IAM Helps Delta
Air Line Workers Unionize
A Message To All Our Future Union Sisters and Brothers at Delta Air Lines

The IAM union organizing drive at Delta Air Lines has proceeded amazingly well.  Employees of Delta Air Lines have received our literature with great enthusiasm.  They have also expressed to us repeatedly how they need a union on that property and how happy they were to see us handbilling their work site(s). 

We have disseminated information to all classifications with a few exceptions – the clerical, office, and administrative support groups.  The majority of those people are stationed in Atlanta.  We have been unable tosecure permits to handbill the buildings where we believe most of the clerical group work due to state and local ordinances and Delta management not allowing us to do so.

Regardless of obstacles facing us to date, we are determined to extend our union message to those employees as well.

We need your assistance towards that goal.

We are asking any Delta employee who has a spouse, partner, friend or coworker who works in the those related classification at ANY location to be contacted.  Ask those individuals if they would like to receive IAM literature for themselves or their co-workers.  (They can contact us by email or phone shown below.)  Additionally, any NWA IAM clerical employees can help us as well by directing Delta clerical to our IAM District 143 contact email and phone numbers.

alwojcik@iamdl143.org
734-637-2224
1-800-544-1461, extension 348

Thank you all for your help towards a more secure future by making Delta another IAM union airline.

 

Frequently asked questions about the IAM

The IAM has prepared this page to help you and your family learn about us and the benefits of union representation. If you have further questions, you can call 1-800-998-3554 to speak to an IAM representative.

1. What is the IAM?
2. What does the IAM do?
3. What are the benefits of joining the IAM?
4. Who runs the IAM?
5. How is the IAM structured?
6. How are IAM officers elected?
7. What's the difference between a company Employee Involvement Team and the IAM?
8. How are new agreements negotiated?
9. How long do negotiations take?
10. Do I get to vote on the agreement?
11. How much are dues?
12. How are IAM members' dues spent?
13. What about strikes?
14. What is the grievance procedure?
15. What if I have a grievance?
16. Is the IAM affiliated with other labor organizations?
17. Is the IAM involved in politics?
18. When I join the IAM, how will I know what's going on in the union?
19. I want IAM representation, what do I do?

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What is the IAM ?
The International Association of Machinists and Aerospace Workers (IAM) is a union of more than 700,000 active and retired members employed in 200 basic industries in the United States and Canada. The IAM was founded in 1888 by 19 railroad machinists in Atlanta, Georgia. The IAM negotiated the airline industry's first union agreement in 1939.  Today, the IAM represents more than 120,000 air and rail employees, more than any other union.

