Reaching out in our communities

Teamsters SFO — 856/986 is committed to community outreach. As part of our efforts, we sponsored the competitive gymnastics team of the daughter of fellow member, Anthony Borges in Manteca, Calif.

Great work, Teamsters!

Thanks!

Teamsters SFO — 856/986 has received another thank you letter! We donated food, toys, and six Kindle Fire 7s to the San Mateo County Union Community Alliance — Union Food, Toy and Hardship Fund. 

Thank you to everyone! Your generosity made this possible.

Click here to read our thank you letter from Working Partnerships USA.

Thinking of retirement?

Come to our Pre-Retirement Seminar.

Teamsters SFO is hosting a pre-retirement seminar for all active and retired Mechanics & Related members at United Airlines in the San Francisco Bay Area.

Saturday, February 17, 2018
9 a.m. to 1 p.m. 
Employee Communication Center (old SAMC area)
UAL MOC — 800 S. Airport Blvd., San Francisco, CA 94128

Spouses/Domestic Partners and members on Extended Illness who wish to attend must check in at the Main Lobby between 8:30 a.m. and 8:45 a.m. to be escorted to the seminar.

Light refreshments will be provided.

Airline Division Week in Review — December 24, 2017

Allegiant Mechanics file for Teamster representation
On December 13th, Allegiant Airlines mechanics and related technicians filed a petition for representation by the International Brotherhood of Teamsters with the National Mediation Board (NMB).  

The petition is supported by an overwhelming majority of the eligible workers, more than meeting the 50 percent interest threshold established by the NMB. It is expected to trigger an election to determine the workers’ collective bargaining representative. Under the Railway Labor Act, it will be a secret ballot election.

Allegiant Airlines employs about 350 mechanics and related technicians, primarily in Las Vegas and in Sanford, Florida, but also in 10 other stations throughout the country. The Teamsters already represent pilots and flight dispatchers employed by Allegiant Airlines.  
“We’re expecting the National Mediation Board to set a date for the election sometime in the next two months,” said Capt. David Bourne, Director of the Teamsters Airline Division. “The mechanics at Allegiant Airlines recognize the power that Teamster representation brings to their co-workers as well as mechanics at companies like United Airlines and UPS Air Cargo, and they want in on the action.” 

Teamsters, ExpressJet ERJ Reach Tentative Agreement
The International Brotherhood of Teamsters (IBT) and ExpressJet ERJ have successfully concluded negotiations, resulting in a tentative agreement. The agreement covers approximately 500 mechanics, technicians and tool room attendants that are members of Teamster Locals 19, 210, 781, 783 and 964. 

The IBT negotiating team was comprised of Teamsters Airline Division representatives, representatives from each of the locals and rank and file committee members. It contains significant improvements in wages while maintaining current benefit levels. 
An agreement in principle was reached on December 6. The final contract language agreed upon by the union and ExpressJet ERJ will be put before the membership for a ratification vote beginning on Jan. 4, 2018, and the agreement will become amendable one year after the date of ratification. 

“I am pleased that the ExpressJet ERJ Negotiating Committee was able to reach an agreement with the company that improves standards while also being amenable to all parties involved,” said Captain David Bourne, Director of the Teamsters Airline Division. 

Teamster Mechanics and Related Employees Ratify Agreement with NetJets
NetJets aircraft technicians and related employees ratified a new six-year collective bargaining agreement with the Columbus-based business jet operator. The International Brotherhood of Teamsters, the Teamsters Airline Division and Teamsters Local 284 represent 212 aircraft mechanics, maintenance controllers, stock clerks, aircraft fuelers and aircraft cleaners at the company. 

“After more than six years of negotiations, our members secured a new contract with major improvements, including an immediate 20 percent wage increase, additional pay increases every year of the contract, premium-free health insurance that can’t be cut or reduced, retirement improvements and many other benefits,” said Capt. David Bourne, Teamsters Airline Division Director. “The union and its members stand ready to work with NetJets to help ensure a successful company and the highest standards of air safety now and in the future.” 

More than 94 percent of the members voted on the proposed contract which goes into effect tomorrow. NetJets will pay signing bonuses of up to $30,000 by the end of the month. NetJets workers are also eligible for employer matching contributions if they direct some or all of their bonus into their 401(k) accounts. 

“The new labor agreement was made possible by membership solidarity and the support of unionized NetJets pilots, flight attendants and dispatchers, as well as the hard work and dedication of a long line of Teamsters representatives at every level of our union who pulled out all the stops for these men and women,” said Local 284 President Mark Vandak. “This contract demonstrates what strong unions can accomplish for working people across the United States.” 

The new contract runs through December 2023. NetJets has the right to extend the contract for an additional two years if it provides additional wage increases, hires additional aircraft technicians at its Columbus maintenance facility and satisfies other negotiated requirements. 
OneSky MCBA becomes effective

In a message to OneSky pilots, Executive Council Chairman John Barclay announced that agreement had finally been reached with management on the Merged Collective Bargaining Agreement (“MCBA”). Captain Barclay wrote: 
“We have reached agreement with OneSky management concerning the Merged Collective Bargaining Agreement (“MCBA”). Letters of Agreement between your Union and the Company make the MCBA effective October 10, 2017. Flexjet and Flight Options pilots now have the benefits and protections of a new legally enforceable contract. Negotiations for improvements to that contract will continue pursuant to Section 6 of the Railway Labor Act.  
Your Union representatives are happy to report that Pilot compensation will be adjusted to conform to the MCBA retroactive to October 10, 2017 and reimbursements made no later than the January 15, 2018, including but not limited to overtime payments, bonuses, and an additional year of longevity for Flexjet Pilots who upgraded to Captain.” 

Silver Airways Update
In their year end message to members the Silver Airways ExCo provided the following update on negotiations: 

“The Executive Council wrapped up another session of negotiations with the company last week.  This was our final negotiations session for 2017.  We have made great progress this year.  We currently only have two sections that we have not yet opened (01-Scope and 03-Compensation). 

While we cannot predict how long negotiations will take, we have made good progress thus far. The upcoming economic sections are often the most contentious and time consuming, but we are prepared, and with your support, should be able to proceed through them at a good pace.” 

TMC Negotiations Update
Mediation for the future Collective Bargaining Agreement (“CBA”) resumed on Tuesday, December 12, 2017, at the International Brotherhood of Teamsters office in Washington D.C. 
The sessions, which are monitored by National Mediation Board (“NMB”) Mediator Jane Allen, began with CEO Scott Wise giving an update on the state of the Company. Mr. Wise stated that recent meetings with the TMC’s lenders had gone well and management was still looking at lease options on additional aircraft, including the possibility of leasing additional Nextants. VP of Operations Chip Schultz gave a pilot recruiting update.  He reported the Company had received 37 applications last week and there were seven new hires in class. However, the Company was still short of reaching management’s goal of 145 pilots by year’s end.  Mr. Schultz stated the Company is trying to reduce attrition to “around” 30% annually. 

Discussions then turned to the issue raised recently by the Union with management regarding upgrade bids and the Seniority Letter of Agreement (“LOA”) that was signed in January 2017. The Union’s position, as stated in the recent email to all pilots, was that management was not in compliance with the terms and spirit of the LOA, since they were not maintaining an extra Captain in the Hawker fleet and had restricted which pilots were eligible to bid open vacancies, based on their current Position.  

Additionally, it was pointed out that the upcoming schedule bid again required Check Airmen and Standards Captains to be in a separate group for bidding next year’s schedule and that it is wrong to penalize pilots who volunteer for these vital leadership roles. The Union stated that a pilot should be able to bid and be awarded schedules according to their overall seniority, just like every other line pilot.  

Management stated they would consider the seniority issues, but that schedule bidding would remain the same for Check Airmen and Standards Captains, because “it works” for them.  
Union negotiators presented the latest counter-proposals for Sections 16, 18 and 20. Following a discussion on the open paragraphs, agreement was reached on all but one of the open items in Section 7; furlough pay remained unresolved.  Management then presented their latest counter-proposal for Section 10—Sick Leave. Although some movement was evident, management held fast to their previous position that only three sick days per year was adequate for TMC pilots; an opinion that union representatives expressed their strong disagreement with. 

After a short caucus and a visit from Airline Division Director Captain David Bourne; bargaining resumed. Agreement was reached on furlough pay, which was the last remaining open item in Section 7. This tentatively agreed (“TA’d”) section will become an important part of the future CBA, since it contains industry-standard protections in the event of any down-sizing. 
Negotiators then presented management with counter-proposals for Section 10 and Section 29—Retirement Plans, which concluded bargaining for this session. 

Before everyone left, Mediator Allen thanked both sides for a productive meeting and reviewed the agenda for next month’s bargaining session, which will be held in Cincinnati OH, January 17th -19th, 2018. 
 
Airline Industry News
American Airlines and its pilots union have reached a pre-holiday tentative settlement agreement on three issues that had long divided them. 
The issues include duty rigs involving pilots who have not been getting paid for all the days they are away from home; seniority restoration for pilots who had not been credited for time they were on furlough – this particularly benefits former TWA pilots – and outstanding grievances regarding pilot scheduling. 

The settlements require approval from the APA board of directors. 
Southwest Airlines announced it will no longer accept smart bags with nonremovable lithium batteries starting Jan. 15. Travelers will be allowed to bring their bags into the cabin with the batteries installed, but must be able to remove the batteries if the bags need to be checked. 
Hawaiian Airlines is looking to buy Island Air's operating certificate, ground-service equipment, furniture and frequent-flier lists for $750,000. "If approved, the sale will allow 'Ohana by Hawaiian to assume oversight of operations. Those operations would include the hiring of pilots, flights attendants, and customer service and maintenance crews," said Hawaiian Airlines spokesman Alex Da Silva. "We believe that assuming the FAA certificate will greatly benefit our guests by improving the efficiency and reliability of 'Ohana by Hawaiian."

