The Southern Territory and Woodworkers Department 31 Guns in 31 Days Raffle drawing kicks off on December 1, with a winner being drawn every day in December. The raffle benefits the Guide Dogs of America and Tender Loving Canines (GDA).
Last year, GDA completed a merger with Tender Loving Canines, and now provides hardworking service dogs for people who are blind/visually impaired, veterans, and individuals with autism to become trusted companions that bring confidence, independence, and mobility.
The organization’s services are provided free of charge to residents in the U.S. and Canada.
For the first time in two years, Guide Dogs of America held its in-person Las Vegas charity weekend in mid-November, raising funds to help people with blindness, visual impairment, veterans with PTSD and children with autism. The organization provides service dogs free of charge and pays for the raising, training and transportation of students and their guides.
Today is Giving Tuesday, a day for people across the world to give back to their communities and to help their favorite charities. The IAM’s favorite charity, Guide Dogs of America/Tender Loving Canines, is asking for your support.
A generous donor has offered to match dollar for dollar the first $100,000 raised, so your generosity can make twice the impact. Please donate today to help transform lives by bringing a service dog to someone in need.
GDA recently completed a merger with Tender Loving Canines, and now provides hardworking service dogs for people who are blind/visually impaired, veterans, individuals with autism, and facilities to become trusted companions that bring confidence, independence, and mobility. Their services are provided free of charge to residents in the U.S. and Canada.
The IAM Communications Department has been recognized as one of the best communications teams in the labor movement by winning three awards in the International Labor Communications Association’s 2021 Labor Media Contest.
The annual ILCA Labor Media Awards Contest recognizes excellence among union publications, websites, film, video, and other media. It is the first and largest competition exclusively for labor journalists. The 2021 winners represent the best work in labor communications and promote the highest standards of labor journalism during the 2020 calendar year.
The IAM Communications Department won awards from the IAM Journal, earned media and in video production.
ILCA’s Saul Miller award highlights writing related to some of the key activities of unions: organizing, collective bargaining and political action. The awards honor the late Saul Miller, a director of the AFL-CIO Department of Information and a founder of ILCA.
Here are the awards received by the IAM:
First Place
Writing – Saul Miller Awards – Collective Bargaining
Thirteen years ago, Kyle Lokkesmoe was surfing the internet, looking for a job. He came across a post that caught his eye: Culligan, a global water treatment company in Minnetonka, MN, was hiring for jobs at more than $24 an hour.
“That’s a good paying job,” Lokkesmoe remembers thinking.
He applied and was hired. Lokkesmoe says if he had seen a similar job posting earlier this year, things would have been much different, because the company was advertising lower wages that were nowhere near the wages that attracted him in the first place.
“With the two-tier system, the starting wage is under that and there is no way I would have clicked on the job posting,” said Lokkesmoe.
Lokkesmoe’s story is typical of colleagues who work side-by-side, doing the same job, but earn different wages on two different scales. Whether they’re called Tier 1 and Tier 2 or “A” Scale and “B” Scale, the results are always negative. They create an environment with low morale, resulting in stress and poor attendance.
“It was bad,” said Lokkesmoe, a shop steward at Culligan who was on the negotiating committee this past summer. “We all knew that it had to go away. It was not going to move ahead smoothly if we had a two-tier pay scale in our shop.”
The Fairness Factor
“How is it even remotely fair that you have two people doing the exact work, driving the exact same trucks, wearing the same uniform and one is making two to three dollars more an hour, four dollars more an hour?” asked IAM District 77 Directing Business Representative John Steigauf.
IAM Local 459 members are now celebrating the elimination of the two-tier wage scale at Culligan, but the victory came after a fight for fairness, during which all members stuck together, four years after the divisive system began.
“It showed that we were all in it together, doing the right thing,” said Lokkesmoe.
It all started when the Local 459 Negotiating Committee met with the company last year to negotiate a one-year contract during the height of the pandemic, says IAM District 77 Business Representative Andrew Peltier.
“The company came out during a pandemic and said we appreciate all the work you guys do. We want to give you a 1% raise,” said Peltier.
But when profits took off later in the year, office employees were given a 3% raise, plus a 10% bonus. This created further animosity and lowered morale even more on the shop floor.
