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Why We Need Unity As We
By Jennifer M. Michael Get UNITED 1

With the current times of uncertainty and questioning, now is President’s Message 2
a time to reflect on our union’s rich history and remember the
importance of belonging to such an organization and our role within New FAA Bill 3
that organization. 4-9
Founded in 1888, by 19 machinists in Atlanta, Georgia, the
International Association of Machinist and Aerospace Workers is
one of America’s oldest unions. Several landmark victories have Committee Reports 10
occurred in the union’s 122-year history. By 1899, time and a half
and overtime were becoming common practices, and in 1915 the “8- Meeting Agenda 11
hour-workday” was established in most shops and factories. In 1939,
IAM signed the first air transport agreement with Eastern Airlines,
marking the start of the union’s significant involvement within the
air transportation industry. By 1952, 85% of airlines were protected Flight Line
A Monthly Publication
by IAM agreements, and 92% of IAM contracts provided paid President-Joey Guider
holidays. In 1966, IAM members struck five major airlines and V.P. – Mike Becerra
finally broke through unfair 3.2% limits on wage increases. Then in Editor-Michael Zirulnik
1971 the IAM won its biggest back pay award in history, more than All Content ! of IAM Local
$54,500,000 for 1,000 members locked out illegally by National Lodge 2339N
2010, All Rights Reserved
Airlines. In 1994, approximately 8000 USAir employees joined IAM.
As of today, the IAM is fighting to protect Continental and
ExpressJet’s over 10,000 Flight Attendants in mergers between

Continental and United as

well as ExpressJet and
Atlantic Southeast.
While some believe
belonging to a union may
be outdated and
unproductive, without a
union, the work rules and
benefits we take for
granted today, wouldn’t
exist. (continued on page 3)

President’s Message
Dear Members,

The Continental era has come to an end. When I last flew, I made and
announcement: "For those who join us on a regular basis, or if this is your first
Continental Airlines flight however the case may be we are always glad to
welcome your on-board. This year Continental Airlines celebrates 76 years
dedicated to passenger service. Although times have changed, our
commitment has not and we will continue working together to be your airline
of choice by being simply the best."
I always thought to myself how amazing it is to be apart of something with so
much legacy. Continental Airlines had seen glory days, struggling days, and
now turns the lights out on a glory day. The curtain has come down on an era
that is forever changed, but revived through our new name United. The
membership here makes up so many aspects of what Continental was and is today. We have to now go
forward with that same pride that inspired us before with a new gratitude to only make this company even
better as we braise the new horizon. One cannot lie and say there is not some skepticism of the
unknown. This unknown will bring us new opportunity through job security, better wages, and new friends
at United.
October 1, 2010 does not signal failure but a renewed strength. We have to stay focused through the
transition and take care of each other. The year of 2010 has signaled the end to many known carriers such as
ExpressJet and Airtran, with these not being the last. We continue our focus as your Executive board taking
everyday one step at a time to make the Union stronger, finding ways to work and provide for you.
Although the Continental name is now lost, the IAM’s name and more importantly, our mission to support
each of our members remains steadfast.
Best Wishes,

Joey Guider

"Hold hands not grudges."

-Caribou Coffee Co.


Why We Need Unity As We Become

(continued from page 1) Though it’s hard to compare some of our work rules to those who do
have a 9-5, Monday through Friday job, other benefits like paid vacation, paid sick days, FMLA
and similar benefits are all products of previously hard fought cases represented by union
members and officers. Without union backing, companies are at liberty to take away any work
rules and pay they deem necessary to benefit the company regardless of the woes it creates for the
company’s employees, as we have seen with Continental gate agents.
Though there are many milestones the IAM has achieved over the years, none could have
been won without the union’s membership. It is individual workers as a collective whole that have
rallied together in times of need and despair and called upon fellow brothers and sisters to stand together to
have their voice heard. The mergers that are currently upon us are no different. While the IAM is a
reputable union, they cannot fight for your concerns if they do not know what they are.
You pay union dues every month, and those dues guarantee you a voice within the union
and representatives to make sure your concerns are addressed. Attending the monthly union
meeting is the best way to learn about the most up-to-date news and discuss any other topics you
want addressed. When you see union representatives in the crew room, talk to them and tell them what
you feel is most important to you, especially when discussing the merger. Please remember, YOU ARE

Want to know more about your union’s history? Visit the following website:

