iam141.org Special Edition 2013

Watch your stepThe original lithograph by Dutch artist M.C. Escher, has been

modified to reflect the complexity of the airline industry. In the

past, prior to deregulation, airline labor unions would stair-

step over each other’s contracts to create slow and positive

growth in pay and benefits. Then, deregulation came along.

The stair-stepping slowed and eventually stopped when bank-

ruptcy, downsize and mergers took over the industry.

The lithograph shows people walking up and down the same

set of stairs. This reflects the current condition of the airline

industry, where one carrier’s salaries and benefits are going up

while another carrier’s salaries and benefits are going down. It

has become increasingly difficult to stabilize the salaries and

benefits in the airline industry when the industry seems con-

tent with creating and leaving everything in complete turmoil.

The merger strategy has been successful for the airlines

because it forces the unions to spend millions of dollars in

resources in protecting their membership during representa-

tion votes. It also leaves many people without a union, like the

Northwest Airlines members in the Delta merger. The United

and Continental merger created 20,000 new union members;

many do not know the value of having a Contract, and solidar-

ity has become questionable over the short haul.

It will be important for all of us to learn from the past and to

plan for the future if we want to keep and improve our pay and

benefits in the airline industry.

We should be thanking our negotiating teamNot attacking them

Many of us have committed our lives to organized labor. We

do it for the same reason the activists of yesterday commit-

ted their lives. We do it for the future of our organization and

security in our work.

All activists recognize:

• For all who bring humility—it will not be enough

• For all who bring heart—it will be broken

• For all who bring passion—it will be tempered

• For all who stand strong—will find themselves knocked down

Then a new day dawns:

• We are here to create equality for all workers

• Pay forward selfless acts

• Believe a dream is the first step to every great change

• Recognize that whether the contract is ratified or not,

we still have work to do.

We thank everyone on the IAM Negotiating Teams and their

families for their sacrifice and dedication.

2 T H E M E S S E N G E R Special Edition 2013

Official Publication of District 141

International Association of Machinists and Aerospace Workers

Editor-in-Chief—Rich Delaney Executive Editor—Dave Atkinson Managing Editor, Layout & Design, District 141 Communication Director—Mike Mancini District 141 Communication Coordinator—Dave Lehive Send Address Changes To: IAMAW District Lodge 141 Financial Office, P.O. Box 117399 Burlingame, CA 94011-7399 Phone: 847-640-2222

Visit FAQS on contract.iam141.org

contract.iam141.org S T R O N G E R T O G E T H E R 3

FAQS—Questions and AnswersQ. What is the length of the agreement? A. The agreements will become amendable on January 1, 2017.

Q. Can dues objectors vote on the contract? A. Dues objectors are not eligible to vote on the contract.

Q. How are Union Dues calculated? A. Union Dues are set by each Local Lodge.

Q. Do we still have geographical “points”? A. Yes as a matter of fact we have expanded our geographi-cal points. A Point is defined as combined Locations within a geographical area as follows:

• Chicago Point: Includes CHI, MDW, ORD, OPC and WHQ• Hawaii Point: Includes HNL, ITO, KOA, LIH and OGG• Los Angeles Point: Includes BUR, LAX, ONT, and SNA• Miami Point: Includes FLL, MIA and PBI• New York Point: Includes EWR, JFK and LGA• San Francisco Point: Includes OAK, SFO, and SJC• Washington Point: Includes BWI, DCA and IAD• Houston Point: Includes IAH and HOU• Guam Point: Includes SPN and GUM

Q. Are people in SD, Global Service and United Club positions grandfathered into those positions? A. Agents already in these areas are deemed qualified for these positions and will not be subject to requalification by the Com-pany. Qualified employees will be given the opportunity to bid in or out of these work areas a minimum of one time per year.

Q. What will be the attendance policy under the new con-tract? Will there be a point system? A. There is no attendance policy addressed in the New Agree-ments. The IAM will address any disciplinary issues through its grievance process.

Q. How will the decision to stay PCE or go to Fleet services be handled in line stations? A. Effective with the first shift bid that occurs after April 1, 2013, eligible CSRs will have a one-time opportunity to transfer into the RSE classification and bid for shifts within that classification, with their seniority for the bid based on their Passenger Service Bid Seniority date. Please reference LOA #6 for more details.