Southwest Airlines CEO Gary Kelly said sweeping corporate tax cuts will allow the company to invest in more planes and expand its service. The tax reduction "takes us to a position where we can think about growing faster, and of modernizing our fleet faster," he said.  
Continued strong air freight demand and the resulting lack of capacity has been exacerbated by severe weather across Europe. 

Air freight forwarders have accused some airlines of exploiting the spot market by cancelling scheduled flights and not providing sufficient capacity.
 
 
 
Christmas 2017
 
As we gather with friends and family to celebrate the holiday season, we are thankful not just for the opportunity to be together, we are also grateful and thankful for those who during the holiday season are on the job. From the brothers and sisters keeping our aircraft safe and well maintained, to those who are in faraway places around the world, professionally and safely flying the skies; we of the Airline Division send you our warmest thoughts and best wishes. May we all keep them and their families in our thoughts as well, in anticipation of their safe return home to their loved ones as well.
 
On behalf of the Airline Division, we wish everyone a Merry Christmas. In commemoration of the Christmas holiday, the offices of the Airline Division will be CLOSED on Monday the 25thand Tuesday the 26th. We will reopen for regular business on Wednesday, December 27th. 
 

James R. Hoffa Memorial Scholarship Fund

Applications are being accepted for the James R. Hoffa Memorial Scholarship Fund. Access the application at www.jrhmsf.org. The deadline is March 31, 2018.

Your donations in action

Teamsters SFO — 856/986 recently received a thank you letter for our donation of six Amazon Kindles to Working Partnerships USA to benefit children in foster care.  
Thanks everyone for making it happen with your donations!

September/October 2017 Business Agents' Report

Northern California Wildfire Relief
The devastating wildfires in Northern California have taken lives, destroyed homes and businesses, and impacted many of the communities where our members live and work.
Our first priority is our members and their safety. If you have been evacuated from your home, please reply and let us know if you are safe. We are working with Joint Council 7 All Charities Fund, the International Brotherhood of Teamsters' Disaster Relief Fund, and our own Local 856 Solidarity Fund to try and provide assistance to members who have lost their homes. In addition, the JC7 truck has been traveling the area to bring supplies and assistance to evacuees.
To donate to the Solidarity Fund, please make checks payable to: Local 856
Solidarity Fund, and mail to our office – 453 San Mateo Ave., San Bruno, CA,
94066.

If your family has been impacted by the fires or you are looking for local disaster relief organizations to donate to or volunteer with, go to:

http://www.teamsters856.org/california-fire-resources

Thanks to Local 856 Principal Officer Peter Finn and Local 986 Principal Officer Chris Griswold for their generous donations to the relief effort.

We would also like to send a special thanks to the many folks here at SFO who have brought in supplies and cash donations and also volunteered their time to aid in the effort help fire victims and their families. It is extremely gratifying to all of us to witness how consistently the membership steps up to support communities in need whenever there are tragic events such as these.

Teamsters & Union Workers from Across N. America fly to Puerto Rico
On October4th, a large contingent of Teamsters and other Union members from across North America flew to Puerto Rico to assist in the aftermath of Hurricane Maria. The hurricane devastated the entire island, leaving its people without food, water, electricity, medical supplies, transportation, and shelter. The group flew on aircraft provided by United Airlines for a trip that lasted two weeks. The large contingent, which included over 70 Teamsters from a variety of Locals across the country, were on the island for two weeks aiding the cleanup, supply distribution, and in any other way they could.

Puerto Rico Se Levanta!
https://www.youtube.com/watch?v=NzQUKLmz0L0

Hurricane Harvey Relief Convoy
The Teamsters Union Sept. 8 sent a fleet of 6 of its big rig show trucks to Houston, Texas loaded to the gills with vitally needed supplies for Teamster Hurricane Harvey victims. Teamsters Joint Council 42 President Randy Cammack said "we collected everything from water to baby food to diapers to dog food and drove it from Local 63 in Fontana, California to Houston in 30 hours."

In Houston, Teamsters Local 988 warehoused the donations and began distribution to needy families.

Teamster Local Unions whose trucks made the Houston trip included Joint Council 42, Joint Council 7, Local Unions 63, 542, 630 and the truck jointly owned by Las Vegas Teamster Locals 14, 631 and 986.

Teamster members and retirees donated the lion's share of the needed supplies.
Teamster drivers volunteered to drive the trucks and had highway patrol escorts through California, Arizona and New Mexico.

https://quik.gopro.com/v/2Km0TCqghq/

SFOOV Safety Committeewoman Kasi Tkaczyk Receives Award

On September 22nd, 2017 at the National Safety Council Labor Division meeting in Indianapolis, IN, at the awards luncheon, Kasi Tkaczyk received the NSC Labor Division “Award of Merit” for outstanding service to safety. The award recognizes the individual’s meritorious service to safety, working to prevent accidents, promote safety, encourage and stimulate effective safety efforts within the Union and with management in the workplace.

Since Kasi joined the Teamsters SFO Ground Safety Committee in July 2010, she has worked tireless to ensure that United Airlines in OV provides a safe and healthful workplace. Kasi has dedicated many hours over the last seven years on projects such as full tank entry, proper use, setup and inspection of scaffolding used in the WiFi project, getting United to build various Aircraft access stands, working to ensure annual evacuations drills are scheduled in OV and relentlessly working to make sure that United provides annual hearing testing to workers in OV.
Kasi’s spirit, dedication and perseverance to safety and health exemplify her commitment to working and helping protect our Teamster Union Brothers and Sisters. Congrats Kasi!

Local 856 Thanksgiving Meetings

For members in the SF Bay Area Local, 856 will be having Thanksgiving meeting on November 2nd at 6pm. The meeting will be held at the Best Western Grosvenor Hotel located at 380 South Airport Blvd in South San Francisco. Kaiser Permanente will be on hand to provide free on-site flu shots starting at 5pm.

For members in the Sacramento area, the Thanksgiving meeting will be held on November 16th at 6pm at the International Association of Aerospace Workers Local Lodge 946 located at 2749 Sunrise in Rancho Cordova.

Please join us for giveaways, raffles, and prizes!

Additionally, we will be collecting unwrapped toys and non-perishable foods at both meetings to donate to the San Mateo Central Labor Council hardship fund to assist Union families in need this year.

All contributions are appreciated!

A Message from your TMAP Representatives
The Holiday Season is fast approaching. This time of year can bring all kinds of emotions and feelings that may be difficult to process. It may be that you have a Family function every year that tends to get out of control because of some underlying family tension or emotional distress. Or you have some memories of loved ones who have passed on that become especially hard to deal with at this time of year. Maybe it’s yours or a family members drinking problem that seems to get worse during the Holidays that is causing you concern. These are just a few of the things that may cause stress and fatigue at this time of year. If you need someone to confide in about different life events that may be affecting your duties at home or at work and would like to seek help with developing a plan to work through some life events, call one of our Member Assistance Professionals. We have helped a lot of technicians find appropriate resources to start the path of recovery from Grief and Loss, Alcohol/Drug Dependency, Relationship problems and many others. The Teamster Member Assistance Program is here to help 24/7/365.

If the Holidays have you down, give us a try before it has adverse effects that may be irreparable at work or at home.

SFOOV/MM/GQ/PV - Steve Loone 650-745-5864
SFOPD/RQ/LX/MP - Steve Crummey 650-745-5867

Labor History for the Month of October
October 28th, 1879 - Union organizer and anarchist Luisa Capetillo is born in
Ariecibo, Puerto Rico. She organized tobacco and other agricultural workers in Puerto Rico and later in New York and Florida. In 1916 she led a successful sugar cane strike of more than 40,000 workers on the island. She demanded that her union endorse voting rights for women. In 1919, three years before her death, she was arrested for wearing pants in public, the first woman in Puerto Rico to do so. The charges were later dropped. October 30th, 1912 - Little Falls, New York, mounted police attack striking textile workers – mostly immigrant women and girls – beating some of them unconscious. The police chased the fleeing workers to their strike headquarters, continuing their assault, ransacking the building, destroying their union charter, and arresting the entire strike committee. Despite this, the workers saw the strike through until January 1913, when they won an agreement that included reinstatements, wage increases, and other demands.

We must never forget!
Labor Quotes
The test of our progress is not whether we add more to the abundance of those who have much; it is whether we provide enough for those who have too little -Franklin D. Roosevelt

Every day, try to help someone who can't reciprocate your kindness - John
Wooden, college basketball coach

Stay Informed
The communication process is an extremely important part of what we do to represent our folks here at SFO and, as we have been outlining for quite some time, we have been blasting out the BA Report along with any other communication we get from the Airline Division or the International to anyone who registers at the TeamstersSFO website. Additionally, there are weekly meetings held with the Shop Stewards to pass on any important informational items that may come up during the month. It is crucial to our process that every area on every shift have Shop Steward representation and that the Shop Steward give, at a minimum, weekly briefings to his/her crew so that all the information gets to our members. We feel that it is essential for all of our members to be engaged and informed at all times. Therefore, we encourage all of you to spread the word to your fellow technicians to go to the TeamstersSFO website and click on the ‘email signup’ tab to get on the list. And, most importantly, we urge you to also consider getting more involved. Every month, on the last Thursday, we hold Craft Meetings at Local 856. At these meetings, the membership hears reports from the Business Agents and other members of the SFO Committee on Grievances, Safety, Member Assistance, and TSAP.

Additionally, all members have an opportunity to ask questions and to bring up topics for discussion. Check your IBT Bulletin Board for dates and times and make it a point to stop by.
As always, stay informed!

In Solidarity                               
Mark DesAngles               Javier Lectora
Business Agent                Business Agent
Local 986                         Local 856

Mechanics' Dispatch

Welcome to AFLAC

The Benefits Committee has been successful in obtaining voluntary ancillary benefits from AFLAC. These benefits are in addition to the benefits offered by United and have been made available by the contract language found in Article 16 J. The products that AFLAC will be offering are Whole Life, Critical Illness, Accident and Short-Term Disability. As a voluntary product you may choose any combination of the offered plans or none, the choice is yours.  

