The meeting started on May 23 with a review of the previous ratification process. We talked about what went well and what didn't during that time. We had a good discussion where everyone shared their thoughts and ideas. Here are a few of the important things we talked about:
The bargaining survey and contract proposal forms are live now. It is especially important that a high percentage of members complete the survey. The higher the percentage that takes the time to complete this survey does two things. First it helps your rank-and-file committee better determine your priorities and second an overwhelming response shows the company, as a group, we are ready to enter bargaining solidly together.
This is to serve as notice, pursuant to Article 24 of the parties’ extant Collective Bargaining Agreement (hereinafter “CBA”), and in accordance with Section 6, Title 1 of the Railway Labor Act, as amended, of the Union’s intent to commence negotiations between the parties for the purposes of amending the CBA for the Technicians and Related.
As a reminder the industry reset took place last year providing a 7.2% increase. The next reset analysis will take place in December of 2022 and a reset analysis will occur annually thereafter. New rates were provided last year which became effective December 6, 2020. Per paragraph 2 of the LOA, since the basic hourly rates/scales from the one-time adjustment exceed the basic hourly rates in Appendix A planned for December 5, 2021, these adjusted scales supersede.
I wanted to update you about an important development involving United Airlines and the Paycheck Support Program (PSP) instituted by the federal government last year.
The PSP program was meant to ensure that recalled employees continued to receive the wage rates they earned before they were laid off due to the pandemic. However, as many of you experienced first-hand, United Airlines did not pay leads recalled as technicians, or technicians recalled as GSEs, the wages they had earned before being laid off. In the IBT’s view, this resulted in thousands of dollars of lost pay for hundreds of United employees. Because of this, the IBT Airline Division has been trying to draw federal attention to this matter to address this problem.
“This is an update to our United Airlines members regarding United’s COVID-19 vaccine mandate.
Yesterday, a federal court in Dallas ruled on an important motion in the case of Sambrano v. United Airlines. Plaintiff Sambrano and several other United employees had sued United Airlines, claiming that United discriminated against employees with religious or medical objections to COVID-19 vaccinations by accommodating them with unpaid leave.
Please click on the link below to read the letter to UAL management regarding N95 mask usage.
https://teamsterair.org/sites/default/files/uploads/letter_re_n95_respirator_requirements.pdf
Due to the charge levied against it by the IBT, United Airlines is reviewing the fairness of the RAP process. If you've been accepted into the RAP, you will now have until October 15th until personal leaves begin. In addition, we are hopeful that the time on leave will be drastically reduced or eliminated, and that you will be able to retire from a RAP without penalty. As this develops further, including any outcome on several different lawsuits, we will update you.
As reported late last week, yesterday evening we filed charges with the Equal Employment Opportunity Commission (EEOC) on behalf of the membership that applied for religious or medical exemptions to the mandatory vaccination policy. You can read the charges here.
As I write this update, United has provided answers to questions we brought forth last week. The answers are extremely disappointing. The company is giving no consideration to the sacrifices you’ve made to date to keep this airline running. As previously stated, the IBT fully supports getting the vaccine and we are encouraging our members to take the vaccine. However, the mandatory nature and the short timeframe is putting you, our dedicated and essential members, in peril of losing your career. I believe given what you’ve done for this company throughout the pandemic, this action is completely unconscionable.
Yesterday we, the Airline Division leadership and legal counsel, requested a follow-up call with leadership from United Airlines Labor Relations Department. We set this call up to discuss the August 31st date being communicated for the deadline for RAP accommodations. The company informed us that members only need to apply by that date, and that RAP meetings and decisions on those applications would take some time. That was the only semi-positive portion of the call.
Last Friday, August 6, the Airline Division was notified by United Airlines (UA) only a few minutes before its announcement to the public that it would be requiring all employees to receive a COVID-19 vaccination. Although we were caught off guard by the timing of the announcement, there had been hints for many months in the press that UA and other employers were considering this step. We had researched this matter accordingly. After conferring with labor and employment attorneys, and Teamsters Safety and Health Department, we believe that the company has the ability to mandate vaccinations upon notice and with some restrictions.
As discussed in a previous dispatch, a summit with United Airlines (UA) Labor Relations leadership was held in Washington DC on July 21 at the IBT Headquarters. Several issues were discussed during that meeting. These issues included the UA System Board, the growing backlog of grievances due to the pandemic (especially regarding RIF and recall) and the scheduling of arbitration cases. Commitments were made to reduce the docket and to settle grievances at the lowest possible level as outlined in the collective bargaining agreement. At the conclusion of the meeting a call with the business agents from around the system took place. It was decided on that call that a face-to-face meeting of UA Business Agents was warranted. That meeting took place in Houston on Tuesday, August 3 at the Local 19 union hall.
United Airlines announced this morning that it is mandating vaccination against COVID-19 as a condition of employment. By doing so, the company has joined a growing list of employers – including private businesses, nonprofits, and state and federal government agencies – that have mandated vaccines for employees. The International Brotherhood of Teamsters has been reviewing this issue in anticipation that our members would most likely face mandates, such as the one just announced. Our conclusion is that employers have the right to mandate vaccinations in most instances.
