Negotiations: Fast approaching money issues - District 141

WWW.IAM141.ORG
Negotiations: Fast approaching money issues
SPRING 2010

Official Publication of District 141, International Association
of Machinists and Aerospace Workers
Editor-in-Chief – Rich Delaney
Executive Editor – Dave Atkinson
Managing Editor – Mike Mancini
District 141 Communication Director – Mike Mancini
District 141 Communication Coordinator – Dave Lehive
Layout & Design – Mike Mancini
Send Address Changes To: District Lodge 141, P.O. Box 1149,
Redwood City, CA 94064-1149 Main Phone: (847) 640-2222
Web address http://www.iam141.org
CONTENTS
SPRING 2010
SPRING 2010
4. Navigating the Railway Labor Act
A schematic drawing of how this law affects our lives
5. President
Why’s it taking so long? The answer itself is long.
6. Secretary-Treasurer
Airline alliances promise the moon and stars. What have
they delivered in their thirteen years?
7. A tale of two QSP’s
Job security is the main story, but putting differences
aside is what’s behind the story — by Greg Brown
8. The un-pretty business of Delta Air Lines
Why, and how, there may be hope for the future
9. Organizing
Corporate hitmen would prefer you don’t read this story.
Union airlines outrank nonunion airlines.
10. Nominations
Who nominated whom for District office, and from where
11. Grievances
Company hacks expect workers to endure unreasonable
commutes. How one grievance ended their free ride.
13. History
The Molly Maguires — A covert movement, defined by
grit and violence. Were the “Mollies” dirty and visionary?
14. Remember
Listing of retired Members; Obituaries; plus Travel Tip
— Dogs fly free in cabin
email Updates
iam141.org/join
Receive notification of web site updates.
PROCESS
Nominating your leaders
Every two years a democratic process takes place, enabling
District 141 Members to nominate District 141 Officers at local
lodge meetings. In 2010, fourteen elected positions are open,
each with a four year term. February was the month of an open
call for nomination of one Vice President West, two Vice Presidents
at-Large, one Trustee, and ten Assistant General Chairs.
District 141 bylaws call for nomination and election of
officers every two years. The officer’s four year terms are staggered,
meaning that an entirely new team of officers can only
be elected over two election cycles, or two years.
When more than one person is nominated for a single position,
the local lodge conducts a runoff election. Candidates
receiving four or more endorsements from locals across the
district will advance to the election in June.
IAM141.ORG Messenger 2

MEMBER SPOT
‘Forty plus success story’
Author, Ph.D., ramp service agent, and subject of a CNN
news documentary, “Forty Plus Success Story” — Joseph A. Williams
is one guy with many hats.
Williams, who is now age 72, began working for US Airways
when it was America West. He started on the ramp, in
Las Vegas, at the tender young age of 65. At the time, he held
an MBA in Organizational Behavior.
While working on the ramp, Williams was completing his
doctorate in Applied Management & Decision Science. At the
same time, he was penning his new book, “Who Do You See in
the Mirror?” — now available at borders.com and amazon.com.
The book is an introspective look at positive change in
the workplace. It guides readers to find their most responsible
self, and to model that for others.
Williams’ corporate, academic, and union labor experiences
bring a unique perspective to this book. Before joining
US Airways on the ramp as an hourly employee, Williams
clocked in thirty years of corporate experience on the executive
side, working for two Fortune 500 companies.
Williams says his time on the ramp has helped him understand
operations from a non-management, union viewpoint.
‘I felt my time rewarding,
working with Union people ...
they are caring people.’
Williams was among those recently furloughed by his
company. “I can’t hold the union responsible for the company
layoff,” Williams says. “I had a great experience as a Union
Member. I felt my time rewarding, working with Union people.
They are caring people, always looking out for others.”
“Who Do You See in the Mirror?” seeks to change irresponsible
behavior in the workplace to responsible behavior. The
book cites current examples of corporate irresponsibility by
the likes of Enron, Bernie Madoff, and others. Behaviors exhibited
by irresponsible employees, like tardiness, breaking rules,
and blaming others for their own actions are often triggered,
says the book, “by upbringing, fear, greed, lack of trust.”
Critics have called “Who Do You See in the Mirror?” an
inspiring look at specific ways to be part of a shift toward
responsible behavior.”
3 SPRING 2010 IAM141.ORG

Parties exchange Section 6
Notices
Parties reach Agreement
Parties reach Agreement
Parties negotiate without NMB
participation
(known as Direct Negotiations)
Either or both parties request
NMB mediation or NMB invokes
Public Interest Mediation
If the bargaining conferences are
terminated by one of the parties
and neither the parties nor the
NMB invokes mediation within
ten days, the parties may exercise
Self Help.
NMB determines further mediation will not help the parties reach agreement
and proffers voluntary-but-binding arbitration to the parties
Both parties agree to binding arbitration Either party or both decline binding Arbitration
Arbitration Board convenes, holds a hearing, and issues
a Binding Decision
Parties reach Agreement
The RLA Process
Collective Bargaining Process under
the Railway Labor Act (RLA)
Parties are released from mediation by the Board and a
30-day cooling-off (status-quo) period begins
If a Presidential Emergency Board (PEB) is not created in a particular Section 9a or Section 10 dispute situation, the
parties may exercise Self Help when the 30-day cooling-off period expires.
Under Section 10 of the RLA, if a dispute substantially threatens essential transportation in any section of the country,
the NMB notifies the President who may establish a Presidential Emergency Board (PEB). If so created, the PEB
has 30 days in which to investigate the dispute and report to the President during which the status-quo remains in
effect. The parties may choose to accept the recommendations of the PEB, negotiate their own agreement, or, after
30 days from the issuance of the PEB report to the President exercise Self Help, unless Congress takes action.
Under Section 9a of the RLA, which applies only to certain publicly funded and operated commuter railroads, if
the President does not establish a Section 10 PEB, either party to a dispute, or the Governor of any affected state,
may request the President to establish up to two (2) Presidential Emergency Boards (PEBs) including a mandatory
NMB hearing. Absent agreement, these procedures would delay Self Help for 240 days from the date of creation of
the first PEB, unless Congress takes action.
IAM141.ORG Messenger 4

