Important Letter from the United Labor Coalition

Important Letter from the United Labor Coalition

Important Letter from the United Labor Coalition

Important Letter from the United Labor Coalition

IAM141.org

Nathan Lopp

Vice President, Labor Relations

United | Corporate Support Center | 233 S. Wacker Drive WHQLR 25th Floor | Chicago, IL  60606

Dear Mr. Lopp,

Just over one year ago, the United Airlines Labor Coalition raised its concern over United’s codeshare agreement with Emirates Airlines, based partly on accounts of unfair labor practices and employee intimidation in the United Arab Emirates.  Today, we raise our concern over employee treatment much closer to home.

Labor relations at United Airlines have deteriorated to the point that lacking labor standards halfway around the world now seem suited to describe the current situation at our own airline.  At the forefront is a draconian and one-sided approach to employee investigations and discipline.  Human Resources is now involved in the smallest and simplest infractions, resulting in consequences orders of magnitude worse than the deed.  Most grievance cases are denied and sent up to the next level with little discretion given to local managers who best know their workforce and issues.

United Airlines filed a supplement to its application for a Haneda slot, which was surrendered by Delta Airlines.  In this long and detailed document, United outlines the reasons it should be awarded authority to fly to Haneda from Houston.  The Labor Coalition finds it instructive that nowhere in this exhaustive brief is mention of a single benefit to United’s labor force, should United be awarded this coveted slot.  In fact, the point is made that IAH-Haneda flights would not be additive, but rather a replacement for existing IAH-Narita service.

Recently, the leaders of United’s unionized employees were asked to submit letters to the Department of Transportation in support of United Airlines’ application for Houston-Haneda authorization.  Such collaboration stems from relationships centered on mutual respect and fair treatment.  Sadly, we believe the current labor/management relationship falls far short of this standard.  For the sake of the employees we represent, we sincerely hope for an improved climate, where cooperation and collaboration can exist and thrive.  Such a climate does not exist today, and as a result, the United Airlines Union Coalition agrees it is inappropriate to support United’s application for Houston-Haneda service.

Respectfully,

Ken Diaz

Mike Klemm

Garth Thompson

Craig Symons

Joe Ferreira

MEC President

President

Master Chair

President

Dir. Airline Div.

AFA-UAL

IAM-UAL

ALPA-UAL

PAFCA-UAL

IBT-UAL

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Important Letter from the United Labor Coalition

17 November 2023

Nathan Lopp

Vice President, Labor Relations

United | Corporate Support Center | 233 S. Wacker Drive WHQLR 25th Floor | Chicago, IL  60606

Dear Mr. Lopp,

Just over one year ago, the United Airlines Labor Coalition raised its concern over United’s codeshare agreement with Emirates Airlines, based partly on accounts of unfair labor practices and employee intimidation in the United Arab Emirates.  Today, we raise our concern over employee treatment much closer to home.

Labor relations at United Airlines have deteriorated to the point that lacking labor standards halfway around the world now seem suited to describe the current situation at our own airline.  At the forefront is a draconian and one-sided approach to employee investigations and discipline.  Human Resources is now involved in the smallest and simplest infractions, resulting in consequences orders of magnitude worse than the deed.  Most grievance cases are denied and sent up to the next level with little discretion given to local managers who best know their workforce and issues.

United Airlines filed a supplement to its application for a Haneda slot, which was surrendered by Delta Airlines.  In this long and detailed document, United outlines the reasons it should be awarded authority to fly to Haneda from Houston.  The Labor Coalition finds it instructive that nowhere in this exhaustive brief is mention of a single benefit to United’s labor force, should United be awarded this coveted slot.  In fact, the point is made that IAH-Haneda flights would not be additive, but rather a replacement for existing IAH-Narita service.

Recently, the leaders of United’s unionized employees were asked to submit letters to the Department of Transportation in support of United Airlines’ application for Houston-Haneda authorization.  Such collaboration stems from relationships centered on mutual respect and fair treatment.  Sadly, we believe the current labor/management relationship falls far short of this standard.  For the sake of the employees we represent, we sincerely hope for an improved climate, where cooperation and collaboration can exist and thrive.  Such a climate does not exist today, and as a result, the United Airlines Union Coalition agrees it is inappropriate to support United’s application for Houston-Haneda service.

Respectfully,

Ken Diaz

Mike Klemm

Garth Thompson

Craig Symons

Joe Ferreira

MEC President

President

Master Chair

President

Dir. Airline Div.