Q. In a station where PCE employees work CS and Ramp and the S-Co ramp is vendored out, what will happen? Will S-UA keep the Ramp work? A. We have a commitment from the Company to insource vendored work in eleven (11) cities, see LOA #2. United and the IAM also agree to establish a committee, to meet quarterly or otherwise as may be warranted, to discuss opportunities for insourcing and/or outsourcing of work and the most effective deployment of resources in support of the Company’s busi-ness plan.

Q. How will sick/occ hours be adjusted for S-UA if not at max hours? A. As soon as reasonably practicable after the Effective Date of the Agreement, each subsidiary-United employee employed as of the Effective Date of this Agreement will receive a credit of one hundred (100) hours for every sixty-six (66) hours in his or her Occupational Injury Leave bank, up to a maximum of twelve-hundred (1200) hours. Sick hours will accrue at their normal rate up to the Max of 1200 hrs.

Q. What kind of recall rights will employees have to go back to stations that were closed by S-UA but currently have S-CO there? A. Employees who currently have recall rights to previously closed locations will retain those rights and be able to exercise them when vacancies become available.

Q. Is EIS six years on DOS or retroactive? A. The EIS provisions stated in the new agreements will be available on DOS. Anyone currently on EIS will follow the pro-visions from which they went under.

Q. What is the max vacation? A. The maximum Company offered vacation is six (6) weeks, with a faster progression rate for all employees.

Q. Will we still be using the 24 hour clock? A. Yes

Q. What does “sick pay not tied to doctors note” mean? A. Currently for the S-UA employees, the Company would require a doctors note for any absence greater than two (2) days before the employee would be paid for those sick hours. There will no longer be a requirement to provide a note in order to get paid.

Q. Will you be able to use HATS on the front end of your shift? A. Hour at a Time (HATS) vacation may be used during any part of an employee’s shift with pre-approval from local man-agement. Half DATS may be used at the employees request when there is a DAT available on the DAT board or when ap-proved by local management within 24 hours of the request.

Q. Can we still attach two floating holidays on our vacation? A. Yes. During block vacation bidding, an employee may bid up to a total of two DAT or Floating Holiday days that are adjacent to either the start or completion of his or her block vacation.

Q. Are Leads considered a specialty position? A. Leads are considered a classification unto themselves.

Q. Will S-CO and S-UA be fully integrated on DOS? A. We will not have a fully integrated workforce until we have a ratified agreement and an integrated seniority list.

Q. When will we be able to bid the added week of vacation? A. You will be able to bid the added week of vacation starting with the bidding process for 2014. That process is required to be completed by the end of November.

Q. Do you get sick pay if you call off for a sick child or spouse? A. Except as otherwise required by law, employees may use up to three (3) days of accrued sick leave per rolling year for absences required by the injury or illness of a spouse or dependent minor child.

Health insurance costs are feeding an expensive ma-chine, riddled with price fixing, pitting the need to be healthy against the price of getting well

In the March 4, 2013 Time Magazine Special Report, “Bitter Pill,

Why Medical Bills are Killing Us,” Steven Brill examines the

impact of medical costs in America. The fundamental basis for

his report, “When we debate health care policy, we seem to

jump right to the issue of who should pay the bills, blowing

past what should be the first question: Why exactly are the

bills so high?”

Brill details at least half a dozen cases of medical expenses

that have been bastardized by the insurance companies and

the hospitals. The prestigious MD Anderson Cancer Center

in Houston, Texas is just one non-profit hospital that had an

obscene amount of profit based on their charges for routine

medical supplies. For the fiscal year 2010, their operating profit

was $531 million, which equates to a profit margin of 26 per-

cent on revenue of $2.05 billion.

It is crucial for the health care industry to maintain their profit

margins. Over the last fifteen years the pharmaceutical, health

care product industries, combined with representatives from

doctors, hospitals, nursing homes, health services and HMOs

have spent $5.36 billion on lobbying in Washington, DC. In that

time span, the combined industries of defense and aerospace

lobbied their positions for $1.53 billion. Surprisingly, oil and gas

interests spent $1.3 billion over that same fifteen-year period.

The lobby efforts are a win for the hospitals as they are able to set the price of generic Tylenol at $1.50 a pill instead of $1.50 for a bottle of 100. Brill explains the wizard behind the curtain in hospitals across the country, the chargemaster. This entity is a database of individual charges for medical supplies while one is in the care of a hospital. The chargemaster has an extreme markup and the average person going into the hos-pital for treatment would need to review individual charges, in fact—more often than not—the hospital considers the chargemaster prices the opening bid for negotiations. When the insurance company is able to knock off a large chunk of the price, they now appear to be the saviors for bringing our healthcare cost down.