In its 68 years in the airline industry, the IAM has negotiated top quality contracts for airline members in mechanic & related, ramp & stores, flight simulator technician, customer service,  cargo, reservation agent, flight attendant, flight dispatcher and office & clerical positions. The superior wages and benefits in IAM agreements make airline jobs the most sought after of any industry.
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What does the IAM do?
The IAM's primary role is to negotiate collective bargaining agreements, or contracts, with employers. Agreements are legal documents that establish wages, shifts, working conditions and benefits for all workers under its jurisdiction. Once negotiated, the IAM enforces the agreement by representing members having day-to-day problems with management; problems such as discipline, work rule or seniority violations, harassment, or discrimination. The IAM also addresses issues such as workplace safety and community services.
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What are the benefits of joining the IAM?
Unions are one of the few organizations in America that represent the interests of workers on the job, in politics and in the community.  As a union member, you do not face your employer alone.  IAM-represented workers benefit by being treated with respect on the job and earning more on average in both hourly rates and benefits than do non-union workers in similar jobs.  Other benefits of IAM membership include access to IAM Scholarships and the AFL-CIO's Union Privilege Program. Each year, the IAM awards a number of college scholarships to eligible members and the children of members. The Union Privilege Program offers union members exclusive benefits such as a home mortgage program, legal services, life and accident insurance,  personal loan programs and much, much more.
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Who runs the IAM?
The members do. Every level of the IAM operates on the democratic principle of majority rule. IAM members have the right to participate in local lodge meetings, vote for local and international officers and vote on contracts and convention delegates. The Grand Lodge Convention, which convenes every four years, is the highest governing body in the union. Elected delegates set union policy and have the power to amend the IAM Constitution.
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How is the IAM structured?
The International maintains a headquarters near Washington, D.C. to administer the union and to implement programs and policies mandated by the Grand Lodge Convention. Headquarters departments handle administrative functions and provide special services to the membership, including Collective Bargaining; Communications; Community Services; Human Rights; Legal; Organizing; Strategic Resources and the Women's Department. The Transportation Department has its own general vice president and office at headquarters that oversees agreements in the airline and railroad industries. The IAM also has five general vice presidents with regional offices in the Eastern, Midwest, Western, Southern and Canadian territories.
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How are IAM officers elected?
International officers are nominated and elected by the membership every four years according to the terms spelled out in the IAM Constitution. In the airline districts, officers and assistant general chairmen are also nominated and elected by the members of their respective districts according to the terms of their district bylaws. Local lodge officers, grievance committee members and shop stewards are nominated and elected by the members of their local, also according to the terms of their local bylaws.
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What's the difference between an Employee Involvement Team and the IAM?
Companies use Employee Involvement Teams (EIT's) and similar Employee Roundtables to avoid unions. By design, they give well-meaning employees the illusion of representation. Management prefers EIT's because management retains control over your working life. In the IAM, you have an independent voice. You get experienced, professional representation at the bargaining table whose job is to protect your interests.
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How are new agreements negotiated?
For new airline agreements, or contracts, the appropriate district lodge assembles a negotiating committee consisting of experienced IAM negotiators and members of the newly organized group. Before negotiations begin, all fleet service workers can submit contract proposals to the negotiating committee concerning the issues they want addressed during negotiations.
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How long do negotiations take?
Airlines operate under the jurisdiction of the Railway Labor Act. The Act does not set any time limits on negotiations. How long it takes to negotiate a new contract depends on the complexity of the issues involved, the resolve of the members, and the willingness of the company to bargain in good faith.
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Do I get to vote on the agreement?
Yes. Once negotiations are complete, the negotiating committee will provide the membership with a tentative agreement for their review prior to voting to accept or reject it. A simple majority of members must vote to approve the tentative agreement before it becomes valid.
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How much are dues?
Dues rates are approximately two times your hourly rate of pay. Generally, what it costs a union member in dues is paid back many times over by higher wages and more company-paid benefits than non-union workers.

