memories, and just doing nothing at all – and put our work first. There’s nothing wrong with a good, union work ethic. But, sometimes we can forget the people that we go to work for. And, those people are not managers. 

Message from JetBlue Organizers: Personal Time Has Value

Organizing
21 July 2022

(Message from the JetBlue Organizing Committee. Find out how you can support the effort to bring union rights, wages, and benefits to JetBlue Ground Ops: Contact an organizer HERE>>)

One of the great things about working for a major airline is the ability to travel the world, visit family in different parts of the world and live a life that most people envy. However, to fully enjoy these great benefits, we need to have the ability to use our vacation time.

All IAM major airline contracts have both a vacation and a sick bank (a comparison is on the reverse side of this flyer). This way, if you become ill, you can use your sick time, not the time you have accrued for vacation.

With PTO, it all comes out of the same bank, so if you get sick you will have less paid time off to spend with your family and friends. IAM contracts also guarantee that vacation, whether it be block vacation or day at a time, can be used. Without a contract, JetBlue management can, and does, deny PTO usage.

IAM contracts outline how much block vacation must be posted and granted for each week of the year and how many day at a time vacation days can be granted each day on each shift. Union representatives meet with airline management continually to ensure union members have the right to use their hard-earned vacation time.

Union contracts protect workers’ ability to live a fully human life. And part of being fully human is to be able to spend time away from work with loved ones and live life to the fullest. When we have to depend on the charity of management to approve our paid time off, it’s dehumanizing. That’s what union contracts seek to prevent. 

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United Airlines Negotiations Update: Contract Negotiations Break Down

United Airlines Negotiations Update: Contract Negotiations Break Down

Jul 18, 2022 | Front Page, JetBlue, Organizing, Page Four, Page Three, Page Two, Perusals, Row 2, United

IAM141, United Airlines Contract Negotiations Break Down

18 July 2022

IAM District 141 and United Airlines management met briefly last week in Chicago, IL, to review United management’s “comprehensive” job security proposal. According to the Company, its proposal was designed to “quickly close negotiations.” Unfortunately, United management decided to propose a job security package that is NOT competitive with United’s industry peers and DOES NOT provide the job security and scope of work protections IAM members deserve.

United management’s job security and scope of work proposals would provide fewer protections than we have today, leaving tens of thousands of IAM-represented workers with no job protection at all and increase company outsourcing opportunities. Management’s wage and economic proposals also fall far short of what IAM-represented United employees deserve. United’s competitors, big and small, have surpassed United in the key areas of job security and wages/economics. In fact, United management’s wage proposal would provide a significant real wage cut, considering the current economic climate. Simply put, IAM-represented employees at United deserve much better.

At the same time, due to pushback from United pilots who have halted voting on their recently announced tentative agreement, United management has decided to run back to the negotiating table with them because American Airlines announced larger wage increases for their pilots. However, when we propose contractual terms that already exist in other industry agreements, all we hear is, “that’s bad business, and we have no interest in doing that.”

The concept of expedited negotiations is for both parties to focus on their priorities and to make justified, reasonable proposals that are in line with the industry to EXPEDITE an agreement. We have lived up to this. United management has not.

United Airlines will soon announce record revenue and a return to profitability. The very reason this is possible is because of United Airlines employees. Not management. It’s the workers who make this airline fly. It was us who made TENS OF THOUSANDS of calls to elected officials to ensure our airline received the needed aid to survive through the worst downturn in airline industry. It wasn’t because of CEO Kirby and the other airline industry executives. How did CEO Kirby reward our loyalty? He devised a scheme to violate our contracts and force all IAM-represented workers to part-time status. And, now this.

Unless United management changes course, reworks its current proposals, and offers IAM members at United a fair contract that recognizes our value to our airline, it is highly unlikely that we can reach an agreement in the expedited process. As a result, we have informed the Company that we will not meet face to face and will use the week of July 25th to meet internally.

We will inform the membership of the next steps when they are finalized.

Your Negotiating Committee

Olu Ajetomobi
Joe Bartz
Victor Hernandez
Barb Martin
Andrea’ Myers
Terry Stansbury
Faysal Silwany
Erik Stenberg
Sue Weisner

Mike Klemm

President and Directing General Chair,

IAMAW District 141

Recording Secretaries: Please print and post on all Union Bulletin Boards.

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United CSRs in California: Important Information Re: MAP Devices

United CSRs in California: Important Information Re: MAP Devices

Jul 14, 2022 | Front Page, JetBlue, Organizing, Page Five, Page Four, Page Three, Perusals, Row 2, Uncategorized

ATTENTION All California CSR’s: Important Information Re: MAP Devices

District Lodge 141, along with Local Lodge 1782, addressed the MAP Device Protection Program. United attempted to implement a policy that seems to require that United Airlines’ workers who have been provided iPhones have to buy insurance with respect to the devices.

Six years ago, we corresponded with United and advised them that any requirement that employees buy insurance with respect to company-issued equipment is unlawful.

Apparently United heeded that letter at that time and the Union was successful in getting affected employees refunded.

Under California law, employers must bear all costs of doing business and can’t impose it on employees. See Labor Code Section 2802 which, specifically prohibits any employer from forcing employees to pay for any expenses including insurance on those phones.

