Machinists Union Again Leading Fight for Airline Worker Payroll Support Extension to Avoid Layoffs

Machinists Union Again Leading Fight for Airline Worker Payroll Support Extension to Avoid Layoffs

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Machinists Union Again Leading Fight for Airline Worker Payroll Support Extension to Avoid Layoffs

The IAM continues to lead the fight on Capitol Hill for an extension of the airline Payroll Support Program (PSP) to keep tens of thousands of IAM members employed.

On Sunday, the IAM received notice that there was absolutely no funding in the budget resolution for the desperately needed Payroll Support Program (PSP). International President Robert Martinez Jr. and the IAM Legislative Department immediately jumped into action to make sure that Congress include desperately needed funding for airline workers.

As a result of the IAM’s aggressive lobbying, congressional leadership decided to include airline worker funding in the budget resolution proposal.

“Since the onset of the COVID pandemic, airline workers have been forced to work through difficult times, unsure about their health and futures,” said IAM International President Robert Martinez Jr. “Thousands of jobs have already been lost, and without an extension of the Payroll Support Program, those numbers are likely to increase. The IAM will do everything possible to get relief for airline, transportation and all transit workers during this unprecedented time.”

Keep Up the Pressure! IAM members must act now to tell your Senators and Representative to provide sorely needed relief to aviation workers and help save hundreds of thousands of frontline airline worker jobs.

TAKE ACTION: Tell Your U.S. Senators and Representative to extend the Airline Payroll Support Program Through September 2021  

“An extension of the Payroll Support Program through September is vital to ensuring the futures of hundreds of thousands of aviation jobs,” said IAM Transportation General Vice President Sito Pantoja. “I ask that all Machinists support their aviation Sisters and Brothers by calling your Senators and Representative imploring them to include this much-needed relief in any COVID Relief package.”

Call your Representative at 202-224-3121 to urge them to pass an extension of the Payroll Support Program, and save thousands of frontline aviation jobs.

In a letter to Senate and House leadership, the IAM, along with a coalition of aviation unions, urged members of the House and Senate to include this vitally important, bipartisan legislation in any COVID-19 pandemic relief package to be considered by Congress.

“We respectfully request that Congress provide $15 billion to extend the program, and ask that the furlough protections that have ensured this program’s success be extended until September 30 or until the funds are exhausted, whichever date is later. Without these actions, wide-scale layoffs in the industry will begin as early as March 31,” the joint letter reads.

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US Notice of Nominations and Elections for IAMAW Grand Lodge

US Notice of Nominations and Elections for IAMAW Grand Lodge

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US Notice of Nominations and Elections for IAMAW Grand Lodge

U.S. Notice of Nominations and Elections for IAM International President,
General Secretary-Treasurer, 6 U.S. General Vice-Presidents,
3 Delegates to the A.F.L.-C.I.O., and 5 Members of the Committee on Law

Dear Sister/Brother:

In accordance with Article III of the IAM Constitution,[1] except as set forth herein, the IAM will conduct elections for the offices of International President, General Secretary-Treasurer, 6 U.S. General Vice-Presidents, 3 Delegates to the A.F.L.-C.I.O., and 5 Members of the Committee on Law (including one from Canada) for terms ending on June 30, 2025.

Nominations for these offices can be made at a special meeting of your local lodge on Saturday, January 16, 2021.  In the event that members of your local nominate more than one candidate for IAM International President and/or General Secretary-Treasurer, or more candidates than there are positions for the other offices, there shall be a local lodge endorsement vote on Saturday, February 13, 2021.  Finally, if more than one candidate for International President and/or General Secretary-Treasurer receives the endorsement of 25 or more local lodges, and/or more candidates than there are positions for the other offices receive the endorsement of 25 or more local lodges, there shall be an election on Saturday, April 24, 2021. All three of these nomination, endorsement and election meetings will take place from 6:00 a.m. to 8:00 a.m. and from 6:00 p.m. to 8:00 p.m., at the location printed in your letter.  You can also find your specific nomination, endorsement and election meeting location by going to www.grandlodgenominations.org.

At all special meetings, the meeting will remain open until every member present before the closing time has had the opportunity to nominate or vote.  To assist in verifying your eligibility to participate in this process, bring the copy of the letter you received in the mail with you to your local lodge nomination and endorsement vote meetings, as well as to the election meeting.  Only members in good standing of the local lodge may participate in the nomination and election process.  Eligible members may also participate through absentee ballot, as set out in this notice.

