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The Craft Union
Charles A. Marsicek
There are currently ongoing negotiations for contracts among
the largest union which represents the maintenance community
and the airlines. And some of the facts are quite disturbing.
Unfortunately, technicians are a small minority in this union
and positions such as aircraft baggage handlers and clerical
workers are seeking the same level of compensation -- despite
the technician's much higher level of education and responsibility.
Given that this just doesn't seem fair and that technicians
are not represented properly in today's negotiations, it's time
to introduce you to a not-so-new concept in representation for
airline technicians -- craft unionism.
To help you understand a little about what craft unionism is
all about, the following tells you a bit about a craft union
that has been representing select groups of aircraft maintenance
personnel for 30 years.
The Aircraft Mechanics Fraternal Association (AMFA) was created
by a group of airline mechanics who were at a local industrial
union meeting and could not have their voices heard about their
problems with the airline. One reason was that they were a minority
classification within a majority of union members who had different
interests and agendas. The local officers didn't know about
mechanics' problems nor could they help with their dilemma.
It dawned on these newly hired mechanics that this approach
and mediocrity in representing their craft and their problems
could not continue.
This was the beginning of an idea to create a mechanics union
where the mechanics would be the majority in their own union
and would negotiate their own contract. In 1962, they created
a name and one of the most democratic constitutions in the labor
field. AMFA filed for its first election against an industrial
catchall union, which is a monolithic union that accepts anyone
they can organize and get to pay dues; they are not selective
about who they represent. They were on Ozark Airlines property
for 15 years.
In 1964-68 they defeated the industrial union on Ozark Airlines,
Pacific Airlines, and in 1970, on Hughes Airwest. Finally, they
negotiated their first contract on Ozark Airlines. Here they
found that strength in numbers was nothing but hyperbole perpetrated
by these large industrial unions.
Maybe unskilled workers need that "strength in numbers" hype
to get equitable contracts, but skilled workers have something
to offer to their employer. It was proven on Ozark Airlines
in the 1960s, 1970s, and 1980s that mechanics negotiated better
contracts than the industrial unions that represented three
to four times the number of members on the same carriers as
AMFA. Pilots are similar. They have a small membership in the
industry compared to the industrial unions, but they have better
contracts because they are skilled and sit in the left seat.
The AMFA is unique because it derives its dues voluntarily from
its associate members who are already active members in the
industrial unions. In contrast, the mechanics pay mandatory
dues to the industrial unions. This is how they have continued
the battle for their craft for 30 years. If there were no interest
in AMFA, it would have dissolved years ago because no one would
have financially supported it.
Some of the unique contractual language that AMFA fought for,
and has achieved in all their contracts, starts with a clause
that states, "The company recognizes the technician to be a
highly skilled individual who is dedicated to the progress of
commercial aviation and to the safety of flight by the practice
of quality aircraft maintenance." This is an example of the
association's commitment to the craft. Following this language,
AMFA built in clauses for the aforementioned experience recognition,
license premiums, an exceptional pension plan, and a long term
disability insurance plan.
The AMFA's constitution is very democratic. Local and national
officers and representatives are elected by the membership,
but can also be recalled by the membership. A petition signed
by 25 percent of the members begins the recall procedure. A
member only needs to be nominated from one local to get his
or her name on the ballot. The constitution guarantees no secret
letters of agreement that would abrogate the contract and the
grievance procedure as we find in today's present industrial
unions. In fact, these unions still have the antiquated five-step
grievance procedure that takes years to be heard in arbitration.
We must remember: a union is not a government; it is not a religion.
A union is essentially a service organization. Judge its performance
as you would judge your accountant, lawyer, banker, or other
people who work for you. If they don't measure up, you can replace
them. Now is the time to open the window of opportunity for
one day the sleeping giant (the technician) will awaken and
see that craft unionism is his only survival.
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