Mechanics' Dispatch 3-21-2022
By now you’ve all seen the news that Delta Tech Ops employees are receiving 4% raises in May along with increases to premiums and a reduction in the length of time to reach the top of the scale.
This is good news for a several reasons, including that the announced increase will help during bargaining for the amended CBA and the increases will be captured as part of the formula of the reset language in December. Also, it will help to address the Technician shortage that is unfolding along similar lines industry wide, to what transpired with the Pilots just a few years ago.
Brothers and Sisters,
By now you’ve all seen the news that Delta Tech Ops employees are receiving 4% raises in May along with increases to premiums and a reduction in the length of time to reach the top of the scale.
This is good news for a several reasons, including that the announced increase will help during bargaining for the amended CBA and the increases will be captured as part of the formula of the reset language in December. Also, it will help to address the Technician shortage that is unfolding along similar lines industry wide, to what transpired with the Pilots just a few years ago.
The Delta announcement was shared with our economist for review in tabulating the reset. When the numbers are finalized, closer to December, the results will be released in a Dispatch.
Fraternally,
Vinny Graziano
Coordinator Maintenance and Related
Airline Division
International Brotherhood of Teamsters
UAL Technicians Update
As a reminder, the bargaining survey and contract proposal forms are live now. I’m urging you to complete the survey. As stated before, the higher the percentage that takes the time to complete this survey sends a message to the company. In addition, it helps your rank-and-file committee better determine your priorities.
UAL Technicians Update
January 19, 2022
Brothers and Sisters,
As a reminder, the bargaining survey and contract proposal forms are live now. I’m urging you to complete the survey. As stated before, the higher the percentage that takes the time to complete this survey sends a message to the company. In addition, it helps your rank-and-file committee better determine your priorities.
The survey can be found here and will be open until January 31st. https://www.surveymonkey.com/r/TXTGFJP
The contract proposal form will likewise be open to January 31st and can be found here. https://forms.office.com/Pages/ResponsePage.aspx?id=DQSIkWdsW0yxEjajBLZtrQAAAAAAAAAAAAN__sP246RUNEI5VFNLTzZLVzdTR0VOTU84SEM4TEhPVC4u
If you have already completed the survey and entered contract proposals, I thank you for taking the time to engage in this critical aspect of bargaining. If you have not, please do so soon.
Fraternally,
Vinny Graziano
Coordinator Maintenance and Related
Airline Division
International Brotherhood of Teamsters
UAL Technicians Update
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.
UAL Technicians Update
January 10, 2022
Brothers and Sisters,
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.
The survey can be found here and will be open until January 31st. https://www.surveymonkey.com/r/TXTGFJP
The contract proposal form will likewise be open to January 31st and can be found here. https://forms.office.com/Pages/ResponsePage.aspx?id=DQSIkWdsW0yxEjajBLZtrQAAAAAAAAAAAAN__sP246RUNEI5VFNLTzZLVzdTR0VOTU84SEM4TEhPVC4u
Thank you for taking the time to engage in this critical aspect of bargaining.
Fraternally,
Vinny Graziano
Coordinator Maintenance and Related
Airline Division
International Brotherhood of Teamsters
Technicians Update
As you are aware, in accordance with the CBA provision we sent notice to the company of our intent to bargain a new Collective Bargaining Agreement. The company acknowledged receipt and set up a call with me and Bob Fisher from the Airline Division this afternoon.
Brothers and Sisters,
As you are aware, in accordance with the CBA provision we sent notice to the company of our intent to bargain a new Collective Bargaining Agreement. The company acknowledged receipt and set up a call with me and Bob Fisher from the Airline Division this afternoon. During this preliminary discussion we talked about the need for a protocol agreement to be in place before any exchange of proposals takes place. We also informed the company that we would be fielding a survey and contract proposal forms over the next several weeks. We hope to have the survey and proposal forms out early next week. While those two items are taking place, we will be working on the protocol agreement with input from our legal counsel and Business Agents. These first steps are required for every negotiation, and it means that bargaining has begun. Please watch for notices for the survey and contract proposal forms to be out shortly.
Fraternally,
Vinny Graziano
Coordinator Maintenance and Related
Airline Division
Update to United Airlines Technicians and Related
Last week Business Agents from around the system met at Local 19 in Houston to discuss the current state of the grievance docket and the upcoming negotiations. The Agents brought up a few areas of significant concern regarding the current CBA and made suggestions on how to fix those items.