“They never really went back and addressed anything with the people that are actually on the shop floor, loading the trucks, delivering the materials to the customers, going into the customers’ houses [in the midst of a pandemic] and installing commercial and residential softeners and products,” Peltier said. “If you didn’t have the people doing this during the pandemic, you wouldn’t have these record profits.”
This time around, with a change in management, the Negotiating Committee had the two-tier wage system at the top of their priority list, in addition to a wage increase. The company compromised, as well, by showing a willingness to sit down at the bargaining table, share financial information and work together to make it happen.
“During negotiations, we were very adamant this had to happen,” Lokkesmoe said. “I think they understood, too. They were having a really hard time hiring anyone on the lower scale.”
Remaining positive helped, according to Peltier.
“We want to see the company stick around and be able to service their customers, be able to produce what they need to produce; however, we also need to be treated fairly,” said Peltier.
Lokkesmoe says he no longer sees animosity on the shop floor between workers.
“The wages are so much more enticing,” said Peltier. “[The contract] also gives them an opportunity to progress within the company and move up from classification to classification.”
Older members with more experience realized that younger members gaining experience needed this change more than themselves. Peltier remembers shop stewards telling him, “we need to make this fair, so we can keep people around, so when we’re ready to step down or retire, we can leave this place better for the people behind us.”
Steigauf said the committee kept negotiations fact-based. The company hadn’t been following the two-tier wage structure anyway, so it was easier to argue at the bargaining table.
“Just really do your homework,” said Steigauf. “Bury them with facts. You can’t argue facts.”
The local ratified the one-year agreement on August 2, continuing the relationship the IAM has had with Culligan since the first contract was ratified on August 8, 1967.
Elimination, Gaps and Paths
The union may not win every battle against two-tier wages, but the war rages on with continuous and gradual success throughout the Midwest. While all locals fight to eliminate the system in its entirety, others have succeeded in either narrowing the gap or creating a path from Tier 2 to Tier 1, when elimination has proven unsuccessful. IAM Local 387 in St. Louis created such a path when it ratified a new contract with GKN Aerospace in February.
“We thought that if we didn’t try to fix the issue, Tier 2 would be all there was,” said IAM District 837 Directing Business Representative Tom Boelling. “We didn’t want to lose the higher pay scale.”
Boelling said the negotiating committee had to think outside the box with an alternative to Tier 2. The committee proposed a wage structure that used percentages.
The end result was that “the company has to maintain 70% of their employees in the Tier 1 pay scale,” said Boelling. “It doesn’t go by classification; it goes by the total number of employees.”
The union reviews the numbers with the company quarterly to make sure both are on the same page, after new hires and retirements.
“We’ve really gotten a lot of positive feedback,” said Boelling.
“It has been an overwhelming boost in morale in the shop with the 70/30,” said IAM Local 387 President and GKN Plant Chair Joe Blanke. “After two quarters, more than 30 people have moved already. I feel like it’s a viable avenue to get to the top tier scale.”
While committee members went into negotiations with the goal of eliminating the two tiers, they had backup plans in case the company continued to reject the idea.
“Just have a plan, come up with several ideas, so you can see what sticks,” said Blanke. “So if you can’t eliminate it completely, come up with something creative to stop the bleeding.”
GKN had been using a two-tier wage structure since 2012. IAM members saw the effects of the change immediately.
“We were seeing it happen. We were experiencing it right away,” said Blanke, who adds that it’s good for a company to give incentives because it keeps workers around. “We also had an improvement on our wage progression, so the combination of both of those things was huge. They’re going to progress at a higher rate than they did in the past. It’s all about money now. This is another thing that will tie someone to a company. It’s more of a career here, than take what I can and leave.”
“The two-tier wage system is damaging, not only to the worker, but to the company,” said IAM Midwest Territory General Vice President Steve Galloway. “It’s time to end this practice of pitting one employee against another and pay workers what they deserve for their hard work. Bargaining committees about to begin negotiations can use what happened at Culligan and GKN as examples of how not giving up can get workers closer to their ideal contract.”
“Anything is possible,” said Boelling. “Make sure you’re really clear. It might not affect you now, but in the future these things might affect you, so stick together.”
Higher wages take care of the workers and their families who help our world thrive. Negotiations allow members to understand what is at stake and the value of their union, comprised of everyday workers just trying to make a difference in their lives.
Peltier’s mantra is, “prepare for disaster, but hope for the best.”