One hospital went so far to defend their chargemaster that they invoked charity as a plausible defense, “We charge those rates so that when we get paid by a [wealthy] uninsured per-son from overseas, it allows us to serve the poor.” Brill thor-oughly details that if the United States utilized the Medicare pricing standard, hospitals would still maintain a profit and there would be less medical bill based bankruptcies.

In a very candid comparison, Brill writes, “We may be shocked at the $60 billion price tag for cleaning up after Hurricane Sandy. We spent almost that much last week on health care. We spend more every year on artificial knees and hips than what Hollywood collects at the box office.”

It is time to be enraged and realize that our health insurance cost is feeding an expensive machine that is riddled with price fixing and pitting the very need to be healthy against the price of getting well.

4 T H E M E S S E N G E R Special Edition 2013

Health care: The entire debate ignores what should be the first questionTime Magazine’s Special Report, March 4 edition; excerpts followhttp://www.time.com/time/covers/0,16641,20130304,00.html

‘My health care premiums haven’t gone up much, but for most Americans it’s gone [way] up.’

Name-your-price health insuranceEmployees who currently have a big health care menu say that it gives them tailor-made choices, saves them money, and provides excellent coverage.

Married

Rob V. is one of those employees. He has a wife

and a son, from sub-Continental, Tampa, At-Home

Reservations.

Single John O. is single, relatively healthy, from sub-

Continental, works in Cleveland.

For his family, Rob chose the new Aetna Smart Choice Family

Plan. It covers himself, his wife, and their thirteen-year old boy.

Rob says he pays $18 month for good family coverage.

His annual deductible is a thousand dollars, should he have to

go in the hospital. He says, “So I’m rolling the dice but I’m sav-

ing some money in the meantime, and it’s excellent insurance

through Aetna.”

John also chose the new Aetna Smart Choice Plan, for singles. He

says he has a $1000 annual deductible, max out of pocket $2000,

and then everything’s covered at 100% (before that, it’s 80%).

John says his doctor’s visits run him $15; if he sees a specialist, it’s

$50; Generic drugs have a $3 copay or otherwise are covered at

65% with a max $100 out pocket for prescriptions. “My premium every month after a non-smoking credit is $7,” John says.

John adds, with so many options, you can pay a higher monthly premium and get a zero-dollar deductible.

For his family’s out-of-pocket max, Rob’s notes, “Whether you have three, five or seven in the family, it maxs at $3000.”

Both Rob and John like the 100% coverage for routine health care including physical, well-woman exam, mammograms, cancer and cardiovascular screening. If they’re on vacation, Rob and John are covered. If they had dependent children liv-ing out of the area, their plans would cover those kids at 80%.

“You pick what is best for you. You have your choices for what you want to pay out of pocket, what your deductibles would be. It suits my needs and pocketbook,“ John says.

“The Aetna Family Smart Choice plan is tailor made for my family. I’m well covered and it’s a great plan,” agrees Rob.

These are real people with experience. Take time to learn for yourself. They are already using the health care options that for some of us may feel confusing and new. You can view the entire video on contract.iam141.org. Click “Behind The Scenes,” and look for the Health Care Options video.

• A health care menu allows for custom-made choices— deductibles, out-of-pocket costs, personal budget

• There is a two-year transition for United members to adjust from a handful of insurance plans to a customized menu of more than 75 plans

• Rob and John recorded their thoughts on video. See the

entire video; learn more for yourself: contract.iam141.org

contract.iam141.org S T R O N G E R T O G E T H E R 5

Chart—Average annual premiums for single and family coverage from 1999-2012 Source: Kaiser/HRET survey of employer-spon-sored health benefits, 1999–2012

The Wal-Marting of the airline industryHow Executives think inside the [big] box

The new reality for the airline industry is not about making

profits. It will be, “How to make more profits for the few?” This

is a business model that works for many other businesses and

whatever perceptions we have of the airline industry—with

the new realities—we must change our perceptions.

Big box retailers, such as Wal-Mart, rely on reducing product

cost at the expense of children in third world countries who

earn little more than modern day slave wages. It pits working

children against other workers in the world towards a down-

ward spiral into the abyss of poverty. It also counts on reducing

domestic labor cost by creating a business model that reduces

work hours; limits pay and provide no benefits. Also a majority

of their employees qualify for state and federal assistance.

Wal-Mart uses business strategy that cannibalizes their own

market share, just to reduce cost and benefits to workers in

a geographic location and works to put small businesses out

of business. When the smoke settles, salary and benefits are

down while profits are up.