December 7, 2021
Update to United Airlines Technicians and Related
Dear Brothers and Sisters,
Last week Business Agents from around the system met at Local 19 in Houston to discuss the current state of the grievance docket and the upcoming negotiations. The Agents brought up a few areas of significant concern regarding the current CBA and made suggestions on how to fix those items.
Brother Chris Moore form the Airline Division, and chairman of the TAMC, updated the group on the workforce grant of $450,000 that was just received and how it will be used to help our veterans matriculate into civilian maintenance jobs as well as to help underserved communities realize the potential of careers in aviation maintenance.
In accordance with the provision of the duration of the Agreement, today a Section 6 notice was sent to the company expressing that we are exercising our right to open the negotiations early. This will now trigger a need to discuss protocol with the company on the process of bargaining. In the meantime, electronic contract proposals and a membership survey will be launched to understand the priorities of the membership, as well as how you would like to receive updates.
Continue to look for updates as negotiations unfold.
In Solidarity
Vinny Graziano
Coordinator Technician and Related
Airline Division
International Brotherhood of Teamsters
Notice of Article 24 -- Union's Intent to Commence Negotiations
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.
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.
December Craft Meetings Canceled
We want to wish all our members and their families a very Happy Holiday season and a peaceful and prosperous New Year. Your continued support is greatly appreciated, looking forward to 2022
We want to wish all our members and their families a very Happy Holiday season and a peaceful and prosperous New Year. Your continued support is greatly appreciated, looking forward to 2022.
In Solidarity,
Teamsters SFO Committee
UAL Reset Analysis
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.
Brothers and Sisters,
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. In other words, the new scale that we received last year remains in effect and there will not be an additional 1% increase on December 5th of this year.
In solidarity,
Vinny Graziano
Coordinator Technician and Related
Airline Division
International Brotherhood of Teamsters.
PSP Update
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.
Update to our United Airlines members regarding United’s COVID-19 vaccine mandate
“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.
Technicians Update
November 9, 2021
“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. The plaintiffs asked the court for an emergency preliminary injunction, which would prohibit the company from placing employees on unpaid leave while the court heard arguments about the case, a process that could take many months. The Court temporarily granted plaintiffs an injunction in October, barring United Airlines from putting employees who had requested a religious accommodation on unpaid leave, or forcing medical objectors onto sick leave. However, in its decision yesterday, the Court found that the plaintiffs did not meet the standard to show that continuing emergency relief was necessary while the case was pending. Accordingly, United is no longer barred from placing employees who have requested accommodations from the vaccine mandate on sick or unpaid leave. While it’s not a final decision about the merits of the case, it does signal that the Court accepts some of United’s legal position.
The decision does not address United's newer policy which allowed unvaccinated Technicians to continue working while taking frequent COVID tests and other safety measures. The IBT does not know immediately whether United plans to maintain that policy. We will seek clarity on this issue ASAP. In addition, the IBT will continue to pursue its EEOC charge against United’s unpaid leave policy, grieve any violations of just cause, and advocate for as accommodating a vaccination policy as possible.
We will continue to keep you updated as this situation develops.”
Vinny Graziano
National Coordinator
IBT Airline Division
UAL Technicians Update N95 mask letter
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
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
Update on the UA RAP Process
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.
September 25th, 2021
Brothers and Sisters,
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.
In solidarity,
Vinny Graziano
Coordinator Maintenance and Related, Airline Division
International Brotherhood of Teamsters
Teamsters File EEOC Charge Against United Airlines
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.
Dear IBT Members:
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.
We still encourage you to file individual complaints on your own behalf at https://www.eeoc.gov./how-file-charge-employment-discrimination.
The Airline Division still strongly objects to United Airlines’ spiteful policy towards members that have legitimate reasons to seek exemptions. We will vigorously defend your rights to receive an exemption without being punished for the company’s failure to establish a protocol to ensure safety more than 18 months into a worldwide pandemic.
The EEOC charge will be posted to the Airline Division website where you can track its progress. Please reach out to your business agents with any questions.
With Solidarity,
Vinny Graziano
National Coordinator, Technicians and Related
Teamsters Airline Division
Update on the UA Vaccine Mandate
Many Teamster members have applied for medical or religious exemptions from United Airlines (UA) vaccine mandate. If you are one of them, you may have already been contacted by UA about its offer of accommodations. Others may be contacted by the company in upcoming days.