Boelling agrees, saying, “stick together. Solidarity is big.”
The year 2020 was a time no one will forget. But for many of our IAM brothers and sisters, it will be 2021 that leaves a hole in their hearts. That was when the Machinists Union had to say goodbye to a hero of working people.
Without notice, our union family lost one of its own when IAM Western Territory Grand Lodge Representative Maria Santiago Lillis was taken from this world far too soon. Working families everywhere lost a champion and our union family wept.
But her life’s work left an indelible mark on the IAM and her legacy will live on for generations through the successes of the people she helped. Her union family and allies stand stronger today because of her dedication and her sacrifices for the greater good.
”She just knocked down barriers with her grace. She used to say, ‘our job is about honor and service. It’s not about making yourself look better,’” said IAM Western Territory General Vice President Gary R. Allen. “All we can do now is try to live up to her legacy.”
As a woman and the IAM’s most senior Grand Lodge Representative, Lillis was led by three core values that she believed could change the union, and the world, for working people. In the Western Territory, they honor the life of Sister Lillis by ensuring that diversity, advocacy and mentoring remain the cornerstones of the work they do.
The IAM has celebrated a lot of firsts. In 1911, the Machinists Union was one of the first in the labor movement to admit women with equal rights. In 1948, the IAM opened membership to all, regardless of race or color, and 1996 brought the creation of the first IAM’s women’s department. Today, we celebrate having a slew of barrier breakers on the Executive Council who are paving the way for the future, from all backgrounds and walks of life, including International President Robert Martinez Jr., the first Latino in North America to head a major international union.
In Seattle, IAM District 751 is again making history with the appointment of Jason Chan to Chief of Staff, the union’s first Asian American to hold that position. Chan understands the responsibility and privilege that comes with the appointment and he’s honored to have the opportunity.
“I’m proud to be the first in this role but it shouldn’t end here,“ said Chan. “It’s my job to inspire someone to do this one day and I’d like to think, if I haven’t already, I will.”
Chan recognizes the importance of his role. Raised as an only child by a single mom, she taught him about hard work and his heritage. He’s seen at home, and on the job, how much it matters to have someone in your corner who shares your values and background..
“We need a diverse union leadership to bring different perspectives and backgrounds so that we make sure that everyone has a seat at the table and that their opinion, needs and intentions are discussed and factored in to our goals,” explained Chan.
Allen has always believed that diversity is the key to success for our union. Initiated into the IAM in 1979, he’s watched as the Machinists Union took great strides to create one of the most diverse memberships found in the labor movement.
“I can remember when I was a young man coming up in this union and all I saw were white faces. And every time I saw someone of a difference race, I gravitated toward that person because we were the only two in the room,” said Allen. “Now there’s a lot more in the room and it’s a testament to our union.”
That diversity is now a driving factor throughout the IAM. Like Allen, the Machinists Union understands better representation equals better advocacy, so it matters that everyone has a seat at the table. It was the same conviction Sister Lillis held, to be better advocates, we have to share the members’ values and understand their backgrounds.
“I wasn’t even looking for diversity even though that’s what I got,” said IAM District 947 President and Directing Business Representative Sal Vasquez. “I was looking for the best leaders and advocates for Machinists Union members, and those people just happen to be as diverse as the membership we represent here in the district.”
Today, those diverse voices bring new solutions and different approaches to taking care of the our members, creating better advocates that work together to pave the way for the Machinists Union of the future.
“Like any basketball team, I have my LeBron James, my Kobe Bryant, my Shaq and all these elements, all these different walks of life, come together and gel,” explained Vasquez. “When you bring them together as one team, there’s no mission that can’t be accomplished.”
IAM Local 519 Directing Business Representative Denise Heath, who represents members in Arizona and Las Vegas, saw firsthand how important it was for everyone to be part of the conversation. She worked as an air traffic controller in a male-dominated field. Being a women helped her to be a better advocate for her team.
“When I was a shop steward, there were about ten women in our group of 100 and about five of them were in their mid 30s and starting to have babies,” said Heath. “It occurred to me that we had not provided any place for these women to nurse and store their milk. That was something we needed to solve right away, and we did.”
It’s lessons like that which Heath credits as making her a better union advocate. Finding those concerns that may only apply to a small group and addressing them, lets her members know she is gong to be there for them, night and day, no matter the issue.