Nominations must specify the name, local lodge, and card number of the candidate and the office for which the candidate is being nominated. Although a member can nominate fewer than the required number of candidates for an office, in accordance with Article III, Section 4 of the IAM Constitution, a failure by a local lodge to nominate the required number of candidates for an office shall invalidate the local lodge’s endorsement for that office.

In order to find out whether there are contested nominations in your local lodge requiring a vote on February 13, 2021, or to confirm your voting location, go to www.grandlodgenominations.org. Local lodges holding endorsement votes will be posted on the website on approximately January 21, 2021.  You will need to log on using your card number and lodge number which, if you don’t otherwise have it, is listed at the top right corner of your letter, below the date. Candidates who receive a plurality of votes will earn the local lodge endorsement for the contested offices.

Information concerning the April 24, 2021 election will be posted on the website on approximately March 1, 2021.

Protests concerning the IAM nomination/endorsement process should be filed in writing with Andrew Buffenbarger, Special Assistant to the International President, in the By-laws and Internal Disputes Department at the address on this letterhead as soon as possible but no later than February 23, 2021.  Protests regarding the April 24, 2021 election should be filed as soon as possible but no later than 10 days after the completion of the ballot tally, to be held in May 2021.

Absentee Nominations/Ballots

Members who: (1) reside more than 25 miles from the designated nominating/balloting place;[2] or (2) are at work during the times of the local lodge nominations or balloting; or (3) are confined because of illness or injury including concerns related to voting in person due to Covid 19; or (4) are on leave qualifying under family leave law; or (5) are working members on vacation or retirees more than 25 miles away from their residence on election day; or (6) are on official IAM business; or (7) are on employer travel assignment; or (8) are on military leave, may nominate, participate in the endorsement vote, or vote in the election by absentee ballot, upon request. 

Eligible members wishing to receive an absentee nomination form and/or ballot must complete the Absentee Nominations/Ballot Request Form which was included with the Notice mailed to each member, or send a letter including your name and address, the reasons for the request, which meeting(s) the request is for, and your signature and mail it as soon as possible but no later than 10 days before the nomination or voting dates set forth in this notice to:  IAM PO Box 1540, Upper Marlboro, MD 20773.

The Grand Lodge will confirm your eligibility to nominate or vote by absentee ballot and mail you a ballot and instructions within 2 days after receipt of your request, or from receipt of printed ballots, whichever is later. Members found not eligible to nominate or vote by absentee ballot will be sent notification within 2 days after receipt of the request. If you do not receive a response to your request for an absentee nomination form/ballot, call the IAM Membership Department at (301) 967-4525.  

Absentee nomination forms must be received by the Grand Lodge by January 16, 2021. Absentee ballots for the February endorsement vote meetings must be received by the Grand Lodge by February 13, 2021. Absentee ballots for the April election must be received by the Grand Lodge by April 22, 2021. Absentee ballots received after the dates set forth above will not be counted.

 [1] The relevant provisions of the Constitution, including the eligibility and qualification rules for holding office, may be found at www.goiam.org/grand-lodge-elections.

 [2] Distance is determined by the closest Internet driving distance.

 

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Tell Congress to Pass Relief for Aerospace Workers

Tell Congress to Pass Relief for Aerospace Workers

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Tell Congress to Pass Relief for Aerospace Workers

In a letter to Senate and House leadership, IAM International President Robert Martinez Jr. is urging lawmakers to include this vitally important, bipartisan legislation in any COVID-19 pandemic relief package to be considered by Congress.

The legislation, led by Sens. Maria Cantwell (D-WA) and Jerry Moran (R-KS) in the Senate and Reps. Rick Larsen (D-WA) and Ron Estes (R-KS) in the House, would provide much-needed relief and help prevent mass layoffs to workers in the aerospace manufacturing and maintenance, overhaul and repair (MRO) industries.

IAM members must act now to tell your Senators and Representative to provide sorely needed relief to aerospace workers and help this critical workforce and supply chain weather the storm of this historic pandemic.

TAKE ACTION: Tell Your U.S. Senators and Representative to support the Aviation Manufacturing Jobs Protection Act of 2021.

