District lodge 141 news

United/Continental Contract and Merger Update From District Lodge 141

August 28, 2010 — Negotiations resumed this week with Federal Mediator Iannone present. Our discussions were again focused on the economic proposals important to our members – wages, holidays, vacation, sick time, etc. This week's time was spent reviewing and challenging financial information provided by United in response to some of our proposals. This information is crucial to reaching an agreement because both sides must be able to agree on the cost or value of a proposal in order to realistically negotiate Continued...

IAMAW merger watch

DOJ Approves Continental-United Merger

August 27, 2010 — The Department of Justice (DOJ) today cleared the United-Continental merger of any anti-trust issues, giving the merger regulatory approval.
 
"It is clear by the simultaneous announcements of leasing slots in Newark to Southwest Airlines and the DOJ clearing this transaction that United/Continental was attempting to satisfy the IAM's concerns expressed at our meeting with the DOJ regarding the loss of jobs as a result of this merger," said IAM General Vice President Robert Roach, Jr. "However this does not satisfy the IAM's concerns about the potential loss of jobs."
 
"The IAM has raised our concerns before Congress, various government agencies and at the bargaining table," said Roach. "We will continue meeting with Congress, Governors, State Legislators and any other party to protect the interests of all the employees that could be affected by this transaction."
 
The merger must still be approved by each carrier's shareholders. The airlines expect the transaction to close by October 1, 2010.
PDF Verison

IAM4Delta NEWS

NMB Issues Single Carrier Ruling for Delta Fleet Service

August 25, 2010 — The National Mediation Board (NMB) today issued a single carrier ruling for the Fleet Service (Ramp) classification at Delta Air Lines. This important ruling sets in motion a 14-day countdown that will determine if the workers in the combined Delta/Northwest Fleet Service classification at Delta will have a secret ballot election.

This 14-day period, which concludes on September 8, 2010, is the last opportunity for pre-merger Delta Fleet Service workers to submit signed election request cards. The NMB requires evidence of "sufficient interest" among employees before it will authorize a union representation election.

There is much riding in the election's outcome. Delta has said that pre-merger Northwest employees will lose IAM-negotiated contractual benefits, such as pre-age 65 retiree medical benefits and healthcare premiums for active employees that are lower than what pre-merger Delta employees are required to pay. Also at risk is the only active guaranteed pension plan at the airline, paid sick time, occupational injury payments, and more vacation accrual than pre-merger Delta employees.

While IAM members have much to lose, both employee groups have much to gain. Following a successful election, the IAM will help Fleet Service workers negotiate an enforceable contract based on what Fleet workers tell the IAM they want.

Any pre-merger Delta employee in the Fleet Service classification who has not recently submitted a signed and dated election request card should do so without delay. Full-time, part-time and Ready Reserves are all eligible. Election request cards are only valid for 12 months from the date they were signed. Election request cards are available from any IAM representative, by calling 1-800-998-3554 or by completing a form at HERE. To read the entire ruling click HERE. Printable version...

Steps to IAM Elections at Delta Air Lines

August 24, 2010 — The IAM has issued a helpful chart that explains the steps taken by the NMB to run the representation elections at Delta Air Lines.

The chart also includes handy check boxes listing the steps completed, and the dates completed for each seperate election process for each class and craft.

Don't forget to read the special rules, and additional information at the bottom of the chart. We will post updated posters as steps are completed, and updates are made.
View and print your own chart HERE.

IAMAW merger watch

IAM Meets with Justice Department Over United-Continental Merger

August 23, 2010 — While airline officials and industry analysts are cheerleading the proposed United - Continental merger, IAM leaders sat down last week with Department of Justice (DOJ) officials to relay the real world concerns of front-line employees at both carriers. DOJ anti-trust review is required before any airline merger can be approved.  The IAM is the only labor union that has met with DOJ about the proposed United-Continental merger. Continued...

IAM Files for Continental Ground Instructor Election

The Machinists Union has filed an application with the National Mediation Board (NMB) to represent Ground Instructors at Continental Airlines. Ground Instructors provide classroom training for Continental's pilots. The IAM already represents workers in the Ground Instructor classification at United Airlines, Continental's proposed merger partner. Under the terms of the IAM-UAL Fleet Technical Instructors and Related Agreement, IAM-represented Ground Instructors at United include the Emergency Procedures Instructors who train United's Pilots and Flight Attendants. Continued...

local lodge 141 news

Local Lodge 141 Members Tell Delta "Stop Interfering, This Our Election"

On Thursday, August 5, 2010 Local Lodge 141 held a Informational Picket at the DTW McNamara Terminal to tell Delta Airlines to "Stop Interfering In Our Elections", and to let them know "this our election". The hugely supported and successful picket went from 9 a.m. until 4p.m. To see video of the days events click HERE.

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.

Al Wojcik
District Air Transport Lodge 143
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

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.

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.