Originally Posted by DALFA

All very good points.

The reality is that the way we get more leverage back is with statuatory changes to the RLA.

1. We must enact a process for employees covered by the RLA to file an unfair labor practice with the NLRB. Yes, the NLRB. Why? Because they already have administrative law judges and have quasi-judiciary powers. All things the NMB does not have. This would protect more employees from management retaliation AND union member from unions who choose not to represent their members fairly.

2. The addition of "concerted activity" to the list of protected activities by employees covered by the RLA just as the NLRA has. This would decrease fear among employees for retaliation for speaking out on social media for example.

3. Automatic impasse declared 18 months after the amendable date of a contract and mandatory arbitration 18 months after the first day of negotiations for 1st contract. If you can't figure out a contract after 18 months then you're at an impasse.