AFA-UAL

IAM-UAL

ALPA-UAL

PAFCA-UAL

IBT-UAL

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Unruly Woman Fined $40,000

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Unruly Woman Fined $40,000

Unruly Woman Fined $40,000

IAM141.org

PHOENIX – Cayla Farris, a passenger on an American Airlines flight from Phoenix to Honolulu on February 13, 2022, has been ordered by United States District Judge Susan M. Brnovich to pay $38,952 in restitution to the airline. Farris, who pleaded guilty to interfering with a flight crew member, exhibited unruly behavior that included using profanity and threatening the crew and other passengers. Her actions led to significant delays and disruptions, including the flight’s return to Phoenix and the rerouting of several other flights.

The investigation, conducted by the FBI and the Phoenix Police Department, highlighted the severity of the incident, which was part of a broader trend of increased unruly passenger incidents during the pandemic. In 2021, nearly 6,000 such incidents were reported, a stark increase from the approximately 1,100 incidents in 2019. Though these numbers have declined, they remain higher than pre-pandemic levels.

As part of her sentence, Farris served 3.6 months in prison and is now under three years of supervised release. During this time, she is prohibited from traveling on commercial aircraft without prior authorization. This case underscores the government’s heightened efforts to combat air rage incidents and enforce federal laws requiring passengers to comply with crewmember instructions.

Experts note that cramped and stressful flight conditions often lead to disruptive behavior. This case serves as a reminder of the legal consequences of such actions and the importance of maintaining a safe and orderly environment on commercial flights.

While Cayla Farris faced a substantial $40,000 fine for her disruptive behavior on an American Airlines flight, this isn’t the heftiest penalty the Federal Aviation Administration (FAA) has issued since the pandemic. An earlier incident in July 2021 resulted in an even larger fine. In that case, a woman on a flight from Dallas-Fort Worth to Charlotte was fined $81,950 for physically assaulting a flight attendant and attempting to open the cabin door.

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16 November 2023

PHOENIX – Cayla Farris, a passenger on an American Airlines flight from Phoenix to Honolulu on February 13, 2022, has been ordered by United States District Judge Susan M. Brnovich to pay $38,952 in restitution to the airline. Farris, who pleaded guilty to interfering with a flight crew member, exhibited unruly behavior that included using profanity and threatening the crew and other passengers. Her actions led to significant delays and disruptions, including the flight’s return to Phoenix and the rerouting of several other flights.

The investigation, conducted by the FBI and the Phoenix Police Department, highlighted the severity of the incident, which was part of a broader trend of increased unruly passenger incidents during the pandemic. In 2021, nearly 6,000 such incidents were reported, a stark increase from the approximately 1,100 incidents in 2019. Though these numbers have declined, they remain higher than pre-pandemic levels.

As part of her sentence, Farris served 3.6 months in prison and is now under three years of supervised release. During this time, she is prohibited from traveling on commercial aircraft without prior authorization. This case underscores the government’s heightened efforts to combat air rage incidents and enforce federal laws requiring passengers to comply with crewmember instructions.

Experts note that cramped and stressful flight conditions often lead to disruptive behavior. This case serves as a reminder of the legal consequences of such actions and the importance of maintaining a safe and orderly environment on commercial flights.

While Cayla Farris faced a substantial $40,000 fine for her disruptive behavior on an American Airlines flight, this isn’t the heftiest penalty the Federal Aviation Administration (FAA) has issued since the pandemic. An earlier incident in July 2021 resulted in an even larger fine. In that case, a woman on a flight from Dallas-Fort Worth to Charlotte was fined $81,950 for physically assaulting a flight attendant and attempting to open the cabin door.

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Strength Through Solidarity: Grievance Committee Members Convene in Philadelphia

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Strength Through Solidarity: Grievance Committee Members Convene in Philadelphia

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PHILADELPHIA – Hundreds of Grievance Committee Members from the Machinists Union gathered in Philadelphia to discuss the future of work in the airline industry.

A major focus of the deliberations was the upcoming contract negotiations at American and United Airlines, both of which are likely to fall under Section 6 of the Railway Labor Act, often referred to simply as “Section 6.”

Last year, Union Negotiators were optimistic that Section 6 could be avoided at United Airlines in favor of an expedited process that would have delivered an agreement to union members much faster. The carrier had initially agreed to keep the negotiations focused on a few contractual provisions deemed critical to front-line union members. Unfortunately, the company began using endless stalling tactics that threatened to drag negotiations out indefinitely, making the expedited process impossible.

