The following is a highlight of some of what the IAM members at Andrews AFB negotiated for their contract. Besides getting economic benefits, the IAM improved working conditions. Members were tired of management changing the rules to suit its needs but unwilling to suit the needs of the workers. These employees voted to join the IAM, form their own local and elect from their peers those who would best represent their collective interests. As they move forward and build a firmer foundation of solidarity, their next contract should see more improvements for all.
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Bargaining Subjects |
Without theUnion |
Unionized |
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WAGES – Determined by the DOL, Area Wage Determination |
No changes to AWD, therefore no wage increases for past 3 years. |
*All classifications received an 11.5 % wage and fringe increase effective October 1, 2005 *All classifications will receive a 3.5% wage and fringe increase effective October 1, 2006 * All Classifications will receive a 3.5% wage and fringe increase effective October 1, 2007 |
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SHIFT DIFFERENTIAL PAY |
Forty (.40) cents per hr. |
Increased shift differential to Sixty (.60) cents per hr. |
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HAZARDOUS DUTY PAY |
N/A |
Union employees now receive four (4%) percent hazardous duty pay |
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ON CALL PAY |
N/A |
Employees shall receive two ($2) dollars per hr. when the employee is required to carry a cell phone or a pager home to be on call. They receive the $2.00 per hr. even if the employee is not called. |
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VACATION |
2 weeks vacation after One (1) yr.
3 weeks vacation after Five (5) yrs.
4 weeks vacation after Ten (10) yrs. (Vacation had to be taken in blocks, not allowed to use single day increments) |
*One hundred and four (104) hrs after one (1) yr. = 2 weeks and 3 days. *One hundred fifty-two (152) hrs after five (5) yrs = 3 weeks and 4 days. * Two Hundred (200) hrs after fifteen (15) yrs = Five (5) weeks Employees can take all of their vacation in one (1) day increments. |
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VACATION CARRYOVER |
Could not carry-over any earned or unused vacation. |
Employees can carry-over all unused vacation for the life of the contract. (If an employee quits or is terminated, they receive pay for all unused vacation) |
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HOLIDAYS |
Employees received ten (10) paid holidays. |
Employees still receive ten (10) paid holidays, but they can take two (2) of the holidays and designate them as floating holidays to be used at the employees choice. |
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GRIEVANCE PROCEDURE |
N/A Considered an AT-WILL employee. Company made any rules they wanted and changed them whenever they wanted. They are free to play favoritism. |
Employees have a negotiated grievance procedure whereas their contract limits the actions of the employer and sets forth their rights as a worker, in legal, enforceable language. It regulates the conditions under which they are required to work and gives them the right-protected by Federal Law- to appeal if those conditions are violated. These are their Union Rights. |
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UNIFORMS |
Employees had uniforms provided by the company but the employees only had a fifty ($50) dollar shoe allowance |
The employees still have their uniforms provided by the company, but now they receive One Hundred ($100) dollars each year for a shoe allowance. |
The IAM also negotiated a Seniority Protection clause that states that if ability, performance and skills are equal, seniority shall prevail in layoff, promotion and recall