PRESIDENT
What’s taking so long?
Members ask me this question several times a day regarding
United negotiations. When talks began on April 7, 2009,
there was optimism that a new contract could be formed —
one that finally moved everyone past bankruptcy and concession.
Our Negotiating Team feels such a contract can still be
bargained, but realize the energy of a speedy agreement is
dissipating.
Several factors contribute to the length of negotiations.
Some are built in to the process itself, under the Railway Labor
Act (RLA). Others are created by outside forces.
By its nature, negotiations under the RLA are time
consuming. The law is wired with a primary goal of avoiding
interruption to the operation. While the RLA does outline the
process for negotiations, it puts no time limit on reaching
agreement. That’s an intentional part of the law. No deadline
is what limits or avoids business disruption.
On its surface, the RLA seems to encourage voluntary
settlement by mutual agreement. In reality, it creates roadblocks.
A key component of the RLA is the requirement that
once negotiated, a contract never expires. Instead, it becomes
amendable at certain points in time. This not only takes
pressure off negotiating teams to reach agreement or seek
self help (strike) within a short time frame, it also reduces the
urgency to reach an agreement.
Companies rely on the RLA to slow things down, and
avoid increasing their costs. Seventy-five percent of non-RLA
contracts are settled within one month of their expiration.
Compare that to just over ten percent of airline contracts that
reach agreement in the same amount of time. The average
airline negotiations runs 1.3 years beyond the amendable
date. Major airlines, including United, take even longer.
An essential factor in United negotiations is the ten-year
period since Members had the opportunity for input into the
subjects being negotiated. Not since 1999 have Members
been in a position to submit contract proposals.
With that in mind, our Negotiating Team determined
that few restrictions would be placed on the proposals we
exchanged with United. While District 141 has conducted two
Member surveys to determine the priority issues, we have not
ignored or forgotten proposals. While not every proposal has
the priority of wage increases, each one is taken seriously.
The assignment of a Federal Mediator also contributes
to the length of negotiations. Under the RLA, mediation is a
required step, and a mediator, Ms. Terri Brown, is already participating
in our talks. The upside is we will not lose time in the
future, should both sides stop making progress on our own. At
that point, her services become crucial. The downside is there
is no set time limit under mediation. The mediation board itself
determines when the next step in the procedure will start.
To understand that point, look at American Airlines.
The Transportation Workers Union has been in direct talks
with American since November 2007. They have also been in
mediated talks for over one year. They just recently requested
a release from mediation and the setting of a strike date, in
order to bring their negotiations to a conclusion. As of the
writing of this story, the National Mediation Board still had
not granted their request.
Due to the reliance on bankruptcy over the past several
years, instead of negotiation, the backlog of unresolved labor
contracts in the airline industry is at historic numbers. This is
not just a United Airlines issue, although United is feeling the
effects of having every labor group in their company concurrently
in negotiations, and each seeking a return of lost
benefits. The backlog is as widespread as the industry itself,
touching not only domestic carriers, but foreign airlines as
well. More than seventy labor agreements are currently in the
mediation process, under the NMB. Strikes have been taking
place throughout Europe, as workers for as Luftansa, British
Airways, and air traffic controllers in France all seek contract
improvements.
When there are this many open contracts, the power and
responsibility of the NMB becomes more apparent. NMB has
control of the timing of negotiations, and they are very much
aware of potential for disruption of air service in the United
States. The impact of unions’ militancy and Members’ willingness
to use the ultimate weapon of strike upon the overall
economy plays also is considered by the Board when deciding
to move negotiations through the process.
Within United, we have also been addressing the changing
operation. United’s decision to ground the entire 737
fleet, with the resulting shift to UAX flying, and the operational
shift from full-time employment to part-time in stations,
most notably DEN, has required that negotiations continually
adjust. Those corporate decisions, which affect Members so
significantly, cause the focus to shift from “normal” topics of
wages and benefits.
Still more outside forces affect the speed of negotiations.
The U.S. economy, on the brink of collapse when negotiations
first began, always plays a role. Oil prices and global markets
get the attention of the company, while rising unemployment
and health care debates are closely watched by unions. The
status of other contract negotiations within the industry is
also scrutinized. Recent IAM successes at Hawaiian Airlines
and Southwest Airlines have shown that the era of concession
has past. Current proposals in American Airlines negotiations
may very well influence our own talks, and must be evaluated.
As you can see, there is no short answer.
While much remains unknown, regarding other airline
contracts, government involvement, and economic conditions,
one thing is certain — the Members of your Negotiating
Team will not take one day longer than necessary to reach
the agreement you and the other Members of District 141,
both active and retired, can support and ratify. We thank you
for your continuing encouragement and backing during this
crucial time in our Union’s history.
5 SPRING 2010 IAM141.ORG

The business phenomenon of global airline
alliances began nobly enough, back in 1997,
wrapped in the American flag, aloft with visions of a
benevolent global economy, full of promise that the
free market place would do its thing, and nobody,
including you, me, or the United States government,
had to worry about anything.
Then followed the dot.com implosion, 9-11, the offshoring
of an estimated 15 million U.S. jobs, the real estate
bust, and (surprise, surprise) a global financial meltdown. To
be fair, the airline alliances never set out to be custodians of
the working class economy. Yet they are players in the
economy, big players. So how are they doing?
The Star Alliance has swollen to twenty-six
carriers (Adria Airlines, Air Canada, Air China, Air
New Zealand, All Nippon Airways, Asian Airlines,
Austrian, Blue1, BMI, Brussels Airline, Continental
Airlines, Croatia Airlines, Egypt Air, LOT–Polish Airlines,
Lufthansa, SAS–Scandinavian Airlines, Shanghai
Airlines, Singapore Air, South African Airways, Span
Air, Swiss, TAP–Air Portugal, Thai Airlines, Turkish Airlines,
United, and US Airways).
Global air travelers love the red rugs, shared clubs, and employees who gloat over
their status. Even average Joes welcome the convenience of through-checked luggage,
although interline baggage agreements are decades-old. But the alliance marketing concept
is new, and it’s working. The Star Alliance is growing faster than any other air alliance,
employing more than 450,000 workers at 1,070 airports in 175 Nations. It generates total annual
revenue in excess of $171 billion.
The Star Alliance began, humbly enough, as a network of code sharing agreements. Today,
this behemoth schedules and prices flights in a way that eliminates competition between partners,
while increasing competition with other airline alliances. The Star Alliance has its own web
site and offers seamless travel service around the world. The cost savings come from eliminating
duplicative management processes and contracting out work to Star Alliance partners.
The Star Alliance is also focused on its domestic partners — United, US Airways and Continental.
The Alliance is resetting the domestic flight schedule for US Airways by pulling US Airways
flights out of Las Vegas. United grounded its 737 fleet to reduce capacity.
The U.S. Government negotiated almost one hundred open sky agreements with other nations,
paving the way to antitrust immunity. Alliances love immunity. Immunity allows alliances
to set prices, share market data, and coordinate flight schedules. Welcome to the future.
The last five U.S. Presidents have agreed to immunity grants. The Justice Department responded
by trying to block those grants, but was overruled by the Transportation Department.
So we have more open skies, less government meddling, fewer airlines in real competition,
happier elite fliers, and a lot of unemployed people. Are the political choices we made over
the past fifteen years worth the outcome?
A I R L I N E A L I A N C E S | L E S S C O M P E T I T I O N , F E W E R J O B S
TREASURER
Global alliances: the incredible
airline shrinking machines
IAM141.ORG Messenger 6

