Boeing is Here to Stay

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BSC Friends,

Mike here. I’ve heard from a lot of you who know there needs to be change at Boeing, but have some doubt because the company continues to blitz everybody with scare tactics. I believe you are right to be concerned—it’s human nature to start having doubt.

I was recently told one of the most effective scare tactics the company is using is the threat of picking up and moving. I am here to tell you that moving is just an aggressive attempt to scare you. Boeing will not move—it’s here to stay and grow. Here’s why:

1) Boeing has a legal commitment to the state of South Carolina to keep operations here. In return, the company enjoys generous tax breaks and grant money.

2) It is very difficult and time consuming to start up a complete end-to-end assembly site. Developing a skilled workforce is a large hurdle to overcome and risky when trying to continue to deliver quality planes on time. BSC workers are as dedicated and skilled as any other site.

3) Start-up costs exceed a billion—with a “B”—dollars.

The reality is we are talking about 3,000 families needing better wages and some consistency at work. For a company as large as Boeing, it’s a drop in the bucket to increase your wages. There are roughly 7,000 workers at BSC. About 3,000 are blue collar and earn what the company calls “area wages,” while the other 4,000 enjoy wages much higher. That’s not fair.

The IAM has over 4,400 contracts covering hundreds of thousands of proud men and women across North America. We’re the largest and most powerful aerospace union in the world. If the IAM were half as bad as Boeing tries to imply, we wouldn’t be what we are today. Facts are facts—union members live better.

We simply have to ignore management noise and vote ‘yes’ on February 15.

We have this one opportunity to make the change that’s needed and ensure the company continues to stay successful.




SC Professor: Why Boeing Workers Should Vote ‘Yes’

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My uncle was a steelworker in northeast Ohio and a member of the United Steelworkers all his adult life. He worked hard, was paid well, had good benefits and a good pension. I worked in the same steel mill for several summers to help pay my way through college. This mill was a union shop.

That meant that after 30 days on the job (a probationary period in which I could be fired for any reason), I became a member of the union. I was now protected against arbitrary dismissal, was covered by the union’s grievance procedures, and now had a voice in determining wages, hours and conditions of work.

I learned some lessons I want to share with Boeing workers in South Carolina.
South Carolina is a “hire-at-will” and “fire-at-will” state. Non-unionized workers rightly fear arbitrary treatment and being fired without just cause. Managers and supervisors can play favorites (including relatives on the payroll) in job assignments, promotions and scheduling.

Without a union, individual Boeing workers do not have a meaningful voice in the decisions that affect their lives on the shop floor. One worker has no power to negotiate with the company on pay, benefits, work rules, or health and safety issues. Only a union can provide that.

When I worked in the steel mill, I saw a worker injured through no fault of his own. The union made sure that the company paid his medical bills, compensated him for time lost from work, and took steps to see that what caused the accident was changed so that it could not happen again.

South Carolina is also a “right-to-work” state. That is a deceptive phrase. That law does NOT give anyone a right to a job or a guarantee of employment. Instead, the law prohibits the union shop, where all workers who benefit from the union contract setting wage rates, benefits, work rules and grievance procedures also pay dues for the administration and enforcement of that contract. Prohibiting the union shop means that, although all workers are covered under a union contract, workers can choose not to pay dues to the union which has negotiated their pay and benefits–and is legally obligated to represent them in grievance procedures.

The intent of the law is to weaken unions, not protect an individual’s “right-to-work.” The economic and political elites who dominate state government passed this law. They did so to minimize or deny workers a meaningful voice in decisions at the workplace that affect their lives. It really is a “right-to-work-for-less” law because non-union workers are almost always paid less than union workers. As Dr. Martin Luther King, Jr., declared: “In the Right to Work law, there is no right and no work and this is a fraud that we need to stop.”

What is really at stake here–beyond pay, benefits, pensions, etc.–is control of the workplace. That is why Boeing has hired outside “union busters” to try to scare workers into voting against the Machinists Union (IAM). Workers in South Carolina have the legal right to organize and bargain collectively–to have a real voice in what goes on in the workplace.

Boeing workers in Washington state are exercising that right–and you should too! Workers’ rights are civil rights! Vote “YES” on February 15th to be a part of the union and, together, you negotiate with the company for a better future. Managers have contracts to protect their interests–you should too!

George W. Hopkins, Ph.D. Professor Emeritus U.S. Labor and Urban History College of Charleston, Charleston, SC

*These are the views of the author and do not reflect any official College of Charleston position on the topic.

“Protect what we built together.?”

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There’s strength in numbers. And with that strength, comes a say on important issues in the workplace.
One of those issues is your pay. It’s a plain, simple fact – union members earn more money. Which is why the company continues to try and distract you by talking about things such as union dues. They recently filled the break room with diapers, baby clothes and signs saying $800 a year. Yes – diapers, baby clothes and other necessities are expensive. Which is why I can’t imagine anybody making these purchases without wondering what it would be like if, after putting in a long week of work, they made just a little more money.

The truth is: Workers pay a different type of dues by not having a contract. As workers, we all want to continue the success at BSC, but at what cost. We pay every day going to work in a place with inconsistent work rules. We pay every day from not knowing what tomorrow will bring. And we pay by not knowing how much is left on the table when it comes to wages and benefits.

The company’s anti-union slogan is, “Protect what we built together.“ You can bet they want to protect what they have at BSC as much as possible. In case you missed it, just some of what they have to “protect”:
“Boeing Co. (BA) on Wednesday reported fourth-quarter net income of 1.63 billion. The results surpassed Wall Street expectations.” Source: the Associated Press | January 25, 2017, | 8:15 AM EST.
We have this one chance, one opportunity to say “WE DESERVE BETTER.” Don’t let it slip by.

Join in the conversation Click -Boeingworkers Facebook Page-

Mike Evans
IAM rep.

We Filed!

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Boeing Workers in South Carolina to Vote on Union Representation

January 20, 2017, North Charleston, S.C. – The International Association of Machinists and Aerospace Workers (IAM) today will file a petition with the National Labor Relations Board (NLRB) to hold a secret-ballot union election for approximately 2,850 production employees at the Boeing Co. in North Charleston, S.C.
Workers have remained in contact with IAM organizers in recent months regarding numerous workplace concerns that remain unaddressed, including subjective raises, inconsistent scheduling policies and a lack of respect on the shop floor.

“Boeing workers just want to be treated with the respect they deserve,” said IAM Boeing SC Lead Organizer Mike Evans. “Why should they be subject to a different set of standards and rules than folks building the exact same plane in Seattle?”
The filing comes after the IAM was forced to postpone a scheduled April 22, 2015 union election due to unprecedented political interference on the part of South Carolina lawmakers and the rampant spread of misinformation among Boeing workers.