Section 6 outlines the procedure for amending and renegotiating existing collective bargaining agreements in the airline and railroad sectors. Typically, Section 6 negotiations can take several years to complete.

The Railway Labor Act was initially established to prevent disruptions in interstate commerce due to strikes and other job actions that could create economic havoc. The Act mandates that both parties, in this case, the union and the airlines, engage in extended discussions once changes to the prevailing agreement are proposed. These changes can encompass rates of pay, rules, or working conditions. A critical aspect of Section 6 is its emphasis on maintaining the status quo during negotiations, preventing companies from unilaterally imposing pay cuts, mass layoffs, or other policy changes.

The conference, held within the historic Penns Landing area of Philadelphia, zeroed in on the upcoming Section 6 contract negotiations at industry giants United Airlines and American Airlines. These negotiations are set to redefine standards for pay, working conditions, and work-life balance for thousands, impacting both union and non-union workers, but are showing signs they may be lengthy.

Tom Regan, Airline Coordinator for the Machinists Union Air Transport Territory, and Mike Klemm, President and Directing General Chair of Machinists District 141, were among the luminaries who addressed the attendees.

The event was hosted by Larry Reeves from Local Lodge 1776 in Philadelphia.

Machinists Union District 141 includes 40,000 airline workers at American, Hawaiian, Philippine, Spirit, and United Airlines. The union’s reach in commercial aviation means that decisions made by union members will shape the rest of the industry.

The pandemic’s aftermath saw a strategic move by airlines to encourage senior agents towards early retirement. This strategy has led to a scenario where nearly half of all airline workers are relatively new to the industry. Many of these workers, coming from non-union professional backgrounds, are still acclimatizing to the nuances of the collective bargaining process and union dynamics. President Klemm’s call to action emphasized the need for seasoned committee members to mentor and engage these newcomers.
The conference also highlighted the altered dynamics between airlines and union grievance committees in the wake of the pandemic. With many workers being novices in the industry, there exists a gap between their union action expectations and the realistic outcomes. Addressing this gap is pivotal, according to District President Klemm.

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Strength Through Solidarity: Grievance Committee Members Convene in Philadelphia

October 12, 2023

PHILADELPHIA – Hundreds of Grievance Committee Members from the Machinists Union gathered in Philadelphia to discuss the future of work in the airline industry.

A major focus of the deliberations was the upcoming contract negotiations at American and United Airlines, both of which are likely to fall under Section 6 of the Railway Labor Act, often referred to simply as “Section 6.”

Last year, Union Negotiators were optimistic that Section 6 could be avoided at United Airlines in favor of an expedited process that would have delivered an agreement to union members much faster. The carrier had initially agreed to keep the negotiations focused on a few contractual provisions deemed critical to front-line union members. Unfortunately, the company began using endless stalling tactics that threatened to drag negotiations out indefinitely, making the expedited process impossible.

Section 6 outlines the procedure for amending and renegotiating existing collective bargaining agreements in the airline and railroad sectors. Typically, Section 6 negotiations can take several years to complete.

The Railway Labor Act was initially established to prevent disruptions in interstate commerce due to strikes and other job actions that could create economic havoc. The Act mandates that both parties, in this case, the union and the airlines, engage in extended discussions once changes to the prevailing agreement are proposed. These changes can encompass rates of pay, rules, or working conditions. A critical aspect of Section 6 is its emphasis on maintaining the status quo during negotiations, preventing companies from unilaterally imposing pay cuts, mass layoffs, or other policy changes.

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Tom Regan, Airline Coordinator for the Machinists Union Air Transport Territory, and Mike Klemm, President and Directing General Chair of Machinists District 141, were among the luminaries who addressed the attendees.

The event was hosted by Larry Reeves from Local Lodge 1776 in Philadelphia.

Machinists Union District 141 includes 40,000 airline workers at American, Hawaiian, Philippine, Spirit, and United Airlines. The union’s reach in commercial aviation means that decisions made by union members will shape the rest of the industry.

The pandemic’s aftermath saw a strategic move by airlines to encourage senior agents towards early retirement. This strategy has led to a scenario where nearly half of all airline workers are relatively new to the industry. Many of these workers, coming from non-union professional backgrounds, are still acclimatizing to the nuances of the collective bargaining process and union dynamics. President Klemm’s call to action emphasized the need for seasoned committee members to mentor and engage these newcomers.
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CHICAGO — United Airlines’ pilots have approved a new four-year agreement valued at over $10 billion, as stated by their union.