The IAM believes that all members have a duty to pay their fair share of the costs of operating the union. Everyone gets the benefits of the contract, it's only fair that everyone shares in the cost.
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How are IAM members' dues spent?
Dues pay for all the operating expenses of the union, including contract negotiations, grievance handling, and arbitration. In addition, dues cover the cost of union publications, legislative activities on your behalf, the IAM's William Winpisinger Education and Technology Center, community service programs and many other member services.
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What about strikes?
In the IAM, strikes are a last resort, used only when all other means of reaching an agreement fail. The IAM negotiates more than 99% of its contracts without a strike.  In the IAM, you can't go on strike unless you and your fellow members vote to do so. Strike approval requires a two-thirds majority vote of the membership in a secret ballot election.
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What is the grievance procedure?
When you have union representation, whenever you believe that management has violated your rights, the contract, or subjected you to harassment or discrimination, you can file a grievance.  You and your shop steward reduce the case to writing and file a grievance with management.  That way the dispute is resolved in a professional manner and doesn't become a personal fight between you and management.  Both the company and the union agree to make an earnest effort to ascertain the facts and seek a fair and equitable settlement.
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What if I have a grievance?
Resolving a grievance starts with your shop steward. The shop steward is your IAM representative in the work area. When you have a problem, talk to your steward as soon as possible. The steward will determine if a contract violation occurred and will try to resolve the matter with your immediate supervisor. Where the company refuses to settle a valid grievance, a neutral arbitrator may be necessary to resolve the issue.
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Is the IAM affiliated with other labor organizations?
Yes. The IAM is part of the American Federation of Labor and Congress of Industrial Organizations (AFL-CIO), a federation of 52 national unions with a combined membership of 9 million workers. The IAM is a recognized leader in the fight for worldwide labor rights. It maintains close ties with several major international labor organizations such as the 25 million member International Metalworkers Federation, the International Labor Organization and the Confederation of Free Trade Unions. The IAM holds leadership positions in the International Transport Workers' Federation (ITF), which unites 624 unions representing 4,500,000 transport workers in 142 countries. The Chair of the ITF's Civil Aviation Section is an IAM member.
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Is the IAM involved in politics?
Yes. Legislation at the federal and state level has a tremendous impact on our members. The IAM has a very effective Legislative Department that monitors pending legislation in Congress that could affect the lives of our members and their families. The Machinists Non-Partisan Political League (MNPL) raises voluntary contributions to assist pro-worker candidates and defeat those who consistently vote against the interests of our members.
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When I join the IAM, how will I know what's going on in the union?
You can stay informed by going to union meetings and participating in your local's activities. Your steward and local officers can answer your questions about specific IAM policies and programs. In addition, you can read local, district and international union publications. Every member gets the IAM Journal, a publication from headquarters that covers air transport and other issues of concern to working families. The IAM also maintains an Internet web page at goiam.org and a twice-weekly I-mail that is sent directly to members by email. All Air Transport District Lodges maintain their own websites mail newsletters to their members. All Local Lodges are also required to have a Communicator who oversees the locals website, newsletter and other member communications.
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I want IAM representation, what do I do?
The first step is to sign, date and return an IAM Authorization Card to an IAM organizer or mail it directly to the Machinists Union. When an election is called the most important thing to do is vote in an election is to vote and urge your fellow workers to vote, too.  The election rules are governed by the Railway Labor Act and administered by the National Mediation Board (NMB).  Under these rules, a majority (50% +1) of eligible workers must vote to make a valid election.   That's why management will make every effort to discourage voter turnout.
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How to win IAM Representation

When airline or railroad employees want to win union representation, they must follow the rules specified in the Railway Labor Act (RLA). Congress passed the RLA in 1926 and extended its jurisdiction to airlines in 1934. It was the first federal law to recognize that employees have a right to join the union of their choice.

Authorization Cards - the first step.
The Railway Labor Act designates the National Mediation Board (NMB) to set the rules and administer the process for employees to choose union representation. Employees must first circulate authorization cards (A-cards) and return the signed and dated cards to the union. A-cards are good for one year from the date of signing. The cards or their signers are not disclosed to the company at any time.

Employees must gather sufficient cards from their classification (system-wide) before the union can use them to petition the NMB. When the union submits the cards, the NMB checks them by validating the signatures, dates, and status of the employees.

When employees collect enough cards for the union to petition the NMB, three things can happen:

1. The company can voluntarily recognize the union.
2. The union can submit the cards to a neutral party for a "card check." If the neutral party finds that there are valid cards from more than 50% of the employees, the company can agree to have the NMB certify the union as the bargaining agent, foregoing an election.
3. If the company refuses voluntary recognition, the union can request an election by submitting valid cards to the NMB from a minimum of 35% of the employee group.

The Election
If the NMB determines that the union submitted enough valid cards and an election is necessary, they will schedule one. Only employees who were part of the craft or class at the time the union submitted the cards to the NMB are eligible to vote. The representation election process normally takes less than 90 days, concluding with a telephone or Internet election. All correspondance are secret and handled only by the NMB and the US Postal Service.

After the close of the election period, the NMB tallies the votes. If a majority (50% + 1) of the eligible voters cast votes, the Board certifies the union receiving the majority of votes as the bargaining agent for the entire employee group.