“It was impossible to hold a free and fair election in an environment so ripe with mistruths and outright lies. Unfortunately, we’ve now heard numerous reports of the company walking people off the job for seeking a voice,” said Evans. “Despite the obstacles, we feel this group is ready to take a stand. The only way to secure the workplace improvements they deserve is through a union-negotiated collective bargaining agreement.”
The NLRB is expected to issue election dates and locations in the coming weeks. The IAM is committed to ensuring Boeing workers have the opportunity to make their voice heard in an atmosphere free of intimidation and harassment.
“I can unequivocally say there will be a vote this time around,” said Evans. “We’ve met with numerous workers at Boeing in recent months and are confident they will see through any attempts by the company to divert attention away from the numerous workplace issues that need fixed.”

The IAM is the U.S.’s largest aerospace union, representing approximately 600,000 members at the likes of Lockheed Martin, General Electric and United Technologies. The IAM represents more than 35,000 Boeing employees at 24 locations nationwide. For more information about the campaign visit

Management Noise

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Once again Management has chosen to ignore your rights when it comes to organizing under the National Labor Relations Act. Recently at a morning meeting, a supervisor instructed workers to vote No. This act is a violation of the law. Management has no right to instruct you on how to vote. Supervision continued their assault on worker rights by holding up a picture of an empty building 30 while implying if you organize this is what building 30 will look like – another violation of the law.

Unfortunately, management from the top down feels you should not have any rights and they have no plans or concerns to honor your rights. This demonstrates your Human Resource Department and your current Vice President have no intention of addressing this matter and have proven they will not stand up for your rights in the workplace. What a shame.

Joan Robinson-Berry let the cat out of the bag when it comes to the company’s approach to union busting. When asked at Friday’s press conference if Boeing had hired an outside law firm to help deliver its anti-union message, she said,
“We’re going to ensure that we have every resource available to us to ensure that we win.”

She later continued,
“So whatever resource we need to ensure that we give the message and that we’re communicating not only to our workforce, but also to the community about the benefit of having, again, a union-free environment.”

This isn’t new of course. Remember how much money Boeing spent last year on their union avoidance campaign?

It’s been brought to our attention that all the employees behind Ms. Robinson-Berry during her speech to the media were salary. Furthermore, the workers advocating against the union in Boeing’s recent TV commercials are also salary. Isn’t it funny how the loudest objectors aren’t even apart of this process?

These empty threats and intimidation tactics are nothing more than MANAGEMENT NOISE.

On Election Day, you will have the opportunity to VOTE YES and show management you have rights.

Stay focused and ditch management noise.

You Deserve Better.

Copy the link below and paste it into your browser to review your rights.×11.pdf

The South Wants Unions. The IAM Just Proved It—Again.

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In an 18-hour stretch between December 8 and 9, the IAM won three separate organizing drives to represent nearly 300 working people in Florida and Kentucky.

First, IAM District 711 won elections for two units of 13 Simulator Technicians at Kentucky’s Fort Campbell. The groups work for NOVA Technologies and Pinnacle Solutions, respectively, and support the U.S. Army’s 160th Special Operations Aviation Regiment.

“These workers wanted the IAM and a contract that will bring justice and security to the workplace,” said District 711 Assistant Directing Business Representative Tim Wright. “We welcome these members at Fort Campbell and look forward to negotiating an agreement that reflects the value of the critical work they perform to support our nation’s warfighters.”

The Simulator Technicians work under the Service Contract Act, where the IAM has extensive negotiating and representation experience.

“We look forward to representing and improving the working conditions for these and many more workers at Fort Campbell and all over Kentucky, Tennessee and the entire Southern Territory,” said District 711 Directing Business Representative Jerry Benson.

On December 9, IAM District 75 notched yet another organizing victory as 279 workers at Reliance Test and Technology at two Florida locations voted overwhelmingly to join the IAM.

“These workers have wanted to be represented by the IAM for some time, and they overcame the vicious anti-union rhetoric put out by the company,” said Organizer Mike Cooke, who led the campaign “This was a team effort, with Business Representatives Brad Smith, Steve Jordan, Randy Garrett, Tony Bishop; Grand Lodge Representative Tony Wirth; and District 75 Directing Business Representative Steve Pridgen. The Shop Committee never gave up and reached out to every member in the unit to give them truthful information.”

The new members perform a large and diverse mission of providing engineering and technical services necessary to operate the 96th Test Wing’s ranges and facilities in order to support the research, development, test and evaluation of weapon systems, subsystems, and components at Eglin Air Force Base in Niceville and Port St. Joe, FL.

“Congratulations to our Organizer, Mike Cooke, and all on the team who helped District Lodge 75 help these workers,” said District 75 Directing Business Representative Steve Pridgen. “We will continue to grow in Florida and Alabama and continue to assist other Southern Territory Districts with their campaigns. I am proud of all of our Representatives who worked so hard to get the job done.”

The IAM’s organizing success in the South, where it’s won 29 campaigns this year, was recently highlighted by Forbes.

“I couldn’t be prouder and happier for our staff, districts, locals and our rank and file members in every southern state who have worked so very hard and made it our collective mission to improve the quality of life for working families,” said IAM Southern Territory General Vice President Mark Blondin. “The word is spreading that the IAM is the union of choice not only for workers in the Service Contract arena and aerospace, but for all workers in many diverse occupations who desire a better and more secure future for them and their families. The facts are what they are. No matter what the work, or what state it’s performed in, the worker with a union contract has better health care, better pay and superior workplace advantages all around as compared to the lack of benefits offered to workers in non-union jobs.”

Buffett-Owned Plant Accepts Workers’ Right to Unionize

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A Kent, WA aerospace supply company owned by billionaire Warren Buffett has agreed to a settlement with the National Labor Relations Board in a case that accused company managers of repeated violations of federal labor law.

As part of the settlement, the general manager of Protective Coatings Inc. (ProCoat) will read aloud a letter to his employees promising to recognize their rights under federal law to form a union, and promising that his managers won’t do things to interfere with them exercising that right — including threatening them with taking their jobs away for supporting a union.

“Workers have a right under federal law to form a union, free from bullying and threats,” said District 751President Jon Holden. “We’ve been telling the workers that for months. Now they’re going to hear it from their employer as well.”

The company is a subsidiary of Portland-based Precision Castparts, which Buffett’s Berkshire Hathaway Inc. acquired in a $37.2 billion deal that closed early this year.

There are roughly 235 hourly workers at ProCoat’s plant in Kent, who are specialists in plating, coating, anodizing and polishing aircraft parts used by the Boeing Co. and other airplane and helicopter manufacturers.

“This is an important victory for the company’s workers,” said IAM Western Territory General Vice President Gary Allen. “The NLRB has made it clear that they have the right to decide if they want a union without having to endure anti-union tactics and intimidation by their managers.”

Buffett has made public statements that Berkshire Hathaway is not an anti-union employer and he’s been an outspoken advocate for reducing income inequality. So union officers were surprised when his company launched an aggressive anti-union campaign, which included the adoption of a personal conduct policy that allowed ProCoat managers to fire or discipline workers for taking part in union activities, even if they did it away from work and on their own time.