Previously, the union mentioned that this agreement would lead to a pay increase of up to 40% throughout the four years.

On Friday, the Air Line Pilots Association disclosed that 82% of participating pilots voted in favor of the new terms.

Garth Thompson, the head of the union’s United faction, described it as a pioneering contract that “delivers considerable advantages to our pilots.”

United follows Delta Air Lines and American Airlines in securing new pilot contracts, mitigating tensions with a crucial labor faction, and ensuring the airline can attract critical staff in a tight labor market. Pilots at Southwest Airlines, represented by a different union, and flight attendants at various airlines are still in the negotiation phase.

The union representing the pilots stated that the contract with United encompasses unprecedented raises and enhancements in employment terms, sick leave, holiday duration, and retirement perks. United employs approximately 16,000 pilots.

This contract is set to be in effect until September 30, 2027.

 

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Paradise Pups: Golfing for Guide Dogs in Hawaii

Paradise Pups: Golfing for Guide Dogs in Hawaii

Pups in Paradise: Golfing for Guide Dogs in Hawaii

Pups in Paradise: Golfing for Guide Dogs in Hawaii

IAM141.org

+ To support the important work that Guide Dogs is doing, please CLICK HERE

The serene and picturesque Pearl Country Club in Aiea, Hawaii, on the island of Oahu, played host to the 1st annual Pups in Paradise Charity Golf Tournament on Tuesday, September 26. Nestled near the historic Pearl Harbor and the vibrant area of Waikiki, the club is renowned for its stunning views and pristine golf course, making it a sought-after venue for a myriad of events, golf tournaments among them.

The Pups in Paradise Charity Golf Tournament aims to raise funds and awareness for Guide Dogs of America, an organization committed to providing service dogs to individuals who are blind or visually impaired, veterans, and children with autism. The event seeks to support the organization’s mission to foster meaningful and transformative relationships between service dogs and their recipients, enabling them to lead more independent and fulfilling lives. The funds raised during this event will contribute to the continuation of the organization’s services, which are offered at no cost to the recipients, and help transform lives through partnerships with service dogs.

“I want to express my sincere gratitude to all of the sponsors and donors who made this event possible,” said Local 1979 President Derek Morton, who hosted the event. “Without their generous contributions, we would not have been able to achieve such a resounding success. I am truly proud of the hard work and dedication that our local put into making this event happen. Together, we have shown what can be accomplished when we work towards a common goal.”

Event organizers said the outing attracted over a hundred golfers who donated $125 each in support of Guide Dogs of America. The players were joined by local businesses and pro-labor groups who sponsored holes throughout the course, adding several thousand dollars in additional donations and other donations. The sponsors included Hawaiian Airlines, who donated $3,500, and United Airlines, who contributed an impressive array of swag items for the golfers. Even more money was raised through raffles and contests, which included a package to the prestigious Hualalai Golf Course on the Island of O’ahu, valued at $1,800.

The effort is estimated to have raised an estimated $10,000 for the charity.

“This is the first year that we’ve done this,” said Stacey Williams, who helped organize the event. “So, we had to build everything from the ground up,” she said. “We didn’t have anything from previous years that we could use to make sure this would be a success,” she added. “This has been a learning experience for all of us, but now we have a foundation that we can build on for next year.”

Stacey Williams is a District Vice President for the Machinists Union.

Vice President of Operations for Hawaiian Airlines, Lokesh Amaranayaka, praised the event, saying that the fundraiser was an opportunity for the airline to deepen its connections with the community. “We are a fundamental part of Hawaii,” he noted. “When we see this level of community outreach, we need to be there.”

Among the dignitaries attending the event was the President of Guide Dogs of America, Russel Gittlen.

“I really want to thank Local 1979 for starting this program,” he said of the event. “It takes a lot of work, and we really appreciate everyone who helped put this together.”

“And, the help is needed,” he explained. “The total costs of breeding, training, and providng each dog is close to $70,000,” he said. “And that includes ongoing support; we don’t just give the dogs to those in need. We also help people learn to work with their service animal, so they can get the most of their new relationship.”

Guide Dogs of America breeds, trains, and delivers service dogs to a range of recipients. In addition to visually impaired persons, the organization also offers assistive dogs to veterans facing challenges related to PTSD, nursing homes, and children with autism. The services are provided at no charge to beneficiaries.

