Have a Joyous Juneteenth!

Have a Joyous Juneteenth!

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Have a Joyous Juneteenth!

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A Proclamation on Juneteenth Day of Observance, 2021

On June 19, 1865 — nearly nine decades after our Nation’s founding, and more than 2 years after President Lincoln signed the Emancipation Proclamation — enslaved Americans in Galveston, Texas, finally received word that they were free from bondage.  As those who were formerly enslaved were recognized for the first time as citizens, Black Americans came to commemorate Juneteenth with celebrations across the country, building new lives and a new tradition that we honor today.  In its celebration of freedom, Juneteenth is a day that should be recognized by all Americans. And that is why I am proud to have consecrated Juneteenth as our newest national holiday.

Juneteenth is a day of profound weight and power.

A day in which we remember the moral stain and terrible toll of slavery on our country –- what I’ve long called America’s original sin.  A long legacy of systemic racism, inequality, and inhumanity.

But it is a day that also reminds us of our incredible capacity to heal, hope, and emerge from our darkest moments with purpose and resolve.

As I said on the 100th Anniversary of the Tulsa Race Massacre, great nations don’t ignore the most painful chapters of their past. Great nations confront them.  We come to terms with them.

On Juneteenth, we recommit ourselves to the work of equity, equality, and justice.  And, we celebrate the centuries of struggle, courage, and hope that have brought us to this time of progress and possibility.  That work has been led throughout our history by abolitionists and educators, civil rights advocates and lawyers, courageous activists and trade unionists, public officials, and everyday Americans who have helped make real the ideals of our founding documents for all.

There is still more work to do.  As we emerge from the long, dark winter of the COVID-19 pandemic, for example, racial equity remains at the heart of our efforts to vaccinate the Nation and beat the virus.  We must recognize that Black Americans, among other people of color, have shouldered a disproportionate burden of loss — while also carrying us through disproportionately as essential workers and health care providers on the front lines of the crisis.

Psalm 30 proclaims that “weeping may endure for a night, but joy cometh in the morning.”  Juneteenth marks both the long, hard night of slavery and discrimination, and the promise of a brighter morning to come.  My Administration is committed to building an economy — and a Nation — that brings everyone along, and finally delivers our Nation’s founding promise to Black Americans.  Together, we will lay the roots of real and lasting justice, so that we can become the extraordinary country that was promised to all Americans.

Juneteenth not only commemorates the past.  It calls us to action today.

NOW, THEREFORE, I, JOSEPH R. BIDEN JR., President of the United States of America, by virtue of the authority vested in me by the Constitution and the laws of the United States, do hereby proclaim June 19, 2021, as Juneteenth Day of Observance.  I call upon the people of the United States to acknowledge and celebrate the end of the Civil War and the emancipation of Black Americans, and commit together to eradicate systemic racism that still undermines our founding ideals and collective prosperity.

IN WITNESS WHEREOF, I have hereunto set my hand this eighteenth day of June, in the year of our Lord two thousand twenty-one, and of the Independence of the United States of America the two hundred and forty-fifth.

                             JOSEPH R. BIDEN JR.

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/// The Adolph Stutz Memorial Scholarship Essay Contest is Now Accepting Applications

Tell Your Senators to Support the Protecting the Right to Organize Act (PRO Act) Now! 

///The PRO Act will make it easier for working people to bargain together and win good contracts because it will: Empower workers to exercise our freedom to organize and bargain. Repeal “right to work” laws. Ensure that workers can reach a first contract quickly after a union is recognized.

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141 Report: Meet the Scholarship Judges

141 Report: Meet the Scholarship Judges

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The Adolph Stutz Memorial Scholarship Essay Contest awards a top prize of $2,000, and $1,000 to six additional applicants. 

141 Report: Meet the Scholarship Judges

District 141 members enjoy many benefits besides those enshrined in our contracts, and today’s 141 Report features the Adolph Stutz Memorial Scholarship Awards. Since 1984, this competitive scholarship program has helped district members and their families by providing monetary awards to support their efforts to earn college degrees.

Dave interviews Frank Casciato, Executive Vice President, and Dan Brin, Managing Editor at Bleiweiss Communications, a 100% union public relations firm based in Calabasas, California that has worked with organized labor groups for 75 years. Bleiweiss has had a working relationship with District 141 since 1981. 

The Adolph Stutz Memorial Scholarship is named after a District 141 officer who worked as an aircraft mechanic at United Airlines. Frank and Dan head the committee that reviews the required essays submitted by applicants and chooses the award winners.