EDUCATION
QSP, a quality standards program,
quite simply put
In early 1999, San Francisco Airport Director John Martin
approached Shelley Kessler, Executive Secretary, San Mateo
Labor Council, and Airport Coalition member, with a problem.
Martin had found airport screeners sleeping in stairwells,
on airport property. Upon deeper investigation, Martin
discovered the workers could not afford to drive home. Many
worked double shifts, held two or more jobs, commuted long
distances to work, earned only 25¢ cents an hour above minimum
wage, lacked health care, and had no vacation time.
Not surprisingly, seniority was low, and turnover was
high. The screeners had a frantic turnover rate, estimated at
90 percent.
Martin was worried that the flying public’s security was
being jeopardized. Bad executive decisions by contractor
companies were contributing to employee fatigue, stress, and
health issues. Lack of experience on the job compounded
Martin’s concerns. As for employees, the choice was simple.
Keep quiet, or quit. Many quit.
San Francisco’s Airport Labor Coalition stepped in. They
commissioned a study from the Institute of Industrial Relations,
at University Of California–Berkeley.
From this, the Quality Standards Program, QSP, was born.
The program passed the airport commission in late 1999, and
was incorporated into the leases of airport tenants.
What that means is that QSP became applicable to employees
who held security-related jobs. “Security-related” was
defined as anyone with access to an airplane, or with access to
the outdoor area where airplanes were parked.
The significance is that job security increased. Union employees
became less threatened by outsourcing. Here’s why.
QSP works by setting a minimum wage, a minimum
health care program, minimum benefits, a minimum number
of paid holidays and unpaid days off (without discipline),
minimum safety standards, minimum training standards, and
minimum equipment maintenance standards.
It was a start.
By 2004, the Airport Labor Coalition had commissioned
another study to measure QSP success.
QSP was working. SFO security test results were up. The
turnover rate had dropped to normal. Workforce stability and
skill level were measurably improved.
Employers were able to retain direct control over work,
which was performed by more experienced employees.
But not everyone was happy. Contractors had lost much
of their ability to take away work from union employees.
architectural detail — ceiling, international terminal
Before QSP, contractors could freely eliminate health care and
drastically pare down wages. After QSP, the cost of outsourcing
sometimes became higher than keeping work in house.
Loopholes in the original QSP were irresistible to executives.
QSP needed fine tuning,
and sharper teeth.
In 2009, the Airport Labor Coalition, working again with
Martin and with the airport, revised QSP. The Airport Commission
approved QSP revisions in August 2009, which took
effect this April 1, 2010.
Chief among those revisions was removing the ability
of contract companies to audit themselves for compliance.
Instead, audits are now conducted by the QSP director.
The revisions went further.
Because airport security-related jobs require fingerprinting,
background checks, and Homeland Security clearance,
while most jobs do not, the minimum wage rose, and it was
indexed to Bay Area cost of living.
QSP employers must now provide twelve paid holidays.
Employers are also required to allow ten unpaid days off per
year, without discipline.
All QSP covered employees must be provided with health
care within thirty days of hire.
A non-retaliation protection policy also applies to employees.
Complaints from employees are heard by the QSP director
who investigates and processes violations, and ensures
compliance. Noncompliant companies may be subject to a
fine, and liable for back pay.
No other major airport, except San Francisco, has a comprehensive
QSP. Several have minimum wages, and airports
like Denver and Los Angeles have expressed some interest in
QSP. But so far, SFO remains the only airport with QSP.
One is not acceptable — and shouldn’t be.
Learn more at http://flysfo.com/web/page/about/organization/rules/index.html,
or call Shelley Kessler at (650) 572-8848.
What QSP does is vital. What QSP is may be the more profound
message. Both Shelley Kessler and contributing writer
Greg Brown, District 141 Trustee, and long time lobbyist for
QSP, believe that QSP is essentially a matter of cooperation.
More than twenty-eight AFL-CIO and non-AFL-CIO unions
within the Airport Labor Coalition have put individual issues
aside. They concentrated instead on the benefit of QSP to the
airport, the airlines, the unions, and of utmost importance —
employees.
7 SPRING 2010 IAM141.ORG

On the street
overnight
regardless of seniority
without cause
in most states
That’s what a union contract prevents.
That’s why organizing Delta matters.
DELTA AIR LINES
The un-pretty reality, and how
the future actually holds promise
Companies love to talk about personal responsibility for
just about everything they can think of, including holding
onto your job.
That’s nice. Except companies leave out a few details. In
most states, you are an “at will” employee, unless you have
a union contract. “At will” means you work at the will of the
company, — not yours. Upset a supervisor today, last week,
last year? You may be gone tomorrow. Nice, simple. Companies
love it. And they’re willing to pay big bucks to convince
you that “at will” is where it’s at.
Here’s the reality. With few exceptions, a company has
the right to terminate your employment, for any reason — or
for no reason at all. You are not entitled to notice and you are
not promised an appeal. Your seniority means squat. How can
that be?
It’s the law.
Fortunately, U.S. law also recognizes an employee’s right
to join a union. Although union membership has declined
dramatically over time, along with real wages in the United
States among the working class, there are signs of hope.
One bright spot is that the National Labor Relations Board
is proposing a rules change to an antiquated provision. If
passed, employees would be able to choose representation
with a simple yes-no majority. That’s a start. But it takes leg
work to get employees educated, and change is difficult.
District 141 on the Delta trail
in support of District 143
Last week, District 141 sent six district organizers to do
house calls at the homes of Delta employees.
The reception was outstanding. Most of the Delta employees
were glad to see us, and were looking forward to the
election.
“We had an opportunity to talk to Delta employees about
the IAM, and also to set straight all the dopey lies that their
management were telling them,” says Tim Nelson, District 141
Director or Organizing.
“Calling on employees at their homes is seriously underrated,”
Nelson says. “It allows us to talk to employees in an
environment where their boss isn’t trying to intimidate them.”
Nelson led the team of Ibraheim Abdulrahim, Johnny
Nielsen, Billy Kline, Dave Lehive, and Wes Fredrickson in visiting
about 250 homes during the Delta blitz. In April, District
141 began a continuous presence in Atlanta. The goal is to assist
and support District 143 in its campaign to organize Delta
Air Lines, once and for all.
IAM141.ORG Messenger 8

ORGANIZING
Union airlines rank higher
Corporate executives tell their nonunion employees that
productivity will suffer if they join a union.
The facts tell a different story.
Better Rank Airline Workforce composition Represented by Union
1. Hawaiian Union Passenger Service & Ramp Workers (IAM) 4
2. Southwest Union Passenger Service Workers (IAM) 4
3. Alaska Union Passenger Service & Ramp Workers (IAM) 4
4. United Union Passenger Service & Ramp Workers (IAM) 4
5. US Airways Union Ramp Workers (IAM) 4
6. Northwest Union Passenger Service & Ramp Workers (IAM) 4
7. Continental non-contract employees NO
8. Delta non-contract employees NO
9. Frontier non-contract employees NO
10. JetBlue non-contract employees NO
11. Air Tran non contract employees NO
Worse Year 2009 On-Time results for the major airlines nonunion
Corporate drones want you
to believe the opposite
Corporate executives tell their non-union employees that
productivity will suffer if they join a union. That claim is false.
In the airline industry, productivity is measured by ontime
performance. The Department of Transportation released
the on-time rankings for 2009, and not surprisingly, all
the unionized fleet and passenger service airlines were ahead
of all the nonunion airlines.
None of this means
nonunion workers don’t have
pride in their jobs.
They do.
Rather, the bad showing is the result of bad executive choices.
The 2009 ratings aren’t a fluke. Improved productivity,
thanks to unions, has been proven by business studies from
top universities.†
In plain talk, here are the benefits of a union work force, to the
company as well as to the economy.
■ Increased Productivity
■ Increased Competitiveness
■ Superior product or service delivery and quality
■ Better Training
■ Lower Turnover
■ Improved health and safety
Industry experts say the poor results for nonunion workers
are a reflection of chronic understaffing, high stress, and
high turnover at the nonunion carriers. These are problems
with choices that executives make, not problems with unions
or with Members who belong to a union.
† According to Professor Harley Shaiken, of the University
of California-Berkeley, Unions are associated with higher
productivity, lower employee turnover, improved workplace
communication, and a better-trained workforce.
A recent survey of 73 independent studies on Unions and
productivity says, “...the available evidence points to a positive
and statistically significant association between Unions
and productivity in the U.S.”
Brown and Medoff, a Harvard study, agrees, saying,
“...unionized establishments are about twenty-two percent
more productive than those that are not.”
9 SPRING 2010 IAM141.ORG

