Will give economically disadvantaged residents the first shot at permanent jobs that open up at the airport but requiring sub-contractors to interview people who fit the below criteria for 2 weeks before publicly posting the position. Targeted applicants would be special needs individuals (i.e. veterans, unemployed) living in the three zip codes that make up SW Philadelphia, and those making no greater than 80% of the median income.
We are requesting that the airlines fund the Workforce Pipeline by putting up front dollars and then pay $1,000 annually per gate so that there is a sustainable funding source to support the program. The program can provide “soft skills” training, pre-screening, and drug testing to ensure that people are pre-qualified to secure an airport job so that employers are connected to strong candidates that meet their needs.
This policy ensures that if workers want to organize a union that the employer must come to the table to negotiate. In return the workers/union cannot strike or execute other tactics that create a work stoppage. This provides a mechanism for resolving labor disputes amongst airline contractor employees who are either in the process of forming a labor organization or bargaining for a better collective bargaining agreement.
Employees who know the airport and their jobs need to be retained even when contractors change, because those employees are PHL’s best asset. Any new contractor would be required to retain employees for at least ninety days, while granting the new contractor the flexibility to terminate employees for just cause or lay-off employees if the contractor determines that fewer employees are required to perform the work.
The City must ensure that employees are well compensated, to prevent employee turnover and to ensure high quality services for passengers. The 21st Century Minimum Wage and Benefits Standard of $10.88/hr shall be applied to airline contractor employees. A provision for wages to adjust for the rise in inflation should be included. Moreover, airline contractor employees should have the ability to earn paid sick time and have access to the health benefits available under the 21st Century Standard.
Before being granted the right to operate at PHL, contractors should be vetted for possible problems concerning financial solvency, compliance with the law, past performance, and business history.
8:00 a.m. Holy Eucharist
9:15 a.m. worship.together (Eucharist for preschool families)
9:15 a.m. Parish Forum & Christian Education (Kairos)
10:30 a.m. Choral Eucharist
Morning prayer is offered at 7:30 a.m. weekdays, in the Mary Chapel.
Silent morning meditation is offered at 8:15 a.m. weekdays, in the Mary Chapel.
Mid-week Eucharist is offered at 12:15 p.m. Wednesdays, in the Mary Chapel.
Compline is offered at 7:00 p.m. on 2nd & 4th Wednesdays, in the Church.
Choral Evensong is offered at 5:00 p.m. on 1st Sundays, Oct.-June, in the Church.
We would love to have you join us.
This Episcopal church is located in the heart of the historic neighborhood of Chestnut Hill, five blocks west of Germantown Avenue at the corner of St. Martin’s Lane and West Willow Grove Avenue.