The Airline Workers The IAM Represents

Continental Airlines Northwest Airlines United Airlines US Airways Southwest Airlines Alaska Airlines Aloha Airlines Hawaiian Airlines Aer Lingus Aeromexico Air Canada Air Micronesia ALM Dutch Antillean Alitalia Airlines Bahamasair British Airways BWIA Canadian Airlines El Al Israel Airlines Lufthansa LIAT Varig Brazilian Air Midwest Air Wisconsin American Trans Air Big Sky Airlines Bemidji Comair Continental Express Great Lakes Aviation Midway Piedmont Tampa Airlines PSA Airport Service Companies Aircraft Services International Allied Aviation Fueling Atlantic Aviation Service Butler Aviation Cargo Development Inc. Gate Gourmet Dynair Florida Aviation Host International Lockheed Air Service Midway Instrument Ogden Allied Aviation Ogden Food Services Signature Swissport

Protection From Employer Action

Under Section 8 of the National Labor Relations Act, your employer cannot legally punish or discriminate against any worker because of union activity.For example, your employer cannot legally do any the following:

• Threaten to or actually fire, lay off, discipline, harass, transfer, or reassign
  employees because they support the union.
• Favor employees who don't support the union over those who do in
  promotions, job assignments, wages, hours, enforcement of rules, or any other working condition.
• Shut down the work site or take away any benefits or privileges employees
  already enjoy in order to discourage union activity.
• Promise employees a pay increase, promotion, benefit, or special favor if they oppose the union.

Enforcing Your Rights
Some employers try to prevent the workers from joining a union. The best way to encourage your employers to recognize your union and negotiate a fair contract is to build a strong organization where you work. If your employer violates the law, the union can help you file "unfair labor practice" charges with the proper government agency.

The Labor Board has the power to order an employer to stop interfering with employee rights, to provide back pay, and to reverse any action taken against workers for union activity.
You can help protect your legal rights by:

• Keeping written notes of any incidents in which company officials or supervisors threaten, harass, or punish workers because of union activity.
• Immediately report any such incidents to your organizing committee and the union staff. Your notes don't have to be worded a certain way, but you should include what was said or done, who was involved, where and when it happened, and the names of any witnesses.

"Good Faith" Bargaining
After your union election victory is officially certified by the National Labor Relations Board, your employer is legally required to negotiate in "good faith" with the union on a written contract covering wages, hours, and other working conditions.Examples of Employer Violations:
Section 8 of the National Labor Relations Act codifies your rights. Managers, supervisors and foremen are all considered employer representatives and are obligated to obey the law. Be forewarned, employer representatives will probably try to “rev up the rumor mill” rather than make incriminating statements directly to employees. If any employer representative does any of the following, it is a violation of law and you should get in touch with an IAM representative as soon as possible.

• It is illegal for your employer to: Attend IAM meetings.
• It is illegal for your employer to: Park across the street from the meeting place to see which employees enter the meeting, or engage in any undercover activity which would indicate that the employees are being kept under surveillance to determine who is and who is not participating in the IAM program.
• It is illegal for your employer to: Tell employees that the employer will fire or punish them if they engage in IAM activity.
• It is illegal for your employer to: Lay-off or discharge any employee for IAM activity.
• It is illegal for your employer to: Grant employees wage increases or special concessions in order to persuade employees against being represented by the IAM.
• It is illegal for your employer to: Bar employees from soliciting for the IAM (asking for support and/or membership) during non-working hours.
• It is illegal for your employer to: Ask employees what they think about the IAM or an IAM representative.
• It is illegal for your employer to: Ask employees how they intend to vote.
• It is illegal for your employer to: Threaten employees with economic reprisal for participating in IAM activities. For example, threaten to move the facility or close the business, curtail operations or reduce employee benefits.
• It is illegal for your employer to: Promise benefits to employees if they reject the IAM.
• It is illegal for your employer to: Give financial support or other assistance to a union or to employees, regardless of whether or not they are supporting or opposing the IAM.
• It is illegal for your employer to: Announce that the employer will not negotiate with the IAM.
  
