The NLRB is an independent federal agency that protects the rights of private sector employees to join together to improve their wages and working conditions. The NLRB requests a list of employees in the proposed group/unit from Boeing. The NLRB then compares the signed union authorization cards to the list to determine if there is sufficient "showing of interest" (only 30% is required) among the group to call for an election.
- Appropriate bargaining unit - Labor union bargaining units are made up of employees who hold similar jobs and work descriptions sharing a community of interest with each other.
- Hearing - If the employer challenges the makeup of the proposed bargaining group/unit, the NLRB holds a hearing with the company and union. In our case, Boeing challenged and insisted on a hearing. Our hearing took four days.
- Decision - If the NLRB rules on behalf of the employees, the appropriate bargaining unit and the employees included in the unit are determined. These are the employees who will vote in the union representation election.
- Election date set - Tthe NLRB sets a date and time for the election.
Our request is for all Standards, Safety and Technical pilots to vote for inclusion into the AMPA bargaing unit of SPEEA. An NLRB ruling counter to our request is unlikely based on the facts of our case. If such a ruling is made by the NLRB Regional Director, the Standards, Safety and Technical pilots would evaluate options and determine a course that would keep us united and bring the union representation we need.
The petiton we filed seeks an "Armour/Globe" election, a common way for employees to join an existing union bargaining unit, rather than create a new bargaining unit and negotiate a new contract. Boeing Facility engineers used the Armour/Globe process in 1999 to join the SPEEA Professional Unit. The written decision from that NLRB hearing calling for an Amour/Globe election is available from the link below.
Read the decision from the NLRB from 1999 for an Armour/Globe election for Facility engineers
Employees in the proposed bargaining unit will cast a "yes" or "no" vote on having SPEEA represent them for collective bargaining. Ballots are counted by an agent of the NLRB. If a simple majority of Standards, Safety and Technical pilots vote in favor of union representation, the NLRB issue a certification recognizing SPEEA as the exclusive bargaining representative of the employees.
The length of time from the start of the process to employees becoming union represented depends on many factors. Among these are how long it takes to gather enough authorization cards, if the company tries to delay the process (long hearings and extensions) and if the company mounts a campaign to discourage employees from joining a union.
Employees are now working together with a stronger voice at work. The employer is required by law to recognize the union and use the collective bargaining process to negotiate a legally-binding contract.
What happens after we vote to join the AMPA/SPEEA bargaining unit?
After votes are counted, we prepare for negotiations with Boeing. The SPEEA negotiations process is democratic and open. Standards, safety and technical pilots (ADPX) elect bargaining unit representatives to serve as our team. SPEEA professional staff and lawyers will assist our team with preparations and at the bargaining table. The negotiating team, with SPEEA staff, will survey ADPX pilots on issues, needs and general input regarding negotiations. This process allows our negotiation team to build a list of priorities, assemble supporting material and prepare for talks.
Does Boeing have to negotiate with us?
Yes, once ADPX pilots vote to join SPEEA, federal law requires Boeing to negotiate wages, benefits and working conditions with our group. The resulting contract is a legally binding document that must be followed and cannot be changed outside of negotiations.
AMPA has an existing contract. Why do we need to negotiate?
Negotiations will focus on issues relevant to ADPX pilots changing from non-represented employees to newly represented employees covered by the AMPA contract. Our negotiations will create an addendum to the AMPA contract with special provisions applicable to our group.
Both parties are free to negotiate any special provisions, with the caveat that the employer is not free to insist on a bargaining position which would “destroy the oneness of the collective bargaining unit.” If Boeing resists applying the contract or the adendum we will file unfair labor practice charges.
When are we covered by the contract?
The existing contract does not automatically apply until we reach agreement with Boeing and members vote to approve the contract adendum. Before agreement on the addendum is reached, pilots are in the collective bargaining unit, but not covered by the contract.
Can Boeing change elements of our employment (benefits, wages, etc.) during negotiations?
During negotiations, before impasse, Boeing cannot make unilateral changes to the terms and conditions of employment of the newly added employees.
Once we vote to join SPEEA, what happens to our current benefits?
Once ADPX pilots are represented, we can make proposals about how benefits will transfer. Hopefully, we can reach agreement with Boeing on an addendum to the SPEEA – AMPA contract long before the expiration of the existing contract on Feb. 9, 2013.Then, at the next round of general negotiations, standards, safety and technical (ADPX) pilots will negotiate as part of the overall AMPA unit.
AMPA union dues
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