Machinists Union General Vice President Richard Johnsen praised Local 1979 for their commitment to the community and union members. “This is an astounding effort,” he said of the outing. “This local deserves to be recognized for the work they’ve done here and for their unyielding efforts to look out for the membership,” he said.

Johnsen led a delegation to Maui earlier in the week, delivering Disaster Relief checks to union members still dealing with the lingering effects of the wildfires that devastated so much of the island. “I’m incredibly proud of the work this local has done to assist union members on Maui,” he said. “It’s all part of the commitment this local has repeatedly demonstrated to solidarity and service.”

“Let’s keep lifting each other up,” he continued. 

In addition to Hawaiian Airlines and United, the outing attracted several sponsors, including National Group Protection, Pepsi, Berkshire Hathaway, 100 Sails Restaurant and Bar, Heineken, Modelo, Corona, the Four Seasons Resort, the Polynesian Cultural Center, and Miller Lite. Generous support was also provided by the Air Transport Territory and District 141 of the Machinists Union.

The outing drew support from all corners of the Machinists Union.
In attendance:

Richard Johnsen, IAMAW General Vice President, Airline Territory
Edison Fraser, IAMAW Airline Territory Chief of Staff
Tom Regan, IAMAW Airline Coordinator
John Coveny, President and Directing Chair, IAMAW District 142
Joe Shultz, Secretary-Treasurer, IAMAW District 142
Arthur Croker, Assistant General Chair, IAMAW District 141
Stacey Williams, Vice President, Hawaii, IAMAW District 141
Shannon Robello, Assistant General Chair, IAMAW District 141
Troy Rivera, Assistant General Chair, IAMAW District 141
Olu Ajetomobi, Assistant General Chair, IAMAW District 141
Rich Robinson, Assistant General Chair, IAMAW District 141
Kyle Carroll, Assistant General Chair, IAMAW District 141
Cristina Odoardi, IAMAW District 141 Community Service Director

 

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Pups in Paradise: Golfing for Guide Dogs in Hawaii

September 26, 2023

+ To support the important work that Guide Dogs is doing, please CLICK HERE

The serene and picturesque Pearl Country Club in Aiea, Hawaii, on the island of Oahu, played host to the 1st annual Pups in Paradise Charity Golf Tournament on Tuesday, September 26. Nestled near the historic Pearl Harbor and the vibrant area of Waikiki, the club is renowned for its stunning views and pristine golf course, making it a sought-after venue for a myriad of events, golf tournaments among them.

The Pups in Paradise Charity Golf Tournament aims to raise funds and awareness for Guide Dogs of America, an organization committed to providing service dogs to individuals who are blind or visually impaired, veterans, and children with autism. The event seeks to support the organization’s mission to foster meaningful and transformative relationships between service dogs and their recipients, enabling them to lead more independent and fulfilling lives. The funds raised during this event will contribute to the continuation of the organization’s services, which are offered at no cost to the recipients, and help transform lives through partnerships with service dogs.

“I want to express my sincere gratitude to all of the sponsors and donors who made this event possible,” said Local 1979 President Derek Morton, who hosted the event. “Without their generous contributions, we would not have been able to achieve such a resounding success. I am truly proud of the hard work and dedication that our local put into making this event happen. Together, we have shown what can be accomplished when we work towards a common goal.”

Event organizers said the outing attracted over a hundred golfers who donated $125 each in support of Guide Dogs of America. The players were joined by local businesses and pro-labor groups who sponsored holes throughout the course, adding several thousand dollars in additional donations and other donations. The sponsors included Hawaiian Airlines, who donated $3,500, and United Airlines, who contributed an impressive array of swag items for the golfers. Even more money was raised through raffles and contests, which included a package to the prestigious Hualalai Golf Course on the Island of O’ahu, valued at $1,800.

The effort is estimated to have raised an estimated $10,000 for the charity.

“This is the first year that we’ve done this,” said Stacey Williams, who helped organize the event. “So, we had to build everything from the ground up,” she said. “We didn’t have anything from previous years that we could use to make sure this would be a success,” she added. “This has been a learning experience for all of us, but now we have a foundation that we can build on for next year.”

Stacey Williams is a District Vice President for the Machinists Union.

Vice President of Operations for Hawaiian Airlines, Lokesh Amaranayaka, praised the event, saying that the fundraiser was an opportunity for the airline to deepen its connections with the community. “We are a fundamental part of Hawaii,” he noted. “When we see this level of community outreach, we need to be there.”

Among the dignitaries attending the event was the President of Guide Dogs of America, Russel Gittlen.