Wal-Mart pays lobbyists in most states and in our nation’s capi-

tal to protect state and federal assistance programs. Wal-Mart

gets a tax break, because they are job creators and then on the

flip side they use our tax dollars to help compensate their work

force, because 80% of their workers qualify for food stamps.

This business plan generates more than $446 billion per year

in revenue.

Wal-Mart generates more than $15 billion per year in profits.

The CEO, Mike Duke, receives more than $18 million per year

in compensation. The Walton family, who own the controlling

interest of Wal-Mart, is now worth more than $100 Billion.

The “new“ United uses vendors like Delta Global Services who

create a direct revenue stream to their competitors. In the old

days, this would not be a good business decision, but if you look

at the Wal-Mart business model, times have changed. It’s now

an acceptable loss to help drive cost down and to implement a

long-term plan of managing contractors, instead of employees.

US Airways recently contracted out Columbus Ramp Service

work to a vendor, who pays their workers less than $8.00 an

hour. That qualifies the employee for government assistance.

This is another shared business model from Wal-Mart and

burdens tax payers to subsidize airline profits and erode the

middle class.

The IAM must undergo changes with new strategies, to pro-

tect workers in the future as the airline business climate con-

tinues to change. The city of Chicago was the first to fight back

the Wal-Marting of America. In 2006 the Chicago City Council

passed a ground-breaking ordinance for big box stores, like

Wal-Mart and Home Depot, to pay a living wage of $10 per

hour and at least $3 an hour for benefits. In 2008 the state of

Colorado changed its state constitution to create a living wage

that has a ratchet-up effect based on the inflation rate of the

city of Denver.

Silence never won rights. Rights are not handed down from

above; they are forced by pressure from within.

One reason we negotiated job security

6 T H E M E S S E N G E R Special Edition 2013

If you ratify and stayEmployment Security near 90% with station protectionEmployees with Company Seniority date of 6/3/1999 or earlier will be protected against furlough for any reason.

Employee with Company Seniority date of 4/1/2006 or earlier will be protected against furlough resulting from contracting out.

Station-Based Job Security

• Core work in all Classifications protected against contracting out work in DEN, EWR, IAD, IAH, LAX, ORD and SFO with no expiration date

• Core work in all classifications protected against contracting out in AUS, BOS. BWI, CLE, DCA, DFW, FLL, GUM, HNL, JFK, LAS, LGA, MCO, MSP, MSY, PDX, PHL, PHX, PIT, SAN, SEA, SNA and TPA until 12/31/2016

• Core UAX work protected —Customer Service: SFO, IAD; Fleet and Passenger Service ORD, EWR, CLE, IAH

• Insourced work performed by Fleet Service: DCA, JFK, LAS, MCO, PDX, PHX, SAN, SEA, TPA; Passenger Service: IAD; Fleet and Passenger Service: HNL

• Recall rights for life for anyone with ten years of service or more

• If you are furloughed and required to move a defined dis-tance, you will receive a paid move package

If you ratify and goUp to $75,000 early out • Tiered program based on participation • Includes options for extended medical and pass travel • Not tied to age, nor retirement

$75,0 0 0 —Top t ie r pay leve l

AT W/BT W: O ver 1,0 0 0 Par t icipants RES: O ver 50 0 Par t icipants Stores: O ver 90 Par t icipants

$50,0 0 0 —Top t ie r pay leve l

AT W/BT W: O ver 50 0 Par t icipants RES: O ver 250 Par t icipants Stores: O ver 60 Par t icipants

$25,0 0 0 —Top t ie r pay leve l

AT W/BT W: O ver 350 Par t icipants RES: O ver 150 Par t icipants Stores: O ver 45 Par t icipants

RetirementDefined Benefit PensionS-CO – Maintain CARP S-UA – Maintain 6.5% contribution rate to IAM National Pension Plan

Defined Contribution 401k Plan Matching 401k for ALL members, up to 3% of compensation

If you do not ratify 4 = What you have now 6 = What you don’t have now

Airline Just Cause

Furlough Protection

Station Protection

UAX Work Protected

Avg. $30,000 Raise (life of contract)

Retro Pay $75,000 Early Out

Passenger Service S-UA

4 4 6 6 6 6 6

Passenger Service S-CO

4 6 6 6 6 6 6

Fleet Service S-UA

4 4 4 6 6 6 6

Fleet Service S-CO

4 6 6 6 6 6 6

Continental Micronesia S-CO

4 6 6 6 6 6 6

contract.iam141.org S T R O N G E R T O G E T H E R 7

If members choose to reject this contract, here’s what happens next.