Push for New FAA Bill

By Chris Boelens

As Congressional leaders begin to return to work after summer recess, six unions
representing over 90,000 flight attendants at 37 U.S. airlines, urged members to quickly pass the
comprehensive reauthorization of the FAA that was almost completed earlier this year. After 15
continuing resolutions, both the House and Senate passed versions that contained several key
provisions favored by flight attendant unions, but the differences have yet to be resolved.
We need a bill that contains several flight attendant specific safety related items, including
long overdue rules that promote the overall safety of our members. We call on our elected leaders
to finish the work they started; work out the differences between the two bills, and pass a
comprehensive FAA reauthorization. As stated by union leaders from the Flight Attendant
Coalition, (continued from page 1) “Short term extensions are no longer a viable option. It is time that
workplace safety and health protections for flight attendants are finally addressed." (continued on page 12)


October 1, 2010

Contract 2010: A Brief History

During the summer of 2009, the IAM solicited contract proposals from the membership for the
impending contract negotiations. We received an unprecedented number of over 20,000 Flight
Attendant proposals. A proposal Screening Committee, comprised of elected Flight Attendant Local
Lodge officers, met in Kansas City, MO to review each individual proposal. The screening committee
compiled and presented a list of proposals to the Negotiating Committee. That list of Flight Attendant
proposals was used to develop the IAM’s opening contract proposal to be presented to Continental.

In September 2009, the Negotiating Committee spent a week at the IAM’s Education and Technology
Center in Southern Maryland to prepare for negotiations. The Committee was trained in negotiating
tactics, the Railway Labor Act, reviewing data and evaluating proposals. The Committee reviewed past
negotiations and developed a comprehensive strategic plan for these negotiations. An online Flight
Attendant bargaining survey was developed to prioritize membership bargaining issues.

On October 16, 2009, the Union sent Continental the required notice expressing its intent to amend the
current contract and commence negotiations in accordance with Section 6 of the Railway Labor Act.
This notice meant the parties would have to meet within 60 days to exchange opening proposals.

The IAM Negotiating Committee met with the Continental on December 15, 2009 and presented the
company a comprehensive proposal covering all sections of the agreement and items we intended to
amend. Negotiation dates were scheduled for the next several months

Direct bargaining continued under the Railway Labor Act from January 2010 through May 3, 2010
when an announcement was made of the merger between Continental and United Airlines. This
announcement immediately changed the landscape and complexion of negotiations. The Negotiating
Committee’s attention was properly turned to protecting the wages, pensions and job security of the
membership. As many Continental Flight Attendants know, mergers are never easy, and protecting
our membership is the IAM’s first priority.

The Negotiating Committee reached out for further information and support from the attorneys,
economists and other professional resources available to the Committee from the Grand Lodge. We
had to develop a strategy to address Flight Attendant issues potentially impacted by the merger.

When the Union and company met in May for previously scheduled negotiations, the Negotiating
Committee requested information on how the merger would impact Continental Flight Attendants and


what goals the company sought to achieve in the merger. Continental presented their timetable and
stated they expected operational integration in 2012.

Negotiations continued during the month of June. In July 2010 a Merger Summit was convened at the
IAM’s Education & Technology Center. The Negotiating Committee, all elected Flight Attendant
officers from IAM District 142, representatives from each Flight Attendant Local Lodge covering
Continental, Continental Micronesia and ExpressJet were in attendance.

Discussions centered around how the Continental-United merger has the potential to define Flight
Attendant wages and working conditions in the industry for years to come. Front and center were the
immediate issues of job security, seniority integration, pass travel, pension benefits, and Union

When Negotiations resumed in August 2010, the Negotiating Committee met for two weeks of
discussions with the company – not only about our open contract, but also about the merger’s effect on
Flight Attendants. The Negotiating Committee then began laying the ground work to secure an
agreement that would guarantee Flight Attendant job security and provide immediate wage increases.

In September 2010 the Union and company held numerous negotiating sessions in pursuit of those
goals. The Negotiating Committee felt it would be in the best interest of the membership to lock in
improvements in an interim agreement now and be in an even stronger position for the next round of
negotiations, which will take place after representation issues are resolved, or in about 18 months,
whichever is sooner.

Our mandate from the Flight Attendant group was clear: to continue to build upon one of the best
contracts in the industry by improving your pay and flexibility, while protecting your job security and
pension. We believe we have achieved these goals in a manner that builds a foundation for further
improvements once we are part of the world’s largest airline. The Negotiating Committee and Union
officers will conduct informational meetings across the system and, as always, will be available in the
crew rooms to answer questions concerning this tentative interim agreement. We thank you for your
support during the past nine months of negotiations.

