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.
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.
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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.
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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.
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Joe Washburn, a Lead Ramp Services Agent for United Airlines at Philadelphia International Airport, has been appointed East Coast Regional Peer Coordinator for the District 141 Employee Assistance Program (EAP).
Joe Washburn, a Lead Ramp Services Agent for United Airlines at Philadelphia International Airport, has been appointed East Coast Regional Peer Coordinator for the District 141 Employee Assistance Program (EAP). He will be responsible for helping union members in Baltimore, Washington DC, Orlando, and Philadelphia.
“The District 141 Employee Assistance Program provides a vital resource that thousands of airline workers can rely on to provide meaningful help in times of crisis,” said District 141 President Mike Klemm when he announced the appointment. “I can’t think of a more solid guy to have in our corner than Joe,” he added.
Joe Washburn began working at United in 1991 as a Cabin Services Agent at Washington Dulles International Airport. He had viewed himself as “unemployable” at the time because of a series of personal issues he had been dealing with at his former job. When he was leaving that job, Joe was approached by an EAP Rep, who helped him find the stability he needed to land his new job.
When Joe began his new career at United, only 50 Cabin Service Agents were working at Dulles. Within six months, the company had hired 100 more. That fast growth allowed Joe to move to the United ramp and attain full-time status. In 1995, he was recruited by Al Abromitas to join the IAMAW District 141 Employee Assistance Program.
Al Abromitas was a principal figure in the EAP, and his patient activism had a significant impact on Joe. “He’s a great guy. He took the time to listen, to learn about what I was going through, and he let me know how important my journey would be to other people going through the same things.”
“It was a debt that I wanted to repay,” Joe said of his decision to join the EAP. “And, Al was the right guy to bring me into the program after I started at United.”
According to Joe, mentorship is an essential aspect of EAP training, and Al Abromitas was a pivotal instructor. “It’s important to find someone that you respect in this role and who you would want to emulate and learn from,” he said. “There’s a lot that goes into EAP advocacy: Ethics, expectations, confidentiality… there are so many things that have to be considered. It’s so much easier to learn these things from someone that’s already been there.”
Today, with his trademark cigar and rock-solid work ethic, Joe Washburn has become a regular fixture at Philadelphia International, where he has also served as a Shop Steward and Grievance Committeeman. But his work with the EAP is undoubtedly one of his proudest accomplishments.
“It’s personal for us,” Joe said.”Let me be very clear. Without this EAP program, I would not be an employee. When I left my old job, I was unemployable. I was a wreck. But, now, I’ve given United Airlines nearly 30 years of service. Many of us in the EAP have been on the other side of the fence. A lot of us came to the EAP seeking help, and ended up joining the program out of gratitude and obligation.”
“That’s part of what makes the EAP such a successful program,” Joe said. “If you need help, we’re not going to judge you. A lot of us know firsthand what you’re going through. This is personal for us.”
The IAMAW District 141 Employee Assistance Program offers free and confidential help to union members seeking professional counseling and crisis intervention services. By partnering with hundreds of caring and trained professionals, the IAMAW District 141 EAP can quickly connect members to a wide range of mental health and wellbeing services. If you would like to learn more, please contact an EAP Representative at IAM141.org/141EAP.
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This week, we visit with Tiffany Lopez, the President of Local Lodge 141, in Dearborn Michigan. Tiffany helps represent United Airlines Reservations Agents and Southwest Airlines Airport Customer Service Agents.
This week we are in the heartland, speaking with Tiffany Lopez, President of IAM Local 141 in Dearborn, Michigan. Local 141 is an amalgamated Air Transport Lodge that represents United Airlines Reservations Agents and Southwest Airlines Airport Customer Service Agents.
Sister Tiffany is a 22-year veteran at United who became a Shop Steward shortly after joining the IAM in the year 2000. She expanded on her work as a union activist when she became the chair of the Community Service Committee, later serving as Recording Secretary. She has served as president of the 200-member local for 3 years.
Members of the small but mighty Local Lodge 141 are active in community service activities in the Dearborn and Detroit areas and hold regular training sessions to stay engaged and up to date. Local 141 also has a very active Organizing Committee led by Vice President Jeff Toms and an effective Grievance Committee led by Andrea Myers, who also serves as Vice President of District 141.
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The Machinists Union was recognized Saturday by the Presidential Inaugural Committee (PIC) during its programing America United: An Inauguration Welcome Event Celebrating America’s Changemakers.
The Machinists Union was recognized Saturday by the Presidential Inaugural Committee (PIC) during its programing America United: An Inauguration Welcome Event Celebrating America’s Changemakers. The video congratulates the incoming administration and pays tribute to IAM essential workers who have been on the frontlines during the pandemic.
The PIC hosted a welcome event to celebrate America, reflect and honor its history, and highlight the incredible diversity of the nation. It featured musical performances, celebrity appearances and remarks from some of the most popular leaders from across the country. The event kicked off five days of programming leading into Wednesday’s inauguration of Joe Biden and Kamala Harris.
Christine Mahoe, a seasoned...
A federal, pro-lobbyist...
Guam Del. James Moylan is...