iam141.org
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
We should be thanking our negotiating team
Watch your step
Not attacking them
The 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 stairstep over each other’s contracts to create slow and positive growth in pay and benefits. Then, deregulation came along.
Many of us have committed our lives to organized labor. We do it for the same reason the activists of yesterday committed their lives. We do it for the future of our organization and security in our work.
The stair-stepping slowed and eventually stopped when bank-
All activists recognize:
ruptcy, downsize and mergers took over the industry.
• For all who bring humility—it will not be enough
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 content with creating and leaving everything in complete turmoil.
• 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,
The merger strategy has been successful for the airlines because it forces the unions to spend millions of dollars in
we still have work to do.
resources in protecting their membership during representa-
We thank everyone on the IAM Negotiating Teams and their
tion votes. It also leaves many people without a union, like the
families for their sacrifice and dedication.
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 solidarity has become questionable over the short haul. It will be important for all of us to learn from the past and to
Visit FAQS on contract.iam141.org
plan for the future if we want to keep and improve our pay and benefits in the airline industry. 2
THE MESSENGER
Special Edition 2013
FAQS—Questions and Answers Q. 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 geographical 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 Company. 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 contract? Will there be a point system? A. There is no attendance policy addressed in the New Agreements. 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 business plan. contract.iam141.org
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 provisions 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 management. Half DATS may be used at the employees request when there is a DAT available on the DAT board or when approved 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.
S T R O N G E R T O G E T H E R 3
Health care: The entire debate ignores what should be the first question Time Magazine’s Special Report, March 4 edition; excerpts follow http://www.time.com/time/covers/0,16641,20130304,00.html
Health insurance costs are feeding an expensive machine, 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 percent 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. 4
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 hospital 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 person from overseas, it allows us to serve the poor.” Brill thoroughly 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.
THE MESSENGER
Special Edition 2013
‘My health care premiums haven’t gone up much, but for most Americans it’s gone [way] up.’
Chart—Average annual premiums for single and family coverage from 1999-2012 Source: Kaiser/ HRET survey of employer-sponsored health benefits, 1999–2012
Name-your-price health insurance Employees 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 subContinental, 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 saving 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,
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 living 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
$50; Generic drugs have a $3 copay or otherwise are covered at
•• 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
65% with a max $100 out pocket for prescriptions. “My premium
•• Rob and John recorded their thoughts on video. See the
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
every month after a non-smoking credit is $7,” John says. contract.iam141.org
entire video; learn more for yourself: contract.iam141.org
S T R O N G E R T O G E T H E R 5
One reason we negotiated job security
The Wal-Marting of the airline industry How Executives think inside the [big] box
Wal-Mart generates more than $15 billion per year in profits.
The new reality for the airline industry is not about making
The “new“ United uses vendors like Delta Global Services who
profits. It will be, “How to make more profits for the few?” This
create a direct revenue stream to their competitors. In the old
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.
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.
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
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 downward 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
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
of their employees qualify for state and federal assistance.
middle class.
Wal-Mart uses business strategy that cannibalizes their own
The IAM must undergo changes with new strategies, to pro-
market share, just to reduce cost and benefits to workers in
tect workers in the future as the airline business climate con-
a geographic location and works to put small businesses out
tinues to change. The city of Chicago was the first to fight back
of business. When the smoke settles, salary and benefits are
the Wal-Marting of America. In 2006 the Chicago City Council
down while profits are up.
passed a ground-breaking ordinance for big box stores, like
Wal-Mart pays lobbyists in most states and in our nation’s capi-
Wal-Mart and Home Depot, to pay a living wage of $10 per
tal to protect state and federal assistance programs. Wal-Mart
hour and at least $3 an hour for benefits. In 2008 the state of
gets a tax break, because they are job creators and then on the
Colorado changed its state constitution to create a living wage
flip side they use our tax dollars to help compensate their work
that has a ratchet-up effect based on the inflation rate of the
force, because 80% of their workers qualify for food stamps.
city of Denver.