Fraternally yours,

Tom Higginbotham




CAL Flight Attendant !
Agreement Gains
Section Improvements
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IAM/CAL Contract 2010
Your progression is specific to you. Remember to read your progress
Depending on when your anniversary falls,
Base Pay Rates through the pay scale over and down
this example may not fit your circumstances.
Base Pay
Pay Rates
(or down and over) depending on
your DOH.
Effective Current
Current 1/1/2010
1/1/2010 7/1/2011
7/1/2011 7/1/2012
Date: (Retro)
1st 66 mos.
mos. $19.50
$19.50 $19.99
$19.99 $20.49
$20.49 $20.90
2nd 6 mos.
2nd 6 mos. $19.50
$19.50 $19.99
$19.99 $20.49
$20.49 $20.90
2nd year
year $22.78
$22.78 $23.35
$23.35 $23.93
$23.93 $24.41
3rd year
3rd year $24.06
$24.06 $24.66
$24.66 $25.28
$25.28 $25.78
4th year
year $25.95
$25.95 $26.60
$26.60 $27.26
$27.26 $27.81
5th year
5th year $27.84
$27.84 $28.54
$28.54 $29.25
$29.25 $29.83
6th year
year $32.30
$32.30 $33.11
$33.11 $33.94
$33.94 $34.61
7th year
7th year $34.32
$34.32 $35.18
$35.18 $36.06
$36.06 $36.78
8th year
year $36.18
$36.18 $37.08
$37.08 $38.01
$38.01 $38.77
9th year
9th year $37.54
$37.54 $38.48
$38.48 $39.44
$39.44 $40.23
10th year
year $39.44
$39.44 $40.43
$40.43 $41.44
$41.44 $42.27
11th year
11th year $40.65
$40.65 $41.67
$41.67 $42.71
$42.71 $43.56
12th year
year $42.67
$42.67 $43.74
$43.74 $44.83
$44.83 $45.73
13th year
year $44.27
$44.27 $45.38
$45.38 $46.51
$46.51 $47.44
14th year
14th year $46.12
$46.12 $47.27
$47.27 $48.45
$48.45 $49.42
15th year
year $48.15
$48.15 $49.35
$49.35 $50.59
$50.59 $51.60
16 th year
16th year $50.00
$50.00!! $51.25
$51.25 $52.53
$52.53 $53.58

Incentive Pay
Incentive Pay
Effective Current
Current 1/1/2010
1/1/2010 7/1/2011
7/1/2011 7/1/2012
Date: (Retro)
1st 66 mos.
mos. $24.50
$24.50 $24.99
$24.99 $25.49
$25.49 $25.90
2nd 6 mos.
2nd 6 mos. $24.50
$24.50 $24.99
$24.99 $25.49
$25.49 $25.90
2nd year
year $27.78
$27.78 $28.35
$28.35 $28.93
$28.93 $29.41
3rd year
year $29.06
$29.06 $29.66
$29.66 $30.28
$30.28 $30.78
4th year
year $30.95
$30.95 $31.60
$31.60 $32.26
$32.26 $32.81
5th year
5th year $32.84
$32.84 $33.54
$33.54 $34.25
$34.25 $34.83
6th year
year $37.30
$37.30 $38.11
$38.11 $38.94
$38.94 $39.61
7th year
7th year $39.32
$39.32 $40.18
$40.18 $41.06
$41.06 $41.78
8th year
year $41.18
$41.18 $42.08
$42.08 $43.01
$43.01 $43.77
9th year
9th year $42.54
$42.54 $43.48
$43.48 $44.44
$44.44 $45.23
10th year
year $44.44
$44.44 $45.43
$45.43 $46.44
$46.44 $47.27
11th year
11th year $45.65
$45.65 $46.67
$46.67 $47.71
$47.71 $48.56
12th year
year $47.67
$47.67 $48.74
$48.74 $49.83
$49.83 $50.73
13th year
year $49.27
$49.27 $50.38
$50.38 $51.51
$51.51 $52.44
14th year
14th year $51.12
$51.12 $52.27
$52.27 $53.45
$53.45 $54.42
15th year
year $53.15
$53.15 $54.35
$54.35 $55.59
$55.59 $56.60
16 th year
16th year $55.00
$55.00!! $56.25
$56.25 $57.53
$57.53 $58.58
Question & Answers
October 4, 2010

Contract 2010…Questions & Answers

Q. Why weren’t there any improvements to sick leave?

A. The committee had to make tough decisions on economic issues. The committee
was very passionate about both sick leave accrual and the use of sick leave bank.
Both lowering the 500 hour requirement for full line protection and raising the cap
on the number of hours that could be protected were on the table to the end. The
committee gave preference to wage increase when assessing the choices we had
to make. Be assured that sick leave remains high on the list of improvements that
the committee will bring to the table in the Transition Agreement that is negotiated
for the combined airline.

