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Given the information that has been circulated this past week, we want to update you on our Plan of Action—especially in light of dates and deadlines being given by companies with regard to their compliance to the “federal contractor mandate”the requirement of vaccination as a condition of employment.
On October 1, 2021 vague direction was given by American, Alaska, and JetBlue regarding their compliance with the Biden mandate.
By October 6, 2021 Southwest announced that it would also comply with the Biden mandate. Additionally, on that date, American Airlines issued further details regarding the ramifications for its employees. It seems as though November 24, 2021 is the hard deadline for employees receive their final vaccine to keep their jobs.
We want to remind you that unions have a duty to represent their members. We would also encourage you to remind your unions of that as well. To date, most unions have remained tight lipped regarding their response to management’s compliance with the mandate.
Companies and unions need to have open discussions regarding the implications of these mandates on employees and potential accommodations that will be granted for approved exemptions.
In the case of American Airlines, the company has been resistant to open discussions with our unions.
We are now in a position requiring legal counsel. We started the arduous process of interviewing firms on October 4. Please keep in mind this is a multi-day process just to get an attorney on the phone to answer questions. We believe that employees of the airlines joining together in a class action suit collectively against the companies is the most streamlined and productive way to move forward.
Please bear in mind that one cannot file suit without first having been harmed. There is a legal process that we must follow. Once the unions take a position we will have a clearer way forward. We cannot run a marathon without first learning the race course. We understand the anxiety from all of the unknowns swirling around that can cause you to lose hope. Please do not become despondent. We will do everything we possibly can to prepare for the next steps all while knowing things can change drastically from one day to another. The only thing we can ALL do is place one foot in front of the other and pace ourselves.
A crucial action needs to be undertaken by each one of us, and it must happen immediately. All letters to and from a union, company, state or federal representative, or any other party germane to you losing your job, being coerced into taking the vaccine, or the vaccine itself needs to be printed and also saved digitally. We are in the process of developing a secure and encrypted email address where the documents can be sent. This will aid our attorneys when they are compiling evidence for our suits. When we file a suit, the information we gather will be foundational to our case.
We are waiting currently for unions to weigh-in. The unions are our representation to management. This is a good time to reach out to your respective union representatives and share your thoughts on the mandate and ask them if they have seen the mandates.
Each day brings new information to light, and each day we put one foot in front of the other based on the information we have available. Please remain focused on the fact that as of now, no one has been terminated or placed on unpaid leave. At least in the case of American Airlines, management has publicly stated that religious and medical exemptions will be granted—in accordance with federal law—meaning they are compelled by the laws in our country to grant the exemptions. THIS IS A BRIGHT SPOT.
As we progress, please be assured we will update you.
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