NOMINATIONS
Local lodge tabulation
In accordance with Article VII, Section 6(f) of District 141
Bylaws, the following is a tabulation of the nominations for
District 141 Officers:
Nominee BOOK # Local Lodge
Local Lodge Endorsements
Vice-President West
Sandra Gardner CA024038 1886-DEN
75, 368, 561, 845, 846, 914, 949, 1018, 1044, 1287, 1322,1351,1445, 1487,
1725, 1726, 1731, 1776, 1781, 1782, 1826, 1833, 1885, 1886, 1904, 1932,
1979, 2210, 2294, 2319, 2508, 2765 (32)
Derek Knox BU004483 1781-SFO
141, 731, 1635, 1759, 1905, 2198, 2208, 2444, 2559, 2665, 2909 (11)
Two Vice-Presidents at Large (four-year term)
Rance Holmes WW059788 141-DTW
75, 141, 368, 561, 845, 846, 914, 949, 1018, 1287, 1322, 1445, 1487, 1635,
1725, 1726, 1731,1776, 1781,1782, 1826, 1833, 1885, 1886, 1904, 1932,
1979, 2210, 2294, 2319, 2508, 2559, 2665, 2765 (34)
Gil Simmons CA016035 1776-PHL
75, 141, 368, 561, 845, 846, 914, 949, 1018,1287, 1322, 1445, 1487, 1725,
1726, 1731,1776, 1781, 1782, 1826, 1833,1886, 1904, 1932, 1979, 2210,
2294, 2319, 2508, 2559, 2665, 2765 (32)
Robyn Eulo CA022530 1487-ORD
141,731, 1044, 1351, 1635, 1759, 1885, 1905, 2198, 2208, 2444, 2909 (12)
Jonetta Beverly CA034435 2665-ATL
731, 1044, 1351, 1635, 1759, 1905, 2198, 2208, 2444, 2665, 2909 (11)
Trustee (four-year term)
Troy Rivera BS073834 1781-SFO
75, 368, 561, 845, 846, 914, 949, 1018, 1287, 1322,1445, 1487, 1725,
1726, 1731, 1776, 1781, 1782, 1826, 1833, 1885, 1886, 1904, 1932, 1979,
2210, 2294, 2319, 2508, 2665, 2765 (31)
Peter Hammarquist BY90543 2508-MCO
141,731, 1044, 1351, 1635, 1759, 1905, 2198, 2208, 2444, 2559, 2909 (12)
Ten Assistant General Chairpersons (Four-year term)
Daniel Lebron BT051517 1781-SFO
75, 368, 561, 845, 846, 914, 949, 1018, 1287, 1322, 1351,1445, 1487, 1725,
1726, 1731,1759, 1776,1781,1782, 1826, 1833, 1885, 1886, 1904, 1932,
1979, 2210, 2294, 2319, 2508, 2559, 2665, 2765 (34)
Richard Chu BA040340 1322-JFK
75, 368, 561, 845, 846, 914, 949, 1018, 1044, 1287, 1322,1445, 1487, 1725,
1726, 1731, 1759, 1776,1781, 1782, 1826, 1833, 1886, 1904, 1932, 1979,
2210, 2294, 2319, 2508, 2559, 2665, 2765 (33)
Sandra Olmos CA014907 1979-HNL
75, 368, 561, 845, 846, 914, 949, 1018, 1287, 1322, 1445, 1487, 1725,
1726, 1731, 1776,1781, 1782, 1826, 1833, 1885, 1886, 1904, 1932, 1979,
2210, 2294, 2319, 2508, 2665, 2765 (31)
Continued ... Ten Assistant General Chairpersons
Joseph Bartz BR051806 1487-ORD
75, 368, 561, 845, 846, 914, 949, 1018, 1287, 1322, 1445, 1487, 1725,
1726, 1731, 1776,1781, 1782, 1826, 1833, 1886, 1904, 1932, 1979, 2210,
2294, 2319, 2508, 2665, 2765 (30)
Rose Bradycohen CA026461 1322-JFK
75, 368, 561, 845, 846, 914, 949, 1018, 1287, 1322, 1445, 1487, 1725,
1726, 1731, 1776,1782, 1826, 1833, 1886, 1904, 1932, 1979, 2210, 2294,
2319, 2508, 2559, 2665, 2765 (30)
Michael Crowell BY027831 1725-CLT
75, 368, 561, 845, 846, 914, 949, 1018, 1287, 1322, 1445, 1487, 1725,
1726, 1731, 1776,1781, 1782, 1826, 1833, 1886, 1904, 1932, 1979, 2210,
2294, 2319, 2508, 2665, 2765 (30)
Michael Hughes BX021469 1044-PIT
75, 368, 561, 845, 846, 914, 949, 1018, 1044, 1287, 1322, 1445, 1487,
1725, 1726, 1731, 1776,1781, 1782, 1826, 1833, 1886, 1904, 1932, 1979,
2210, 2294, 2319, 2508, 2765 (30)
Michael Quartuccio TT058168 1487-ORD
75, 368, 561, 845, 846, 914, 949, 1018, 1287, 1322,1445, 1487, 1725, 1726,
1731, 1776,1781, 1782, 1826, 1833, 1886, 1904, 1932, 1979, 2210, 2294,
2319, 2508, 2665, 2765 (30)
Robert Worthman BA040228 1886-DEN
75, 368, 561, 845, 846, 914, 949, 1018, 1287, 1322, 1445, 1487, 1725,
1726, 1731, 1776,1782, 1826, 1833, 1885, 1886, 1904, 1932, 1979, 2210,
2294, 2319, 2508, 2665, 2765 (30)
Michael Fairbanks BX021652 1725-CLT
75, 368, 561, 845, 846, 914, 949, 1018, 1287, 1322, 1445,1487, 1725, 1726,
1731, 1776,1781, 1782, 1826, 1833, 1904, 1932, 1979, 2210, 2294, 2319,
2508, 2665, 2765 (29)
Miriam Seewald OU035775 1886-DEN
141,731, 1044, 1351,1635, 1759,1781, 1885, 1886, 1905, 2198, 2208, 2444,
2559, 2909 (15)
Arthur Jackson BP091457 1781-SFO
141,731, 1044, 1351, 1635, 1759, 1781, 1905, 2198, 2208, 2444, 2559,
2665, 2909 (14)
Robert Kraves BJ091457 1487-ORD
141,731, 1044, 1351, 1635, 1759, 1885, 1905, 2198, 2208, 2444, 2559,
2909 (13)
Richard Pascarella BT078772 1759-IAD
141,731, 1044, 1351, 1635, 1759, 1885, 1905, 2198, 2208, 2444, 2559,
2909 (13)
Mark Wingard BX021524 1044-PIT
141,731, 1044, 1351, 1635, 1759, 1885, 1905, 2198, 2208, 2444, 2559,
2909 (13)
Karen Asuncion BL010412 1487-ORD
141,731, 1044, 1351, 1635, 1759, 1885, 1905, 2198, 2208, 2444, 2909 (12)
Daniel Zuger BX052464 846-BWI
141,731, 1044, 1351, 1635, 1759, 1905, 2198, 2208, 2444, 2559, 2909 (12)
Dale Cancienne CA050847 1905-MSY
141,731, 1635, 1759, 1905, 2198, 2208, 2444, 2559, 2909 (10)
Kevin Frederickson OU035793 2765-SAN
141,731, 1905, 2198, 2208, 2444, 2909 (7)
Jeffrey Rusk BU014065 725-CLT
731, 1044, 1635, 1905, 2444 (5)
Veronica Stevenson AU052945 1886-DEN
1351, 1635, 2198, 2208, 2909 (5)
IAM141.ORG Messenger 10