“I always tell the members, we are here to get you whatever you need,” said Heath. “That’s our job. It’s not my contract, it’s your contract and we need you to tell us what is important to you.”
Allen couldn’t agree more.
“We are advocates for the membership. If they see value in what you do, they will participate,” said Allen.
Being the best advocate possible is exactly how Sister Lillis lived.
Vasquez remembers fondly the advice she gave him at the beginning of his career when it came to advocacy.
“Be patient, just breathe,” Vasquez remembers Lillis telling him. “You are running a marathon, not a race.”
Words that will continue to ring true for generations to come.
How can I help?
If you knew Sister Lillis, there’s a good chance she posed that question to you often. Those words became synonymous with who she was and how much value she placed on mentoring.
“Since our union started, the men in this organization have always had a mentor to look up to,” said Bonnie Kosten, IAM District 160 Business Representative. “And unfortunately as a woman, that hasn’t always been the case until recently. I am fortunate that Maria was one of my mentors.”
Kosten is not the only one who has seen the benefits of Sister Lillis’ head and heart. And to ensure that every woman in the Machinists Union will always have access to a mentor, the IAM has created the “LEADS” program, which stands for “Leadership Excellence Assembly of Dedicated Sisters.” LEADS is a mentoring program administered by the Women’s and Human Rights Department and the Winpisinger Center that is designed to ensure the continuation of the advancement of IAM women by offering new avenues to leadership for our union sisters.
To further continue the lasting legacy of Sister Lillis and her dedication to mentoring, the IAM Executive Council, in conjunction with the IAM’s Women’s and Human Rights Department, has instituted the Maria Santiago Lillis Advocacy Day – A Commitment to Serve (ACTS). Every year on August 10, in honor of her birthday, the IAM will engage members on the values held by Sister Lillis in the union’s fight for workers’ rights, human rights and social justice for all.
“I am always in the market to find my replacement,” said Vasquez. “I was given the opportunity when I was hired to serve and I value that as Maria did. Mentoring is like a plant. You water it, give it the nutrients it needs, put it in good soil and it will grow. Same with people.”
The Western Territory still grieves for Sister Lillis but together they vow to preserve the values that made her a tireless and fierce advocate for working families.
“The greatest gift Maria Santiago Lillis gave me was her time. She always made time for me if I had a question, needed help or just needed someone to talk to, that was Maria,” remembers Kosten.
“We are going to try to live up to her legacy. That’s all we can do,” said Allen. “We improve lives and she was a master at doing that and if we stay on that path, there’s no better way we can honor her life and all she did for our union family. I will never stop missing her and neither will the working families who are better off today after meeting Sister Lillis.”
It is said there is not a bigger joy than helping others in distressed times. The housekeeping crew at the IAM Winpisinger Center exemplifies that sentiment each and every day by keeping the school clean and safe for IAM members attending class.
Once the IAM deemed their return to work in May safe, they were up to the challenge of getting the facility up and running again.
Since the center was closed due to the pandemic for over a year, the crew had the daunting challenge of bringing the school back to the pristine condition we have all grown accustomed to. They have worked tirelessly since, needing about three months of intense cleaning to get the center ready for its reopening of in-person classes in August.
“We had to put our school back together,” said Barbara Means, a 12-year IAM Housekeeper. “Since the campus was closed for so long, when we returned, we had about triple the work we normally have. It is still an ongoing process to keep it clean inside and out.”
In many ways, they are the center’s unsung heroes.
“The housekeeping staff at the Winpisinger Center are true heroes in my eyes,” said Winpisinger Center Director Chris Wagoner. “There is no way we would have been able to re-open our new school and continue to remain open without them. I am in awe of the work they do every day. There are no words that could truly capture my gratitude for them and all that they do for the center and IAM members.”
“I love this building and our crew,” said Tammy Carey, Housekeeping Supervisor. “We helped bring the school back to life. It feels great to know we are doing our part in taking care of the students so they can concentrate on their classes without worrying about their safety. We thank Chris and all the teachers who were always available to take our calls when we were furloughed and continue to support us in any way we may need.”
The IAM recognizes the holiday season can be a stressful time for many Machinists members, staff and family members.
At any time, anyone can encounter problems associated with, but not limited to; substance abuse and addictions, mental health, stress, anxiety, depression, financial hardship and socioeconomic issues.