“Warren Buffett has said more than once that ‘people at the bottom should be doing better,’” Holden said. “Well, the people at ProCoat should be doing better. It’s my hope Mr. Buffett will do his part by allowing them to vote on union representation free of intimidation or coercion.”

Salary vs Hourly Pay

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BSC Vice President Joan Robinson-Berry has repeatedly said BSC wages compare to Washington State when adjusting the cost of living difference between the two locations. With some research, it is safe to say the difference is small, just 6% (Source: CNN MONEY). Below is a list comparing salary wages between the two 787 sites Everett, Washington and Charleston, South Carolina along with the difference between your hourly wages.
I guess Mrs. Joan forgot to mention in her comments the cost of living adjustment only applies to salary workers and area wage applies to you. #YouDeserveBetter

ALERT: Management’s Anti-Union Barrage Upcoming

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Boeing is willing to spend millions to keep you from having a fair workplace. They recently paid for all levels of management to attend mandatory trainings conducted by the notorious (and pricey) anti-union firm, Ogletree and Deakins. They have one goal: prevent you from choosing better wages, better benefits, fairness, respect and dignity on the job.

We are close to filing for an election, and the company is getting worried. They want to keep total control over you.

So instead of improving your quality of life, Boeing is forking over hefty hourly fees to inundate you with anti-union messages. Many of the law firms who do this work demand contracts (isn’t that funny?) that include luxury hotel suites, meals and drinks for entertaining.

They’ll alternate between scare tactics and promises of a new day. Management will start whisper campaigns—remember the false rumor that you’ll start bargaining from zero? We can’t fall into their trap again.
Here’s what to watch for:
• Good cop, bad cop: Have you seen Dave Carbon lately? I can guess you will see more of Ms. Joan Robinson-Berry.
• We’re buddies: The law firm will instruct management to look for opportunities to express heartfelt, sincere care for you.
• Captive audience meetings: They will pretend your concerns are their concerns, but the free-ranging discussion is not what the boss has in mind.
• Letters and emails: The law firm will ghost write letters from employees, well-liked supervisors and managers. They may express appreciation for what the team has accomplished. They may admit they made mistakes. You can bet they’ll talk bad about the union. This double standard is designed to get you to think the “truth” is coming from them.
• Divide and conquer: These union busting law firms also direct management to play one group against another in the hopes of generating disunity. They’ll exploit racial and gender differences and pit senior workers against new workers, and so on.

This quote holds true: “Fool me once, shame on you; fool me twice, shame on me.”

Need Proof That Unions Work in the South? Here It Is

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Bradley Fighting Vehicle and HMMV simulator instructors and technicians ratify a first contract less than three months of joining the IAM.

A group of newly organized IAM members at Fort Benning in Columbus, GA are the latest example of what many union members already know—when you are part of a union, you make higher wages and better benefits. The nearly 70 highly skilled simulator instructors and technicians overwhelmingly voted to ratify their first contract with this week, just a few short months after voting to join the IAM.

The District 131 members, who work for CSRA, provide Bradley Fighting Vehicle and HMMV simulator training and support of armored and infantry troops.

“I couldn’t be prouder of what this group has accomplished—from the vote to join the IAM all the way through negotiations and ratification,” said District 131 Directing Business Representative Billy Barnwell. “Thanks goes out to the entire group, including the Negotiating Committee of Art Murphy, Jerry Ricketts and Samantha Walker.”

The agreement provides wage increases totaling almost 10 percent over three years, and an almost 30 percent increase in fringe dollars over that same span. The bargaining unit gained a grievance procedure, seniority protections and many other benefits.

“This is a prime example of how much workers benefit by joining a union,” said Southern Territory General Vice President Mark Blondin. “When you bargain collectively, there is no limit to what can be achieved. We are very proud of what District 131 and this group has done in such a short time frame.”

The Company Started Their “Give us another Chance” Campaign.

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a businessman telling a lie with the fingers crossed

Recently the company started sending out a “total compensation” survey to the workforce. This survey is a common anti-union tactic to create the illusion you must give up something in order to get something. Choosing to have a better health care plan or no raises, or to increase your 401k contribution or receive the same raises you received the previous year.

It is interesting that the company chooses not to mirror the workers that perform the same craft in Washington State; instead they ask you hypothetical questions. If the workers performing your same job receive better health care along with guaranteed raises why can’t you negotiate for the best of both worlds?

Ultimately this made up survey is designed to give you the false impression you have more to gain by staying union free. If this was truly the case, why hasn’t the company improved upon your benefits thus far? From what we have seen these past two years, managements discretion hasn’t improved upon anything.

The company wants you to believe they are ready to listen, even though they promised to listen to you last time right before an election…but that doesn’t matter, they really really mean it this time. (Insert sarcasm here)

Actions speak louder than words; the company continues to imply you will make more money at BSC without negotiated wages. Ask the company if they are willing to put something in writing guaranteeing you and your co-workers will benefit more by staying union-free.

Our IAM members already have something in writing that guarantees a better total compensation package from wages, to health benefits to 401k contributions which are all bundled together nicely in a CONTRACT.

It’s amazing how similar today’s company survey looks when compared to the same anti-union tactics from the last go around. What’s different this time? — it’s not fooling anybody.

IAM Supports Alaska Airlines, Virgin America Merger

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The IAM is throwing its support behind a proposed merger of Alaska Airlines and Virgin America, a move that will make the pair the fifth largest U.S. airline.

The IAM initially withheld its support of the deal until it received assurances that both current and future IAM members would not be adversely affected by seniority challenges. When it did, the IAM sent a letter to the Department of Justice expressing its support and urging the federal agency’s approval of the merger.

“The IAM has a long history and extensive experience in dealing with airline mergers and every worker can rest assured they will receive the finest representation during this process,” said Transportation General Vice President Sito Pantoja.

Approximately 3,000 Alaska Airlines Passenger Service, Clerical, Ramp and Stores workers are IAM members. More than 600 Virgin America employees will join the IAM family as a result of the merger.

Visit for more information.

Decline Of Unions Has Hurt All Workers

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Southern Territory
The steep decline in union membership in recent decades has had an outsize effect on the American workforce, tamping down wage increases for nonunion workers, a new study says.

Average weekly earnings for nonunion private-sector male workers would have been 5%, or $52, higher in 2013 if the share of union workers had remained at 1979 levels, according to the study out Tuesday from the liberal-leaning Economic Policy Institute ahead of Labor Day. That’s tantamount to a loss of $2,704 annually for the average nonunion worker.

The paper was authored by Washington University sociologists Jake Rosenfeld and Patrick Denice, and Jennifer Laird, a research scientist at Columbia University’s Center on Poverty and Social Policy.

The earnings loss is smaller for women because they were not as unionized as men in 1979. Weekly wages would be about 2% to 3% higher for women if union membership had stayed at 1979 levels, the report says.