Call your Representative at 202-224-3121 to urge them to pass the Aviation Manufacturing Jobs Protection Act of 2021, and save thousands of crucial aerospace jobs.

Read the IAM’s letter to the House and Senate urging this legislation to be included in any COVID-19 pandemic relief package to be considered by the Senate.

“With global air travel stalled and travel booking forecast to remain at historic lows for some time, the domestic aerospace industry and the highly-skilled workforce on which it relies are facing dire economic consequence,” said IAM International President Robert Martinez Jr. “It is vitally important to our national security, our domestic supply chain and our role in the global economy that we support this indispensable industry and the workers which are its backbone.”

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DL 141 Report: Safety First, Safety Always with Dennis Spencer

DL 141 Report: Safety First, Safety Always with Dennis Spencer

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IAMAW District 141 Safety Coordinator for American Airlines and Safety Chair, Dennis Spencer has helped lead groundbreaking efforts in front-line safety. His work includes the innovative UnionSafe141.org website, which allows airline workers to report, track and record safety concerns at any airport in the US – right from a smartphone. His work has led to hundreds of safety reports, helped drive legal action, and has removed countless hazards from the workplace at American Airlines.

DL 141 Report: Safety First, Safety Always with Dennis Spencer

This week, we catch up with Dennis Spencer, District 141 Safety Coordinator at American Airlines, to find out how the development of the Ground Safety Action Program (GSAP) at American is progressing.

Brother Dennis and a group of dedicated safety advocates are busy and excited about the rollout of this program that will help increase awareness and education on the actions and procedures we should all follow so we can go home just as healthy and safe as we came into work. 

¿Pueden las aerolíneas exigir vacunas a sus empleados? 5 datos que debes saber

¿Pueden las aerolíneas exigir vacunas a sus empleados? 5 datos que debes saber

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¿Pueden las aerolíneas exigir vacunas a sus empleados? 5 datos que debes saber

La semana pasada, Scott Kirby, el Presidente Ejecutivo de United Airlines, llamó la atención cuando dijo en una entrevista que le gustaría establecer una política de vacunación obligatoria contra el COVID para los empleados de la aerolínea. A continuación, 5 datos que debes tener en cuenta:

United no tiene previsto exigir vacunas contra el COVID-19 en este momento y es posible que no suceda en lo absoluto.

Kirby dijo que United no puede en realidad exigir las vacunas a menos que otras aerolíneas y compañías hagan lo mismo y requieran que sus empleados las tomen también.

Tras la declaración de Kirby, fuentes de varias aerolíneas, incluso American, Alaska y Delta, dijeron que no tienen planes de exigir vacunas a sus empleados. Un portavoz de Southwest Airlines dijo que la aerolínea se aseguraría de que todos los empleados se vacunen, pero no mencionó mandatos. La aerolínea se comprometió recientemente a proporcionar vacunas gratuitas a todos sus empleados y exigir que sus planes de salud cubran todos los costos administrativos asociados.

En este momento, la idea de exigir una vacunación masiva no parece tener mucho apoyo en la industria de la aviación, especialmente cuando existen otras opciones, como incentivos y garantías para que las inmunizaciones estén disponibles gratuitamente (como lo está haciendo Southwest). Algunas cadenas de tiendas están ofreciendo incentivos tales como tiempo libre pagado, créditos a los planes de salud e incluso pagos en efectivo y tarjetas de regalo para alentar a sus empleados a vacunarse. Estas políticas tambien presentan desafíos involucrando preocupaciones acerca de la privacidad y discriminación. Pero, dado que los Centros Para el Control de Enfermedades (CDC) no esperan que grandes cantidades de dosis de vacunas estén disponibles por varios meses, los mandatos a las vacunas no son relevantes a corto plazo.

Las empresas pueden legalmente exigir vacunas y las aerolíneas lo han hecho durante años.

En diciembre, la Comisión de Igualdad de Oportunidades en el Empleo (EEOC) dictaminó que exigirle a empleados que tomen una vacuna COVID no viola la Ley de Estadounidenses con Discapacidades (ADA). Expertos legales coinciden en general que los empleadores pueden exigir vacunas para quienes deseen realizar determinados trabajos para reducir los riesgos para sus clientes y sus trabajadores.