GRIEVANCES
When should companies pay for
an excessively long commute?
US Airways Fleet Service workers in Phoenix can punch in
before security, thanks to the successful outcome of a District
141 grievance against US Airways, settled in January 2010.
Prior to the grievance, US Airways executives believed
they could hold Phoenix Members responsible for delays
caused by clogged and understaffed security lines, if it
resulted in the Member being late in reaching their assigned
duty location. In many cases, airline workers were assigned to
remote areas of the airport, requiring an excessive commute
across company property.
After settling the grievance successfully, Members in
Phoenix no longer have to worry about an overly long “commute
within a commute.”
Nick Handlow, District 141 Assistant General Chair,
explains, “The grievance was withdrawn when the company
compared policy in both hub and focus cities, including
Philadelphia, Charlotte, Las Vegas, and Washington–DCA.
Members in each of those cities had the right to clock in, without
going through security.”
Companies are getting
a free ride
Handlow says, “My argument to the company was based
on bias against US Airways Members in Phoenix, and also on
past practice in other locations. The company agreed.”
Airline workers typically park in remote employee lots.
Just getting to the front door of the airport may require riding
a bus, train, moving sidewalks, walking, or a combination of
all four. At Denver International Airport, a typical ride from
Too far?
Work here
Park here
employee parking to Denver’s main terminal entrance may
take forty minutes on a snow day. Employees don’t get paid
for the trek.
Until the grievance settlement in Phoenix, US Airways
used to get a free ride, when it comes to using employee’s
time. Most airline workers don’t work at the front door, and
face many obstacles, such as TSA screening, trams, and sidewalks,
to get to their work station.
Precedence exists for company-paid travel time to work.
It relates to whether the commute time across company property
is excessive. Oil rig workers, and highly unionized port
authority workers, are typically paid for their long journeys
across company property. So why is an airline worker, whose
daily commute may not exactly involve a ferry boat or helicopter,
singled out for no pay?
General consensus among human resource hyperventilaters
is, “No travel pay, period. (Unless you’re an executive).”
HR drones base their argument on the U.S. Department of
Labor’s ‘Fair Labor Standards Act’ (FLSA) that is ambiguous
about travel time.
The Department of Labor (www.dol.gov) web site says,
“Time spent traveling during normal work hours is considered
compensable work time.”
FLSA goes on to say, however, that time spent in hometo-work
travel generally is not “hours worked” and, therefore,
does not have to be paid.
So at what point are we “at work”? By establishing that
we are at work once we have commuted from our car to the
main terminal, even if we work at a remote location within the
terminal, the District 141 grievance settlement is a positive
step in the right direction for workers.
How this affects Members beyond those locations with
pre-security check in remains uncertain. The road forward for
Members who still face an excessive, unpaid commute may involve
the grievance process. It also may involve the legislative
process, influenced by our choice of elected officials who are
pro-worker versus pro-company.
11 SPRING 2010 IAM141.ORG