About 10% of male private-sector workers were union members in 2013, down from 34% in 1979. In that period, the share of women who belong to unions fell to 6% from 16%.
The report argues the dwindling influence of unions is a significant but often ignored reason for wage stagnation, along with globalization, technological change and the slowdown in educational achievement gains.

The prevalence of unions affects the pay of nonunion workers in various ways, the study says. Nonunion employers often raise their workers’ pay to foster loyalty and head off an organizing drive. Kodak deployed that strategy in highly organized New York State, the study says.

The fatter paychecks of union workers also creates a more competitive labor market that forces nonunion companies to lift wages to prevent employees from jumping ship. And unions often establish labor-friendly policies that generally promote fairness in pay, benefits and worker treatment, according to the report.

The gains of yesteryear were not limited to nonunion workers at risk of joining unions, the study says. When those workers received raises, their higher-level supervisors who couldn’t join unions also saw sharper pay increases to maintain salary hierarchies, the paper says.

But the losses engendered by shrinking union participation are most pronounced for nonunion private-sector male workers who lack a Bachelor’s degree. Wages for that group would be 8% higher in 2013 if union membership had stayed at 1979 levels, translating into an annual wage loss of $3,016.


All Hands Meeting Report

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14068073_512470208956086_1848777091777773010_nHearing the company’s radio ads on all the different stations around North Charleston and the recent all-hands meeting it is apparent the company will continue to fight your right to organize. I am confident the company understands by organizing it will provide the workers the ability to make real change. Isn’t it ironic how the company pretends to listen when the support for organizing grows?

What your coworkers came away with from their recent all-hands meetings.

“They keep putting an emphasis on how we are being paid based on the region. We are the only one in the region building jets!!”

“Only problem they said were going to be addressed was a larger shuttle bus and food service on campus. management dodged other concerns like paid bereavement leave, higher wages, policies, and performance raises – the things that matter.”

“3 different administrators have said the same thing when it comes to our salary. They compare apples to oranges. They won’t let us compare apples to apples. But they can spend millions on anti-union attorneys, billboards, radio ads, and everything else. It is obvious where their priorities are.”

“Dave Carbon brought to my attention that I should be happy with the ability to use the restroom whenever I want, not everybody gets that in South Carolina.”

“The company says we don’t need a third party! So I assume the workers are the second class party? Lately, It sucks to be the second class party; a third party might just be the answer.”

With every year that goes by is another year we miss out on the opportunity to address the issues that are most important to the folks that do the hard work. We will continue to encourage folks to sign their authorization card. I hope you will do the same.

Sign today at

Support From The IAM Education and Technology Center

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Here at the IAM Education & Technology Center we as students put our education on hold to take a moment to show our support for the hard working women and men at Boeing South Carolina. We are learning to be the offensive line for our members back home; and we look forward to you joining the team.

The William W. Winpisinger Education and Technology Center embodies the IAM’s commitment to providing top-notch training to the current and future leaders of the IAM to help our members navigate the rapidly changing world of work in the 21st century.  By studying our past and strategizing our future, IAM members at the Winpisinger Center learn to be unionists – members who know that our union is part of a larger movement for dignity and economic and social justice in our workplaces and communities.  Members also learn to be leaders and go home better prepared and more motivated to work for our members.

We should all be proud of the Winpisinger Center.  We are the only union in North American with a facility dedicated full time to the education of our members.  Since opening in 1981, more than 60,000 students have attended Winpisinger Center programs.  No other union can match that record.  The IAM’s commitment to membership training is an important reason why the IAM will meet the challenges of the 21st century.

The Winpisinger Center is named after former IAM International President William W. Winpisinger, a man whose dream and efforts made the facility a reality.  Because of his vision, thousands of future IAM leaders and activists are trained every year.

Oregon Aircraft Painters Vote IAM Yes

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IAM members and staff assisted in a campaign to organize 165 new members at Commercial Aircraft Painting Services in Portland, OR. From left: retired Local 63 member Doug White, District 24 Business Representatives/Organizers Ron Tiegon and Larry Warren, Grand Lodge Apprentice Organizer Jake Merkel, and Local 1005 member Mike Housley.
Overcoming last minute anti-union tactics by Commercial Aircraft Painting Services (CAPS), workers at the Boeing subcontractor voted for IAM representation on Friday.

The 165 new members work in large hangars at Portland International Airport where they paint new Boeing aircraft, mainly 777s and 747s, before final delivery to customers.

Workers reached out to the IAM for representation due to many of the company’s policies regarding work schedules, advancement and benefits. The work involves hazardous chemicals, and turnover rate is very high. Additionally, wages average about half those of IAM Boeing employees doing similar work in Everett, WA.

The IAM began the organizing campaign in March and a request for a National Labor Relations Board (NLRB) election was issued in June. CAPS followed that request by launching an anti-union campaign and hired several highly paid out-of-state consultants, including Spanish and Vietnamese speakers to conduct one-on-one meetings.

“We just stuck to our message during this campaign,” said IAM District W24 Business Representative/Organizer Will Lukens. “The workers wanted some dignity and better treatment from the company. They were tired of the false promises.”

“I am proud of this group of workers who have endured intimidation and union busting tactics by this employer,” said IAM Western Territory General Vice President Gary Allen. “Now we can get down to the business of securing them a good IAM contract.”

IAM District W24 is assisting the workers in electing local leaders and preparing for contract negotiations

Boeing South Carolina Workers Left In the Dark

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In today’s post and courier article: Boeing expects Dreamliner 787 orders to surge as airlines shore up aging fleets

“There have been 1,155 orders for Boeing’s composite-made Dreamliner, but sales have stalled so far in 2016 at 17 net orders.

The slowdown in sales has some questioning whether Boeing, which is producing Dreamliners at the rate of 12 a month, will follow through with a planned production increase to 14 monthly by the end of this decade. Production rose to a dozen a month earlier this year.

Dhieren Bechai, a contributor to the Aero Analysis website, said “the planned rate increases to 14 per month might be a bit too high,” adding that the current production level is healthier.

“Additional rate increases for the Dreamliner only make sense if fuel prices continue to climb,” Bechai said.

There are roughly 725 Dreamliner orders in backlog, enough to fill about five years of production. Some airlines have held off on buying Dreamliners because low oil prices have reduced the need for a new fuel-efficient plane. Also, there are no delivery slots available until the next decade, so some airlines are waiting until the Dreamliner backlog clears to place their orders.

Ahmad said the projected 14-per-month rate “eats into the backlog and shrinks it rapidly,” adding there would be pressure to slow production “if demand/orders for the 787 didn’t start rolling in.”

This is just another demonstration that the Boeing workers are left in the dark.

Without a union contract you’re going into work with blinders on about the state of affairs which may impact your family. You don’t have a voice at the table and you are left in the dark about the future of your organization.

What if this negatively impacts you and your family? How is it going to be handled? These are questions that can be secured and addressed by having your own union contract instead of relying on third party sources like the Post and Courier to get information about the company you work for.