“I really want to thank Local 1979 for starting this program,” he said of the event. “It takes a lot of work, and we really appreciate everyone who helped put this together.”

“And, the help is needed,” he explained. “The total costs of breeding, training, and providng each dog is close to $70,000,” he said. “And that includes ongoing support; we don’t just give the dogs to those in need. We also help people learn to work with their service animal, so they can get the most of their new relationship.”

Guide Dogs of America breeds, trains, and delivers service dogs to a range of recipients. In addition to visually impaired persons, the organization also offers assistive dogs to veterans facing challenges related to PTSD, nursing homes, and children with autism. The services are provided at no charge to beneficiaries.

Machinists Union General Vice President Richard Johnsen praised Local 1979 for their commitment to the community and union members. “This is an astounding effort,” he said of the outing. “This local deserves to be recognized for the work they’ve done here and for their unyielding efforts to look out for the membership,” he said.

Johnsen led a delegation to Maui earlier in the week, delivering Disaster Relief checks to union members still dealing with the lingering effects of the wildfires that devastated so much of the island. “I’m incredibly proud of the work this local has done to assist union members on Maui,” he said. “It’s all part of the commitment this local has repeatedly demonstrated to solidarity and service.”

In addition to Hawaiian Airlines and United, the outing attracted several sponsors, including National Group Protection, Pepsi, Berkshire Hathaway, 100 Sails Restaurant and Bar, Heineken, Modelo, Corona, the Four Seasons Resort, the Polynesian Cultural Center, and Miller Lite. Generous support was also provided by the Air Transport Territory and District 141 of the Machinists Union.

The outing drew support from all corners of the Machinists Union.
In attendance:

Richard Johnsen, IAMAW General Vice President, Airline Territory
Edison Fraser, IAMAW Airline Territory Chief of Staff
Tom Regan, IAMAW Airline Coordinator
John Coveny, President and Directing Chair, IAMAW District 142
Joe Shultz, Secretary-Treasurer, IAMAW District 142
Stacey Williams, Vice President, Hawaii, IAMAW District 141
Shannon Robello, Assistant General Chair, IAMAW District 141
Troy Rivera, Assistant General Chair, IAMAW District 141
Olu Ajetomobi, Assistant General Chair, IAMAW District 141
Rich Robinson, Assistant General Chair, IAMAW District 141
Kyle Carroll, Assistant General Chair, IAMAW District 141
Cristina Odoardi, IAMAW District 141 Community Service Director

 

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Here’s What Could Happen if UAW Wins a 4-Day Workweek for Automakers

Here’s What Could Happen if UAW Wins a 4-Day Workweek for Automakers

Here’s What Could Happen if UAW Wins a 4-Day Workweek for Automakers

IAM141.org

+ Show solidarity with UAW

The United Auto Workers (UAW) are currently engaged in a historic, nationwide strike action in pursuit of fair wages and ending the chronic exploitation of American manufacturing workers. Among the workplace improvements the union is seeking may seem far-fetched: a four-day, 32-hour work week. 

However, the idea may not be as radical as it might seem. In fact, more than half of employers in the U.S. have already taken a look at implementing the 4-day work week as part of their policies. Moreover, experts say that giving employees a better work/life balance can improve productivity and increase profits. 

According to a June survey from ResumeBuilder.com, many employers are adopting or considering a four-day workweek. The poll of 976 business leaders found that 20 percent already provide a four-day week for employees. Another 41 percent of respondents said they intend to pilot a four-day schedule soon. In total, a majority of companies surveyed are either implementing or planning a switch to a condensed 32-hour workweek within the coming months and years.

It’s also significant that the United Auto Workers champion the four-day workweek. The five-day workweek itself was born in the same automotive factories that are today marching for a 32-hour week. In other words, it’s not an impossible goal for the UAW to achieve. 

Here are a few ways a UAW win could affect you.

Your Employer Will be More Likely to Give You a 3-day Weekend.

With nearly 150,000 active members, the UAW represents one of the largest groups of workers in the country. If the union succeeds in securing a 32-hour workweek, it would mark the most significant adoption of the shortened schedule to date in the United States. Employers across industries and sectors would be keen to observe the impacts on productivity, worker satisfaction, and company bottom lines. 

The potential effect of the UAW’s innovative proposal means all eyes will be on the outcome – paving the way for other organizations to implement and benefit from 4-day schedules once the 32-hour week is proven effective at such a scale.