REMEMBER
Recent retirees
United Airlines
Alzner Joseph ORDCG 10 Yrs 2 Mos
Andaya Vivencio L. SFOCG 13 Yrs 2 Mos
Anderson Theresa M. MCOOZ 32 Yrs 5 Mos
Andrews James R. DENCG 35 Yrs 7 Mos
Antonio Elmer S. LAXCG 19 Yrs 9 Mos
Austin Patricia A. DENTK 21 Yrs 0 Mos
Bales Katherine E. DENCG 21 Yrs 1 Mos
Barros Carlton D. SANCG 23 Yrs 5 Mos
Bebeck Colleen HNLRR 23 Yrs 6 Mos
Bell Deborrah H. DTWRR 11 Yrs10 Mos
Blanchard Ronald F. SMFCG 41 Yrs 8 Mos
Blount Gary IADCS 33 Yrs 6 Mos
Bontkowski Elena CHIRR 14 Yrs 7 Mos
Borden Franklin W. IAHOZ 17 Yrs 6 Mos
Both Jr Richard John DENTK 31 Yrs 0 Mos
Bova Susan M. SEAOZ 33 Yrs 7 Mos
Brinkmeyer Cheryl V. STLOZ 26 Yrs 6 Mos
Brunetti Vito ORDCG 23 Yrs 7 Mos
Bussey Uphold Lana G. ONTOZ 40 Yrs 9 Mos
Cahill Michael J. ORDCG 34 Yrs 6 Mos
Callies Mary DENCG 11 Yrs 4 Mos
Campenni Kathleen A. IADCS 10 Yrs 3 Mos
Carroll Debra A. IADCG 23 Yrs 2 Mos
Cerball Carlos F. IADCS 18 Yrs 1 Mos
Chow Kahala A. KOAOZ 32 Yrs 9 Mos
Chung Heather H. HNLCS 19 Yrs11 Mos
Ciunci Donna L. PVDOZ 25 Yrs 6 Mos
Collard Anne E. LHRCS 18 Yrs 6 Mos
Collins Thomas E. ORDCG 42 Yrs10 Mos
Cooper Sam E. IADCS 36 Yrs 9 Mos
Corporon Marc A. RNOOZ 35 Yrs 4 Mos
Costanza Richard J. STLOZ 35 Yrs 6 Mos
Damazo Jose T. ORDCS 10 Yrs 2 Mos
Daniels Nella L. EWRCS 37 Yrs 8 Mos
Darby Min-Chueh DENTK 17 Yrs 8 Mos
David Oscar P. SFOLN 22 Yrs 8 Mos
Davis Wayne E. INDIQ 23 Yrs 5 Mos
Dean Starris HNLRR 19 Yrs 2 Mos
Delmastro Timothy ORDCG 10 Yrs 4 Mos
Derse Linda DCACS 11 Yrs 3 Mos
Dong Steve L. W. TPECS 23 Yrs 2 Mos
Droz Elba L. PHXOZ 11 Yrs 4 Mos
Drutis Sheryl D. CHIRR 12 Yrs 4 Mos
Dyer Sharkey LAXCG 10 Yrs 3 Mos
Edulan Rodney A. CHIRR 32 Yrs 8 Mos
Eidson Larry K. SEACG 22 Yrs 8 Mos
Evers Everette Reena D. ONTOZ 30 Yrs 8 Mos
Fairweather Eric G. MHTOZ 15 Yrs 4 Mos
Favero Anna M. SEACG 18 Yrs 7 Mos
Fiebelkorn Terry L. ORDCG 36 Yrs 5 Mos
Field Elisabeth F. IADCS 20 Yrs 3 Mos
Flanagan James V. ORDCG 47 Yrs 7 Mos
Forbes Antonio SANCS 12 Yrs 8 Mos
Foster Steven M. MHTOZ 25 Yrs 6 Mos
Freysinger Karin ORDCS 19 Yrs 9 Mos
Gamble Joseph M. LASOZ 19 Yrs 7 Mos
Gates Lori L. DENCS 15 Yrs 2 Mos
Gillespie Eulaine M. DTWRR 31 Yrs 4 Mos
-Golebiewsk
Greene Pamela S. DENCS 30 Yrs 3 Mos
Gross Robert MSPCS 10 Yrs 2 Mos
Harper James J. PHLCS 35 Yrs 2 Mos
Hart Paul DENCG 20 Yrs11 Mos
Hartman Thomas E. SFOMB 31 Yrs 4 Mos
Haynes Ginette MHTOZ 23 Yrs 7 Mos
Herman Debra K CHIRR 10 Yrs11 Mos
Hoffman Paul G. LAXCG 33 Yrs 5 Mos
Huffman Paul STLOZ 11 Yrs11 Mos
Humady Henry S. DCACG 21 Yrs 0 Mos
Hunt Delyanira SFOMR 13 Yrs 6 Mos
Hutchinson Douglas E. DENTK 17 Yrs 2 Mos
Hutton Deloris P. JAXOZ 25 Yrs 6 Mos
Jelen Thomas J. ORDCG 31 Yrs 8 Mos
Johnson Gilliland O. IADCG 22 Yrs 9 Mos
Joyce Page Katheleen A. MHTOZ 20 Yrs 8 Mos
Julian Judy L. CHIRR 14 Yrs11 Mos
Kao Michael C. K. TPEFF 23 Yrs 2 Mos
Kayl Mary Anne IADCS 10 Yrs11 Mos
Ketter Robert G. MCOCG 42 Yrs 5 Mos
Khan Jalil A. SFOSO 23 Yrs 5 Mos
Lambiase Nicholas DENCG 33 Yrs 8 Mos
Lauderdale Leslie S. IADCS 19 Yrs 3 Mos
Lawrence David E. DENTK 14 Yrs 6 Mos
Lebsock Richard A. LAXCG 22 Yrs 5 Mos
Lee Charles E. IAHOZ 17 Yrs 6 Mos
Look Lester Y. SFOJZ 25 Yrs 7 Mos
Mangawang Roland G. DCACS 10 Yrs 2 Mos
Marchel Bernadette M. DTWRR 10 Yrs 2 Mos
Marrs Susanna M M. SFOCS 13 Yrs 6 Mos
Matias Nora U. SFOIP 11 Yrs 2 Mos
McDougal Margaret R. DENTK 10 Yrs 2 Mos
McMaster Ann L. DENTK 20 Yrs 8 Mos
Meehan Gladys E. ORDCS 18 Yrs 0 Mos
Miller Allan L. FSDOZ 25 Yrs 3 Mos
Miller David L. DTWCS 31 Yrs 6 Mos
Monson Richard L. SLCCG 47 Yrs 9 Mos
Montelongo Margo SANCS 10 Yrs 2 Mos
Nakano Yuncha LAXCS 12 Yrs 2 Mos
Nanoz Ambrosio L. DCACG 16 Yrs 6 Mos
Nelson Clint C. SLCCG 43 Yrs 3 Mos
Neumeyer Tom B. MDTOZ 34 Yrs 6 Mos
Nijhawan Anju IADOZ 10 Yrs 2 Mos
Novak Frank A. STLOZ 23 Yrs 4 Mos
O’Dette Dennis E. SMFCG 40 Yrs 8 Mos
Pacheco Jose F. DENCG 10 Yrs 6 Mos
Parisi Teresa M. ONTOZ 36 Yrs 5 Mos
Parker Brenda E. DTWRR 13 Yrs 0 Mos
United retirees, continued on page 14
IAM141.ORG Messenger 12

LABOR HISTORY
As many Americans celebrate Saint Patrick’s Day by
breaking out their greenest shirt, enjoying a Guinness, and
downing their yearly intake of corned beef and cabbage, it is
easy to understand that many also forget about the impact
that the Irish and Irish immigrants have had on American history.
From their initial immigration to their important work
on the American railroads and beyond, during a time when
the Irish and their culture are lauded for one shamrock-filled
day, it lends itself perfectly to explore their important impact
on the American labor landscape.
The Irish began to immigrate to the United States in
moderate numbers even before the American Revolution,
but hundreds of thousands more began to migrate after the
Great Potato Famine in Ireland in the mid-1840s which left
families destitute and looking for any work possible. Most of
the Irish settled in industrial cities and many, including children,
labored at backbreaking jobs and lived in overcrowded
tenements. In times where education was rare, available jobs
were laborious and dangerous, and worker exploitation ran
rampant, it became imperative for the Irish workers to begin
to collaborate to make their lives bearable.
Enter the Molly Maguires. Often considered quite controversial,
the Molly Maguires were a raucous, secret group of
Irish coal miners that originated in Pennsylvania coal country.
Around the 1860s, as their treatment worsened and their
Welsh and English miner counterparts began to organize, Irish
miners wanted to break free from their oppressive owners
and bosses with fervor. The Mollies were an almost inevitable
result of the clash between the hugely wealthy, hugely
authoritative industrial giants and the very men whose day
to day labor supported their success. First attempts tried to
include all miners in unions, regardless of ethnicity. Since
other ethnic groups were often better treated than the Irish
by management, these early attempts failed as infighting and
disputes broke out between the groups culminating in the
violent era around 1863-1867. The Mollies often murdered
and maltreated mine owners and bosses throughout Pennsylvania.
And albeit violent and controversial, the Mollies and
their message became the means by which the Irish miners
could somehow tangibly carry out their outrage against cruel
working conditions. Members of the Mollies were eventually
caught and tried, however an organizing seed was planted
and their influence began to spread.
Terence Vincent Powderly, a son of Irish immigrants from
Pennsylvania also began to transform the Irish’s influence
on America. Powderly is known for leading the Knights of
Labor, or “KoL,” a labor union whose goal was to organize all
workers, skilled and unskilled, into one large union united
for workers’ rights and economic and social reform. Powderly
worked for the railroad by the age of thirteen and later
became a union machinist. From 1879 until 1893, he was very
successful in organizing workers from across the country
and by 1886, estimates for “KoL” membership ranged from
Now considered a classic of American cinema, the Molly
Maguires movie was a box house bust. It scorns big business,
and glaringly criticizes social injustice
700,000 to 1 million members, including 10,000 women and
50,000 African Americans.
Powderly, along with many other labor leaders at the
time, argued that immigrants took jobs away from nativeborn
Americans and drove down wages, especially during the
construction of the American railroad. Although not a huge
advocate of striking, his skillful organizing amidst the cruel
conditions of the American railroads, where a huge percentage
of Irish and second generation Irish workers were employed,
lead to the success of the Great Southwestern Strike
of 1885. Many “KoL” members eventually joined the newly
formed American Federation of Labor (AFL) which promoted
a more-focused skilled union over the all-inclusive union concept
of the “KoL”. Powderly was eventually inducted into the
U.S. Department of Labor Hall of Fame in January 2000.
From Powderly, to the Molly Maguires, to Mother Jones,
another hugely influential labor figure who was born in
Ireland, it is hard not to see the impact that the Irish have had
on the American labor landscape. Irish immigrants who immigrated
to America to seek a better life for their families had
hardships just as any group of immigrants or workers has had,
and with their strong position of unity and organization, they
demanded change. So as one raises their glass to cheers Saint
Patrick, raise a glass to the Irish worker as well. Your job may
be different today without them.
13 SPRING 2010 IAM141.ORG

