Workgroup Integration Update

The following link will open a Frequently Asked Questions document that hopefully answers some of the questions everyone has about the pending workgroup integration.

I know from talking with many of you, that the biggest fear about being a member of a Union is that as a junior member you may be furloughed. That is a valid concern, but being furloughed can happen with or without a Union Contract. And Federal Law requires workgroup integration during a merger, regardless of whether there is a Union in place or not.

The difference is, with a Collective Bargaining Agreement, you will have certain rights and privileges that you would not otherwise have. Rights such as being recalled before the Company can hire someone new to replace you if you are furloughed. Guaranteed Salary, Paid Time Off, and Insurance benefits that with a CBA the Company could change on a whim. Most importantly though is the fact that YOU HAVE A VOICE in the matter!

Our OPEIU International Representatives, along with the Executive Boards of both Local 407 (Technical Staff) and Local 107 (Pilots) have been negotiating with the Company to address this integration issue. This will include a Voluntary Severance Plan (VSP) for furloughed employees. Click the link to read the FAQ.

If anyone has any questions or concerns, please contact us as soon as possible.

Time to Vote!

Well folks, we finally have our chance to vote for continued representation! We have finally received the Authorization Letter from the National Mediation Board and have a date scheduled. The Notice and Sample Instructions will be sent out on February 11, 2021. The Voting Instructions will be mailed to the employees on February 18, 2021.
The voting period will be from 12:01 a.m., ET, February 18, 2021, through March 11, 2021.

The tally will take place at the Board’s offices on March 11, at 2 p.m., ET.

The time to stand up for yourself is NOW! Let the Company know you matter and have a vested interest in your future and family’s well-being!

So basically, it comes down to who do you trust for your future; yourself having a voice in it, or just taking whatever management feels like giving you until they get tired of you? We are currently working on a letter addressing these issues. It would be great if you could encourage other Era employees to send me an email so I can add them to the mailing list. Each email I send goes out as a Blind Carbon Copy, so no email information is shared if they are concerned about being found out by the Company. Right now, all anyone hears is what the Company wants them to hear. How can anyone make an informed decision without knowing all the facts?