IAM Local 2210

04/08/2026

The 2026 Scholarship Essay Contest is NOW OPEN!!

Click the link in the comments for more information and to apply.

03/17/2026

UN ITED AIRLINES CONTRACT UPDATE:

17 March 2026

IAM District 141 and United Airlines management continued contract negotiations last week in Chicago for the 30,000 workers covered under our seven collective bargaining agreements.

We made significant progress regarding the Fleet Technical Instructors and Related Group. We finalized the remaining non-financial issues in Articles 1 and 4, securing improved language to protect seniority during an event and line bidding. We also established a clearer framework for mandatory overtime procedures. Additionally, we completed the integration of Flight Standard Technical Writers into Articles 6 (Leaves of Absence and Sick Leave), Article 10 (General and Miscellaneous), and Article 11 (Travel and Expenses).

Regarding our safety culture, both the Union and the Company remain aligned on the urgent need for improvement. Over the past 12 months, accidents have resulted in loss of life, amputations, and numerous near misses. This is unacceptable. We have committed to the Company to continue working with them to ensure your work environment is as safe as possible.

We have completed all non-economic issues and have presented a comprehensive economic proposal to United Airlines. This proposal includes industry-leading pay for all seven contracts, reduced pay progression steps, additional holidays, improved vacation accrual, and several other critically important enhancements that IAM members at United have prioritized in previous surveys. We are now waiting for the company to respond to our proposals. When those talks happen, we will report back to the membership.

If you have questions or concerns, please contact a District Officer to ensure you receive accurate information. You can also stay informed by contacting a member of the negotiation team or by signing up for updates at iam141.org.

In Solidarity,

03/12/2026

Last December, a mailing was sent to more than 59,000 District 141 members advising them of the upcoming Officer Nomination, Endorsement, and Election.

On February 6, 2026, nomination meetings were held at 40 Local locations across the system. As a result of those nominations, the position of President and Directing General Chair was contested in 11 locations. All other officer positions were uncontested.

On March 6, 2026, the 11 Local locations conducted the endorsement vote for the position of President and Directing General Chair with care and accuracy. I would like to thank each Local for their efforts and professionalism throughout this process.

The final results of the endorsement vote are now posted. One candidate received the endorsement of all 11 Local locations, and therefore, no election will be held in June.

Thank you to all the members who participated in our democratic process.

In solidarity,
Alexander Gerulis
Secretary Treasurer
https://iam141.org/march-6-2026-endorsement-vote-results/

03/03/2026

3 March 2026

IAM District 141 and United Airlines management continued contract negotiations this week in Chicago for the 30,000 workers covered under our seven collective bargaining agreements.

The Fleet Technical Instructors and Related (FTI & Related) Negotiating Committee made incremental progress on
Article 4 issues. However, no progress was made on Article 1. We have successfully integrated Flight Standard Technical Writers into Articles 1, 4, 5, 7, 8, and 9. Discussions continue regarding Articles 6, 10, and 11, with Articles 2 and 3 scheduled for the future.

We also met with the Company to discuss the Grievance Procedure (Article 9) for all seven contracts. While we agreed to some language modifications, the week ended with the Company attempting to institute a disciplinary system based on threats and termination to “improve safety culture.”

The Union believes safety is best improved through the “Just Culture” principles used in our Ground Safety Awareness Program (GSAP). This non-punitive, collaborative approach is proven to identify hazards that would otherwise remain hidden. A study by the Air Charter Safety Foundation found that 90% of reported hazards would
remain unknown to management without such a program.

Unfortunately, United management believes that holding employees out of service without pay will improve safety. We know this approach is dangerous and ineffective. Consequently, while we expected to move to the economics phase of negotiations this week, those discussions are now on hold until this critical issue is resolved.

Your Negotiating Committee remains vehemently opposed to any contract modifications that use fear and intimidation.

Negotiations are scheduled to resume the week of March 9, 2026, and will again include the Fleet Technical Instructors subcommittee.

If you have questions or concerns, please contact a District Officer to ensure you
receive accurate information.

You can also stay informed by signing up for updates at iam141.org.

02/16/2026

Happy Presidents’ Day from IAM District 141.

Today we honor leadership, democracy, and the values that continue to guide and protect working people across our nation.

02/10/2026

AIR TRANSPORT LODGE 2210
FEBRUARY MONTHLY MEETING

02/03/2026

UNITED AIRLINES NEGOTIATIONS UPDATE:

03 February 2026

Our negotiating team and United Airlines management continued discussions for our seven collective bargaining agreements in Chicago this past week. We were joined by subcommittees for the Fleet Technical Instructor contract, who actively worked on their specific proposals.

Fleet Technical Instructors

While we reached four tentative agreements on behalf of the Fleet Technical Instructors and Related, little progress was made on the remaining non-financial issues, particularly regarding important unresolved items in Articles 1 and 4. Articles 1, 4 and 10 also apply to the recently organized Flight Standards Technical Writers, and were major topics of discussion this week.

Passenger Service and Fleet Service

We continued to exchange proposals regarding Article 9 (Investigation, Grievances, and Arbitration). We focused on your requests for additional Union representation, the right to representation even if you are not the focal point of an investigation, and stricter timelines for receiving responses to grievances.

Once Article 9 is settled, we will begin exchanging economic proposals aimed at winning industry-leading overall compensation for IAM Union Members at United.

Negotiations are scheduled to resume the week of February 23, and will again include the Fleet Technical Instructors subcommittee.

If you have questions or concerns, please contact a District Officer to ensure you receive accurate information. You can also stay informed by signing up for updates at iam141.org.

In Solidarity,

01/30/2026

01/27/2026

American Airlines has released its fourth-quarter and full-year 2025 earnings, and once again the results are disappointing to employees, investors, and Wall Street. While the company posted a small profit, it continues to lag far behind its competitors. This is no longer an isolated issue but a consistent pattern under CEO Robert Isom and the American Airlines Board of Directors.

American’s workforce is not the problem—leadership is. Employees remain committed to the airline’s success, yet American continues to trail Delta and United and sits near the bottom of the industry. The contrast with competitors is clear, and the airline’s priorities are increasingly exposed by comparison.

Concerns raised in October 2025 after American ranked last in the J.D. Power North America Airline Satisfaction Study have gone unaddressed. Last week, the Wall Street Journal’s 2025 Best and Worst Airline Rankings again placed American near or at the bottom across nearly every category. The airline fell from fifth place in 2023 to last place in 2025, ranking in the bottom three for on-time performance, mishandled baggage, and involuntary denied boardings—and dead last for canceled flights.

These results explain the growing frustration among employees, investors, and Wall Street, as well as leadership’s decision to scale back labor-management meetings, town halls, and open Q&A sessions. The excuses have run out.

While overdue investments in premium cabins are welcome, they cannot offset years of poor strategic decisions and underinvestment. Coach cabins remain outdated and uncompetitive, leaving employees to absorb the impact and apologize to customers quarter after quarter.

The questions are simple: What is American’s plan to compete, and why has the Board remained silent as performance continues to decline? The status quo is unacceptable, and accountability at the top is long overdue.

American’s employees want this airline to lead the industry and are ready to make that happen. What is missing is clear leadership, a defined vision, and the investment in people, product, and resources needed to succeed. As competitors move forward and American falls further behind, it is time for new leadership and a new vision for American Airlines.