Q. What about vacation? Why didn't we improve either or both the pay per day
or the accruals?

A. Again, the committee had to make tough decisions on economic issues. Vacation
was also important to the committee. Part of the reason that improvements were
not made to the vacation provisions is because our contract leads the industry
when both the Pay per Day and Accruals are considered together. Again, wages
prevailed and vacation will be reconsidered in the Transition Agreement

Q. Are there any provisions that would be considered give backs in this

A. No. Nothing was given up from the current agreement.

Q. Why does it seem that the Union is rushing the ratification schedule?
A. In addition to wage increases and work rule improvements, the Tentative
Agreement provides important furlough protection. The Agreement also provides
that our work and aircraft are protected.

The Company is moving quickly with the merger and it is extremely important to the
Union that our jobs and work are protected during the meshing of the operations.

Q. How is Critical Day Paid?

A. The entire trip pairing is paid at time and a half.

Q. What are the hours for out of base advertised trip pickup?

A. These hours are commensurate with open time or Flight Attendant to Flight
Attendant pickups – 14 to 6 hours prior to the trip departure.

Q. Are there language restrictions when picking up out of base advertised trips?

A. Yes, all specialty requirements and qualifications for speakers and ISM will be
preserved – current book Section 5 paragraph G. 5.c.4 and Section 5 G. 5.d.4.

8Q. Why was only domestic per diem increased?

A. Domestic per diem was reduced by $.10 in the prior agreement. This restores
Q. Are there language restrictions when picking up out of base advertised trips?

A. Yes, all specialty requirements and qualifications for speakers and ISM will be
INTERNATIONAL – current book Section 5 paragraph
& AEROSPACE 5.c.4 andLL2339N
Section 5OCTOBER,
G. 5.d.4. 2010

Q. Why was only domestic per diem increased?

A. Domestic per diem was reduced by $.10 in the prior agreement. This restores
Domestic Per Diem. International per diem was not reduced.

Q. What does retro pay include?

A. Retro pay is based on the hourly difference of the pay for your seniority, in the
current agreement, to the new pay rate when the agreement is ratified and what
was flown for the months of January 2010 through to the date of ratification.

Q. When will the Retro Checks be paid out?

A. Checks will be paid 30 days after date of ratification, in a separate check.

Q. Will CAL Flight Attendants be included in the Company Profit Sharing Plan?

A. Yes, dating back to January 1, 2010.

Q. Why doesn’t the Interim Tentative Agreement contain more reserve

A. Reserve issues are ultimately scheduling issues and the committee was not able to
make any major changes here. Both scheduling department(s) at the new
company will be going through a major transformation as it assesses the impact of
this merger. The Company was reluctant to address scheduling issues, in general.
Reserves will receive all the improvements noted in the Tentative Agreement that
line holders receive such as pay, overcoat or Rollerboards, per diem, profit sharing,
retro, pension protection, conscience reporting changes, use of reciprocal
jumpseats, fence agreement, etc. Specifically, there are several improvements for
Reserves in this Interim agreement.

1. If Airport Alert is extended from 4 hours to 6 hours, you will be paid 6

hours, and if assigned a trip within the 6 hours reserves will be paid for
whatever time is greater.
2. The first 3 years of pay were moved into the main pay scale.
3. Added a Letter of Agreement covering “Furloughs” that will guarantee
employment through the term of this Agreement. Without this
agreement, the company would be free to furlough at will.
4. The new provisions that allow line holders to pick up out of base
advertisements will also cut down on sick calls which cause short calls to
reserves. This will help eliminate reserves being turned or having their
days off rolled.
5. Reserves on call lines, but working a trip will not be converted to ready
reserve unless they do not contract scheduling upon block in.


Committee Reports
Women’s Committee better and healthy life.