One of the many advantages of these AFLAC products is that they will be portable. That means that should you retire or decide to leave United Airlines at any time, you may take these products with you, with no change in benefits or cost for the rest of your life. 

AFLAC enrollment specialists have already started enrolling members in Hawaii, Guam, Cleveland and Denver and will be visiting stations across the system. Each Station will be given advanced notice of when the enrollment specialists will be attending your station, so stay tuned! Members will have the ability to learn about AFLAC's products and enroll with an AFLAC representative either by phone or in person at your respective stations. What's better is that the premiums will be paid through payroll deduction. 

You will have three weeks to sign up from the date visits start at your station to secure the guarantee issue, which comes with this initial sign up. After the enrollment period ends, members will have to wait until next year’s open enrollment period to participate. Guaranteed issue means “no medical questions will be asked.” We anticipate that enrolling our 10,000+ members will run through the first quarter of 2018, so please be patient. 

Attached is a description of the plans being offered. 

http://teamsterair.org/sites/teamsterair.org/files/uploads/teamstersproductbooklet2017.pdf 

Fraternally,

Your Benefits Committee:

Ken Meidnger International Representative

Vinny Graziano International Representative

Mike Moats CLE        James Johns DEN      John Pangelinan Guam

Moki Kim HNL                      Bob Clever IAH          Dominic Fierro IAH

Audery Scates LAX    Gary Kagel MCO      Larry Calhoun NYA

Mike Pecararo ORD   Steve Loone SFO  

Mechanics' Dispatch

VEBA !

What is it? 
It is money put into an Active HRA if you are enrolled in a company medical plan. If you do not have a company medical plan it is in a Retiree RHA. 

Where can I see these accounts? 
Sign on to Flying Together, click on "My Info," click on "Your Benefits Resource," click on the box that says "Active HRA" or "Retiree RHA" (this box may or may not have a dollar value in it depending on whether you have money in your account). There is your VEBA money! 

For those of you who use Flexible Spending Accounts, your HRA or RHA will be listed second on the page and may require you to scroll lower on the page. 

Want to see how much has been deposited each pay day? 
Click on the blue words that say, "View Contribution Details" (FYI... anything typed in blue on any of these pages is a link to more details) 

Want to see any activity on your account? 
Below the contribution details you will see any recent activity listed in one liners with a word shown in blue. That is a link to more details. This activity will show claims that are being paid to you (Active HRA only). A better place to view this information is to the right of where it says view contribution details ... click on "View Health Care Claims." 

Those claims could be things like co-pays, coinsurance, deductibles or prescription co-pays or premiums that you have paid out for yourself or eligible dependents. 

All employees on the Active HRA have been set up to receive most of your eligible medical expenses (not premiums) back automatically (either by check to your house or direct deposited to an account provided you give that information after clicking on the "Edit Your Profile" selection which is 2 selections below where you clicked to view health care claims earlier) then click on "Add" in the direct deposit box. Fill out your banking information and click “Save.” 

There are two ways to stop getting these eligible expenses (not premiums) returned to you automatically. Call the Benefits number at 1-800-651-1007 and select spending accounts.  Now you can simply request they stop automatically reimbursing you for co-pays, coinsurance, deductibles etc., or you can ask them to send you a debit card for your HRA account (if you currently have a debit card for Flexible Spending you can call and ask them to link your HRA account to it). The debit card allows you to choose when to pay these expenses out of your account by paying the doctor, hospital, dentist, pharmacy etc. directly with the debit card provided you have money in the account. This does not affect your premium reimbursement. 

How do I verify, receive or stop my premium reimbursements? 
After clicking on My Info, click on Your Benefits Resource. On the top left-hand side, just under the United globe you will see a box "Health and Insurance" click on that box. Just below the home box on the top left-hand side there is a box called "Take Action", click on the triangle in it.  Now select "Active HRA Reimbursement Change". 

If you want your premiums reimbursed automatically monthly then select "YES". 

If you do not want them reimbursed automatically then select "NO".  

Now click on "Submit." Then click on "OK." 

Do you want to receive text messages telling you how much money is in your account? 
Click on the "edit your profile" choice then click on change in the Text Message box. Fill in your information and select whether you want messages weekly, monthly or quarterly. 

Do you want to know what expenses may or may not be covered? 
Click on the box above edit your profile which is called "Check Eligible Health Care Expenses"

This is not meant to be a complete explanation of the program. Just some of the basics to help you monitor and/or receive your "VEBA" money. 

Many thanks to Larry Calhoun from Local 210 for putting this together. 

Fraternally, 

Vinny Graziano 

Teamsters Airline Division

August Business Agents' Report

Hurricane Harvey devastates Texas
The devastation that has been caused by Hurricane Harvey is hard to imagine. We want to take a minute to send out our thoughts and prayers to our Brothers and Sisters in Texas. We sincerely hope that they and their families are safe. We urge you all to take a moment to donate some money to the relief efforts if you can.

Labor Day
During our search for some thoughtful words to say about Labor Day we came across an article that we felt did a great job of conveying our sentiments about a day we feel has really started to lose its meaning for a lot of folks. We have decided to reprint the article in its entirety. It was first published in The Atlantic on September 1st, 2014 and was written by Chad Broughton:

When Labor Day Meant Something
Labor Day online specials at Walmart this year “celebrate hard work with big savings.” For brick-and-mortar shoppers near my home in Chicago, several Walmart stores are open all 24 hours of Labor Day. Remember, this is a company so famously anti-union that it shut down a Canadian store rather than countenance the union its workers had just voted in. The fact that Walmart “celebrates” Labor Day should draw laughter, derision, or at least a few eyerolls. But it doesn’t—or at least not many. Somewhere along the line, Labor Day lost its meaning. Today the holiday stands for little more than the end of summer and the start of school, weekend-long sales, and maybe a barbecue or parade. It is no longer political. Many politicians and commentators do their best to avoid any mention of organized labor when observing the holiday, maybe giving an obligatory nod to that abstract entity, “the American Worker.” Labor Day, though, was meant to honor not just the individual worker, but what workers accomplish together through activism and organizing. Indeed, Labor Day in the 1880s, its first decade, was in many cities more like a general strike—often with the waving red flag of socialism and radical speakers critiquing capitalism—than a leisurely day off. So to really talk about this holiday, we have to talk about those-which-must-not-be-named: unions and the labor movement. The labor movement fought for fair wages and to improve working conditions, as is well known, but it was its political efforts that did nothing less than transform American society. Organized labor was critical in the fight against child labor and for the eight-hour workday and the New Deal, which gave us Social Security and unemployment insurance. Union workers sacrificed in America’s historic production effort in World War II and pushed for Great Society legislation in the 1960s. Michael Patrick, a former local Machinists president from Galesburg, Illinois, where I’ve done research, cites his union’s support for Medicare and the Civil Rights Act, now celebrating its 50th anniversary, as among his local’s proudest moments. These were victories that went well beyond the bread-and-butter issues of union members. They were shared achievements worthy of a national holiday for all. As Samuel Gompers, the founder of the American Federation of Labor, wrote in the New York Times in 1910, Labor Day “glorifies no armed conflicts or battles of man’s prowess over man… no martial glory or warlike pomp signals Labor Day.” Rather, “Of all the days celebrated for one cause or another, there is not one which stands so conspicuously for social advancement of the common people as the first Monday in September.” Those shared victories came at a cost. Agitation for anti-trust legislation, shorter workdays and workweeks, and the right to organize was often portrayed as un- American and violently repressed. In 1914, John Kirby, president of the National Association of Manufacturers, called the trade union movement, “an un-American, illegal, and infamous conspiracy.” Anti-labor employers fought against what they saw as incipient communism with strikebreaking, blacklisting, vigilante violence, and by enlisting government force to their side. During the Red Scare of 1919-1921, many states passed blanket sedition laws against radical speech and banned the flying of the red flag. The fiery but pragmatic president of the United Mine Workers, John L. Lewis, spoke to the overwhelming patriotism of union men and women when he said to a Senate Committee in 1933, “American labor stand[s] between the rapacity of the robber barons of industry of America and the lustful rage of the communists, who would lay waste to our traditions and our institutions with fire and sword.” Labor Day began not as a national holiday but in the streets, when, on September 5, 1882, thousands of bricklayers, printers, blacksmiths, railroad men, cigar makers, and others took a day off and marched in New York City. “Eight Hours for Work, Eight Hours for Rest, Eight Hours for What We Will” read one sign. “Labor creates all wealth,” read another. A placard in the following year’s parade read, “We must Crush the Monopolies Lest they Crush Us.” The movement for the holiday grew city by city and eventually the state and federal authorities made it official. The national holiday emerged 12 years later in the face of a federal crackdown on labor. In 1894, at the behest of railroad companies and industrialists, President Grover Cleveland deployed more than 10,000 U.S. Army troops to break the Pullman strike in Chicago—the first truly nationwide strike, which involved more than 150,000 workers from coast to coast. Protesters were jailed, injured, and killed. Amid the turmoil that summer, and as an olive branch, Cleveland signed legislation to make Labor Day a national holiday. Eugene Debs, the leader of the Pullman strike, dismissed the corporate paternalism of industrialist George Pullman, who sought to take care of “our poor workingmen.” The real issue, Debs said, was “What can we do for ourselves?” This—the labor movement's foundational values of selfdetermination and self-reliance—is what makes Labor Day a quintessentially American celebration. Perhaps the main reason Labor Day’s meaning has been lost amid picnics and holiday sales is the decline of unions. Union membership across the country has shrunk to less than one in eight (35.3 percent among publicsector workers and just 6.7 percent among private-sector workers in 2013) from nearly one in four throughout the 1970s. As membership declined, so did public support. According to a just-released Gallup tracking poll, a slim majority of Americans approve of labor unions—down from as high as three out of four in the booming postwar years. In the global, post-industrial era, industrial unions have less clout, and publicsector unions face well-resourced attacks from the right. In some cases, unions have left themselves open to criticism by retreating to the bread-and-butter concerns of its membership like wages and benefits, and by not embracing change, continuous reform and accountability, and an expansive vision of shared progress. Important new campaigns, though, are underway in retail stores like Walmart, in the tobacco fields and slaughterhouses where immigrants toil, and in charter schools where idealistic young teachers soon enough realize that they need a collective voice in the workplace to be treated and paid like professionals. Shoppers this weekend could hardly be blamed for going to Walmart for the latest feather-light flat screen television from China or Mexico—I’ll admit I’m dazzled by the low prices and pixel counts too. Or, better, people could go to Costco, where workers make about twice the Walmart wage, and don’t have to rely on federal benefits like food stamps and Medicaid (which, according to Americans for Tax Fairness, cost taxpayers $6.2 billion a year). In addition, Costco lets its workers unionize while Walmart instructs managers to report union activity or grumblings about wages to the company’s “Labor Relations Hotline.” Holiday shoppers will have to wait until Tuesday, though, because Costco is closed on Labor Day. Its workers are where they should be—at the family barbecue or the parade, celebrating our national holiday.