Recent retirees
United Retirees, continued from page 12
Pavich Wanda ORDCS 14 Yrs 5 Mos
Pepe Thomas DENCG 34 Yrs11 Mos
Perkey Dennis W. ORDCS 42 Yrs 1 Mos
Peters Wayne D. LAXCG 13 Yrs 1 Mos
Pinson Vickie L. TULOZ 31 Yrs 9 Mos
Por ter Oscar SFOCG 11 Yrs 5 Mos
Poulivaati Aloha ANCOZ 12 Yrs 6 Mos
Prox Mar tin J. MHTOZ 33 Yrs 0 Mos
Quigley Deborah A. HNLCS 31 Yrs 5 Mos
Ramirez Maria E. IADCS 10 Yrs 7 Mos
Ramthun Gar y DENTK 9 Yrs 7 Mos
Riccardo Mar y Ellen ORDCS 31 Yrs 4 Mos
Rice Melanee D. LASOZ 31 Yrs 5 Mos
Richards Ben B. ORDCG 22 Yrs 8 Mos
Riggs James P. LAXCG 17 Yrs 9 Mos
Rober ts James BWICG 11 Yrs 5 Mos
Roco William Z. LASOZ 14 Yrs 9 Mos
Rom Mildred T. HNLRR 11 Yrs11 Mos
Rowe Stephen W. CVGOZ 32 Yrs 0 Mos
Rubino John J. DENTK 15 Yrs 5 Mos
Santos Roger R. SFOCG 19 Yrs 1 Mos
Santoyo Karen E. MSPCS 25 Yrs 2 Mos
Sarino Wilfredo P. HNLRR 10 Yrs11 Mos
Schneider Clif ford D. ORDCG 35 Yrs 7 Mos
Schneider Sharon L. DENOZ 11 Yrs 9 Mos
Schumaker Donald H. ATLCG 40 Yrs10 Mos
Stark s Darr yl A. STLOZ 24 Yrs 1 Mos
Stearns Patricia A. MHTOZ 25 Yrs 7 Mos
Stein Myron L. DENTK 6 Yrs 2 Mos
Swigar t Mar vin G. DENCG 15 Yrs 1 Mos
Tapp Cher yl A. SJCOZ 23 Yrs 0 Mos
Tovar Jr Hector D. TULOZ 21 Yrs 3 Mos
Trejo Maria IADCS 11 Yrs 9 Mos
Tsai Lily L. HNLRR 11 Yrs 7 Mos
Van Meter William C. DENTK 12 Yrs 7 Mos
Vlahos Cathy ORDCS 22 Yrs 1 Mos
Wilson Leonard B. DENTK 41 Yrs10 Mos
Wray Michelene M. BT VOZ 23 Yrs11 Mos
Yau Susan Y. SFOCS 18 Yrs 3 Mos
Yogerst Jim M. STLOZ 23 Yrs 5 Mos
Young Janice Y. DENCS 32 Yrs 6 Mos
US Airways Retirees
P a t a l a n o J o h n A J r 16 - N o v -2 0 0 9
C h a s e K e i t h P 2 3 - N o v -2 0 0 9
D i m i c k D a l e A 2 8 - N o v -2 0 0 9
L o u s h i l D o n a l d A n t h o ny 3 0 - N o v -2 0 0 9
W y b e r g K e v i n J o h n 03 - D e c-2 0 0 9
C r i p e Way n e C 21- D e c-2 0 0 9
K r a m m F e r d i n a n d M y r o n 31- D e c-2 0 0 9
C r a m e r R o b e r t J 31- D e c-2 0 0 9
S h a f f e r D e n n i s L e e 31- D e c-2 0 0 9
J a k u b e t z R i c h a r d J a m e s 31- D e c-2 0 0 9
M o o r e M i k e 31- D e c-2 0 0 9
B e n t l e y M i c h a e l L 31- D e c-2 0 0 9
Va s q u e z G e o r g e R a m o n 15 -J a n -2 010
Fa r r e l l M i c h a e l K e v i n 17-J a n -2 010
Fa u c h e r R i c h a r d 2 3 -J a n -2 010
K e e n a n G l e n d a K 31-J a n -2 010
C a r v a l h o L e a n d r o L 31-J a n -2 010
Pe r e z D av i d 0 9 - F e b -2 010
C h ave z L u i z 14 - F e b -2 010
M a h o n e y M i c h a e l H 14 - F e b -2 010
D o r s e y W i l l i a m E d w a r d 15 - F e b -2 010
C o n l i n T h o m a s F 16 - F e b -2 010
M e y e r s R i c h a r d Eu g e n e 27- F e b -2 010
Obituaries
United Airlines obituaries
Abate Raymond J. retiree SFOCS 08/15/09
Alama Elizabeth M. retiree HNLMK 11/01/09
Arellano Ignacio retiree SFOPV 07/22/09
Bailey Robert T. retiree SFOCE 08/09/09
Barber Martha C. retiree MIAOZ 11/17/09
Blanco Fernando retiree LGAMK 10/20/09
Blomstedt Leonard N. retiree SFOCE 11/02/09
Bolten Norma L. retiree IADRR 10/05/09
Bosetti Elwyn H. retiree PITOO 11/02/09
Brennan Patrick J. CLECG 09/20/09
Bruce John ORDCG 10/15/09
Burger Lily M. retiree DTWRR 09/09/09
Carroll Thomas J. retiree PHXOZ 12/28/09
Chapman William D. retiree SFOJL 10/20/09
Conley Beverly Y. retiree SEAHH 10/07/09
Constante Jr Peter retiree PITCG 10/20/09
Contento Frank L. retiree IADRR 12/21/09
Crawford William J. retiree BOIOZ 09/23/09
Cross Ronald P. retiree SANCS 09/05/09
Cruz Nedy Y. retiree SFOJL 10/05/09
Daniel Franklin L. retiree LAXCG 12/20/09
Devereaux Michael L. LAXCG 12/26/09
Di Felice Vincent F. retiree DCAFF 12/29/09
Di Gregorio Carmen V. retiree LAXFF 10/15/09
Dooley John M. retiree LAXJL 10/10/09
Dos Santos Ivanildo X ORDCS 09/16/09
Du Vall William G. retiree PITTR 09/10/09
Eppard Lawrence B. retiree IADJL 11/25/09
Farthing William O. retiree ATLRR 12/31/09
Ferry John J. retiree MEMOZ 12/17/09
Frank Edward J. BDLOZ 09/06/09
Frasco Jean T. retiree LAXTO 09/28/09
Furtado Diane E. EWRSS 09/22/09
Gardina Kasmer J. retiree CLECG 12/21/09
Geiser Timothy S. DENCG 09/23/09
Gettmann William S. retiree SEAJL 07/31/09
Glen Alan W. retiree ORDGQ 11/02/09
Grant Charles E. retiree MCOCG 12/09/09
Groves Kenneth S. retiree JFKFF 09/30/09
Guzman Jr Rodolfo J. retiree ORDFF 11/13/09
Hammond Thomas G. retiree SFOCG 09/13/09
Hastings Robert C. retiree DENTK 12/07/09
IAM141.ORG Messenger 14