Based on the positive outcomes other employers have seen after transitioning to a 4-day week, there are strong indications that the shortened schedule could also work well for automotive companies. Across industries, organizations that have adopted 32-hour weeks report boosted productivity, improved morale, and lower absenteeism alongside unchanged or even increased revenues and profits. With similarly promising results observed across disparate sectors, the auto industry stands to benefit from the 4-day schedule in the same ways. 

If the 4-day week succeeds for automakers, employers everywhere will take notice, meaning your employer will see the benefits such a policy could bring to your workplace. 

Your Employer Could Make More Money, Attract Talent, and Increase Productivity

Most employers that have transitioned to a 4-day workweek report positive impacts. In a survey, 84% of business leaders said the shortened schedule helped their company attract and retain top talent. Additionally, 88% stated the 4-day week positively affected profitability.

Here is one way to rephrase and cite that quote from Max Shek:

According to the survey by ResumeBuilder.com, compressed workweeks lead to higher employee morale, engagement, and efficiency. 

Max Shek, founder of nerDigital, echoes those findings in his company’s experience: “Firstly, employee morale and engagement have significantly improved. Our team members are more motivated, energized, and happier in both their personal and professional lives,” he said. 

“This positive mindset has translated into increased productivity and higher-quality work. Additionally, we have observed that employees are more focused and efficient during their working hours. The compressed work week has encouraged them to streamline processes, eliminate time-wasting activities, and optimize their workflows.” 

Shek’s first-hand account mirrors the broader data – 4-day weeks create happier, more productive teams. 

You Will Not Pay More for Your Next Car. 

Corporate media and the Big Three Automakers are working overtime to scare American consumers by claiming a UAW victory will increase car prices. However, as UAW President Shawn Fain points out, automakers have increased car prices to record levels already without waiting for any increases in labor costs. In fact, sticker prices have reached record highs – while at the same time, wages for factory workers have been suppressed. 

Lower wages do not lead to lower prices for consumers. Instead, they lead to higher profits for companies. According to an analysis by the Economic Policy Institute, the big three American automakers – Ford, General Motors, and Stellantis – saw their profits nearly double over the past decade, totaling $250 billion between 2013 and 2022. Over the most recent UAW contract period, which expired last week, these companies experienced substantial gains, with vehicle prices rising 30% and CEO compensation increasing 40%. However, worker pay only grew 6% over the same 4-year period. The data reveals a grotesque growth in profitability for automotive companies in recent years, while workers have not shared equitably in these gains.

Higher wages and a 32-hour week can easily come from these titanic profits without raising consumer prices. Market competition will also deter any attempt to push higher prices. 

Currently, the UAW is limiting the strikes to factories that produce only a handful of vehicles with good inventories at dealerships. These include Ford Broncos, Rangers, Jeep Wranglers, and GMC Vans production lines.

You Will Not Make Less Money With a Shorter Week

The UAW is asking for three-day weekends to improve work/life balance for factory workers, not because they want to bring home smaller paychecks. Unified workers are calling for a shorter workweek – and pay raises that will replace the money lost with an extra day off. 

Extending family time for UAW members would also require automakers to keep the same 40-hour pay rates and start overtime pay for time at work over 32 hours a week. For the 4-day week to catch on, frontline workers must become advocates for the change. That won’t happen if it includes pay cuts. Workers are more likely to support and advocate for shorter weeks if they don’t face negative financial consequences. Maintaining pay makes a 4-day week more appealing.

More information about how a 4-day week has worked in real-world examples can be found at 4dayweek.com

 

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Stay up to date with all the latest news and information from the District 141 of the Machinists Union

Here’s What Could Happen if UAW Wins a 4-Day Workweek for Automakers

September 20, 2023

+ Show solidarity with UAW

The United Auto Workers (UAW) are currently engaged in a historic, nationwide strike action in pursuit of fair wages and ending the chronic exploitation of American manufacturing workers. Among the workplace improvements the union is seeking may seem far-fetched: a four-day, 32-hour work week. 

However, the idea may not be as radical as it might seem. In fact, more than half of employers in the U.S. have already taken a look at implementing the 4-day work week as part of their policies. Moreover, experts say that giving employees a better work/life balance can improve productivity and increase profits. 

According to a June survey from ResumeBuilder.com, many employers are adopting or considering a four-day workweek. The poll of 976 business leaders found that 20 percent already provide a four-day week for employees. Another 41 percent of respondents said they intend to pilot a four-day schedule soon. In total, a majority of companies surveyed are either implementing or planning a switch to a condensed 32-hour workweek within the coming months and years.