The program awards one top scholarship prize of $2,000, plus six additional placement awards of $1,000 each.

This year’s essay subject asks applicants to describe a post-COVID world, and whether it may bring a shift in human priorities. Click this link for the contest rules and an application. The deadline to submit applications is July 1st, 2021. 

Frank Casciato complimented the scholarship program as an example of how “the union recognizes the aspirations of the members,” and added, “I’m personally very proud of being part of it.” 

In closing, Dan Brin encouraged members to “Take advantage of this. It’s there for you.”  

Hawaiian Airlines Negotiations Update

Hawaiian Airlines Negotiations Update

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Hawaiian Airlines Negotiations Update

Aloha Sisters and Brothers of Hawaiian Airlines,

In April, we informed you that we would begin meeting with Hawaiian Airlines to continue limited issue, expedited negotiations. We have made good on that promise, and are working on a contract that will recognize and honor the work you do, and the value that you deliver to this company. 

Your committees have already made encouraging progress on many priority items. However, there are still a few issues that require more work. These issues include economics, benefits, job security, and scope.

To resolve these remaining issues, we are planning a high-level executive meeting between the IAMAW and Hawaiian Airlines in Las Vegas, scheduled for the week of July 19, 2021. We are hopeful that we can come to an agreement on the remaining items and deliver a final Tentative Agreement to you.

In closing, thank you for your support and solidarity. Together, we can secure a great contract on your behalf and avoid the need to enter into Section Six negotiations.

In Solidarity,

MICHAEL KLEMM,

President & Directing General Chair,
District 141,
International Association of Machinists & Aerospace Workers

David Supplee,

President & Directing General Chair,
District 142,
International Association of Machinists & Aerospace Workers

Recording Secretaries: Please print and post on all IAMAW bulletin boards.

Here’s How JetBlue Ground Ops Can Get Pay, Benefits, Positions Back

Here’s How JetBlue Ground Ops Can Get Pay, Benefits, Positions Back

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Here’s How JetBlue Ground Ops Can Get Pay, Benefits, Positions Back

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There’s no substitute for full union rights and collective bargaining when company executives try to cut pay, jobs, and positions.

But, that doesn’t mean non-union workers are completely helpless. They can still organize. And, when workers organize, companies take them seriously.

This spring, JetBlue announced plans to enact pay and benefit freezes that will hit more than half of the 2,500 workers targeted by the airline. The carrier also announced that it would eliminate hundreds of lead and training positions just after Christmas. However, JetBlue Ground Ops Crewmembers can use classic union negotiating tactics to get them back. Even though they are non-union right now.

The changes come during an unprecedented surge in demand for air travel and while most airlines, including JetBlue, are aggressively working to attract new hires.

The exact level of cuts is unclear since JetBlue is not making public exactly how much money it hopes to take from employees. But, according to Frank Giannola, District Director of Membership Services at the IAMAW, the losses will be painful and come as many front-line workers are already struggling.

“These cutbacks will take millions of dollars worth of wages and advancement opportunities away from JetBlue Crewmembers,” Giannola said. “These guys are breaking their backs right now, dealing with passenger loads that are every bit as high as they were in 2019,” he said.

“They’ve already lost parental leave – during a pandemic,” Giannola said. “Now they’re going to lose all the future income that they would have made as leads. Promised raises did not come in, and I can’t imagine the company will want to restore the pay that was lost while raises have been frozen.” 

JetBlue also announced that “non-union” employees would be “safe” from furloughs until September 2021. 

However, laying off non-union, non-contracted workers is unnecessary since JetBlue can simply fire these employees whenever they want. In addition, merely firing extra employees allows the company to bring in fresh new hires later, at lower wages and without back pay or administrative and retraining costs.  So, it’s no surprise that JetBlue won’t spend the extra time and money on non-union layoffs when non-union terminations are so much cheaper and easier. 

While the chances of restoring these losses may look bleak for non-union employees, Giannola says not to count Crewmembers out too early. “I’ve known JetBlue Crewmembers for years,” Giannola says. “These guys have a lot more fight in them.” 

Giannola says there are options for Ground Operations Crewmembers who want to get their pay, parental leave, and lead and training positions restored. “They can absolutely get these things back,” Giannola said. 

Step one is allowing the company to see that there’s a renewed interest in authorizing a union vote over these pay and position cuts, Giannola said. “As union members, it would be impossible to cut pay, positions, and benefits in the first place,” he said. And reversing the losses would be sure to be a significant focus during union negotiations. 