Muchas empresas ya exigen vacunas y otros exámenes médicos relacionados al trabajo. Como ejemplos, al personal médico, profesores y estudiantes, trabajadores de la industria para adultos y a miembros del servicio militar se les requieren vacunas para protección contra las enfermedades. Las aerolíneas han requerido vacunas para los pilotos y asistentes de vuelo durante años.

 Específicamente en cuanto a las vacunas COVID, la opción de requerir inmunizaciones puede ya no estar bajo el poder de las aerolíneas, especialmente aquellas que vuelan a destinos internacionales. Muchos países están redactando nuevos requisitos para viajeros entrando o saliendo de sus fronteras, incluyendo vacunas. Mientras esto sucede, cualquier persona que viaje a esas áreas deberá vacunarse contra el COVID, tanto pasajeros como tripulaciones de vuelo.

El Distrito 141 de la IAM considera que un mandato para las vacunas COVID-19 es una controversia innecesaria y presentará agravios contra intentos de disciplinar a los empleados que opten por esperar. En lugar de castigos, las empresas deberán utilizar incentivos primero.

 Se requiere paciencia y comprensión en este momento. La imposición de una política de vacunación mandatoria podría desencadenar oposición a los programas de inmunización que son vitales para la supervivencia de las aerolíneas y nuestros trabajos. Algunos trabajadores solo participarán de mala gana y las empresas podrán perder la confianza de sus empleados. También debemos reconocer que la desconfianza en las vacunas es históricamente alta entre algunos grupos étnicos y raciales minoritarios, pero estos grupos son también son los que han sido más afectados por el coronavirus. Sin embargo, los trabajadores con temor a las vacunas COVID probablemente perderán algo de su miedo una vez vean que sus compañeros de trabajo se vacunan con seguridad. Tiene sentido dejar ir primero a quienes no tienen miedo y están dispuestos a combatir la pandemia directamente. Más adelante en el proceso, los empleados más tímidos pueden reevaluar su disposición a participar. En otras palabras, existe la posibilidad que los mandatos sean contraproducentes y demoren el proceso de inmunización.

Las empresas pueden facilitar programas que ayuden a los trabajadores a vacunarse rápidamente. Administrar las vacunas en el lugar de trabajo, ofrecer incentivos como tiempo pagado para vacunarse y cubrir todos los costos asociados son opciones mucho mejores que los edictos autoritarios.

Los empleados con discapacidades específicas y creencias religiosas sinceras pueden tener derechos legales adicionales que los empleadores deben respetar. La EEOC puede ofrecer más orientación y asistencia legal.

Ambas vacunas disponibles actualmente contra el SARS-CoV-2 son seguras y efectivas para prevenir la transmisión del COVID-19.

Antes de poder estar disponible para el uso público, cada vacuna pasa por pruebas y supervisión exhaustivas. Deben pasar pruebas clínicas rigurosas, cumplir con estrictas pautas federales, y someterse a controles continuos para detectar efectos secundarios, alergias y cualquier otro problema.

Todas las vacunas COVID-19 aprobadas por la FDA disponibles actualmente han demostrado ser seguras y efectivas contra el coronavirus. Sin embargo, los CDC recomiendan que cualquier persona que haya tenido una reacción anafiláctica (potencialmente mortal) a la primera dosis de la vacuna COVID-19 no debe recibir una segunda dosis. También advierte a cualquier persona alérgica a cualquier ingrediente de las vacunas COVID-19 que no se vacune. Cualquier empleado que caiga en esas categorías debe estar exento de cualquier mandato de vacunación. Estas alergias han surgido en una pequeña cantidad de receptores, pero no se han registrado muertes ni reacciones graves.

Ninguna de las vacunas COVID-19 ya aprobadas ha dado lugar a problemas de salud graves; ni en las pruebas clínicas ni entre el público en general. No se han reportado muertes ni efectos graves luego de millones de inyecciones que se han administrado hasta ahora. En contraste, el coronavirus ha cobrado las vidas de más de 433,000 personas en los EE. UU., y miles más siguen sufriendo efectos a largo plazo como resultado de contraer esta enfermedad mortal.

En los últimos años, han surgido sentimientos contra las vacunas que se han vuelto populares en algunos grupos, pero no existe una base real para el pánico hacia las vacunas.