To read the full article:


Boeing’s Anti-Union Crusade Just Hit a New Low

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Boeing doesn’t want its Charleston, SC employees joining together for better wages and benefits. The aerospace giant, which employs more than 30,000 IAM members in Washington state, has made that clear.

Boeing’s top brass pays for an anti-union website, gushes as South Carolina’s governor brags about kicking out good-paying union jobs, and – in a bizarre strategy – used lunch room table toppers to rail against the “nutritional value” of unions.

But it’s Boeing’s latest attempt to intimidate its Charleston employees that’s drawing some of the sharpest criticism yet.

In a statement posted to its anti-union website, Boeing suggests that jobs in Washington state and South Carolina could be at risk if Congress doesn’t bow to a Norwegian Airlines (NAI) proposal to operate as a low-cost carrier in U.S. markets. It criticizes lawmakers, the IAM and other unions for supporting legislation to block NAI’s bid to undermine wages, benefits and working conditions in the U.S. transportation sector.

READ: How a Norwegian Airline Could Steal Your Job

The Seattle Times picked up on Boeing’s statement, noting that Boeing had been silent on the matter for two years – until now.

AFL-CIO President Richard Trumka and Transportation Trades Department President called Boeing’s attack “sinister” and represents “more anti-union saber-rattling by this corporate giant.”

“NAI’s application has absolutely nothing to do with buying more Boeing airplanes but has everything to do with setting up a corporate shell to eviscerate labor standards, undercut fair competition and destroy middle class airline jobs,” said Trumka and Wytkind.

IAM members have historically advocated for policies that expand Boeing’s reach into new markets and create new jobs. The Export-Import Bank, which Boeing says is critical to selling aircraft overseas, would still be shuttered if not for the efforts of IAM members making their voices heard in Congress.

“This is a tactic by Boeing to intimidate its workforce,” said IAM International President Bob Martinez. “We can see right through it, and so can the hard-working men and women at Boeing Charleston.”

Original post:

Boeing’s Shameful Attacks on its South Carolina Employees’…

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Boeing’s Shameful Attacks on its South Carolina Employees’ Rights Will Not Go Unchallenged

Washington, DC – Richard Trumka, president of the AFL-CIO, and Edward Wytkind, president of the Transportation Trades Department, AFL-CIO, issue this statement in response to Boeing’s latest tactics aimed at squashing attempts by its employees in South Carolina to select the International Association of Machinists and Aerospace workers as their collective bargaining representative.

“Boeing’s sinister claims that the International Association of Machinists and Aerospace Workers (IAM) is somehow jeopardizing aerospace jobs as it opposes a job-killing flag-of-convenience airline is both factually inaccurate and a cynical attempt by the company to deny its employees in South Carolina the benefits of collective bargaining.

“The IAM and the entire labor movement is opposing Norwegian Air International’s (NAI) entry into the U.S. market because the airline’s application for a permit before the U.S. Department of Transportation violates our air services trade agreement with the European Union (EU). By headquartering NAI in Ireland instead of Norway, the company is attempting to avoid strong labor laws and current collective bargaining obligations in its home country. NAI’s operating plan centers on hiring Asian flight crews under Singaporean or Thai employment contracts. The fact that this scheme will undermine labor standards and collective bargaining rights in violation of Article 17 bis of the U.S.-EU Air Transport Agreement is the basis for our opposition to the company’s application.

“If NAI’s application is approved, the carrier will gain an unfair competitive advantage over airlines that play by the rules – most of which are significant and longstanding Boeing customers. NAI’s parent company, Norwegian Air Shuttle, already flies to the U.S., using Boeing aircraft, and can continue to do so and expand flights under its existing operating authority. NAI’s application has absolutely nothing to do with buying more Boeing airplanes but has everything to do with setting up a corporate shell to eviscerate labor standards, undercut fair competition and destroy middle-class U.S. airline jobs.

“Boeing’s attack on the IAM is especially outrageous given that the union has led the way in advocating for policies that have expanded Boeing’s reach into new markets and created jobs.  The Export-Import Bank, which Boeing has said is vital and essential to its future, would be shuttered if not for the efforts of the IAM and the broader labor movement.

“Finally, the NAI battle has been going on for well over two years. If this application was so important Boeing, why did it wait until now to take a public position? Clearly these public relations tactics are about dissuading South Carolina workers from joining the IAM and demanding better wages, benefits, job protections and working conditions. These shameful tactics should be dismissed as more anti-union saber-rattling by this corporate giant.”

Boeing Threatens Workers on Both Coasts

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A statement by Boeing posted on their anti-union website in South Carolina is drawing media scrutiny for suggesting that jobs in Washington state and South Carolina could be at risk if Congress doesn’t bow to a Norwegian Airlines (NAI) proposal to operate  as a low-cost carrier in U.S. markets.

The tone of Boeing’s statement is ominous: “…all employees ought to be concerned,” says Bill McSherry, a Boeing Vice President, who goes on to criticize lawmakers, the IAM and other labor unions for supporting legislation to block Norwegian’s bid to undermine wages, benefits and working conditions in the U.S. transportation sector.

The facts in the NAI case are straight-forward. Spawned as a subsidiary to Norway-based Norwegian Air Shuttle, NAI was established and incorporated in Ireland in order to evade Norway’s strong labor, tax and regulatory laws and gain an upper hand on air carriers in the U.S. and Europe that play by the rules.

Specifically, NAI plans to use Bangkok-based flight crews employed through a Singaporean hiring agency in order to undercut the wages and labor standards at existing airlines while still reaping the benefits of the U.S.-European Union Air Transport Agreement.

Under the guise of “open competition,” NAI is attempting to get the nod from our government to launch rogue airline service into the U.S. that violates our trade agreement with the European Union. As the public record has made clear, NAI does not seek open competition. It seeks to tilt the competitive balance of the transatlantic market in its favor by breaking the rules and hoping to get away with it.

In its zeal to bash the IAM, Boeing conveniently forgets to inform its workers that it was the IAM which saved the Export-Import Bank, which finances Boeing’s exports. In addition to round the clock lobbying, the IAM united the labor movement to convince Democrats and Republicans that the Ex-Im Bank was not just corporate welfare for Boeing. Indeed, it was not for the intensive effort by the IAM, the Bank would have disappeared and so would have thousands of aerospace jobs in South Carolina and Puget Sound.

Click here to read the statement by Boeing and here to see the latest article in the Seattle Times that highlights Boeing’s use of the issue to suppress opposition and threaten jobs in Washington state as well as South Carolina.

BSC Workers Should Share Boeing’s Success: Celebrating 100 Years

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In celebration of Boeing’s 100th birthday we want to remind those reveling at a distance from the men and women on the shop floor to not forget those who have dedicated years of service to reach this historic milestone. No company could be as world-renowned as Boeing without a hard-working, dedicated and skilled front-line work force.