• It is illegal for your employer to: Tell employees that they will be fired or punished if they engage in union activities.
  
• It is illegal for your employer to: Ask employees whether they belong to the IAM or have signed an IAM Petition.
  
• It is illegal for your employer to: Ask an employee, during the interview when they are being hired, about their affiliation with the IAM.
  
• It is illegal for your employer to: Make anti-union statements or actions that might show preference for a non-union person.
  
• It is illegal for your employer to: Make distinctions between union and non-union employees when assigning overtime or desirable work.
  
• It is illegal for your employer to: Transfer employees based on their IAM affiliation or activity.
  
• It is illegal for your employer to: Purposely team up non-union employees and keep them apart from those the employer may think support the IAM.
  
• It is illegal for your employer to: Select employees for lay off to discourage support for the IAM.
  
• It is illegal for your employer to: Discriminate against IAM supporters when disciplining employees.
  
• It is illegal for your employer to: Use work assignments to discriminate against IAM supporters.
  
• It is illegal for your employer to: Discipline IAM supporters for a particular action and permit non-union employees to go unpunished for the same action.
  
• It is illegal for your employer to: Deviate from policy to get rid of an IAM supporter or member.
  
• It is illegal for your employer to: Take actions that adversely affect an employee’s job or any pay rate because of IAM activity.
  
• It is illegal for your employer to: Engage in arguments to provoke a physical confrontation with an employee about the union.
  
• It is illegal for your employer to: Threaten an IAM member or supporter through a third party.
  
• It is illegal for your employer to: Threaten the employees or coerce them in an attempt to influence their vote.
  
• It is illegal for your employer to: Promise employees a reward or a future benefit if they vote “No.”
  
• It is illegal for your employer to: Tell employees overtime work (and premium pay) will be discontinued if they choose to be represented by the IAM.
  
• It is illegal for your employer to: Say unionization will cause employees to be laid off or fired.
  
• It is illegal for your employer to: Say that unionization will take away vacations, bonuses, pensions, insurance, profit sharing, or any other benefits and privileges presently enjoyed. (This is the “start from zero” threat.)
  
• It is illegal for your employer to: Start a petition or circular against the IAM or take part in its circulation if started by employees.
  
• It is illegal for your employer to: Urge employees to try to induce others to oppose the IAM.
  
• It is illegal for your employer to: Visit the home of employees to urge them to reject the IAM.
  
• It is illegal for your employer to: Make campaign speeches to assembled groups of employees on company time within the 24-hour period before the secret ballot election.

Know Your Rights
Your right to form a union, to organize your workplace, is protected by Federal Law

The Railway Labor Act is the law governing labor relations in the airline and railroad industries. Under the law, employees have the right to determine who their representative will be, without influence, interference or coercion from their carrier, its officers or agents.

Rule § 1205.2 The Employees' Bill of Rights, of the National Mediation Board provides as follows:

The provisions of the third, fourth, and fifth paragraphs of section 2 are by law made a part of the contract of employment between the carrier and each employee and shall be binding upon the parties regardless of any other express or implied agreements between them. Under these provisions the employees are guaranteed the right to organize without interference of management, the right to determine who shall represent them, and the right to bargain collectively through such representatives. This section makes it unlawful for any carrier to require any person seeking employment to sign any contract promising to join or not to join a labor organization. Violation of the foregoing provisions is a misdemeanor under the law and subjects the offender to punishment. What the National Labor Relations Act Says: Section 7: "Employees shall have the right to self-organization, to form, join, or assist labor organizations to bargain collectively through representation of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining . . ." Section 8 (a): "It shall be an unfair labor practice for an employer. . . to interfere with, restrain, or coerce employees in the exercise of the rights guaranteed in Section 7 . . ." Examples of Your Rights Under the Law.