By Lauren Knott
My fellow Sisters of Local Lodge 2339-N, Communication Report
my name is Lauren Knott. I am excited to have By Sara Gonzales
this opportunity as chairperson for the Women’s As you already know our Communications
Committee to reach out to you on some major team has been trying to get accurate information to
women's issues. My hope for this committee is your regarding the merger in every way possible.
that you become more aware and knowledgeable We have been working diligently on our Facebook
about the issues that affect women on a daily page, YouTube Channel, Weekly Communicator e-
basis. Some of the topics I would like to touch on mails, and in the crew rooms. We at Local Lodge
are harassment both in and out of the workplace, 2339 are in the middle of two of the largest mergers
equal rights, violence against women, and in the airline industry and we need to make certain
women's health issues. I will work hard to find our members have accurate information to protect
organizations that we can work with to raise themselves and their futures.
money or show our support. To date we have We need YOUR help! The only way for us to
been involved in breast cancer awareness and get the most accurate up to date information out is if
research. Not only have we organized our own we have as many adept people as possible involved
fundraisers, but we have also attended in communicating the facts to the vast majority of
fundraisers produced by Susan G. Komen our membership. We are all in this together and we
Foundation and the Breast Cancer Awareness need input and help from our intelligent, capable
Foundation. I would like to see us get involved flight attendants at ExpressJet and Continental. We
with other high quality organizations that are actively looking for volunteers to join our
advocate for victims of domestic violence, the Communications Committee! Please contact us as
American Heart Association and many more. soon as possible if you are interested. We need to
It is important that we take care of spread accurate information instead of the rumors.
ourselves and our well-being. Times If you are interested please us e-mail today at:
are challenging and work can become stressful.
We would like to educate each of you on how to
take care of yourselves and beat these stressful
situations. We need to stay healthy in our lives at Professional Standards
work but most importantly in our outside lives. If By Julie Hill
you don't care of yourself, who will? Make sure
that you go to your regular doctors’ appointments CAL Professional Standards......973 461 6595
and schedule your yearly woman's checkup. Also
XJT Professional Standards......973 618 6375
try to get lots of rest and exercise. We must stay
healthy so we can thrive in life and be our Conflicts with fellow crewmembers? Try and
absolute best both at work and at home. I will be resolve conflicts onboard the aircraft among
researching valuable information on such issues yourselves. If your still not satisfied with the
as yearly check-ups and their importance on your outcome, PLEASE call the Union Professional
well-being. Staying healthy is key to success in Standards Committee first before going to your
this industry. We must be knowledgeable about supervisor and involving the company. Going
our health and act upon it. through the Professional Standards Committee
I am honored and excited to have this saves flight attendant’s jobs, salvages relationships
opportunity to reach out to all of my Sisters. I look between coworkers and avoids disciplinary action
forward to meeting many more of my Sisters at from the company.
Local Lodge 2339-Newark and taking steps for a


Push for New FAA Bill

(continued from page 3) The Legislative Committee made our decent into Washington D.C in
May to lobby members of congress and the senate on this very important Bill. Legislative
Committee Chair Person Chris Boelens Stated, “Everyday our Flight Attendants see the damaging
effects of the lack of oversight in our aircraft cabins, from poor air quality to the cleanliness in our galleys.
That’s why we believe it is imperative to grant our Flight Attendants OSHA protection.” Also in this bill
is funding for a flight attendant fatigue study, a notice of pesticide application on flights and a ban
on cell phones while in flight.
The Coalition consists of the International Association of Machinists and Aerospace
Workers (IAM), Association of Flight Attendants-CWA (AFA-CWA), the Association of
Professional Flight Attendants (APFA), the International Brotherhood of Teamsters (IBT), the
Transport Workers Union (TWU), and the United Steelworkers (USW).

Business Meeting LL2339-N

Agenda for October 12, 2010

1. Vote to approve up to $100,000 for organizing to protect our current IAM members.

2. Vote to approve to up to $2800 for the cost of the Article L Hearing. Cost to include the meeting
room rental for two (2) days and the cost of the stenographer.

3. Vote to approve up to $26,500 for the Continental Contract Ratification Vote. Cost to include
payment of six (6) Tellers at 75% of their pay rate for twelve (12) hours each day plus meals for
seven (7) days and hotel meeting room rental for seven (7) days

4. Vote to approve up to $2500 for hosting the hotel conference reception to take place on October
21st, 2010. Cost to include 100 people at $25.00 per person.


Tentative Agreement 2010 Ratification

Voting Information

Polls will be open 6:00 – 18:00 the following days:

LL2339N Monthly Business Meeting
Thursday, October 14, 2010
Friday, October 15, 2010
Saturday, October 16, 2010
Sunday, October 17, 2010 Date: Time:
Monday, October 18, 2010 October 12, 2010 3pm (eastern)
Tuesday, October 19, 2010 November 9, 2010
Wednesday, October 20, 2010
December 14, 2010
January 11, 2011 Place:
1 Hotel Road February 8, 2011 Renaissance Hotel
Newark, New Jersey 07114 USA March 8, 20011 1000 Spring Street
973-623-0006 April 12, 2011 Elizabeth, NJ 07201

In Solidarity…Union Strong

One Gateway Center, Suite 2600
Newark, New Jersey 07105

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