“Labor is prior to, and independent of, capital. Capital is only the fruit of labor, and could never have existed if labor had not first existed. Labor is the superior of capital, and deserves much the higher consideration.” – Lincoln’s First Annual Message to Congress, December 3, 1861.

The labor of those who work with their hands have provided for many within the company for decades. Those who toil at Boeing are the driving factor in the company’s success and should be recognized for the hard work they do.

To those who clock in day in and day out, we thank you.

The BSC workers don’t share the same success that Boeing offers. Success is defined by quality of life. BSC workers continue to have lower wages, inconsistent work rules and higher health care costs than their counter parts on the 787 program.

Your Rights Under the Law

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Boeing knows the law but chooses to ignore it. Boeing is breaking the law by using tactics outside the legal limits to keep your co-workers suppressed with fear. This is just wrong, as Americans we all agree everyone should have their rights protected and enforced. Here are examples of your federally protected rights under the law that you may want to make management aware of.

Here is what the Act (as amended by Taft-Hartley) says about your right to organize and assists a union:

Sec. 7–Right of employees
Employees shall have the right to self-organization, to form, join or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right to refrain from any or all of such activities except to the extent that such right may be affected by an agreement requiring membership in a labor organization as a condition of employment as authorized in section 158(a)(3) of this title.

The Act protects and guarantees your rights to do any of the following without fear of reprisal from the employer:

IT’S YOUR RIGHT to attend and take part in IAM meetings.
IT’S YOUR RIGHT to invite your coworkers to attend and take part in IAM meetings.
IT’S YOUR RIGHT to distribute IAM material on the employer’s property during non-working time.
IT’S YOUR RIGHT to ask your coworkers to distribute IAM material on employer’s property during non-work time and in non-work areas.
IT’S YOUR RIGHT to join the IAM.
IT’S YOUR RIGHT to wear IAM buttons, T-shirts, caps and jackets on the employer’s property during working and non-working time. (Provided such items or objects do not create a safety hazard.)
IT’S YOUR RIGHT to meet and discuss the IAM with your coworkers on the employer’s property during non-work time and in non-work areas. (Provided the meeting does not create a disturbance in the plant.)
IT’S YOUR RIGHT to write, sign and distribute letters, flyers or petitions supporting the IAM.
IT’S YOUR RIGHT to ask questions and take notes during captive audience meetings conducted by the employer.
IT’S YOUR RIGHT to make supportive statements for the IAM during captive audience meetings conducted by the company.

Don’t let management infringe on your rights!

Eliminate the fear factor by Signing your Authorization Card Today!


BSC Worker Appeals to His Co-workers for Support in Organizing a Better Boeing

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Am I someone you know?
I have a wife, kids, car payment, and a mortgage.  I am a BSC employee.
I work. I am on the floor helping with the building of the most advanced airliner in the world.
I started in the 88-20 building when the airplane numbers were in the single digits.
I started as a contractor.
I have worked 1st shift, 2nd shift, and 3rd shift.
My record for consecutive days worked is 19.
I have had too many days of 15+ hours.
I take pride in being one of the best at what I do.
I work.
I work hard.
I work smart.
I remember the day I heard Boeing chose South Carolina to build the new 787 line.
I could not wait for Boeing to come here and fix the things GA and Vought could never seem to get right.
I remember the pride I felt telling people I worked for Boeing.
I remember thinking, “Wow, I work for Boeing. I am going to retire from here.”
Do I sound familiar?
In the past five years, I have worked for seven different first line managers, and five second-level and three new directors.  Each came with their own goals, agendas, favorites, and process.
I used to be very outspoken about inefficiencies and waste, but found that to question why is not the path to success.
I was slow to pick this up.
I was moved to a new job.
It is wise to remember improvements and change flow top down, not bottom up.
Remember the time when our manager said…
“Boeing is a big company and there are lots of opportunities for you to grow your career.”
“Be happy you have a job. There are a thousand people trying to get in here.”
“You are no longer under consideration.”
It seems like wherever those “opportunities” are, you can’t get there from here.
I know you.
You are the lady who volunteers for the jobs no one wants, but gets denied the simplest request.
You are the guy on a team planned for 6 MTs, but made up of only 4 MTs.
You are first choice for NCs and hot jobs, but not “lead material.”
You are convinced that, between shareholders, executives, managers, and labor, labor is always going to be the last to reap any benefits and the first to sacrifice.
You are sure that no matter what management says, the majority of the problems and cost overruns at BSC are not caused by boots on the ground, but rather by butts in chairs.
You know me. We have so much in common.
We want to make Boeing South Carolina world class.
We have been patient.
We are tired of waiting.
We are ready for things to change for the better.
We know only time changes without action.
We are ready for our voices to be heard, and not to be targeted because of it.
We know it is time to unite, so it’s not one voice alone, but thousands demanding to be treated as valued professionals, not beasts of burden.
You know…It’s time.
You know it is time.
It’s time.
It’s time for the IAM.
It’s time to go to and sign your card.
It’s time to ask your co-workers if they signed theirs.
It’s time to be able to ask, “WHY?”

Changed Rules

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We need a better balance at BSC between the right to profit and the rights of those who produce these profits. A handful of wealthy CEOs and politicians have rigged the rules in their favor and hard work, ingenuity and perseverance are not rewarded the way they used to be. Wages ought to reflect a fair return on work. We can create an environment at BSC where working people have a say, including raising wages and improving benefits. BSC workers deserve fair and consistent work rules you can rely on. It’s important to show your support by signing an authorization card today.

Value Work

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America has so much good work to be done, roads to be paved, kids to be taught, energy to be generated. All work has value and all working people have rights. But when people are given a work schedule that constantly changes or told to work more for less, the workplace isn’t fair. We cannot allow anyone to be paid less than a living and left scrambling to retire. Your hard work at BSC should be recognized and rewarded. We must act together for fair wages. BSC workers deserve a grievance procedure that is structured and honest. It is important to show your support by signing an authorization card today.

New Rule Requires Employers to Disclose Use of Anti-union ‘Persuaders’

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P&C: “Boeing BSC will have to disclose agreements they have with third-party lawyers and consultants hired to help sway workers against union representation under a new rule outlined Wednesday by the U.S. Department of Labor. ”

Source Post and Courier website and 3/24/2016 article. Reporter David Wren

It has been stated many times during the current organizing campaign at BSC that the Company continues to pay high priced anti-union attorneys “persuaders.” The same persuaders that bombarded the workers with lies and misinformation about forming a union leading up to the April 22, 2015 election that was cancelled. These persuaders will do and say anything in the effort to be successful in keeping their client union free – in this example it’s Boeing South Carolina. These persuaders hide behind a curtain of secrecy and are free to use questionable tactics that intimidate or outright mislead workers.

When Boeing was asked to comment on the new rule that takes effect on July 1, the company spokesperson at BSC had no comment.

Read more here.


These Are the Issues Your Co-workers Asked Us to Address

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At the IAM’s last informational meeting, a few questions arose which your co-workers who are currently assisting the organizing drive want to share directly with you. They felt the discussion and answers to their questions, which were answered by the IAM, would also benefit those of you who did not attend the meeting.

