We're Close_Nov8

We’re Close

‘AECTOHMRWEEPSLETORIYILNELEGS Oyeha,h? You gotta give James McNerney, past Local management knows you have options and it scares the crap out of them.’Boeing CEO, credit for saying what’s really on But having an option, and deciding to go for it are two different things. management’s mind—before he went scram- bling for an awkward apology. It’s time to decide. The problem is that today there are Carbon copies of that management thinking right here in South Carolina.

We’re CloseYou may have noticed various communications from the Machinists Union in recent weeks stating,“We’re Close.” I just wanted to take a minute to talk about what that means. Right now, we’re close tofiling a petition on your behalf to hold a secret-ballot union election at Boeing.That is certainly enough to prompt management to bombard you with a multi-million dollar anti-unioncampaign. There will be smear tactics. There will be misleading statements. There will be flat out lies. Weknow this because that’s exactly what happened last time we got close to holding a union election.Don’t be distracted, however. We have an opportunity in front of us that represents so much more thanjust holding and winning an election. We’re close to creating a strong, sustainable union that can standup to one of our nation’s largest corporations and say, “We deserve better.” When you do that—and Ibelieve you will—you will have given yourselves the opportunity to sit down with management andnegotiate over the issues that matter to you. Yes, it’s about wages that are in line with individuals who dothe same work you do for more money.But, more importantly, it’s about fairness and respect. It’s about securing the type of job that providesyou a better life. The alternative is a Boeing South Carolina in which management can say and do what-ever they want. In a workplace where layoffs are likely and raises are subjective, management discretionshould scare you half to death.Consider this booklet an extension of your most active pro-union coworkers. They have already spenthours upon hours discussing the issues relevant to Boeing South Carolina and fighting on your behalfto make things better. This is what they feel you should know—and expect—heading into the comingweeks.This is a chance to plot out a better life for you and your family. We’re close ...In solidarity,Mike EvansIAM Organizer



Nothing But NoiseEver wonder why management is fighting so hard to keep you from forming a union? Is it because theycare so much about you? Their insistence you don’t deserve the same pay as those building the sameplane in Seattle suggests otherwise. Is it because they are concerned about their bottom line? Not ifthey’re spending millions on anti-union lawyers. Or is it because right now they have all of the power?Maybe they’re scared if you stand together they will actually have to listen to what you have to say. Thebottom line is management’s anti-union campaign is meant to create a lot of noise and distract youfrom the real issue—there are problems at Boeing South Carolina that only a union negotiated contractcan fix. In the coming weeks, you can expect management to try and create a lot of noise by rehashingsome of the same old tired topics they’ve harped on for the past two years—strikes, dues and bumping.Certainly there are better ways they could spend their time and money. Paying the workers who areactually building the product what they deserve would be a start. Here’s the truth on some of the issuesmanagement will bring up.Strikes. Strikes get a lot of publicity, but the odds you will ever go on strike are slim. Every year, nine-ty-eight percent of all IAM contracts are negotiated without a strike, through businesslike, professionalnegotiations with the employer. The IAM Constitution ensures no one in the IAM can order or force amajority of members to strike against their will. Members covered by the contract are notified and giventhe chance to vote on the proposed agreement and on whether to strike. It takes a simple majority (50%+ 1) of those voting to accept a contract. It takes a two-thirds majority to strike. With that said, sometimesunion members have to strike. It’s a source of power and often times it’s the difference between a so-soand great collective bargaining agreement.Dues. Your dues are right now set to be $68 a month. That amount may change slightly when you, asunion members, propose and approve your local lodge bylaws. It’s safe to say, however, your dues willmost likely be somewhere between $60 and $70 a month. Per the IAM constitution, no dues will bepaid until a contract is ratified by the membership. Dues get used for many important things such asbargaining support, education, donations to community causes, arbitration and legal services. Contraryto what you may hear elsewhere, no IAM dues dollars are ever spent to make contributions to politicalcandidates, from any party.Bumping. Management is trying to convince you that if the IAM was voted in, the workers from otherIAM locations would have bumping rights to the South Carolina facility. This is a flat out lie. Ironically, thecompany continued to bring in workers with Boeing time and applied Boeing time as seniority—therebybumping down BSC workers. All the while, a union contract could have kept that from happening in theBoeing South Carolina plant.They’ll no doubt be more. Again—nothing but noise. Take the time to ask questions and learn the facts.

‘Go Inconsistency!’ said nobody except local management.

Power GrabWhat you have in front of you is the opportunity to shift the balance of power in South Carolina. Takeadvantage of that while you still can. This is just a sampling of what you stand to accomplish:Negotiating Collectively = Voice. A union job means the guarantee of a contract that establishes“wages, hours and terms and conditions of work.” A typical contract ensures things such as raises; vaca-tions and holidays; medical, dental and vision coverage; sick leave; and transfer and promotion rights(just to name a few) can’t be changed on a whim by management. As an IAM member, you and yourco-workers vote to approve or reject any proposed agreement.Safeguards Against Job Loss. Seniority is a staple of any union negotiated contract. It’s a way toeliminate favoritism, nepotism and the buddy system when it comes to things like layoffs. Seniority forany new hire into BSC for layoff, promotion and shift preference would begin on their physical startdate. Every union contract also has another vital form of job security: a system of “due process” thatmanagement must follow. Management must present evidence to justify disciplinary actions, includingterminations, and union workers have their own representatives to present evidence and testimony ontheir behalf. Union contracts may also provide protection to workers by limiting the employer’s right tosubcontract and outsource work.Bye Bye BGO’s. BGOs are subjective and questionable. The process is designed to generate competitionbetween workers that will keep wages down for everybody. With a negotiated contract, you can rely onwhat you will be earning based on your time with the company. As you accumulate years, you becomemore of an asset. You know your job, you are more productive, and your pay will reflect that in a unioncontract. In the current Everett, Washington contract, you know exactly when you will receive a raise thatyou can rely on when making life decisions. Most workers at BSC don’t realize Everett workers must be attop rate within their current classification by their six-year anniversary date. Here in South Carolina, youdon’t even know what your top rate is.Respect. With a voice on the job comes respect. Managers will no longer be able to make the rules upas they go—dodging your concerns and treating you like second class citizens. Your union negotiatedcontract allows you to do your job without worrying about unfair retaliation or treatment. The IAM willstand shoulder-to-shoulder with you to make sure it’s enforced. That’s peace of mind. That’s respect.Wages. It’s a plain, simple fact—union members earn more money. You don’t have to look any furtherthan IAM members in Seattle building the exact same plane to see the evidence. Management will tryto distract you by claiming that Seattle is a more expensive “market.” The bottom line is this: the averagehourly rate in Seattle is $8 more than in North Charleston. Out-of-pocket health care costs are also less inSeattle. Add it all up and IAM members building the same plane as you have more purchasing power.

Are you part of this world? If you haven’t already,sign an A-Card at BoeingWorkers.com. Join the conversation on Boeing Workers at South Carolina.• Ask us questions • Visit in person at• Attend a Q & A session 7025 Dorchester Rd• Know your legal rights N Charleston, SC 29418 Monday–Friday, 10 am–4 pm Visit NLRB.gov.• Call 843-640-3106 • [email protected]. Prestigious. And Organized.