The statute also provides for attorney’s fees should the employees have to bring an action to remedy an unlawful requirement that employees bear any costs such as insurance. You also may want to take a look at Cochran vs. Schwan’s Home Service, 228 NLRB Cal.App 4th 1137 (2014) dealing with this issue. The Court was relying upon a California Supreme Court decision which is now 25 years old. Gattuso v. Harte-Hanks Shoppers, Inc. 42 Cal.App.4th 554 (2007). The Union asked United to rescind the policy.

After the Union met with United & HR, United has now agreed once again to reimburse all members in California in the following locations: SFO, SMF, SJC, LAX, SNA, SAN for a total of 539 employees at the total cost of $16,170.

Troy Rivera

Assistant General Chair,

IAMAW District 141

Olu Ajetomobi

Assistant General Chair,

IAMAW District 141

Terry Stansbury

Assistant General Chair,

IAMAW District 141

Mike Klemm

President and Directing General Chair,

IAMAW District 141

Recording Secretaries: Please print and post on all Union Bulletin Boards.

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Letter from JetBlue Crewmembers: JetBlue Outsourcing at LGA and BOS – What’s Next?

Letter from JetBlue Crewmembers: JetBlue Outsourcing at LGA and BOS – What’s Next?

Jul 12, 2022 | Front Page, JetBlue, Organizing, Page Five, Page Four, Page Two, Perusals, Row 2

Primeflight supervisor working in LGA bagroom, June 11 2022. JetBlue is moving it’s assets in LGA to Terminal B in preparation for it’s ‘de-facto merger’ with American Airlines. JetBlue is also seeking to merge with Spirit Airlines in a hostile takeover. JetBlue, as an airline, will be undergoing big changes very soon. What will this mean for the company’s non-union workforces?

JetBlue to Outsource LGA Bagroom and BOS International Gates. What’s Next?

Organizing
12 July 2022
Written by Ground Operations Crewmembers Organizers

JetBlue GO Crewmembers from LGA and BOS have reported that JetBlue management is currently planning to outsource GO Crewmembers’ work in the LGA bagroom and the BOS International gates.

The natural question is: What’s next?

Without a legally binding union contract, JetBlue management can outsource GO Crewmembers’ work whenever and wherever it wants. This is work that provides GO Crewmembers with overtime opportunities or work areas to bid that are preferred by JetBlue GO Crewmembers. And, nothing prevents JetBlue management from outsourcing entire stations, or significant portions of work areas, if they so choose.
This is especially troubling as JetBlue management is pushing very hard for a merger with Spirit Airlines. The reality is that if/when a merger occurs, JetBlue GO Crewmembers have no idea who will run the combined carrier and what their commitment to GO Crewmembers will be.

Airline executives have a long history of saying one thing to get a merger approved and then doing the exact opposite after the merger is finalized.

The only way WE can protect ourselves and our careers is to form a union and negotiate a legally binding contract that protects and respects the work we do.

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July Helping Hands: Cultural Awareness

July Helping Hands: Cultural Awareness

Jul 11, 2022 | Front Page, Helping Hands, Page Five, Page Three, Page Two, Perusals, Row 2

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July Helping Hands: Cultural Awareness

EAP Peer Volunteers:

For July we address Cultural Awareness. Culture is defined, and why being culturally aware is important and how to develop cultural awareness are covered. All of us can benefit by increasing our knowledge of other cultures, their practices, and how cultures can successfully interact. As EAP peers we can all help when there is tension because of cultural differences. We can also help when those tensions boil over. Let’s try to help by identifying differences and how they can be positive as they are understood. 

I hope you have had a safe and uneventful 4th of July! I am appreciative of all of the efforts each of you make to support everyone you are helping. I am grateful that during these very difficult times, we have network that can reposed to almost any difficulty that arises.
 

     Thank you for being there for others. The work you are doing is important, and appreciated. 

Bryan,
Bryan Hutchinson, M.S.
EAP Director

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

IAM141 EAP Page
Download EAP Newsletter (PDF)
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IAM Awards Scholarships at Aviation High School Graduation

IAM Awards Scholarships at Aviation High School Graduation

Jul 11, 2022 | Community Service, Front Page, Page Four, Page Three, Page Two, Perusals, Row 2

IAM Awards Scholarships at Aviation High School Graduation

Service to the Community
11 July 2022

Aviation High School recently held its annual graduation ceremony, the first in-person event since the pandemic. 480 students received their high school diploma, with many earning their Airframe and Powerplant licenses certifying them to work as mechanics in the airline industry.

This year, the IAM awarded four tool boxes and two scholarships to graduates. There were several other airline representatives and sponsors that presented the graduates with donations and prizes, but the IAM remains the only labor organization that awards students with scholarships and toolboxes for their educational achievements.

“It was an honor to be in attendance,” said IAM Air Transport Territory General Vice President Richard Johnsen. “It’s rewarding knowing all the students have accomplished in this program already. Knowing they will be better prepared for the next step in their lives is priceless.”

Aviation High School, a New York City public school, has an incredible 93% graduation rate and many graduates have expressed a desire to work in the airline industry and become IAM members.

The IAM has enjoyed a long partnership with Aviation High School and SUNY Empire State College (ESC) and now a new partnership was recently developed with the help and support of the IAM, the United Federation of Teachers, and the American Federation of Teachers. Visit the SUNY Empire State College website to learn more about this new and exciting program.

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