Can the IAM ensure that if we get to another election with authorization cards it will not be cancelled?

When a majority of Boeing workers submit authorization cards, the IAM will file for an election. Rest assured that an election will happen this time around. With that said, it’s important to understand why the first election was cancelled.

Many times in large organizing campaigns, companies use expensive anti-union law firms that spread a rash of half-truths and lies. They also confuse workers with “information overload” and the old “give us a second chance” routine. That was exactly what Boeing did last year. Removing Jack Jones and bringing in Beverly Wyse, for instance, was all a choreographed effort to get a “second chance.” And these tactics were successful because they came at a time in the campaign where the IAM didn’t have enough time to counter the wave of misinformation.

The union campaign started to lose support, not because people didn’t want the union, but because they were being bombarded with scare tactics from the company. The union, meanwhile, was only able to speak to a fraction of the workforce. It was made clear at the time cancelling was a possibility because the tactics being deployed by the company were infringing on your right to have an election absent intimidation and harassment.

Today Boeing is still trying to scare workers. Just look at the billboards on Dorchester Road or the videos on the company’s Facebook page. Now that the second chance has played out and nothing has changed, hopefully you will see through the tricks and lies.

When is the next election?

Whenever a majority of workers at Boeing South Carolina sign an authorization card. You must, however, sign an authorization card dated after April 22, 2015. If an authorization card was submitted prior to the April 22, 2015 election it is no longer valid. The law does not allow authorization cards to be used twice when filing for an election. What that means is all authorization cards submitted to the National Labor Relations Board in April 2015, which is all cards filled out prior to that date, are no longer valid. The best thing anybody can do is simply submit an authorization card today at

What about bumping?

During the early stages of the organizing drive, Boeing convinced many workers that if the IAM was voted in, the workers from other IAM locations would have bumping rights to the South Carolina facility. That was an absolute, flat out lie – just another scare tactic from the company. Ironically, the company continued to bring in workers with Boeing time and applied Boeing time as seniority -thereby bumping down BSC workers. All the while, a union contract could have kept that from happening in the Boeing South Carolina plant.

How will seniority work going forward?

Seniority rights are something that will have to be negotiated between your negotiating committee and Boeing. Your negotiating committee will be made up of your co-workers and IAM staff. Your co-workers who have attended meetings want to see a contract that protects the BSC workers going forward. For example, the seniority for any new hire into BSC for layoff, promotion and shift preference would begin on their physical start date at BSC. To be fair to the current workers in BSC who have accumulated Boeing time from other locations, they will keep their seniority. A union contract will fix the seniority issue going forward.

Whenever the company wants to avoid their own policy or procedure they always use the term “Manager Discretion.” How will that work with a contract?

A collective bargaining agreement is a binding contract that is enforceable between the workers and the company. The company’s negotiating committee and your negotiating committee will work on coming to an agreement on things like work rules, seniority rights, wages and benefits, and more. You, the membership, will have the final decision to accept or reject what was decided at the table. You and your co-workers will vote on the contract. The committees come up with rules which are fair and reasonable. When a manager or supervisor infringes upon that contractual language, the worker has the right to call his/her union steward and have the contract language enforced.

Will the union run the shop floor?

Absolutely not. It remains the company’s responsibility to hire, fire and discipline. The over used phrase “the union only protects the lazy” is simply not true. Management always reserves the right to fire. The difference being, with a union, the punishment must fit the crime and the company must have “just cause” to implement discipline. The union protects good workers from nepotism, favoritism and unfair discipline. If an individual is disciplined because they truly did something wrong and does not change their behavior, then there is nothing the union can do to save that person from discipline or being terminated. The union wants the same thing as you and your co-workers want. As a work force we have to go to work and be productive. A good day’s pay for an honest day’s work. The work has to get done and the customer needs to rely on quality and timeliness. That is exactly why the Boeing Company and IAM members at other locations participate in improving everything from safety to production. But those IAM members enjoy the benefits of a contract.

Are there other IAM members in the area?

There are four contracts, including Kapstone Paper, L-3 Communications, Eagle Systems and Services, and the Delaware Resource Group. This does not include the workers at the Charleston airport that work for one of the major airlines. It is safe to say all the contracts mentioned above provide higher wages, good benefits, enforceable rules and protections for the workers. In all four of the locations, union membership is over 90%, with some at 100%. The high participation is because the workers understand the value of having a fair contract and a voice at work.

What about new hires that start at much higher pay rates than those that been with the company for many years?

The example given comes out of building 30. After the last leveling pay rate increase, Boeing offered contractors a rate of $17.75. (I assume) the contractors knew the rate was low compared to the industry standard and for the experience they brought to the job. A majority rejected Boeing’s first offer of $17.74 and the company came back with a much higher second offer in the area of $22.00 per hour. This demonstrates what is possible when workers stick together. The $22.00 per hour exceeds the current hourly pay of those individuals in the same area with similar responsibilities. This doesn’t mean the new hires are being overpaid. They did the right thing and are still nowhere close to being overpaid based on what others receive under a union contract for the same responsibilities in Washington State. I applaud those contractors. Actually this is an example about how the company took advantage of so many for so long, and continues to do so. Today many workers that already have dedicated years of service make much less than $22.00 per hour. A union contract will recognize folks as they build experience through time. It is safe to say the more years you put in to the job the more productive you become. That dedication should be reflected in pay increases you can rely on and not BGOs. Now you know why the company doesn’t want anybody talking about their pay out on the shop floor.

What about BGO – Business Goal Objectives?

As everybody knows, BGOs are very subjective and questionable. Can you rely on the BGO process to be fair for income? With a contract, you can rely on what you will be earning based on your time with the company. As you accumulate years with the company, you become more of an asset. You know your job, you are more productive, and your pay will reflect that in a union contract. In the current Everett, Washington contract, you know exactly when you will receive a raise that you can rely on when making life decisions. Most workers at BSC don’t realize Everett workers must be at top rate within their current classification by their 6 year anniversary date. Here in South Carolina, you don’t even know what your top rate is. You just can’t rely on something as subjective as the BGO process. The BGO process is designed to generate competition between workers that will keep wages down for everybody. The union contract provides for fair raises based on the person becoming more valuable to the company as time goes on. A union contract treats you as a valuable member of the workforce, a bread winner at home, and part of the community. Which sounds like the better deal – relying on the current subjective management BGO process? Or a guaranteed raise in pay on a known schedule based on work experience that is fair and free from favoritism?

It’s Hard To Give Up What You Don’t Have

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Nov Newsleter Photo for Website

Large successful companies are unified in trying to keep wages low and eliminate benefits. Without a contract, workers have no ability to fight back. Companies do it in the name of profits, shareholders and investor pressure. No one expects senior company officials to stand up for workers receiving higher wages. It’s not their job and it’s not their nature. Workers need an independent voice and the means to make company officials listen and re­spond. It is almost laughable when someone from management says “don’t give up your voice.” It’s hard to give up what you don’t have.