SFO Grievance Committee Election Update
On July 27, 2017 the following nominations for the Grievance Committee positions were accepted at the class and craft meetings:

Grievance Committee Coordinator
Fred Wood
Harry Beier (Withdrew on Aug 1, 2017)

Grievance Committee Secretary
Mark Gabriel

Line Chief Steward
Greg Sullivan

Jet Shop Chief Steward
Deborah Ward-Crummey

Airframe Chief Steward
Dale Mitchell

MPA Chief Steward
Joanne Asing

Back Shop Chief Steward
John Laurin
Geoff Wik (Withdrew on Aug 2, 2017)

Because of the subsequent withdrawals by Harry Beier and Geoff Wik, the nominees for all positions were unopposed. Therefore, the sole nominees have been deemed elected by acclamation. The new 3-year terms will begin on September 5th. Congratulations to all the nominees. Thanks for all your dedication to the membership.

September Craft Meeting Canceled
Due to the TeamstersSFO Steward training which will occur at the end of September, the September Craft meeting has been canceled. Thank you for your understanding. We look forward to seeing all the Stewards in Tahoe for a great weekend of education and celebration of your efforts on behalf of the membership.

Article 5 Filling of Vacancies
The Company distributed a letter indicating that the provisions of Article 3.E.3.a. have been satisfied. That is, the 180-Day Period to submit for any BAQ for which you are ‘grandfathered’ has officially now come to a close. This means that the normal process for sorting Vacancy Bid Awards as described in Article 5.D.1.a. has begun. However, since the Company has not yet completed all ‘grandfathering’, we have been assured that any technician whose name appears on a Closed Bid list in the incorrect Sort Order because the Company has not yet correctly approved a BAQ to which he or she is entitled will have his Sort Order corrected. We have had several cases like this already and, to date, they have all been corrected. Please reach out to your Chief Steward if you find yourself in this predicament.

BAQ 113- Calibration Technician Correction
In the January 2017 BA Report we listed Bid Area 113 as one of the BAQ’s for which our folks were entitled. Subsequently, we realized that this Bid Area was one that always had required a Trade Test. Therefore, we must make the correction and remove BAQ 113 from the list. Sorry for any confusion that we caused.

Stay Informed
The communication process is an extremely important part of what we do to represent our folks here at SFO and, as we have been outlining for quite some time, we have been blasting out the BA Report along with any other communication we get from the Airline Division or the International to anyone who registers at the TeamstersSFO website. Additionally, there are weekly meetings held with the Shop Stewards to pass on any important informational items that may come up during the month. It is crucial to our process that every area on every shift have Shop Steward representation and that the Shop Steward give, at a minimum, weekly briefings to his/her crew so that all the information gets to our members. We feel that it is essential for all of our members to be engaged and informed at all times. Therefore, we encourage all of you to spread the word to your fellow technicians to go to the TeamstersSFO website and click on the ‘email signup’ tab to get on the list. And, most importantly, we urge you to also consider getting more involved. Every month, on the last Thursday, we hold Craft Meetings at Local 856. At these meetings, the membership hears reports from the Business Agents and other members of the SFO Committee on Grievances, Safety, Member Assistance, and TSAP. Additionally, all members have an opportunity to ask questions and to bring up topics for discussion. Check your IBT Bulletin Board for dates and times and make it a point to stop by.

As always, stay informed!

In Solidarity, 

Mark DesAngles                            Javier Lectora
Business Agent Local 986        Business Agent Local 856

June/July Business Agents' Report

Chief Steward Nominations and Elections
Nominations for Chief Steward positions for the Airframe, Jet Shop, Backshop, and Line Chief Steward positions will be accepted at the July Craft Meeting this week. The positions will run for a three-year term. The timeline for the election process is as follows: Thursday, July 27th – Nominations Friday August, 4th – Ballots mailed Monday, August 14th-Thursday, August 17th – Duplicate Ballot Request window Friday, September 1st – Ballots due by 6pm (US Mail only) Monday, September 5th – Ballot Count at 10:30am Please refer to your local Union Bulletin Boards for more information

Human Resource Meetings at Willis Tower
On Thursday, July 6th, all Business Agents from around the system met with the new HR team for United Airlines at Willis Tower in Chicago. The purpose of the meeting was to introduce the Business Agents to the new HR structure and areas of responsibility and to provide contact information for the various HR personnel. In addition, the Business Agents engaged the Company as to several ongoing issues important to our members with the hope of arriving at resolution. There was a conversation about Article 5 – Filling of Vacancies with the Business Agents raising several issues that were occurring across the system. After our discussion on the topic, the Company suggested that it would be beneficial to form a process improvement team that would include the IBT in order to work out difficulties with the BAQ’s and the eBid System. The IBT will designate two Business Agents to assist this committee. Another issue discussed was in regards to the badging difficulties being experienced by members across the system and the reporting date delays that are occurring as a result. The Company agreed to put together a guideline for local administrative personnel to use for assisting our members who are successful bidders across the system in their efforts to obtain the necessary badging and so that there is a consistent application by administrative personnel at all United locations, which so far has not been the case. Another subject that was discussed was the Return-to-work process. The Business Agents raised concerns about some of the generic forms being used and some of the unnecessary delays that are occurring across the system and offered some suggestions on improving the process. No immediate solutions were reached but we expect this to be an ongoing topic of conversation with the Company going forward. After the HR meeting concluded, there was a follow-up meeting with Labor Relations representatives to discuss the existing contractual grievances across the system and to finalize plans to hold rotating SBA hearings in the West, Midwest and Eastern regions in an effort to adjudicate those existing grievances in a timely manner.

The Return to Work Process
As we touched on in our outline of the topics raised in the meeting with the new Human Resources team, the Return-to-Work process is one that is causing growing concern. While the Union continues to engage the Company with specific issues in an effort to make sure that its practices are both fair and consistent, we feel it is imperative for our members to take the necessary steps to protect their interests throughout the process. When returning from an illness, regardless of duration, it is important to make sure that doctors certificate shows that you are released to Full Duty with No Restrictions. Now, obviously, that must actually be the case. But is important to note that some of the generic forms do not include this verbiage and it can cause unnecessary delays in the process. Additionally, it is important to save copies of all Absence Certificates that you submit and Review of Medical Documentation forms that you receive from the Company throughout the process. And finally, it is important to save all emails and log all phone calls with OPCMD along with contact information and items discussed in order to properly lay out a timeline of events that can be crucial in determining whether you have been harmed by the process.

Labor History for the months of June and July
June 28th, 1938 - President Franklin D. Roosevelt signs the Fair Labor Standards Act (FLSA) into law. The FLSA applied to industries whose combined employment represented only about one-fifth of the labor force. In these industries, it banned certain types of child labor, established a minimum wage, and set a maximum workweek at 44 hours. June 4th, 1975 - Governor Jerry Brown signs the landmark California Agricultural Relations Act, establishing collective bargaining rights for the state’s farmworkers. Agricultural workers’ collective bargaining rights were excluded from the federal National Industrial Recovery Act and the National Labor Relations Act and efforts throughout the years for inclusion had been unsuccessful. July 22nd, 1887 - Brewers and brewery workers in San Francisco sign their first collective bargaining agreement, bringing to a close a strike and successful boycott which had lasted several months. The agreement included a closed shop, sick leave, a 10-hour day, minimum wages, overtime pay, and “free beer in moderation while at work.” July 31st, 1999 - The Great Shipyard Strike of 1999 ends after steelworkers at Newport News Shipbuilding Inc. ratify a breakthrough agreement which nearly doubles pensions, increases security, ends inequality, and provides the highest wage increases in company and industry history to nearly 10,000 workers. The strike lasted over 16 weeks.

Labor Quotes
The quality of employees will be directly proportional to the quality of life you maintain for them. - Charles E. Bryan

It was working men and women who made the 20th century the American century. It was the labor movement that helped secure so much of what we take for granted today. The 40-hour work week, the minimum wage, family leave, health insurance, Social Security, Medicare, retirement plans. The cornerstones of the middle-class security all bear the union label – Barack Obama

TSAP ERC Member Mike Woltjen Retires
The IBT Representative for the TSAP (formerly MSAP) Event Review Committee, Mike Woltjen, retired on July 22nd. The new IBT Representative for the ERC is Tracy MacCorkell, who has been working as the Line Safety Representative here at SFO for a number of years and has also been serving as Mike’s alternate on the ERC. The new Line Safety Representative is Line Technician Paul Dodge, who has a ton of experience on the Line both as a technician and as a Shop Steward and is very knowledgeable and well acquainted with the challenges on the Line at SFO in terms of Safety. Paul will also be training as the backup ERC with Tracy. While we are all sad to see Mike leave the SFO Committee, we are very confident that Tracy and Paul will continue serving the membership with the same level of commitment and excellence that Mike did throughout his tenure. We would like to send congratulations to Mike for his hard work the last couple of years helping to keep our TSAP program one of the more robust programs in the industry and his long commitment to Safety throughout his career both in Airframe and on the Line. Please refer to the new SFO Committee Contact list for all updated contact information.