Dear IBT Members:
Many Teamster members have applied for medical or religious exemptions from United Airlines (UA) vaccine mandate. If you are one of them, you may have already been contacted by UA about its offer of accommodations. Others may be contacted by the company in upcoming days.
Workers who have been approved for a religious accommodation are being required to take involuntary unpaid leave effective October 2, 2021. Workers approved for a medical exemption must first use sick leave and then transition to unpaid EIS. Workers on leave due to their application for a religious accommodation will not receive medical coverage during their leave and they will stop accruing seniority after ninety days of leave.
The Airline Division strongly objects to UA’s policy, and will be filing an EEOC charge on behalf of all affected IBT-represented United Airlines workers on the ground of religious or disability discrimination. The IBT will also seek to challenge the company’s stated rule that those on a religious leave of absence will not be able to retire from their personal leave status.
Individual IBT members may still file EEOC complaints on their own behalf, if they so choose. Instructions about filing an EEOC charge can be found at the following link: https://www.eeoc.gov./how-file-charge-employment-discrimination
The Airline Division expects to file its EEOC charge early next week. We will post a copy of the charge and a link where you can track its progress at teamsterair.org. Please reach out to your business agents with any questions.
In Solidarity,
David Bourne
Director, IBT Airline Division
Unpaid Leave at United Airlines
United Airlines announced that tech ops employees who are granted exceptions from the vaccine mandate for medical or religious reasons may be required to take unpaid leaves of absence of up to twelve months and be subject to a number of other terms that were not negotiated by the parties.
Dear Brothers and Sisters,
United Airlines announced that tech ops employees who are granted exceptions from the vaccine mandate for medical or religious reasons may be required to take unpaid leaves of absence of up to twelve months and be subject to a number of other terms that were not negotiated by the parties.
The IBT does not believe these or the other terms United Airlines plans to impose are "reasonable accommodations" under the law. Other components of the company's unilateral plan may also violate the Railway Labor Act (RLA), as well as the Employee Retirement Income Security Act (ERISA), the federal law governing retirement plans. The IBT is preparing a legal response and we will update you very shortly on the actions we plan to take to stop the company from implementing potentially unlawful aspects of its policy.
In Solidarity,
Capt. David Bourne
Director, IBT Airline Division
Company Mandated Vaccine Policy
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.
August 25, 2021
Brothers and Sisters,
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.
We have offered solutions to the company that would aid our folks in transitioning into retirement or to limit the draconian measure of termination. These measures have been met with stubborn resistance.
We took our time reviewing all legal paths. Based on that research, the IBT does not want to give you a false sense of hope that we may prevail in court. The constitutionality of mandatory vaccines was upheld in the 1905 Supreme Court decision Jacobson v. Massachusetts. That case was then reaffirmed in the 1922 Zucht v. King decision. In a recent challenge to a Covid 19 vaccine mandate, Supreme Court Justice Amy Coney Barrett denied emergency review of Indiana University’s vaccine mandate, thus maintaining the lower courts’ decisions upholding the mandate. These cases implicated concerns regarding the constitutionality of mandates because they involved state actions rather than the private sector.
Recently a couple of high-profile actions have taken place regarding private (i.e. non-governmental) company mandates. A federal court in Texas has dismissed a lawsuit challenging a mandatory vaccination program by a private employer in the case Jennifer Bridges v. Houston Methodist Hosp. Similarly, a lawsuit filed by a group of pilots at United was dismissed on procedural grounds. In his ruling, the judge noted that even if the procedural defects were fixed, the pilots were unlikely to succeed based on the merits.
Our legal team has also explored a legal strategy of filing a lawsuit to compel United to bargain with us over this mandate. However, their analysis has concluded that any such lawsuit has very little chance of success.
Given that the courts are not granting relief to employees at private companies, our alternative is to represent you in the grievance procedure using the just-cause standards.
If you have seriously held religious objections or valid medical reasons for objections to the mandate, file them now. The EEOC has determined that those two exceptions are required in any mandated vaccine policy.
In solidarity,
Vinny Graziano
Coordinator Technician and Related
Airline Division
International Brotherhood of Teamsters
Follow-up Call on Mandatory Vaccine Policy
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.