It’s also significant that the United Auto Workers champion the four-day workweek. The five-day workweek itself was born in the same automotive factories that are today marching for a 32-hour week. In other words, it’s not an impossible goal for the UAW to achieve. 

Here are a few ways a UAW win could affect you.

Your Employer Will be More Likely to Give You a 3-day Weekend.

With nearly 150,000 active members, the UAW represents one of the largest groups of workers in the country. If the union succeeds in securing a 32-hour workweek, it would mark the most significant adoption of the shortened schedule to date in the United States. Employers across industries and sectors would be keen to observe the impacts on productivity, worker satisfaction, and company bottom lines. 

The potential effect of the UAW’s innovative proposal means all eyes will be on the outcome – paving the way for other organizations to implement and benefit from 4-day schedules once the 32-hour week is proven effective at such a scale.

Based on the positive outcomes other employers have seen after transitioning to a 4-day week, there are strong indications that the shortened schedule could also work well for automotive companies. Across industries, organizations that have adopted 32-hour weeks report boosted productivity, improved morale, and lower absenteeism alongside unchanged or even increased revenues and profits. With similarly promising results observed across disparate sectors, the auto industry stands to benefit from the 4-day schedule in the same ways. 

If the 4-day week succeeds for automakers, employers everywhere will take notice, meaning your employer will see the benefits such a policy could bring to your workplace. 

Your Employer Could Make More Money, Attract Talent, and Increase Productivity

Most employers that have transitioned to a 4-day workweek report positive impacts. In a survey, 84% of business leaders said the shortened schedule helped their company attract and retain top talent. Additionally, 88% stated the 4-day week positively affected profitability.

Here is one way to rephrase and cite that quote from Max Shek:

According to the survey by ResumeBuilder.com, compressed workweeks lead to higher employee morale, engagement, and efficiency. 

Max Shek, founder of nerDigital, echoes those findings in his company’s experience: “Firstly, employee morale and engagement have significantly improved. Our team members are more motivated, energized, and happier in both their personal and professional lives,” he said. 

“This positive mindset has translated into increased productivity and higher-quality work. Additionally, we have observed that employees are more focused and efficient during their working hours. The compressed work week has encouraged them to streamline processes, eliminate time-wasting activities, and optimize their workflows.” 

Shek’s first-hand account mirrors the broader data – 4-day weeks create happier, more productive teams. 

You Will Not Pay More for Your Next Car. 

Corporate media and the Big Three Automakers are working overtime to scare American consumers by claiming a UAW victory will increase car prices. However, as UAW President Shawn Fain points out, automakers have increased car prices to record levels already without waiting for any increases in labor costs. In fact, sticker prices have reached record highs – while at the same time, wages for factory workers have been suppressed. 

Lower wages do not lead to lower prices for consumers. Instead, they lead to higher profits for companies. According to an analysis by the Economic Policy Institute, the big three American automakers – Ford, General Motors, and Stellantis – saw their profits nearly double over the past decade, totaling $250 billion between 2013 and 2022. Over the most recent UAW contract period, which expired last week, these companies experienced substantial gains, with vehicle prices rising 30% and CEO compensation increasing 40%. However, worker pay only grew 6% over the same 4-year period. The data reveals a grotesque growth in profitability for automotive companies in recent years, while workers have not shared equitably in these gains.

Higher wages and a 32-hour week can easily come from these titanic profits without raising consumer prices. Market competition will also deter any attempt to push higher prices. 

Currently, the UAW is limiting the strikes to factories that produce only a handful of vehicles with good inventories at dealerships. These include Ford Broncos, Rangers, Jeep Wranglers, and GMC Vans production lines.

You Will Not Make Less Money With a Shorter Week

The UAW is asking for three-day weekends to improve work/life balance for factory workers, not because they want to bring home smaller paychecks. Unified workers are calling for a shorter workweek – and pay raises that will replace the money lost with an extra day off. 

Extending family time for UAW members would also require automakers to keep the same 40-hour pay rates and start overtime pay for time at work over 32 hours a week. For the 4-day week to catch on, frontline workers must become advocates for the change. That won’t happen if it includes pay cuts. Workers are more likely to support and advocate for shorter weeks if they don’t face negative financial consequences. Maintaining pay makes a 4-day week more appealing.

More information about how a 4-day week has worked in real-world examples can be found at 4dayweek.com

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