Stay Informed
The communication process is an extremely important part of what we do to represent our folks here at SFO and, as we have been outlining for quite some time, we have been blasting out the BA Report along with any other communication we get from the Airline Division or the International to anyone who registers at the TeamstersSFO website. Additionally, there are weekly meetings held with the Shop Stewards to pass on any important informational items that may come up during the month. It is crucial to our process that every area on every shift have Shop Steward representation and that the Shop Steward give, at a minimum, weekly briefings to his/her crew so that all the information gets to our members. We feel that it is essential for all of our members to be engaged and informed at all times. Therefore, we encourage all of you to spread the word to your fellow technicians to go to the TeamstersSFO website and click on the ‘email signup’ tab to get on the list. And, most importantly, we urge you to also consider getting more involved. Every month, on the last Thursday, we hold Craft Meetings at Local 856. At these meetings, the membership hears reports from the Business Agents and other members of the SFO Committee on Grievances, Safety, Member Assistance, and TSAP. Additionally, all members have an opportunity to ask questions and to bring up topics for discussion. Check your IBT Bulletin Board for dates and times and make it a point to stop by. As always, stay informed!

In Solidarity,

Mark DesAngles                           Javier Lectora
Business Agent Local 986      Business Agent Local 856

Mechanics' Dispatch

Retirement Benefits Update

The International Brotherhood of Teamsters Benefits Committee at United Airlines has put together an informational and resource package to assist members in understanding retirement benefits. The goal of this guide is to provide a quick-reference guide to help UAL Teamster members with retirement concerns and questions.

Members who are actively planning or considering retirement should find this package useful. The information included in this report explain a wide variety of topics such as; eligibility, the process for requesting retirement benefits, an explanation of what to expect from retiree benefits, and other useful and resource contact information. 

The Benefits Committee is made up of members from across the system who work at a variety of stations.  Ken Meidnger- International Representative, Vinny Graziano- International Representative, Mike Moats- Cleveland , James Johns- Denver, John Pangelinan- Guam, Moki Kim -Hawaii Islands, Bob Clever- Houston, Dominic Fierro- Houston, Audery Scates- Los Angeles, Gary Kagel- Orlando, Larry Calhoun- New York, Mike Pecararo- Chicago and Steve Loone -San Francisco.

The document may be viewed or downloaded here

Mechanics' Dispatch

On Thursday July 6th, the company invited the Business Agents to Chicago for the purpose of meeting the new HR team for United Airlines. The meeting was primarily introductory and no specific station or member grievances were discussed. The main topic surrounded the new HR structure along with contact information and station assignments for the new team. This was followed by a conversation on the filing of vacancies.  

Article 3; regarding Bid Area Qualifications has been an open issue for many mechanics across the system. We made some time to discuss this pressing topic and the company has made a suggestion that a process improvement team could be implemented to work out the difficulties with the BAQ’s and Ebid systems. The IBT is in the process of delegating two BA’s to assist on this committee.  

As matter of record, the parties had a brief conversation regarding some open matters and items that are still ongoing in hopes of finding a mutual resolution. Additionally, the badging issue that our members are experiencing at many stations across the system was discussed. A final topic involving return to work generic forms which have become problematic and the need for a case manager was brought up but no solution was found at this meeting. 

Later in the day during a follow up meeting with Labor Relations representatives, the union once again s conveyed that contractual grievances throughout the system are building and have been on the docket for quite some time. It has been mutually understood that these cases must be heard. To help resolve this, both parties are in the process of creating a System Board of Adjustment pursuant to Article 19 that will be held over consecutive days in order to get as many grievances heard and properly adjudicated in a timely manner. Boards disputing contractual language violations will be held in the East, West and Midwest on a rotating basis. Termination cases will continue to be held at the home station per the agreement.  

Mechanics' Dispatch

Joint Communication on IBT Lump Sum Hold Back Allocation

As per LOA #28, the Company held back 3.0% of the $185M lump sum pool to correct any errors or omissions in the allocation, calculation and distribution of the lump sum, as determined in the challenge process. All disputed claims have now been finalized and the remaining contingency will be paid pro rata to eligible employees according to the allocation methodology. Hold back payments will be paid to employees in a separate check on June 7, 2017. Regular 401k election rules will apply for domestic US employees.

If you have additional questions please email IBTImplementation@united.com.

Mechanics' Dispatch

Joint Communication on IBT Lump Sum Hold Back Allocation

June 5, 2017

As per LOA #28, the Company held back 3.0% of the $185M lump sum pool to correct any errors or omissions in the allocation, calculation and distribution of the lump sum, as determined in the challenge process. All disputed claims have now been finalized and the remaining contingency will be paid pro rata to eligible employees according to the allocation methodology. Hold back payments will be paid to employees in a separate check on June 7, 2017. Regular 401k election rules will apply for domestic US employees.

If you have additional questions please email IBTImplementation@united.com.

May 2017 Business Agents' Report

Memorial Day

During the process of searching for something to write about Memorial Day, we came across an article from the Sioux Falls Argus Leader, written on May 22nd, 2017, that truly expresses the importance of Memorial Day. We have inserted the article in its entirety below: CONSIDER THE TRUE MEANING OF MEMORIAL DAY As Memorial Day approaches, it is a great time to pause and consider the true meaning of this holiday. Memorial Day represents one day of national awareness and reverence, honoring those Americans who died while defending our nation and its values. While we should honor these heroes every day for the profound contributions they made to secure our nation’s freedom, we should especially commemorate them and their families on Memorial Day. Let us never forget how fortunate we are to live in freedom and let us always commemorate our history and honor the sacrifices these heroes gave to protect that freedom. Military life and ceremonies are inspired in tradition and symbolism and funerals for our fallen are no exception. Let me share with you some of the symbolism of military funeral honors. The bestowing of military funeral honors is a way to show the nation’s deep gratitude to those who have faithfully defended their country. This ceremony is the final demonstration a grateful nation provides to a veteran’s family. One of the best-known military traditions is the 21-gun salute or three volleys from rifles. This tradition comes from traditional battle ceasefires where each side would clear the dead. The firing of three volleys indicated that dead were cleared and properly cared for. Originally composed to signal lights out, the somber tune of “Taps” became a traditional way to pay tribute to service members honoring the extinguishing of a life. At the end of a funeral the flag is removed from the casket and folded by the honor guard. With each fold representing something different: the first, liberty; second, unity; third, justice; fourth, perseverance; fifth, hardiness; sixth, valor; seventh, purity; eighth, innocence; ninth, sacrifice; tenth, honor; eleventh, independence; and the twelfth-fold, truth. In the folding, the red and white stripes are finally wrapped into the blue, as the light of day vanishes into the darkness of the night. Sometimes a few of the shells from the volleys may be inserted into the back fold before it is presented to the family as an expression of gratitude for the sacrifice they have made. It has also been said that the three sides of a folded flag are symbolic of the three colors in the flag, the three sided hat of the colonial soldiers and the colonists, the three branches of the national government, the three primary documents of our land (Declaration of Independence, the Constitution and the Bill of Rights), and of course, the three famous words form the soldier’s motto - duty, honor, and country. While visiting a cemetery, it’s not unusual to see coins on a veteran’s grave. The coins are symbolic that a friend was there. It’s said that a penny means they visited and wanted to say thanks. A nickel means they trained at boot camp together, while a dime means they served together and a quarter signifies they were with the veteran when he/she passed away. Whenever attending a funeral where military services are conducted, please go out of your way to thank the leaders from the service organizations that conducted the military funeral honors. They are all volunteers honoring one of their heroes. As Memorial Day draws near, let us ponder the life they made possible for us by their commitment and sacrifice. They paid the ultimate price for freedom, and it is our duty to keep their legacy fresh in the memories of future generations.

Teamsters Member Assistance Program

With the Holiday Weekend approaching we felt it necessary to remind you all of the valuable resource that is at your disposal. Our TMAP (formerly EAP) Coordinators offer free confidential services to help Teamster members and their families identify and resolve personal problems or concerns. They can assist you in developing a plan of action or refer you to an appropriate licensed professional. Some of the issues they can assist with include Alcohol/Drug dependency, Addictive Behaviors, Mental health, Grief and Loss, Child/Teen conduct, Domestic Violence, Elder Care, Trauma, and Relationship problems. They can also assist with Retirement questions, Workers Compensation, State Disability, FMLA, Reasonable Accommodation, and other State, Federal, or Company benefits. All of these services are free, voluntary and confidential and cannot be discussed with anyone without written consent from you. If you have a problem or situation that you would like to discuss in private please call: Steve Loone for MM / GQPV / OV 650- 745-5864 or Steve Crummey for Jet Shop / Back shops 650-745-5867

Labor History for the Month of May

May 7th, 1907 - Two die and twenty are injured on “Bloody Tuesday” in San Francisco when company strikebreakers open fire on striking streetcar operators. Over the course of the strike, two dozen people died in accidents on the system while it was run by scab labor and an estimated 900 others were injured.

May 11th, 1894 - With their wages slashed and no reduction in rent at the company housing, Pullman Palace Car Company factory workers walk off the job. The workers sought the support of the American Railway Union, which gave notice in June that its members would no longer work trains that included Pullman cars. The strike and boycott crippled railway traffic nationwide and at its peak involved over 250,000 workers in 27 states.

May 14th, 1953 - Brewery workers at six Milwaukee breweries go on strike over wages. Employees at breweries located in the Midwest were paid lower wages than those on the East and West Coasts because the brewery owners argued that lower wages ensured that breweries would continue to be concentrated in the Midwest. The strike ended in late July when the workers won their demands. We must never forget!