August 21, 2021
Dear Brothers and Sisters,
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.
We asked if the company was prepared to present answers to the questions we posed on the last call. They informed us that, as discussed on the previous call, the answers would be forthcoming next week. That led to a conversation regarding exceptions or workarounds to the policy such as another VSL type program, extension of bridge medical, vaccination leave of absence given that this membership has sacrificed so much both recently and in the past for this company. We were told that at this time there would be no changes to the policy and no alternatives for those that do not have medical or religious exemptions – nothing but “thank you for your service.”
Given that answer, we told the company that the very members who brought this carrier through the pandemic, the frontline essential workers, were going to now be cast to the side and terminated. After all your sacrifices, and many with long distinguished impeccable careers, to now be cast aside as refuse is entirely deplorable. To that end, we are continuing to pursue every legal and contractual remedy we can to protect you from this obscenely draconian policy.
In solidarity,
Vinny Graziano
Coordinator Technician and Related Airline Division
International Brotherhood of Teamsters
Letter to United Airlines Regarding COVID-19 Vaccine Mandate
I'm writing to update you regarding the recent announcement at United Airlines regarding vaccines. Earlier today, I sent a letter to United Airlines Vice President of Labor Relations Zachery Jones regarding the new COVID-19 vaccine mandate for all employees. The text of that letter is as follows:
Brothers and Sisters,
I'm writing to update you regarding the recent announcement at United Airlines regarding vaccines. Earlier today, I sent a letter to United Airlines Vice President of Labor Relations Zachery Jones regarding the new COVID-19 vaccine mandate for all employees. The text of that letter is as follows:
August 13, 2021
Mr. Zachery Jones
Vice President of Labor Relations
United Airlines
233 South Wacker Drive
HDQPO
Chicago, Illinois 60606
Dear Zach:
Since United Airlines announced its new COVID-19 policy last week, the IBT Airline Division is fielding calls and emails from many concerned members, as well as union officers and representatives across the system. Given that no other major carrier has instituted a similar mandate, we believe that the policy, as proposed, is unreasonable.
Although we agree, and strongly encourage, our members to become vaccinated, we believe that this approach - when there is no federal mandate - is one that crosses the line of reasonableness. We request that alternatives (such as frequent testing and incentives, etc.) are offered instead of an economic capital punishment approach where one loses a career for an inability to comply.
Because no meeting took place prior to the implementation of this policy and like other unions on the property our input was not requested, we now request a meeting with your team to discuss the company’s policy. We know there are alternatives (as discussed above) that other carriers have employed and we seek similar relief to mitigate the effects of this policy.
Because we need to act quickly, we ask that the meeting take place remotely, via zoom or teams, sometime within the next week.
Looking forward to a prompt reply.
Regards,
David P. Bourne
Director, Teamsters Airline Division
Update on the UA Vaccine Mandate
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.
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.
Most of our members have greeted the UA announcement favorably, although some are concerned, so we want to make our position clear. While the IBT supports and encourages everyone to get the COVID-19 based upon our core ethic of union members protecting each other, as well as the advice of medical professionals – including the American Medical Association (AMA), American Academy of Allergy, Asthma & Immunology (AAAAI), American Academy of Family Physicians (AAFP), American Academy of Nursing (AAN), American Academy of Pediatrics (AAP), American Association of Colleges of Pharmacy (AACP), American College of Physicians (ACP), American College of Preventive Medicine (ACPM), American College of Surgeons (ACS), American Nurses Association (ANA), American Pharmacists Association (APhA), Association for Professionals in Infection Control and Epidemiology (APIC), Association of American Medical Colleges (AAMC), Infectious Diseases Society of America (IDSA), Pediatric Infectious Diseases Society (PIDS), Society for Healthcare Epidemiology of America (SHEA), and Texas Nurses Association (TNA), among many others) – we also understand that some may be hesitant or unable to receive the vaccine for medical, religious or other reasons.
Accordingly, the IBT will ask to meet with UA to explore whether there may be alternatives to mandatory vaccination that still provide for adequate workplace safety, as well as to discuss how the company will address those who can’t or won’t take the vaccine. We expect discussions to take place on an expedited basis, and we will keep all of our members posted.
In Solidarity,
Vinny Graziano
Maintenance and Related Coordinator, Airline Division
International Brotherhood of Teamsters