Electing a union, getting a contract negotiated, and having it ratified might be the perfect long-term solution, but Giannola stressed that near-term victories are possible. The very act of talking about cuts in the context of union organizing should be taken as a negotiating tactic in and of itself.  

“These executives are desperate to avoid having more union employees,” he said. “If they have to choose between parental leave and a few dollars an hour in pay, I know exactly what they’d choose,” he said. “If they see Crewmembers authorizing a union vote over these issues, they might just make these issues go away.”

Giannola explained that a classic union-busting move is to willingly increase pay and benefits in an attempt to take the heat out of union organizing efforts. Thus, JetBlue could very well reverse the cuts if they think that doing so might slow down a union drive.

“We can do this the easy way, or we can do it the hard way,” he said. 

JetBlue Ground Operations Crewmembers can have a union authorization card mailed to them by texting their name and mailing address to (954) 298-9138 or by visiting IAMJetBlue.com

 

Action Alerts

TAKE ACTION: Scholarships Available Now!

/// The Adolph Stutz Memorial Scholarship Essay Contest is Now Accepting Applications

Tell Your Senators to Support the Protecting the Right to Organize Act (PRO Act) Now! 

///The PRO Act will make it easier for working people to bargain together and win good contracts because it will: Empower workers to exercise our freedom to organize and bargain. Repeal “right to work” laws. Ensure that workers can reach a first contract quickly after a union is recognized.

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U.S. Secretaries Walsh And Raimondo Visit IAM Members

U.S. Secretaries Walsh And Raimondo Visit IAM Members

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U.S. Secretaries Walsh And Raimondo Visit IAM Members

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U.S. Labor Secretary Marty Walsh and U.S. Commerce Secretary Gina Raimondo recently visited Machinists Union members at General Dynamics Electric Boat in Groton, CT. The cabinet officials witnessed firsthand how federal registered apprenticeship programs have strengthened eastern Connecticut’s manufacturing workforce.

Many thanks to the Machinists & Aerospace journalists at GOIAM.org who wrote and originally published this story. 

The U.S. Secretaries, who were part of a group led by U.S. Rep. Joe Courtney (D-CT), went on a tour of the busy shipyard and discussed how Electric Boat has utilized federal registered apprenticeship programs like the Eastern Connecticut Manufacturing Pipeline Initiative (MPI) to help train and grow their workforce.

“I want to thank Congressman Courtney for facilitating the visit of U.S. Secretaries Walsh and Raimondo to meet our members at Electric Boat,” said IAM Eastern Territory General Vice President Jimmy Conigliaro Sr. “The IAM is grateful for their continued support of legislation like the MPI that will help provide jobs for future generations of Machinists.”

“We are very fortunate to have a congressional delegation here in Connecticut and also the Secretaries of Labor and Commerce that see the value in supporting programs like apprenticeships,” said IAM District 26 Directing Business Representative Mike Stone. “These programs further our members’ education and, in turn, make for a smarter, stronger workforce to perform the work our companies do such as the growing submarine construction programs at Electric Boat, currently and into the future.”

The National Apprenticeship Act of 2021 would expand access to Registered Apprenticeships, youth apprenticeships and pre-apprenticeship programs. It would also yield a projected $10.6 billion in net benefits to U.S. taxpayers in the form of increased tax revenue and decreased spending on public-assistance programs and unemployment insurance.

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Action Alerts

TAKE ACTION: Scholarships Available Now!

/// The Adolph Stutz Memorial Scholarship Essay Contest is Now Accepting Applications

Tell Your Senators to Support the Protecting the Right to Organize Act (PRO Act) Now! 

///The PRO Act will make it easier for working people to bargain together and win good contracts because it will: Empower workers to exercise our freedom to organize and bargain. Repeal “right to work” laws. Ensure that workers can reach a first contract quickly after a union is recognized.

Recent Articles

Record Number of Attacks on Airline Workers Driven by Mask Mandates, Political Fury

Record Number of Attacks on Airline Workers Driven by Mask Mandates, Political Fury

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Record Number of Attacks on Airline Workers Driven by Mask Mandates, Political Fury

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A report from the Federal Aviation Administration reveals the number of violent attacks against flight crews and airport agents has exploded by over 170% since 2019.

With 2021 approaching its midpoint, the number of assaults against flight attendants and airport gate and ticket agents has already set new records. 