Las vacunas contra COVID a gran escala ayudarán a lograr la “inmunidad de grupo” contra el virus que es necesaria para que las aerolíneas puedan transportar suficientes pasajeros y vuelvan a tener ganancias en los próximos años … y es la única forma en que la mayoría de los trabajadores de las aerolíneas permanecerán empleados con seguridad.

Más información sobre la seguridad de las vacunas está disponible en el sitio de la Universidad Johns Hopkins.

Sin una vacunación masiva contra el COVID-19, el trabajo en aerolíneas se volverá extremadamente precario. Cualquier persona trabajando en cualquier aerolínea podría encontrarse sin trabajo repentinamente.

Desde que se declaró la pandemia en marzo del 2020, el número de pasajeros que viajan en aviones comerciales se ha desplomado de más de 2 millones de pasajeros diarios a menos de 90.000. Casi un año después, el número de vuelos es menos de la mitad de lo que era en 2019. Las aerolíneas han recibido miles de millones de dólares en ayuda gubernamental suplementaria para poder sobrevivir mientras la pandemia se desata en todo el mundo. A pesar de toda esa ayuda, más de una docena de aerolíneas se han declarado en quiebra, lo que ha provocado la pérdida permanente de miles de puestos de trabajo. Incluso con los mandatos de mascarillas, las pruebas COVID y otras medidas, el tráfico de las aerolíneas todavía está lejos de los niveles que pueden respaldar el empleo total de los trabajadores en aviación. Desde cualquier punto de vista, esta es una situación insostenible. 

Las vacunas COVID son un salvavidas para los trabajadores de las aerolíneas. Los estadounidenses se están vacunando a un ritmo de más de un millón de personas al día, y la administración del Presidente Biden ha fijado una meta de administrar más de 100 millones de inyecciones en los próximos 100 días. Incluso a ese ritmo, podría tardar más de un año vacunar a 350 millones de estadounidenses y poner fin a la pandemia de una vez por todas. Para las aerolíneas consumiendo pilas de dinero en efectivo a diario, cuanto más temprano se vacunen los estadounidenses a gran escala, más temprano se recuperarán las compañias. Pero para las empresas, la mejor y más rápida forma de lograr esta meta es mediante incentivos, no mandatos.

¿Qué piensas sobre este tema? ¿Apoyas o te opones a las vacunas obligatorias para los trabajadores de las aerolíneas? Comparte tu opinión en la encuesta a continuación.

¿Pueden las aerolíneas exigir vacunas a sus empleados? 5 datos que debes saber

Can Airlines Require Employee Vaccinations? 5 Things to Know

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Can Airlines Require Employee Vaccinations? 5 Things to Know

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Last week, United Airlines CEO Scott Kirby raised eyebrows when he said in an interview that he would like to see mandatory vaccinations for employees at the airline. Here are a few facts to keep in mind:

United is not planning to require COVID-19 vaccines right now, and it might not happen at all. 

Kirby said United cannot realistically mandate vaccinations unless other airlines and companies do the same and require their employees to take them as well. 

Following Kirby’s statement, sources at several airlines, including American, Alaska, and Delta, said they have no plans to require vaccinations for their employees. A spokesperson at Southwest Airlines said the carrier would ensure that all employees would get vaccinated, but without mentioning mandates. The airline recently pledged to provide free vaccines to all employees, and to require its health plans to cover all associated administrative costs. 

Right now, mandating mass vaccinations does not appear to be an idea that has much support in the aviation industry, especially when other options exist such as incentives and making immunizations freely available (as Southwest is doing). Some retail and grocery chains are offering incentives ranging from paid time off, health benefit credits, and even cash payouts and gift cards to encourage employees to get vaccinated. These policies present their own set of challenges involving privacy and discrimination concerns. But, since the CDC does not expect large numbers of vaccine doses to become available for several months, vaccine mandates are a moot point in the near term.

Companies can legally require vaccines, and airlines have been doing it for years.

In December, the Equal Employment Opportunity Commission (EEOC) ruled that requiring employees to take a COVID vaccine does not violate the Americans With Disabilities Act (ADA). Legal experts are in broad agreement that employers may require vaccines for those who want to do certain jobs, and to reduce risks to customers and their workforces.

Many companies already require vaccinations and other job-related medical examinations. Medical staff, teachers and students, workers in the adult industry, and military service members are a few examples of occupations where vaccinations are required to protect employees from diseases. Airlines have been requiring vaccinations for employees such as pilots and flight attendants for years.

