Newcomers Page

Welcome to the International Association of Machinist and Aerospace Workers (IAMAW),
District Lodge 141, and Local Lodge 1886

 

What Is A Labor Union?

A labor or trade union is an organization of workers dedicated to protecting members’ interests and improving wages, hours and working conditions for all.

Who are Union Members?

You are!  There are over 60 unions representing over 14 million workers throughout the country.

Benefits of Belonging to a Union

Higher pay, better benefits, and a voice on the job (see below).

How do Unions Work?

Unions work like a democracy.  They hold elections for officers who make decisions on behalf of members, giving workers more power on the job.

 

 

36 Reasons to Thank a Union (Even if You Don’t Belong to One)
June 22, 2011 by Daniel Nichols

 

 ➡ Weekends

 ➡ All Breaks at Work, including your Lunch Breaks

 ➡ Paid Vacation

 ➡ FMLA

 ➡ Sick Leave

 ➡ Social Security

 ➡ Minimum Wage

 ➡ Civil Rights Act/Title VII (Prohibits Employer Discrimination)

 ➡ 8-Hour Work Day

 ➡ Overtime Pay

 ➡ Child Labor Laws

 ➡ Occupational Safety & Health Act (OSHA)

 ➡ 40-Hour Work Week

 ➡ Worker’s Compensation (Worker’s Comp)

 ➡ Unemployment Insurance

 ➡ Pensions

 ➡ Workplace Safety Standards and Regulations

 ➡ Employer Health Care Insurance

 ➡ Collective Bargaining Rights for Employees

 ➡ Wrongful Termination Laws

 ➡ Age Discrimination in Employment Act of 1967

 ➡ Whistleblower Protection Laws

 ➡ Employee Polygraph Protect Act (Prohibits Employer from using a lie detector test on an employee)

 ➡ Veteran’s Employment and Training Services (VETS)

 ➡ Compensation increases and Evaluations (Raises)

 ➡ Sexual Harassment Laws

 ➡ Americans With Disabilities Act (ADA)

 ➡ Holiday Pay

 ➡ Employer Dental, Life, and Vision Insurance

 ➡ Privacy Rights

 ➡ Pregnancy and Parental Leave

 ➡ Military Leave

 ➡ The Right to Strike

 ➡ Public Education for Children

 ➡ Equal Pay Acts of 1963 & 2011 (Requires employers pay men and women equally for the same amount of work)

 ➡ Laws Ending Sweatshops in the United States

 

First and foremost, support your fellow union brothers and sisters, and work with each other, not against each other.  If you have an issue with a co-worker, reach out to your Lead, a Shop Steward, your IAM EAP or IAM Grievance Committee.  Please do not involve management.

You will find your airline Committee members' phone numbers under the "Grievance Committee" tab on this website's "Welcome" page; in addition, a list of Union Shop Stewards for both above- and below-the-wing can be found under the "Shop Stewards" tab.

Should the occasion arise, do not, under any circumstances, meet with management without a Union steward present.  Your IAM Steward will ensure that management is adhering to your contract.  This applies to our probationary employees as well.

Find your union contract under the "Current Contracts" tab on this website; it can also be found on the District 141 website (iam141.org).  Read your contract and be familiar with its terms; in it you will find information regarding mandatory overtime, work rules, pay guidelines, holiday, DAT and shift trade information, pay & benefit information and much, much more.

Attend a monthly meeting at your Local Lodge.  The dates and times for our LL1886 monthly meetings are accessed by clicking on the "2022 Union Meetings" tab on this website's Welcome page.  Your attendance is encouraged and welcomed and is a great opportunity for you to meet your Union Committee persons, your Union Shop Stewards, your Union brothers and sisters and to learn how a Union functions.  Hope to see you there!

Know SOP (Standard Operating Procedure) and work safe.

Give yourself a break.  We all need our 15-minute breaks and 30-minute lunch to eat, drink and take a breather from the action.  If you are unable to take your lunch, then make sure you are getting paid for it.  Reference Article 4, A., #9 (page 4-3) in your PCE contract which outlines your options.

Sign up for iMail, the IAM's twice-weekly e-newsletter at iam4.me/iamemail for the latest IAM news, stories, videos, photographs and information regarding IAM events.

 

Did You Know?

In regards to Day and Shift Trades:  "Employees may not exchange cash payments or other items of monetary value in connection with trades."  (PCE Contract:  Article 4, C. Day and Shift Trades, #7)

In regards to meal periods on an 8-hour shift, "Employees must be assigned a meal period within the contractually defined meal window (between the beginning of the 4th and the end of the 6th hour of an 8 hour shift, and between the beginning of the 5th and the end of the 7th hour of a 10 hour shift) to avoid a meal penalty.

If, due to operational necessity and with the pre-authorization of management, an employee does not receive a meal period during the meal window, the options are:

  1. Management will assign and communicate a new 30-minute meal period at another operationally feasible time during the employee’s shift and no remedy will be due. (The employee is responsible to advise the supervisor if they wish to forego the new meal period)

  2. Forego a meal period and be allowed to leave work 30 minutes early and be paid at their straight time rate of pay for the meal period.

  3. Forego a meal period and the employee elects to remain through the end of the scheduled shift and be paid 30 minutes at the applicable rate."

(Please note:  the choice is yours in regards to your lunch period, not management's.)

In regards to meal periods for a part-time shift, the PCE Contract, Article 4, letter A., #9.b. (PAGE 4-3) states:  "Part-time shifts entitled to a meal period will have the meal period scheduled as close to the mid-point of the shift as operationally possible."

In regards to management doing our work:  Article 10, letter S (page 10-10) states "Passenger Service work will be performed by employees covered by this Agreement.  Supervisors and Managers should not perform Passenger Service work, except for incidental or occasional performance of such work to ensure the integrity of the operation.  The Company and Union intend this to be limited to unique, unforeseeable, emergency, or other critical and safety-related situations, and that any such work performed be non-repetitive, short in duration and operationally critical, and where no hourly-rated employee could reasonably be anticipated to perform the task."
What does this mean?  If management is doing CS work, ask them to stop, and then file a grievance with a shop steward.

 

 

Location of your Local Lodge 1886