“In 2004, the FAA logged 310 attacks against airline workers,” said David Roderick, the Legislative Director for District 141 of the International Association of Machinists and Aerospace Workers, one of the largest unions of airline and transportation workers in the world. “That was the previous record for a full year,” he said. “At the end of May, we’ve already broken that record in 2021. It’s outrageous,” he said.

As of May 25 of this year, the FAA has recorded 394 potential violations involving unruly passengers, some so severe that the Administration took serious enforcement action. In a typical year, there are about 130 cases reported in a 12 month period. Documented 2021 cases have more than doubled in the first six months, breaking records kept for over 25 years. 

According to Roderick, most of the violence stems from anger at mask mandates and political fury that was manifested in the Capitol insurrection. “Wearing a mask is still required on airplanes and airport facilities. Too many people are refusing to comply, and some people need to be reminded multiple times to pull up their masks to cover their nose and mouth,” he said. “Each time an airport agent or a member of a flight crew has to repeat the instructions, the tension level goes up. The fact is, airline workers are risking their safety to enforce mask compliance.”

“A huge number of these attacks were clustered around the January 6 riot at the Capitol,” he said, referring to reports of unruly and occasionally violent travelers into and out of Washington, DC in early January. “But even if we take out the attacks that occurred around that day, the amount of violence that airline workers are being subjected to is completely off the charts.”

On May 23rd, an anti-masker struck a flight attendant on a Southwest flight from Sacramento to San Diego. She lost two teeth in the assault and needed to be hospitalized. The passenger was arrested at the gate, charged with felony assault, and is now permanently banned from the airline.  

Since that vicious assault, Southwest and American Airlines announced they are delaying plans to resume sales of alcoholic beverages on flights. Overconsumption of alcohol has often been cited as a cause for disruptive behavior, and airlines had paused most meal and beverage services to reduce movement around aircraft cabins early in the pandemic. 

Southwest Airlines alone has logged 477 incidents of serious “misconduct” on planes this year. The cases requiring enforcement by the FAA seem like a lot, but the figure does not include thousands of lesser but still severe attacks. According to the FAA, airlines have reported 2,500 cases of “unruly” passengers this year. These incidents include not only physical attacks, but also verbal abuse and threats.  

Of the 2,500 incidents reported by airlines, 1,900 cases involved instances where passengers became violent during an event involving face masks, which are mandated by the US Department of Transportation, not individual airlines. The FAA recently extended the mask requirement through September 13, 2021. 

Four years ago, the International Association of Machinists and Aerospace Workers, and other airline unions began an intense lobbying campaign for stronger protections for airport customer service agents from assault by passengers. Congress responded by expanding protections for airport agents while they are performing their duties in the FAA Reauthorization Act of 2018. The act called for new protocols that place decisions regarding the refusal to transport a passenger after an incident in the hands of law enforcement, not airline supervisors. These provisions were a top priority for airline workers after the FAA logged 91 enforcement actions the previous year. 

The FAA Reauthorization Act of 2018 also increased the penalties for unruly behavior by passengers. Facing the surge of incidents in the past year, the FAA instituted a “zero-tolerance policy” and has been imposing maximum fines of up to $35,000 on passengers that become violent or refuse to wear masks onboard aircraft. According to USA Today, the agency imposed $258,250 in fines and penalties to 27 passengers last month. 

A Government Accountability Office study mandated by the act revealed that over 92% of the airline agents interviewed had experienced verbal harassment from passengers, and over half had either been threatened or had been the target of a physical assault from a passenger while working at the airport. 

The data produced by the study have yet to be applied to institute new procedures or training for workers. Other provisions of the act, such as new rest rules for flight attendants and secondary cockpit doors, have not been fully implemented by the federal government. Most airlines failed to meet a deadline in late 2019 that required them to submit plans to the FAA detailing their new programs to respond to passenger assaults. “This is unacceptable,” said Roderick. We fought for these expanded protections, and the federal government has not done their part to follow through on these requirements,” he said. 

While he said he is happy to see a crackdown on unruly behavior, Roderick thinks airline workers need to know their rights so they can better protect themselves and the safety and comfort of all passengers. “This includes managers who are sometimes forced to make quick decisions based on incomplete or unclear information,” he added. 

“We have legislation in place that passed with bipartisan support to improve the safety of our air travel network,” said Roderick. “We need to implement every aspect of the 2018 FAA Reauthorization Act so we can come back from the pandemic with all the tools needed for a healthy recovery. Summer is here, and the flights are filling up. We need to do this now.” 

 

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