The law protects and guarantees your rights to do any of the following without fear of reprisal from the employer:

• IT'S YOUR RIGHT to form a union and bargain for increased wages, improved benefits, better working conditions, security and protection.
• IT'S YOUR RIGHT to serve on the IAM Organizing Team.
• IT'S YOUR RIGHT to ask your coworkers to assist or serve on the IAM Organizing Team.
• IT'S YOUR RIGHT to attend and take part in IAM meetings.
• IT'S YOUR RIGHT to invite your coworkers to attend and take part in IAM meetings.
• IT'S YOUR RIGHT to distribute IAM material on the employer’s property during non-working time.
• IT'S YOUR RIGHT to ask your coworkers to distribute IAM material on employer’s property during non-work time and in non-work areas.
• IT'S YOUR RIGHT to distribute IAM material away from the employer’s property.
• IT'S YOUR RIGHT to join the IAM.
• IT'S YOUR RIGHT to invite your coworkers to join the IAM on the employer’s property during non-work times and in non-work areas.
• IT'S YOUR RIGHT to wear IAM buttons, T-shirts, caps and jackets on the employer’s property during working and non-working time. (Provided such items or objects do not create a safety hazard.)
• IT'S YOUR RIGHT to ask your coworkers to wear IAM materials.
• IT'S YOUR RIGHT to phone your coworkers to discuss and encourage support for the IAM.
• IT'S YOUR RIGHT to visit the homes of your coworkers to discuss and encourage support for the IAM.
• IT'S YOUR RIGHT to meet and discuss the IAM with your coworkers on the employer’s property during non-work time and in non-work areas. (Provided the meeting does not create a disturbance in the plant.)
• IT'S YOUR RIGHT to VOTE YES for the IAM during the secret ballot election conducted by the Federal Government.
• IT'S YOUR RIGHT to accept wage increases and other improved benefits and still VOTE YES for the IAM during the secret ballot elections conducted by the Federal Government.
• IT'S YOUR RIGHT to write, sign and distribute letters, flyers or petitions supporting the IAM.
• IT'S YOUR RIGHT to ask questions and take notes during captive audience meetings conducted by the employer.
• IT'S YOUR RIGHT to make supportive statements for the IAM during captive audience meetings conducted by the company.

The situations listed above are only examples. You have many more ways to assert your rights at work. If you have any questions, please contact an IAM representative who will provide specific advice regarding your activities.

IMPORTANT!
If your employer prohibits you or your coworkers from exercising your rights, it may constitute an Unfair Labor Practice. If this should happen, be sure to write down the basic facts (who, what, where, when and witnesses) and discuss the incident with your IAM representative as soon as possible.These guidelines are intended to assist you in understanding your rights, and to ensure that you stay within the legal bounds for such protected activity.

While at work you can discuss the union just the same as you can talk about family, the weather, the latest sports scores or industry news. Like any other conversation, it should not interfere with work duties.

Organizing activity, like soliciting your co-workers to sign an IAM representation card, must be limited to non-work times and in non-work areas. In other words, before and after work, crew lounges, break rooms, and other non-work areas at the airport are okay for such activity, unless the company has specific, non-discriminatory rules in place that prohibit such activity. Any other location away from work is fine.

Supervisors must not intimidate, coerce or interfere with you in any way for conducting such organizing activity. If this happens to you please report it to an IAM representative. Do not be confrontational or insubordinate. If you are given a direct order by a supervisor or company representative to cease certain union organizing activity, comply with that order and inform the IAM immediately.

It is illegal for the company to favor one union over another, or for one union to be given greater access or fewer restrictions for organizing activity. Again, report any such favoritism to an IAM representative.

While you are engaged in organizing activity never interfere with another employee in the performance of her or his work duties or cause a disruption in the work place. If someone does not want to talk about the union simply end the conversation politely and walk away.