As for the COVID vaccines specifically, airlines may not have a choice whether to require vaccinations, especially those carriers that fly to international destinations. Many countries are drafting requirements for everyone traveling in or out of their borders, including vaccinations. As this happens, anyone traveling to those areas will need to get vaccinated against COVID – both passengers and flight crews alike.

IAM District Lodge 141 considers a mandate for COVID-19 vaccines to be unnecessarily controversial and will grieve any attempt to discipline employees who choose to wait. Instead of punishments, companies should use incentives first.

Patience and understanding are required at this time. Attempts to impose vaccinations may trigger opposition to immunization programs that are vital to the survival of airlines and airline work. Some workers will only take part reluctantly, and companies may lose valuable employee trust. We must also recognize that mistrust for vaccines historically runs high among some ethnic and racial minority groups, but these groups are also the ones that have been hardest hit by the coronavirus. Workers who are afraid of the COVID vaccines, however, will most likely lose some of their fear once they see their coworkers getting safely vaccinated. It makes sense to let those who are unafraid and willing to combat the pandemic directly go first. Later on in the rollout, the more timid employees can re-evaluate their willingness to participate. Mandates, simply put, are likely to backfire and slow down the process of immunizations.

Companies can facilitate programs to help workers get immunized promptly. Setting up facilities on-site, offering incentives such as paid time to get vaccinated, and covering any associated costs are far better options than making authoritarian edicts.

Employees with specific disabilities and sincerely held religious beliefs may have additional legal rights that employers must respect. The EEOC can offer further guidance and legal assistance.

Both SARS-CoV-2 vaccines currently available are safe and effective in preventing the transmission of COVID-19.

Before becoming available for public use, each COVID vaccine goes through extensive testing and oversight. They must pass rigorous clinical trials, meet stringent federal guidelines, and undergo continuous monitoring for side effects, allergies, and any other problems.

All FDA-approved COVID-19 vaccines available today are proven safe and effective against the Coronavirus. However, the CDC recommends that anyone who had an anaphylactic (life-threatening) reaction to the first dose of a COVID-19 vaccine should not have a second dose. It also advises anyone who is allergic to any ingredients in COVID-19 vaccines to not get vaccinated. Any employees who fall into those categories should be exempted from any vaccine mandate. These allergies have arisen in a tiny number of recipients, but no fatalities or severe reactions have been recorded.

None of the approved COVID-19 vaccines have resulted in any serious health concerns; from clinical trials to real-world use. No fatalities or serious injuries have been reported from the millions of injections that have occurred so far. In contrast, the coronavirus has killed more than 433,000 people in the US, and thousands more are suffering from long-term effects as a result of contracting the deadly disease.

In recent years, anti-vaccine sentiments have become popular in some groups, but there is no real-world basis for vaccine panic.

Widespread vaccinations against COVID will help achieve the “herd immunity” to the virus that is necessary for the airline industry to carry enough passengers and return to profitability over the next few years… and the only way that most airline workers will remain safely employed.

More information about the safety of vaccines is available from Johns Hopkins University.

Without mass vaccinations against COVID-19, airline work will become extremely precarious. Anyone working at any airline could suddenly find themselves out of a job.

Since the pandemic was declared in March 2020, travel has plummeted from more than 2 million passengers a day to a low of below 90,000. Nearly a year later, air travel is less than half of what it was in 2019. Airlines are asking for billions of dollars in supplemental government aid so they can survive while the pandemic rages worldwide. In spite of all that help, more than a dozen airlines have declared bankruptcy, resulting in thousands of jobs lost permanently. Even with mask mandates, COVID testing, and other measures, airline traffic is still far from levels that can support full employment for aviation workers. It is an untenable situation, by any standards.

The COVID vaccines are a lifeline for US airline workers. Americans are getting vaccinated at the rate of over one million people a day, and President Biden’s administration has set a goal of over 100 million shots delivered within the next 100 days. Even at that rate, it could still take over a year to vaccinate 350 million Americans and end the pandemic once and for all. For airlines burning through mountains of cash daily, the sooner Americans get immunized on a mass scale, the sooner airlines can recover. But, for companies, the best and fastest way to accomplish that is by using incentives, not mandates.

What are your thoughts on this topic? Do you support or oppose mandatory vaccinations for airline workers? Let us know in the comments section, and take the  poll below.