Talks resume. Under federal law, the NMB (National Mediation Board) will continue to set the pace of those talks. The NMB already has stated that these talks will take lower priority than those of other IAM groups who have NOT rejected a contract—including Fleet Technical Instructors, Maintenance Instructors,

Security Guards, and Food Service. We would also go behind flight attendants and mechanics. We were instructed by the NMB that we would meet one week a month in negotiations.

Members must decide whether it’s best to take this contract now, bringing everyone to a level playing field, and improve it in four years. Or risk job security, current income, and early-out opportunity to an uncertain future.

“A year from now you will wish you had

started today.”—Karen Lamb

“In a chronically leaking boat, energy de-

voted to changing vessels is more pro-

ductive than energy devoted to patch-

ing leaks.” —Warren Buffett

“By changing nothing, nothing changes.”

—Tony Robbins

“Sometimes good things fall apart

so better things can fall together.”

— Marilyn Monroe

“When in doubt, choose change.” —Lily

Leung

“The best thing you can do is the right

thing; the next best thing you can do is

the wrong thing; the worst thing you can

do is nothing.”—Theodore Roosevelt

141 ScholarshipDistrict 141 invites participants to compete in the 2013 District 141-sponsored Adolph Stutz Memorial Scholarship Awards.

Competition Rules

• This essay competition is open to children, spouses and dependent grandchildren (as defined by the IRS) of Members (as of June 1, 2012) with one year or more of good standing in District 141 who are gradu-ating seniors or who are currently enrolled full time and/or commenc-ing college full time.

• The competition is also open to any Members (as of June 1, 2012) with one year or more of good standing in District 141 who are currently enrolled in college with a minimum of six units per semester.

• District 141 officers and their families are not eligible.

• Only one award per family is allowed per year.

• Application form must be signed by your Local Lodge President or Recording Secretary.

• A bibliography of sources for essay material must be included.

• The essay must be the work of the entrant or the entrant will be disqualified.

• The winners may be interviewed by the Scholarship Chairperson.

• The application must be filled out completely or the entrant will be disqualified.

Essay The subject of the 2013 essay competition is “What Can Our Gov-ernment Do to End Poverty in America?”

• All essays must be submitted as a Microsoft Word document and printed on 8-1/2” x 11” white bond paper with a minimum of 700 words and a maximum of 1,000 words.

• Please include a recent, clear, high-to-medium resolution photograph of the applicant.

• The title must be placed on the top of the paper. The entrant’s name or identification must appear on each page of the essay paper.

Awards• One each—$2,000 overall winner

Six each—1,000 placement winners• Awards will be presented at winners’ Local Lodges after confirmation

of student enrollment at an accredited college or university (copy of valid registration or class schedule confirmation).

Timetable The essay competition is open now through midnight, July 1, 2013. Winners will be announced by August 1, 2013.

Judging provided by the impartial Scholarship Chairperson who is not a Member of District 141. The decisions of the judge will be final.

Disqualification Previous winners and all entrants not conforming to the contest rules will be disqualified. Disqualification decisions of the Committee are final.

Handling All essays received become the property of District 141 and may be published in the future using the contestant’s name.

Submission All entry forms must be mailed and postmarked, U.S. regular mail only, no later than midnight, July 1, 2013. The entry form and essay must be placed in an envelope and mailed to the Scholarship Com-mittee Chairperson at the address shown below. The word SCHOLARSHIP must be written in the lower left hand corner of the envelope. If entrants want receipt of their entry acknowledged, enclose a self-addressed stamped envelope. Also, an electronic version of the essay (as a Microsoft Word document) must be submitted to dan@bleicomm.com.

Use application form below, or download at iam141.org/scholar.

Scholarship Advisory Committee: Daniel Brin, Chairperson; District 141 Secretary-Treasurer Dave Atkinson, Vice Chairperson; Frank Casciato, Vice Chairperson; Mike Delano, Vice Chairperson.