This business plan generates more than $446 billion per year
Silence never won rights. Rights are not handed down from
in revenue.
above; they are forced by pressure from within.
6
THE MESSENGER
Special Edition 2013
If you ratify and stay
If you ratify and go
Employment Security near 90% with station protection
Up to $75,000 early out
Employees with Company Seniority date of 6/3/1999 or earlier will be protected against furlough for any reason.
•• Tiered program based on participation •• Includes options for extended medical and pass travel •• Not tied to age, nor retirement
Employee with Company Seniority date of 4/1/2006 or earlier will be protected against furlough resulting from contracting out.
$75,0 0 0 —Top t ie r pay l eve l AT W/ BT W: O ver 1,0 0 0 Par ticipant s R ES: O ver 50 0 Par ticipant s Stores: O ver 9 0 Par ticipant s
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
$50,0 0 0 —Top t ie r pay l eve l AT W/ BT W: O ver 50 0 Par ticipant s R ES: O ver 250 Par ticipant s Stores: O ver 6 0 Par ticipant s
•• 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
$25,0 0 0 —Top t ie r pay l eve l AT W/ BT W: O ver 350 Par ticipant s R ES: O ver 150 Par ticipant s Stores: O ver 45 Par ticipant s
•• 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 distance, you will receive a paid move package
If you do not ratify
Retirement Defined Benefit Pension S-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
4 = What you have now
Airline
Just Cause
Furlough Station Protection Protection
Passenger Service S-UA
4
4
Passenger Service S-CO
4
Fleet Service S-UA
6 = What you don’t have now
UAX Work Protected
Avg. $30,000 Raise Retro Pay $75,000 (life of contract) Early Out
6
6
6
6
6
6
6
6
6
6
6
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
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, contract.iam141.org
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.
S T R O N G E R T O G E T H E R 7
“A year from now you will wish you had
“Sometimes good things fall apart
started today.”—Karen Lamb
so better things can fall together.”
“In a chronically leaking boat, energy devoted to changing vessels is more productive than energy devoted to patching leaks.” —Warren Buffett
— 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
“By changing nothing, nothing changes.”
the wrong thing; the worst thing you can
—Tony Robbins
do is nothing.”—Theodore Roosevelt
141 Scholarship
•• 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.
District 141 invites participants to compete in the 2013 District 141-sponsored Adolph Stutz Memorial Scholarship Awards.
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).
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 graduating seniors or who are currently enrolled full time and/or commencing 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 Government 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.
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 Committee 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.
•• Please include a recent, clear, high-to-medium resolution photograph of the applicant. 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)
Member/Parent Information (PRINT OR TYPE)
Name
Name
Address
Address
City
City
State
Zip Code
Area Code and Phone
State
Zip Code
College of Choice (or Attending)
Book Number
Title of Essay
Employer Classification
Dependents Only Must Complete Below:
Verification Statement:
Area Code and Phone Lodge Number
Above Member of This Lodge Is in Good Standing and a Member of District 141 High School Presently Attending Address And City Graduation Date
Signature and Title (Local Lodge President or Recording Secretary) Date
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
10
THE MESSENGER
Special Edition 2013
Sixty years ago, our bylaws were up-to-date and purposeful Today, they need a complete update 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:
Current Language:
AR T I CLE XI I - A M EN DM EN T S AN D R EFER EN D UMS
AR T I CLE XI I I — D IS T R I C T O FFI CER S Q UALI FI C AT I O N AN D ELEC T I O N
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 I CLE XI I I — D IS T R I C T O FFI CER S Q UALI FI C AT I O N AN D ELEC T I O N
Proposed New Language: AR T I CLE XI I — A M EN DM EN T S AN D R EFER EN D UMS 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 approving 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 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. contract.iam141.org
(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.
(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 opportunity to participate in any vote on the Local Lodge nomination 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.
S T R O N G E R T O G E T H E R 11
I N S I D E SPECIAL EDITION 2013 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
The ‘big box’ plan
Pg. 6