Hatton Jr James W. retiree SFOMP 11/06/09
Hayes Donald E. retiree SEAFF 12/16/09
Heatherly Orville T. retiree ATLCG 10/28/09
Hocking Jr Frank B. retiree SMFOZ 11/16/09
Hom Gloria I. retiree RALRR 11/29/09
Hunt Booker T. retiree BOSCG 09/27/09
Hunter Shelton retiree SFOJJ 10/04/09
Ikeda Walter K. retiree HNLCG 12/24/09
Jaegle Daniel R. retiree DENCG 12/16/09
Jobelius Judith N. retiree CHIRR 11/14/09
Johnson Dalgita-Soki ORDCG 12/31/09
Jones Fred D. retiree BDLFF 10/04/09
Jordan Fred E. retiree ORFOZ 11/23/09
Kanak Ralph F. retiree ORDJJ 11/03/09
Kappel Sr Marshall A. retiree ORDHK 10/14/09
Kelly Eugene F. retiree LAXCG 12/30/09
Kman Donald P. retiree ORDCG 11/13/09
Koehn Marvin A. retiree ORDJJ 09/16/09
Kokoszka Linda A. EWRFF 12/25/09
Kress Donald W. retiree EWRHH 11/23/09
Laborde Jeff M. LAXCG 12/17/09
Lambert Edward retiree PBIOZ 12/18/09
Lathrom Elmer D. retiree HNLRR 09/28/09
Liekis Dorothy M. retiree ORDMK 10/09/09
Littlefield Mary L. retiree LASOZ 12/10/09
Lockyer Gladys H. retiree CHIRR 09/18/09
Lubawy Richard G. retiree ORDJJ 10/14/09
Marin John retiree SFOCG 06/10/09
Mathews Glen R. DENCG 10/12/09
Matthews Jerry L. retiree LAXCS 09/17/09
Mercado Jose O. SFOLN 11/05/09
Michaelson Stanley W. retiree EWRCG 09/12/09
Miller Charles E. retiree DENCS 09/18/09
Milner Lorenzo retiree ORDCG 11/04/09
Moyle James P. retiree DENFF 10/05/09
Nigra Angeline L. retiree DTWRR 12/26/09
Nobles Linwood C. retiree BWICG 11/20/09
Paulie Cecelia W. retiree IADRR 12/08/09
Peck Mary R. retiree DENTK 09/30/09
Pegg Donald R. retiree LAXHH 10/09/09
Peters Martin M. retiree EWRCG 12/24/09
Podzamsky Paul R. retiree ORDFF 09/10/09
Pongracz Susan DTWRR 09/20/09
Quast John DENCG 09/30/09
Riggs Thomas B. retiree DENMK 10/11/09
Rigler Steven J. CLEMK 11/08/09
Rotunno Frank retiree JFKFF 12/16/09
Rushing Leon retiree MDWCG 11/05/09
Sarich Patricia J. CHIRR 10/07/09
Schwarz Karl F. retiree DENHH 12/26/09
Scott Sally retiree NYCRR 10/18/09
Seegel Ellen P. retiree JFKMK 09/07/09
Sheeran Francis X. retiree PVDOZ 09/17/09
Simmons Jr Charles E. retiree DENTR 11/04/09
Stabulis Daniel E. retiree PHLFF 12/19/09
Starr Wendell W. retiree SFOFF 10/05/09
Strauss Florence O. retiree DTWMK 11/21/09
If dogs could fly
Travel tip – dogs fly free in cabin
Did you know Fido can now fly free on United Airlines?
Under an enhancement to the United Travel Policy for non-revenue
space-available (NRSA) pleasure travel, effective December
1, 2009, Employees, Retirees and our Travel Eligibles can
fly with our pets in the cabin to domestic locations, without
paying a fee. Please note that companions are not eligible for
this travel program.
Bylaw note
Proposed changes to District Lodge 141 By-Laws have
both failed by less than one percent.
Strobehn Peter D. PDXMK 09/16/09
Stroh Lana G. retiree LAXFF 11/13/09
Swank Eugene R. retiree PDXMK 12/16/09
Sweeney Charles P. retiree LAXCS 11/13/09
Thornell Ann M. retiree BOSFF 12/20/09
Venable Norman L. retiree EWRCG 12/31/09
Verdone Jerry J. retiree SFOFF 11/02/09
Victoria Thelma R. retiree LAXFR 11/30/09
Von Gonten Eugene A retiree IADCS 09/22/09
Waldron Corinne M. retiree FWAOZ 10/19/09
Walker Lloyd R. retiree DENCG 10/28/09
Weifenbach William H. retiree PITCG 11/21/09
Whalen Robert G. retiree PDXCG 09/09/09
Wilcox Frank L. retiree SEAFO 12/15/09
Wilkins Alexander retiree LAXFF 11/20/09
Wilson Vernon L. retiree DENCG 10/11/09
US Airways Obituaries
Nardick Anne 19-Dec-2009
Chiappetta Joseph 25-Dec-2009
Wyche Fred A 12-Jan-2010
Colombo Anthony 22-Feb-2010
15 SPRING 2010 IAM141.ORG

INSIDE
What’s taking so long with United?
SFO’s floor on contract wages
How it may impact you
RLA flow chart
More complicated than a transcon on Southwest
What bosses prefer you don’t know
Union airlines outperform nonunion; Reasons
may surprise you
M E S S E N G E R
S P R I N G 2 0 1 0
MAILING LABEL
ADDRESS ONE
ADDRESS TWO
CITY, STATE, ZIP
At what point is a commute unreasonable?
A District 141 grievance in Phoenix may lay some groundwork. — Story, Page 11
USPS
000-993