Dear Sisters and Brothers:
Attached please find a summary of results from the membership survey we recently conducted at American Airlines. After reviewing the results and sharing them with the Air Transport Division (ATD) staff, Local Presidents and officers from around the system, I feel we’ve received a strong message for change from you, the membership. While the results show loyalty to the TWU, there also is a high degree of dissatisfaction with the union at all levels – local, international and the Air Transport Division.
Specifically, the majority of survey respondents ask for more communication and more opportunities for participation and changes to our collective bargaining system. This indicates that our members want to have a stronger voice in determining the future of our union. I also heard a call for a more aggressive approach to our dealings with American Airlines; a feeling that we need to stand up and demand that the company accept us as equal partners.
This survey was prepared by Abernathy Associates and tabulated by Peter Hart Research Associates, both top-notch firms based in Washington, D.C. that have a long history with labor organizations. According to Peter Hart Research Associates, the return rate was large enough as to insure a very little margin of error.
As Air Transport Division Director, I take these results very seriously and am committed to transforming the TWU into a union that is responsive to its members’ needs. After a great deal of communicating with our staff and local officers, I am implementing a process for change that, ultimately, will be led by you, the membership.
December 16, 2004
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We will begin this process immediately. In January 2005, we will use the survey results to craft specific proposals for improving communications and membership participation. These proposals will be presented to the
membership in the form of a referendum and will only go forward with the membership’s approval.
From January 2005 to April 2005, we will convene a committee of Local Presidents/Representatives whose task will be to develop proposals for changes to our bargaining system. Again, we will use the survey results to shape specific proposals that can be incorporated into a referendum subject to the membership’s approval.
A third area of change, which we will consider, is structural changes within our locals and the ATD. While the survey does not show a strong demand for this, many local officers have expressed concern to me that there may be a need for structural changes in order to move forward. We will again put together a referendum for a membership vote.
This three-step process is only the beginning. I urge you to read the attached summary of the survey results and spend time thinking about what you need from your union. I have set up a special E-mail address at comments@twuatd.org. Please feel free to share these thoughts with me.
In Solidarity,
James C. Little
Director Air Transport Division
Intl. Executive Vice President
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Intl. AA Staff Assigned
TWU SPEAK UP, SPEAK OUT SURVEY: Summary Report
· Abernathy Associates sent a survey out to all 30,000 TWU members at AAL and received a 10 percent response. This sampling has a very low margin of error – which means that, statistically, these results give us an accurate representation of the membership as a whole.
· In the survey, members were asked to describe how they feel about the job the TWU has been doing, how TWU could change for the better and how they feel about the way TWU has dealt with several recent issues.
· A majority of members said TWU should improve communications and provide real opportunities for members to participate in the union. When asked to describe the best ways for TWU to communicate with them, a majority of members cited newsletters, one-on-one communications, worksite leaflets, direct mail, membership meetings and bulletin boards. While the use of websites and email did not receive marks as high, they were endorsed by one-fourth of those surveyed. Meanwhile, the TWU Express was deemed irrelevant by a majority of members.
· This means that members want TWU to pursue multiple methods of communication. TWU needs to reach out to our members as much as we can and in as many different ways as we can.
· The survey also asked members to describe the type of information they would like to receive from TWU. Overwhelmingly, members asked for information they can use – from updates on contracts, negotiations and happenings throughout the industry to issues of concern to mechanics and related workers.
· A majority of members stated that the union staff and officers at all levels (Locals, ATD, and International) needs to have more of a presence in the workplace. This would improve communications and give staff and officers a chance to directly respond to members’ concerns.
· A strong majority of members said they want more participation in the union, particularly when it comes to contract negotiations. Almost three-quarters of the membership liked the idea of a bargaining advisory council, made up of rank and file members, to act as a liaison between the membership and the bargaining committee.
· In response to other questions about bargaining procedures, a majority of members support separate contract books and negotiating teams for each title group – with one variant - the majority of Title III survey respondents did not support this proposal. Close to a majority said that it would be a good idea to reduce the number of representatives that each local could put on the bargaining committee. In general, the membership supports a streamlined, professional bargaining committee. At the same time, they want more involvement in the process.
· Only a small percentage called for changes to TWU’s structure. Members want a union that better reflects their needs and is actively engaging them in the fight for their interests.
· When asked about American’s threat of bankruptcy and the concessions that have caused much consternation, members were pretty divided. One-third said AAL was bluffing with the threat of bankruptcy; one-third said TWU should have sacrificed more jobs to protect wages; and one-third said TWU handled things about right.
· When asked about how TWU deals with AAL in general, a majority of members feel that we must be more aggressive and take on management more often. Members clearly want to see TWU take an active role in the affairs of the company – and make sure AAL views TWU as an equal partner.
· Over the past year or so, labor-management programs have been approached by TWU with trepidation. The survey shows the programs are supported by a large majority, but with a caveat: They must be pursued with caution. Members want TWU to participate only if these programs serve the interests of the membership.
· As part of the AFL-CIO, TWU has always been involved in politics and lobbying efforts, particularly over the past election year. The membership expressed overwhelming support for this involvement. This means that we need to step up efforts to elect politicians who fight for working people and lobby for legislation that works for us.
· One of the more divisive issues the TWU has faced in recent years was the seniority issue when TWA and American merged. A clear majority of the membership believes that TWU should have stapled the TWA seniority list to the bottom of the AAL seniority list. The rest of the members were divided between those who believe seniority should have been dovetailed and those who believe TWU handled the situation about right.
· What do all these answers tell us? The survey shows a clear majority of the members are dissatisfied in one way or another with TWU. Whether it is at the local level, international or ATD, members clearly want change.
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