What Boeing Managers are NOT Saying

In her recent response to the IAM’s email, Beverly Wyse said, “trust is based on truthful and complete information.” She then went on to give you only half the story. Here’s what Boeing management is not telling you:

It was Boeing’s actions that led workers in Seattle to strike.
Boeing workers in Seattle voted by a 2/3 margin to go on strike. They did so because Boeing presented them with a contract that failed to meet the needs of members and their families. It was Boeing’s actions that pushed an overwhelming majority of Machinists to strike. NOT the actions of the IAM. The result of that strike, for the record, was an improved contract. Across all IAM locations, it’s the members who decide if they want to go on strike. Those impacted by a contract take two votes. The first is an up or down vote on the contract. A simple majority is needed to accept a contract. The second vote is the strike vote. It takes 2/3 of the membership to approve a strike. When 2/3 approve a strike then it’s fair to say the membership is in full agreement that the company has greatly over-reached in some area.

Not everyone is taking a pay cut because they work “3,000 miles away.”
Is it correct to say Beverly Wyse currently receives her wages based on Washington State? Do you honestly think she said, “wait, stop the money train!! – if I am going to South Carolina I should be paid less?” Managers, engineers and contractors receive an industry wage that is competitive with places like Washington State. Why shouldn’t the majority of the BSC hourly workers?

Many workers in North Charleston are making wages competitive with other states.
Boeing managers repeatedly fail to mention the IAM has contracts right here in N. Charleston covering members at Kapstone paper, the C17 program at the Air Force base and at the Charleston Airport that pay wages at the national industry standard. They also fail to mention IAM contracts at aerospace shops like Pratt & Whitney, General Electric, Lockheed Martin and Raytheon that do the same. Not to mention the many other North Charleston unions that have contracts with employers that provide higher wages than Boeing.

Boeing broke the law by retaliating against IAM members in Seattle.
This is a direct quote from the NLRB website: “The investigation found that Boeing officials communicated the unlawful motivation in multiple statements to employees and the media. For example, a senior Boeing official said in a videotaped interview with the Seattle Times newspaper: “The overriding factor (in transferring the line) was not the business climate. And it was not the wages we’re paying today. It was that we cannot afford to have a work stoppage, you know, every three years.” (Note -that logic is way off base and would mean 26 strikes over 80 years – a number that is so factually incorrect, it’s scary.) The real issue is Boeing retaliated against the workers’ protected rights. Boeing broke the law and is trying desperately to say the Machinists Union tried to take your job – when the truth is the IAM was protecting all workers’ rights. The NLRB scenario was brought on by Boeing – period.


Our Email Response to Beverly Wyse

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Nov. 5, 2015 – I posted an image of a recent communication from Beverly Wyse concerning the IAM – I would like to share our email response to Beverly.


It’s my understanding that you came from a union family. So, you understand how important good union wages can be for workers and their loved ones. That’s one of the reasons I’m so optimistic about the future at BSC. Although we’re not there yet, I look forward to a time when both the IAM and the hourly BSC negotiating committee can sit down with you and your management team to discuss the continued success of BSC.

As you know from your time at the Seattle Boeing facility, there is a tremendous amount a collective bargaining agreement can do to improve the experience on the shop floor. There’s a great deal of stability that accompanies policies and procedures laid out in a written contract. It gives both your supervisors and hourly workers something to look to on a daily basis for consistency.

A union contract also means a fair wages here at BSC. A fair pay scale will allow folks to make life decisions outside of work with the comfort of knowing their hourly pay can sustain those day-to-day life decisions. I remain puzzled as to why you don’t express the reality that the folks under other IAM/Boeing contracts are receiving higher wages. You continue to mention how if the workers in South Carolina elect to go union they may lose. Do you plan on taking away from the workers that you praise so much for the success of BSC? I would hope you would respect their decision and bargain with them in good faith.

As for your recent communications, I would like to thank you for accurately explaining the new NLRB rule changes related to signing an online authorization card. As you are well aware, the workers can visit and simply select “sign a card”. I do feel obligated, however, to correct one issue regarding those communications. At this time, we are not visiting folks at home. If we do decide to share information by visiting folks who have questions or want more information, we will contact your office beforehand so you can express your concerns with the workforce.

I still believe there is a lot of good work the IAM can do at BSC. I am fully aware your success is based on the ability to maximize profit by keeping costs low and wages down – all while increasing production. I would ask that you refrain from the use of scare tactics, however. It is not productive. Nor is it professional.

The Boeing Company could easily afford to provide the upward mobility that accompanies a union contract for their hard working workforce in South Carolina. Hopefully, that’s something we see in the near future.


International Association of Machinists & Aerospace Workers

Bev Wyse Letter

Boeing Workers Now Have Access to Electronic Authorization Cards

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IMPORTANT – On September 1st, the National Labor Relations Board adopted a final rule which allows for electronic signatures on authorizations cards.  Starting immediately, all hourly Boeing workers can sign an authorization card by simply clicking the link provided below.

From the privacy of your home or handheld device, you can choose to join your co-workers in supporting the current organizing campaign for a better Boeing for all workers.

The same legal protections that apply to hard copy cards also apply to electronic authorization cards– No employer has the authority or privilege to see these cards.  Please read the comment below from the NLRB General Counsel:


“This policy enables the Board to expeditiously determine whether representation proceedings are warranted and to do so in a manner, that to the maximum extent possible, preserves the secrecy of the individual employees’ views”.

Authorization cards are used to show support for the union and to petition the National Labor Relations Board for a representation election.

Click the link below to say, YES! I WANT THE IAM.

YOUR Contract…YOUR Seniority!

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During the organizing campaign leading up to the April 2015 vote, one issue was addressed in the December 2014 IAM newsletter that seems to be very relevant today. The concern was, “will Boeing workers from Everett, Washington have the right to bump a BSC employee under an IAM contract?” This was a scare tactic being put out there from Boeing management. Now, here we are in November of 2015 and Boeing management is turning your fears into reality, precisely because you DON’T have a contract to protect your BSC seniority. Right now BSC hourly workers have no seniority protection except for what Boeing sees fit to call seniority and what works for Boeing today simply can change at any time in the future without a contract.

Right now, other Boeing facilities that have a union contract can actually negotiate in their contract that their seniority does apply at BSC and Boeing management could accept those terms. Your contract is crafted from the desires of the membership at BSC and nowhere else.  You and your coworkers alone will vote on the terms of your contract, including how seniority works at BSC.

What we told you in the December 2014 newsletter is as true today as it was then, “As it stands now, you don’t have a contract that lays out seniority procedures. Period!”  Only you can change how seniority is handled at BSC.  You can change it by signing an authorization card, becoming a union workplace and negotiating your own contract here at BSC.

Sign your electronic authorization card today:

Thank you,

Michael Evans


Office (843) 640-3106