Quotes of the Month

There are more instances of the abridgment of freedoms of the people by gradual and silent encroachment of those in power than by violent and sudden usurpations. - James Madison No man can think clearly when his fists are clenched. - George Jean Nathan Stay Informed The communication process is an extremely important part of what we do to represent our folks here at SFO and, as we have been outlining for quite some time, we have been blasting out the BA Report along with any other communication we get from the Airline Division or the International to anyone who registers at the TeamstersSFO website. Additionally, there are weekly meetings held with the Shop Stewards to pass on any important informational items that may come up during the month. It is crucial to our process that every area on every shift have Shop Steward representation and that the Shop Steward give, at a minimum, weekly briefings to his/her crew so that all the information gets to our members. We feel that it is essential for all of our members to be engaged and informed at all times. Therefore, we encourage all of you to spread the word to your fellow technicians to go to the TeamstersSFO website and click on the ‘email signup’ tab to get on the list. And, most importantly, we urge you to also consider getting more involved. Every month, on the last Thursday, we hold Craft Meetings at Local 856. At these meetings, the membership hears reports from the Business Agents and other members of the SFO Committee on Grievances, Safety, Member Assistance, and TSAP. Additionally, all members have an opportunity to ask questions and to bring up topics for discussion. Check your IBT Bulletin Board for dates and times and make it a point to stop by. As always, stay informed! In Solidarity Mark DesAngles Javier Lectora Business Agent Business Agent Local 986 Local 856 Business Representatives 

April 2017 Business Agents' Report

United Airlines Attendance Policy

The Company officially introduced its new attendance policy this week. We would like to give you the Union’s perspective on this new policy.

First, some history. The Company approached the Union during negotiations and asked if we would consider including an attendance policy that was based on a ‘point system’ in our Collective Bargaining Agreement. As you can imagine, it was a very short conversation that began with ‘No’ and ended with ‘No’. The Negotiating Committee did not believe that including a Point System in our contract was in the best interest of the membership so we refused. Now that the Company’s policy has been introduced, you can all see why that was the correct decision.

While the Union recognizes that the Company has the right to implement policy, we feel that any such policy that would, on its face, threaten to discipline our members in a manner that is unfair and unreasonable, violates the CBA’s just cause protection. As such, we intend to use the grievance process to challenge this policy at every turn.

On Monday, May 1st, on the official day of its implementation, the SFO Committee submitted grievances to the Company against the policy as-a whole. Additionally, We intend to continue filing grievances against individual portions of the policy as they are instituted whenever our member’s rights are violated. We will keep you posted as things unfold.

Article 19 – Grievance Procedure

In light of the current situation regarding the attendance policy and in the spirit of our continuing efforts to inform and educate our members on the provisions of the Collective Bargaining Agreement, we will now discuss Article 19 as it pertains to the submittal of grievances and the movement of those grievances forward through the various steps in the grievance process.

The first thing that should happen in any case where one of our members feels that the contract has been violated is that they should immediately contact a Shop Steward. It will be the Stewards responsibility, with assistance from the Chief Steward, if necessary, to gather all the facts related to the issue in order to determine if a grievance has actually occurred.

As it is stated in Article 19.A, “It is the intent of the parties to settle complaints and grievances at the lowest possible level in the procedure based upon the facts and common sense”.  So once a grievance has been verified, the Shop Steward should immediately contact the Supervisor responsible to try and get the issue resolved. It is important to note that the CBA allows for 30 days from when the grievance occurred or from when the grievant or the Union became aware of the grievance to present the complaint to management (Article 19.B.1).

Now, in a situation where the facts are disputed by the Company, or in cases where there appears to be an unwillingness to resolve the grievance despite the facts, the Shop Steward will help the member fill out a grievance form. This should occur within 10 calendar days from when the discussion with management was first initiated (Article 19.B.2)

This is known as a First Step Grievance. The grievance form will include the contact information of the grievant, any Articles of the contract that have been violated, date(s) of said violations, description of the facts, remedy sought, name of Supervisor contacted, and the date of the Supervisor’s oral answer in regards to the complaint. The Steward should also make sure to gather any supporting documentation, such as Overtime Lists and Signup Sheets, and attach copies to the grievance form prior to submittal. Three copies of every First Step Grievance, along with supporting documents, should always be made by the Shop Steward. One for the grievant, one for the Steward’s own records, and one for the Chief Steward. Once the grievance is submitted, the Company will have 10 days to answer in writing (Article 19.B.3).

If the Chief Steward has not yet been contacted by the Steward, it is important to do so once it has been put to paper and submitted to the Company so that the Chief Steward can start tracking the time on the grievance and so that they can initiate further dialogue with the Company with the intent of getting the grievance resolved. Additionally, it is important to note that if you are a newer Steward or you are not yet comfortable with researching or writing grievances, we suggest reaching out to a more experienced Steward or the Chief Steward at the very beginning so that you can get guidance researching and writing the grievance prior to submittal. We believe that every grievance provides a potential learning opportunity. And because this is the most crucial part of the process we want all our Stewards to be comfortable with researching and writing grievances as well as other important facets of being a Steward such as communicating with management, understanding the CBA, knowing your rights as a Steward, and knowing the rights of our members both in general as well as during interactions and/or interviews with management. We also want to make sure that we develop very consistent practices so that our memberships best interests are always being served throughout the grievance process.

If the Grievance is denied by the Company, the Grievance Committee will then review the grievance to further verify that the grievance has merit. If so, a 2nd  Step Grievance will be generated. This 2nd Step appeal must be submitted within 10 days of receipt of the Company’s written answer (Article 19.B.4). If upon review, the Grievance Committee finds that the grievance, for whatever reason, lacks merit, the grievance will be immediately withdrawn.

After a grievance is pushed to the 2nd Step, the Grievance Committee Secretary will coordinate with the Company to schedule a 2nd Step hearing, with the Managing Director (or designee) serving as the hearing officer. The purpose of this hearing will be to allow the Union to “…present relevant testimony and information.” Afterwards, the hearing officer will have 10 days to render a decision in writing (Article 19.B.5).

After reviewing the decision, the Grievance Committee will have 14 days to appeal the decision to the 3rd Step. At this point, a 3rd Step Grievance will be generated and forwarded to the Business Agents (Article 19.B.6). It will then be the Business Agent’s responsibility to further engage the Company in an effort to resolve the issue. If there is no resolution, the grievance will be scheduled for a System Board of Adjustment Hearing (SBA) within 30 days (Article 19.D.1).

The System Board of Adjustment is composed of two members from the Company and two members from the Union. During the hearing, the Business Agents and Company Representatives from the area where the grievance occurred will each present their arguments, which may or may not include interviewing witnesses, and submit evidence to the Board. Afterwards, the Board shall render a decision “… no later than thirty (30) calendar days after it has closed record in the hearing of the case.” (Article 19.D.2)

There are three possible outcomes from a System Board hearing in a case where a grievance is presented by the Union. The four-member Board can rule in favor of the Union (sustain the grievance), in favor of the Company (deny the grievance) or they can split the vote (deadlock). If the Board denies the grievance or deadlocks, the Business Agents will consult with outside legal counsel to review the case and help determine whether the decision will be accepted or the case will be appealed to the Board of Arbitration (Article 20).

Keeping in mind the desire to resolve issues at the lowest level, there may be circumstances throughout the process that will require a mutual agreement with the Company for time-limit extensions beyond the given contractual deadlines in order to facilitate continued dialogue, provide time for document requests, submit for attorney review or to move the discussion up the Company’s chain of command in pursuit of a resolution. Procedural rules with regard to time-limits are outlined in Article 19.E.5. Also mentioned is the fact that, “In cases where the Company does not comply with the time limits, the grievance will be deemed automatically appealed to the next step.”

The last item that we will mention is that, after a grievance has been advanced to the 2nd Step, once it is settled, sustained, denied and/or lacks sufficient merit to proceed to the next step in the process, a Closeout Letter will be issued by the Union informing the grievant of the outcome. We hope that you have found this explanation of the Grievance Procedure helpful.

HRA Account Automatic Reimbursements

During a conference call last week with the Company’s Benefits folks we were able to verify unequivocally that the default condition for all of our members with HRA accounts was to have the ‘Automatic Reimbursements’ feature enabled. This means that eligible medical expenses would be automatically deducted from the HRA accounts as they are submitted regardless of whether the member has chosen to be reimbursed for premiums from the account. As of now, the only way to turn off this feature is to call the Benefits Service Center and request that it be disabled. We do not know why this feature was enabled and we are hoping to get it corrected but, in the meantime, we urge you to call and have the feature disabled on your account if you do not want the HRA money in your account deducted for eligible medical expenses.

Teamsters JC7 Day at the Ballpark

There will be a raffle held at the May Dayshift Craft Meeting for tickets to the June 17th A’s/Yankees game at the Oakland Coliseum. It’s all part of the Teamsters Joint Council 7 Day at the Ballpark and includes a huge tailgate party before the game. Tickets for the tailgate party will be provided with the game tickets. Last year, over 3200 Teamster members and their families attended the event. Tickets for the raffle are $5 each or 3 for $10. Please see your Chief Steward to purchase. May Craft Meetings will occur on May 25th.

Teamsters JC42 fights against RTW legislation

Joint Council 42 has begun a campaign to fight the so-called Right-To-Work legislation that is currently making its way through Congress. Please go to weareonebigunion.com to find out more information how to join the fight against this corporate sponsored anti-union legislation that threatens us all. Ultimately, the real meaning of this proposed legislation is Reduced Teamster Wages.

Local 856 launches Anti-Outsourcing Campaign

Local 856 has launched a campaign to fight outsourcing. The purpose of the campaign is to educate the public and employers about negative impact of outsourcing. Please visit standwith856.com for more information. The site has very cool stories of Local 856 members that highlight the dedication, quality, and difference they bring to the job.