Send Essay and Application to: Daniel Brin, c/o Bci, P.O. Box 8160, Calabasas, CA 91372-8160 Also Email the Essay as a Word Document to Dan@Bleicomm.com

Mail This Form with Your Essay Application for the District 141 Adolph Stutz Memorial Scholarship Program

Check One: o Member Essay o Student Essay

Entrant Information (PRINT OR TYPE)

Name

Address

City

State Zip Code Area Code and Phone

College of Choice (or Attending)

Title of Essay

Dependents Only Must Complete Below:

High School Presently Attending

Address And City

Graduation Date

Member/Parent Information (PRINT OR TYPE)

Name

Address

City

State Zip Code Area Code and Phone

Book Number Lodge Number

Employer Classification

Verification Statement:Above Member of This Lodge Is in Good Standing and a Member of District 141

Signature and Title (Local Lodge President or Recording Secretary)

Date

10 T H E M E S S E N G E R Special Edition 2013

The task of updating everything is massive. So much so, that under current rules, it hasn’t been done—ever.

The referendum vote will be held on the first or only Local Lodge Meeting in the month of May. The Grand lodge gave special dispensation to District 141 to move the month from March to May, due to UAL contract ratification vote in March.

It sets in motion a fix, by empowering convention Delegates to update these bylaws and policies that need updating, while leaving all things money-related in your control.

Current Language:

AR T ICLE XI I -AMENDMEN TS AND REFERENDUMS

Section 1. These bylaws may be amended or changed by

proposals submitted sixty (60) days prior to a District Lodge

Convention, and also proposed bylaw must be distributed to

delegates thirty (30) days prior to convention, and also ratified

in a referendum held on the first or only Local Lodge meeting

no later than the month of March of the following year by a

majority of all votes cast by the members of the affiliated Local

Lodges, and subsequently approved by the Grand Lodge. The

amendments or changes shall become effective as stipulated

by the approving Grand Lodge Officer.

Proposed New Language:

AR T ICLE XI I —AMENDMEN TS AND REFERENDUMS

Section 1.

(a) These bylaws may be amended or changed by proposals

submitted sixty (60) days prior to a District Lodge Convention,

and also proposed bylaw must be distributed to delegates

thirty (30) days prior to convention, and ratified by all affiliated

Local Lodge Delegates to the District Lodge Convention, and

subsequently approved by the Grand Lodge. The amendments

or changes shall become effective as stipulated by the approv-

ing Grand Lodge Officer.

(b) If any bylaw amended or changed that increases dues or

salaries still must be ratified in a referendum held on the first or

only Local Lodge meeting no later than the month of March of

the following year by a majority of all votes cast by the mem-

bers of the affiliated Local Lodges, and subsequently approved

by the Grand Lodge. The amendments or changes shall become

effective as stipulated by the approving Grand Lodge Officer.

Current Language:

AR T ICLE XI I I — DIS T R IC T OFFICER S QUALIFIC AT ION AND ELEC T ION

(c) After receipt of said circular, and at least thirty, (30) days prior to the first regular meeting in the month of February, notice of nominations and election shall be served upon the membership by mail. Local Lodges shall have the right in the first regular meeting in the month of February, by a plurality vote of those voting to make one (1) nomination each for the offices for which elections are to be held. lf necessary, runoff election for Local Lodge nominations shall be held at the first regular meeting in the month of March.

Proposed New Language:

AR T ICLE XI I I — DIS T R IC T OFFICER S QUALIFIC AT ION AND ELEC T ION

(c) After receipt of said circular, and at least thirty, (30) days prior to the first regular meeting in the month of February, notice of nominations and election shall be served upon the membership by mail. Such notice shall inform District Lodge members that if they are unable to attend the nomination meeting due to work schedule they may submit their request to place a name in nomination in writing by mail to their Local Lodge Recording Secretary prior to the first regular meeting in the month of February. Local Lodges shall have the right in the first regular meeting in the month of February, by a plurality vote of those voting to make one (1) nomination each for the offices for which elections are to be held. In addition to voting on nominations at the first regular meeting in the month of February, Local Lodges shall accommodate members working all shifts by arranging for voting during at least one other time to ensure that the members are afforded a reasonable oppor-tunity to participate in any vote on the Local Lodge nomina-tion for each office to be elected. If necessary, runoff election for Local Lodge nominations shall be held at the first regular meeting in the month of March.

Sixty years ago, our bylaws were up-to-date and purposeful Today, they need a complete update

contract.iam141.org S T R O N G E R T O G E T H E R 11

Contract FAQS here and online

Name-your-premium health care

What really happens if ratification fails?

Wal-Marting the airline industry (and why job security matters so much)

Bylaw overall starts with a change

Stutz Scholarship 2013

I N S I D ES P E C I A L E D I T I O N 2 0 1 3

The ‘big box’ plan Pg. 6