These are serious matters that cause problems by worsening the situation and negatively impacting the quality of life for many of our members.
If you’re feeling depressed, alone or just need to talk to someone, your IAM Employee Assistance and Addiction Services Program stands ready to assist members, staff and their families 24/7.
IAM EAP Services can be accessed by emailing iameap@iamaw.org or by calling 301-335-0735.
IAM Addiction Services can be reached by calling 1-888-250-4IAM (4426).
Your IAM EAP and Addiction Services program provides confidential assistance services to IAM members, staff and family members.
We stand ready to assist with prevention, intervention, assessment, directed care and follow-up services so our members can resume and maintain their quality of life and work.
Learn about the Eight Dimensions of Wellness, as provided by the Substance Abuse and Mental Health Services Administration.
Please take care of yourself, family, sisters, brothers and friends during the holiday season and remember, the IAM EAP and Retirees Department stands ready to help.
The IAM’s Corporation for Re-Employment and Safety Training (CREST) recently spearheaded a webinar to help drum up participation in skilled trade apprenticeships in New Jersey. The event, which touted the District 15 Automotive Technician and Diesel Mechanic Apprenticeship Training Program, coincided with National Apprenticeship Week activities in the Garden State.
Ira Stern, the IAM’s New Jersey Training and Apprenticeship Coordinator, led a presentation of the union’s apprenticeship opportunities in collaboration with the Passaic County Workplace Development Board. In addition to the IAM, the event included presentations from a representative for building trade unions, AFSCME District 1199J, which represents health care workers and the International Alliance of Theatrical Stage Employees (IATSE).
Stern shared testimonials from participants of the IAM program, which works with local employers like Penske and Hudson Toyota in Jersey City, N.J.
The IAM apprenticeship program receives funding from the New Jersey (NJ) Department of Labor and Workforce Development as part of their Youth Transition To Work (YTTW) program. The YTTW provides funding to help young people move from high school into occupations through apprenticeship training.
Introduction to Career Opportunities
“This was a great opportunity to introduce many young students to a high paying career alternative to going to college,” Stern said. “The IAM’s diesel and mechanic apprenticeship has introduced many people to great and rewarding work that pays a good wage and sets them up for a great career. This apprenticeship also answers the call to provide a steady stream of qualified and well-trained workers for the demands of our union employers.”
The event was attended by students and educators, and included remarks from New Jersey Labor Secretary Robert Asaro-Angelo, who lauded apprenticeships as a vital tool to prepare the state for more job opportunities.
The webinar was just a snapshot of the several events the IAM was involved in as part of the National Apprenticeship Week. The IAM has several apprenticeship programs throughout the country, all efforts to introduce young workers to many trades.
“These apprenticeships are a great chance to introduce students to rewarding career opportunities,” said Michael Oathout, IAM Director of Safety & Health, Apprenticeships and Scholarships. “These apprentices are earning good compensation as they’re learning on the job. These apprenticeships also offer a solution for employers seeking good, qualified workers. It’s a win-win for everyone.”
The International Association of Machinists and Aerospace Workers (IAM) applauds the U.S. House passage of the Build Back Better Act (H.R. 5376), a bill that would invest in the nation’s working people.
“I want to thank the U.S. House members who voted in favor of this crucial bill that gives much-needed support to our nation’s workforce. These are important provisions like Child Tax Credit, child care, workplace development and access to clean energy jobs just to name a few,” said IAM International President Robert Martinez, Jr. “This legislation embraces a pro-worker agenda that provides millions of working families with the resources and opportunities of better wages and benefits.”
Highlights of the Build Back Better bill:
Invests a total $390 billion for the child care initiative and the universal preschool initiative.
Provides $20 billion in workforce development programs.
Provides $9.5 billion in public health infrastructure and workforce.
Provides $3.5 billion for domestic manufacturing conversion grants to automobile manufacturers and suppliers.
That diversity is now a driving factor throughout the IAM. Like Allen, the Machinists Union understands better representation equals better advocacy, so it matters that everyone has a seat at the table. It was the same conviction Sister Lillis held, to be better advocates, we have to share the members’ values and understand their backgrounds.
If you knew Sister Lillis, there’s a good chance she posed that question to you often. Those words became synonymous with who she was and how much value she placed on mentoring.