Labor History for the Month of April

April 6th, 1905 - Teamsters in Chicago begin a sympathy strike in support of locked out Montgomery Ward & Co. workers who were on strike to protest the company’s use of nonunion subcontractors. When other businesses rallied to the company’s defense, the dispute spread quickly. Workers battled strikebreakers, police, and scabs for 105 days; 21 people died.

November 7th, 1945 - Machinists in Stamford, Connecticut, go on strike when the Yale and Towne lock company terminates its contractual obligations and withdraws recognition of their union. The company’s union-busting effort was met with a city-wide general strike on January 3 in which 10,000 people marched and rallied in support of the workers. By early April, the company conceded.

April 9th, 1970 - Defying a law prohibiting them from striking, public school teachers in Minneapolis walk out over wages and the right to bargain collectively. A year after the strike was settled, the Minnesota legislature passed the Public Employment Labor Relations Act (PERLA), strengthening collective bargaining rights for public employees.

We must never forget!

Labor Quotes

I can be a patient man with stupidity, but not with those who are proud of it - Ed Asner

Power concedes nothing without a demand; it never has and it never will - Frederick Douglass

Stay Informed

The communication process is an extremely important part of what we do to represent our folks here at SFO and, as we have been outlining for quite some time, we have been blasting out the BA Report along with any other communication we get from the Airline Division or the International to anyone who registers at the TeamstersSFO website. Additionally, there are weekly meetings held with the Shop Stewards to pass on any important informational items that may come up during the month. It is crucial to our process that every area on every shift have Shop Steward representation and that the Shop Steward give, at a minimum, weekly briefings to his/her crew so that all the information gets to our members. We feel that it is essential for all of our members to be engaged and informed at all times. Therefore, we encourage all of you to spread the word to your fellow technicians to go to the TeamstersSFO website and click on the ‘email signup’ tab to get on the list. And, most importantly, we urge you to also consider getting more involved. Every month, on the last Thursday, we hold Craft Meetings at Local 856. At these meetings, the membership hears reports from the Business Agents and other members of the SFO Committee on Grievances, Safety, Member Assistance, and TSAP. Additionally, all members have an opportunity to ask questions and to bring up topics for discussion. Check your IBT Bulletin Board for dates and times and make it a point to stop by.

As always, stay informed!

In Solidarity,

Mark DesAngles              Javier Lectora
Business Agent               Business Agent
Local 986                            Local 856

Mechanics' Dispatch

Lump Sum Update

On April 6th, in accordance with LOA #28, an arbitration case was held to hear the lump sum disputes filed by members who believed they were paid incorrectly. Arbitrator Josh Javits was chosen by the parties to hear these cases. The total number of disputes was 39. Four members chose to participate by phone in the hearing. The arbitrator is now in the process of reviewing each dispute to determine the outcome. As soon as the Arbitrator rules we will notify the company so they can finish the process of distribution of the holdback.

Fraternally yours,

Bob Fisher
Airline Division Rep
IBT

March Business Agents' Report

BAQ ‘Grandfathering’ under the 2010 Agreement

There has been some confusion about the BAQ grandfathering rights for former sub-UAL technicians. Here, we will outline the Union’s position with regard to that issue and give you the rationale behind that position.

First, we need to make clear that all the BAQ grandfathering that we have referenced in recent months ‘officially’ took place when the stand-alone CBA was ratified back in 2011. We urged the Company back then, for obvious reasons, to make sure to get all the BAQ’s established and all the grandfathering taken care of prior to completion of an amalgamated CBA. The reason for this was simply because we did not want the grandfathering issue to get muddy once we did get an amalgamated agreement. Unfortunately, the Company did not get it done. But, nevertheless, our position on the matter has not changed: All of the technicians on the Seniority list as of the Date of Ratification of the stand alone agreement ratified in 2011 are entitled to BAQ grandfathering for any BAQ to which they were able to bid prior to the agreement without taking a test. The reason for our position is simple.

With the introduction of the new definitions for the various Bid Areas, we could not accept a situation where former sub-UAL technicians would have diminished bidding rights as compared with our former sub-CAL counterparts when it comes to the Filling of Vacancies under Article 5. In other words, before the introduction of the new Bid Areas in the last CBA, a technician had the right to bid to all of these areas and be considered equally amongst any folks that were bidding the vacancy. The only factor that determined who was awarded the vacancy was seniority. With the introduction of the new Bid Areas and the anticipated move to eBID, as well as a more streamlined system of bidding vacancies, meaning elimination of Special Postings language from old sub-CAL agreement which required a new posting every time the ‘requirements’ were changed to attract more candidates (such as current G2 or G3 Sort Groups), it was important for us to make sure that the former sub-UAL technicians bidding rights were not diminished in any way. Because of the structure of the eBid System of bidding vacancies, the only way that could happen was to make sure that all of our technicians were grandfathered in all of those BAQ’s for which they could previously bid without taking a test. That expectation still exists.

We have seen the various matrices that the Company has put together regarding ‘like’ BAQ’s and the Company’s intent to grant qualifications to our folks in multiple BAQ’s after consideration of their work experience and the similar nature of some of the BAQ’s (example: 105 and 106). Generally, we do not have any issues with these systems, but we insist that they be applied on a ‘going forward’ basis, after completion of required grandfathering for our folks on the seniority list at Date of Ratification of the last CBA.

By not making sure that the grandfathering was taken care of prior to the amalgamated CBA, the Company created a confusing situation that we are doing our best to work through.

We have been involved in weekly discussions with the Company about these issues and we are making significant progress in clearing things so we urge you all to continue submitting BAQ requests for those BAQ’s for which you are entitled until those request are approved. If those requests continue to be denied, make sure to reach out to your Shop Steward so they can initiate contact with management to get things resolved.

In regards to those Bid Areas that require a Trade Test, the eBid process allows you to submit requests at any time. That way, you can be considered in the first tier of bidders as long as you request the Trade Test prior to the opening of a vacancy for that Bid Area. But you must make sure to take the initiative and submit your Trade Test requests for any area that you feel you are qualified or else you might miss out on being sorted into Sort Group G1. This process assures fair consideration for all of our folks in comparison to our former sub-CAL counterparts for all vacancies in Bid Areas requiring a Trade Test and, therefore, requires no special consideration in terms of grandfathering. Hope this information helps.

Moving forward, if you feel that there is a topic in the CBA that you would like us to clarify further, please feel free to reach out to your Shop Steward or you can email either one of us directly at mdesangles@TeamstersSFO.com or jlectora@TeamstersSFO.com.

SFO GSE Equipment Safety Inspection Program

In 2014, the Airport implemented the Ground Support Equipment Safety Inspection Program (GSESIP) and have since then performed periodic safety inspections and audits on United’s GSE. In the most recent audit in 2016, GSE performance improved by 26.7% to an outstanding score of 96%. We want to give a shout out to all of out GSE technicians and congratulate you on taking care of business.

United sends out Your Spending Account (YSA) Mailer

By now, all of you should have received a mailer from the Company regarding Your Spending Account (YSA). In the past, you would have only received YSA information if you were a participant in the Flexible Spending Account (FSA) program. Now, with the addition of the VEBA language in our agreement, which gives you $1.20 for all compensable hours up to 2080 per year, you will all have a Health Reimbursement Account (HRA) or Retiree Health Account (RHA) established April 2, 2017. If you are enrolled in a Company medical plan, your VEBA contribution will be deposited in your HRA and you can use it for premiums or eligible expenses, except if you are enrolled in the High Deductible Health Plan (HDHP). In that case, different rules will apply. If you are not enrolled in a Company medical plan your VEBA money will be deposited in your RHA and it will be available upon retirement or separation from the Company.  Please read the mailer carefully and refer to the YBR website on Flying Together for more information.

Labor History for the Month of March

March 29th, 1937 - The U.S. Supreme Court, in West Coast Hotel Co. v. Parrish, upholds the constitutionality of minimum wage legislation enacted by the State of Washington, overturning a decision in 1923 that held that federal minimum wage legislation for women was an unconstitutional infringement of liberty of contract. The case was brought by Elsie Parrish, a hotel housekeeper who lost her job and did not receive back wages in line with the state’s minimum wage for women law.

March 25th, 1911 - A fire breaks out on the top floors of the Triangle Waist Company’s Asch Building in New York City. Unable to escape because they had been locked in by their employer, 146 workers died, most of them young immigrant women. The tragedy inspired a movement for workplace safety and a crackdown on sweatshops.

March 19th, 1917 - The U.S. Supreme Court upholds the constitutionality of the Adamson Act, a federal law that established an 8-hour workday, with overtime pay, for interstate railway workers. Congress passed the law in 1916 to avert a nationwide rail strike.

We must never forget!

Labor Quotes

Every advance in this half-century--Social Security, civil rights, Medicare, aid to education, one after another--came with the support and leadership of American Labor — Jimmy Carter

The mass of mankind has not been born with saddles on their backs, nor a favored few (born) to ride them — Thomas Jefferson

Stay Informed

The communication process is an extremely important part of what we do to represent our folks here at SFO and, as we have been outlining for quite some time, we have been blasting out the BA Report along with any other communication we get from the Airline Division or the International to anyone who registers at the TeamstersSFO website. Additionally, there are weekly meetings held with the Shop Stewards to pass on any important informational items that may come up during the month. It is crucial to our process that every area on every shift have Shop Steward representation and that the Shop Steward give, at a minimum, weekly briefings to his/her crew so that the information gets to our members. We feel that it is essential for all of our members to be engaged and informed at all times. Therefore, we encourage all of you to spread the word to your fellow technicians to go to the TeamstersSFO website and click on the ‘email signup’ tab to get on the list. And, most importantly, we urge you to also consider getting more involved. Every month, on the last Thursday, we hold Craft Meetings at Local 856. At these meetings, the membership hears reports from the Business Agents and other members of the SFO Committee on Grievances, Safety, Member Assistance, and TSAP. Additionally, all members have an opportunity to ask questions and to bring up topics for discussion. Check your IBT Bulletin Board for dates and times and make it a point to stop by.

As always, stay informed!

In Solidarity

Mark DesAngles                    Javier Lectora
Business Agent                     Business Agent
Local 986                              Local 856

February Business Agents' Report

Article 5 – Filling of Vacancies

As we discussed in last months report, there is a 180-day period from the Date of Ratification for folks to submit requests for the various Bid Area Qualifications (BAQ’s) for which they are entitled. This month we will first outline the eBid process during those 180 days and then describe how the process will proceed after the 180-day period ends. But first a few words on the 180-day process itself. We are well aware that the verification process is not functioning as it should be. There are many cases where BAQ requests are being rejected in error and the in those cases we want people to resubmit their requests. Additionally, we are speaking to the Company about several problems that are being encountered related to these BAQ requests such as the inability to submit supporting comments in the comment boxes and the lack of coherent processes in place at the local level to ‘confer and resolve’ matters that arise, as is specifically outlined in Article 3, Paragraph E.3.b. We want folks to continue to submit these BAQ requests until the Company gets it right. If you are repeatedly denied a BAQ that you are entitled without good reason, then please get with your Shop Steward so we can engage the Company as to why. If that is unsuccessful, then we are going to start filing grievances.

Now, during these 180 days, when a vacancy bid closes on eBid, you will see that the names are sorted according to Sort Groups. We will describe the Sort Groups in greater detail later but what is important for you to know is that for the duration of the 180-day period the Company will use a separate spreadsheet and sort all the bidders by their Craft Seniority, regardless of what Sort Group number is next to their names or what position they are on the list as a result of the Sort Group. Afterwards, the Company will start at the top of the list and work there way down. If the person is already sorted in Group 1 (G1), then that person is already BAQ’d for that particular Bid Area and they are a successful bidder. If the person is sorted as a G3, the Company will reach out to find out if the person should be BAQ’d so that none of our folks are inadvertently missed because the BAQ verification process is incomplete. We are following the process very closely to make sure the Company conducts the process accurately and we have been able so far to correct any issues that have come up.

After the 180-day period ends on June 19th, the eBid process will normalize so that all bidders for a vacancy are sorted by Sort Group priority according to Article 5.D.1 of the CBA. As mentioned before, Sort Group 1 (G1) indicates that a technician is fully qualified in that BAQ. Sort Group 2 (G2) indicates a fully qualified technician that is restricted from bidding, which is otherwise known as being in the ‘penalty box’. There are two circumstances in which a restriction from bidding will be imposed on a technician. The first occurs when a technician has turned down a previous bid offer. They will be restricted from bidding for a period of two years. And the second case is that once a technician has accepted a bid award and reported to a new location, they will only be able to bid for a vacancy once in a two-year period following notification of the first bid (please note that all restrictions are automatically lifted if the 

vacancy being bid is for a premium position such as Lead or Inspector). Sort Group 3 (G3) indicates IBT represented employees regardless of current craft who meet all the requirements of Article 3 except for the Experience requirement. If the vacancy is not filled through groups G1 and G2, than there is essentially a waiver on the experience requirement. This is where folks will be sorted who are not BAQ’d in the area being bid. What is essential to note is that this sort group also includes folks that are not currently technicians who have A&P licenses and are looking to transfer into the Technician Craft. For example, if a Utility Specialist who has his A&P wants to become a technician, he or she will not have to apply as an internal candidate AFTER a bid closes anymore. They can bid directly for an open vacancy and be considered for the position if it is not filled through Sort Groups 1 and 2. They would still have to take the written and practical tests to be offered the position but they would no longer have to ‘interview’ afterwards. If they pass the tests, they are offered the position. Period. This is important because it allows us to prioritize for vacancies folks who are currently in our book ahead of either management who hold Craft Seniority (Sort Group 4) or any other internal candidates from outside our CBA, who obviously have no Craft Seniority.

Something else that is worth mentioning relates to the issue of Trade Tests. After the 180-day period concludes, you will have hade to put in a request for a Trade Test prior to the bid opening in order to be allowed to take a Trade Test and be considered as a G1 for a particular vacancy. If you put in a Trade Test Request after the bid opens, you will be sorted only as a G3 so it is very important that all of you that are trying to get qualified in a BAQ that requires a Trade Test and that you have never worked (and are not ‘grandfathered’) to get the process going as soon as possible so that when a bid for that vacancy opens you can be considered with the first tier of bidders. We hope that this information helps.

2017 Scholarship Applications Being Accepted

Its that time of year again. We encourage those of you with kids that are in their last year of High School or in an accredited college or vocational program to apply for the various scholarships being offered both locally and nationally.

The James R. Hoffa Memorial Scholarship Fund offers an Academic Scholarship for High School Seniors as well as a Training and Vocational Programs Scholarship for those enrolled in vocational programs. The deadline for both scholarships is March 31st, 2017. For more information and to download an application, please go to the James R. Hoffa Memorial Scholarship Fund website at http://www.jrhmsf.org.

The Teamsters Local 856/986 UAL-SFO Scholarship Fund is also accepting applications until March 31st for High School Seniors who will be attending a University, College or Trade School. Please go to the TeamstersSFO Website at http://teamsterssfo.com and scroll down to the Available Scholarships box.

Also accessible through the TeamstersSFO website is the application for the California Teamsters Hispanic Caucus Scholarship application. The application deadline for this Scholarship is Mat 31st.

Additionally members of Teamster Locals 856 and Teamster Local 986 should visit their respective Locals website to check the availability of additional scholarship opportunities particular to each Local. The Teamsters Local 856 website is located at http://teamsters856.org and the Teamsters Local 986 can be found at http://www.local986.org.

***Please note that, regardless of what Local you belong to, you must bring all of your applications to Local 856 so that they can verify that you are a member in good standing before forwarding your application to the appropriate address. So don’t wait until the last minute folks!

SFO Tech Ops Safety Toe Shoe Program

On February 9th, VP Base Maintenance informed SFO Ground Safety Chairman Ralph Ortiz that the Safety Toe Shoe Reimbursement Program would be continuing at the San Francisco Maintenance Base. The program provides a reimbursement allowance of up to $52.80 per employee per year on a rolling 12-month basis for shoes that comply with the standards outlined in the Ground Safety Manual, GSM Chapter 3, Section 23-2, Paragraphs 5.1 and 5.2. The protective footwear must meet American Society of Testing Materials (ASTM) Standard F2412-05 Standard Test Methods for Foot Protection” and F2413-05 “Standard Requirements for Protective Footwear”. The procedure for reimbursement is as follows:

• Purchase shoes meeting standard identified above
• Present receipt within 30 days to local management
• Complete uSource on-line training or station administrative staff applies as an employee surrogate for uSource Expense Report submissions
• Complete “All About Me” expense report Direct Deposit banking information (one-time only)
• Submit report with receipt via uSource
• Receive reimbursement via Direct Deposit

Please contact your local administrative staff for guidance through the process. It important to note that United has a general shoe policy in GSM Chapter 3, Sections 23-2, Paragraph 5.1 “Substantial Footwear Requirement”. You should familiarize yourself with the policy so that you can avoid any injury related to wearing improper footwear in the workplace.

Thanks to Ralph Ortiz for his work in assuring that this important program continues at the Maintenance Base!

Pre-Retirement Seminar Yields a Packed House

This years Pre-Retirement Seminar, held on February 4th in the Employee Communications Center had the participation of over 300 employees and family members. The packed house heard very informative presentations from our IBT Member Assistance Program Coordinators Steve Loone and Steve Crummey as well as presentations from Kaiser Permanante and Fidelity Investment representatives. We want to extend our thanks to all of you who participated in this year’s event. Special Thanks to Steve Loone and Steve Crummey for putting it all together. For those of you who were not able to make it, stop by the Union Office any time to receive a copy of our Retirement Information Guide along with other relevant materials that we have on-hand.

Labor History for the Month of February

February 7th, 2008 - A huge explosion and fire at the Imperial Sugar refinery northwest of Savannah, Georgia, kills 14 and injures 38 people. The explosion was fueled by massive accumulations of combustible sugar dust throughout the packaging building. An investigation by the U.S. Chemical Safety Board stated that the explosion had been “entirely preventable,” noting that the sugar industry had been aware of the risk of dust explosions since 1926.

February 3rd, 1941 - The U.S. Supreme Court rules unanimously in United States v. Darby to uphold the Fair Labor Standards Act of 1938, which banned certain types of child labor, established a minimum wage, and set a maximum workweek at 44 hours.

We must never forget!

Labor Quotes

“As Americans, we should be opposed to bigotry and racial discrimination at every turn, and to do everything possible to make the Bill of Rights a reality for every citizen. As members of the American labor movement, we support every tenet of Americanism. Equal opportunity is one of those tenets.”

-James R. Hoffa

Stay Informed

The communication process is an extremely important part of what we do to represent our folks here at SFO and, as we have been outlining for quite some time, we have been blasting out the BA Report along with any other communication we get from the Airline Division or the International to anyone who registers at the TeamstersSFO website. Additionally, there are weekly meetings held with the Shop Stewards to pass on any important informational items that may come up during the month. It is crucial to our process that every area on every shift have Shop Steward representation and that the Shop Steward give, at a minimum, weekly briefings to his/her crew so that the information gets to our members. We feel that it is essential for all of our members to be engaged and informed at all times. Therefore, we encourage all of you to spread the word to your fellow technicians to go to the TeamstersSFO website and click on the ‘email signup’ tab to get on the list. And, most importantly, we urge you to also consider getting more involved. Which brings us to our last point. Every month, on the last Thursday, we hold Craft Meetings at Local 856. At these meetings, the membership hears reports from the Business Agents and other members of the SFO Committee on Grievances, Safety, Member Assistance, and TSAP. Additionally, all members have an opportunity to ask questions and to bring up topics for discussion. Check your IBT Bulletin Board for dates and times.

As always, stay informed!

In Solidarity

Mark DesAngles                  Javier Lectora
Business Agent                    Business Agent
Local 986                               Local 856