2015 Fleet Service thread

[WeAAsles]

by the same hand if they are subject to a longer probationary period they shouldn't be paying union dues if they are not under union protection just my .02

Of course they should. Where does that pay and benefits come from? Seniority, OT rules, shift trades. And just because they're on probation doesn't mean they're not represented in a hearing if something happens. Just management would have the final say if whatever they might have did deserved termination.

The company spends a lot of money to hire a person and won't just fire them for no reason.

 

[Shafted]

Especially if the company is going to pay them higher than minimum wage to start with benefits and reaching at least 65k at TOS.

It should be a job you need to prove you deserve and earn keeping it.

In my opinion.

I Agree. Not putting any long timers but we used to joke with each other about seeing a new hire sitting around like a guy that had 30 years seniority. (like i said, we were just joking) 

 

[ograc]

I'd have no issue with a longer probationary period myself

 
With the most recent hires in my station, under the current 100 calendar day probationary period, many red flag issues arose within the 100 day period for some. Issues such as attendance, policy compliance (uniforms, cell phone usage etc.) and safety violations were observed by and brought to the attention of local management. While the company had the opportunity to eradicate the bad hire they chose to take no action. With this in mind... I'm not sure if a longer probationary is the solution. It seems they are only interested in filling the holes with warm bodies. The last group of new hires, good and bad, all cleared probation and will be with AA for a long time. Opportunity lost. We now have these problem employees on the property and are forced to work with them or without them while they no show flights or are on their cell phones. That's if they report to work at all.
 

 

[WeAAsles]

With the most recent hires in my station, under the current 100 calendar day probationary period, many red flag issues arose within the 100 day period for some. Issues such as attendance, policy compliance (uniforms, cell phone usage etc.) and safety violations were observed by and brought to the attention of local management. While the company had the opportunity to eradicate the bad hire they chose to take no action. With this in mind... I'm not sure if a longer probationary is the solution. It seems they are only interested in filling the holes with warm bodies. The last group of new hires, good and bad, all cleared probation and will be with AA for a long time. Opportunity lost. We now have these problem employees on the property and are forced to work with them or without them while they no show flights or are on their cell phones. That's if they report to work at all.

That's a condemnation of your management there then. You obviously don't have a relationship as a team if when you have informed them these people shouldn't pass probation and they do anyway.

Unless it's just that hard for them to get applicants?

 

[ograc]

That's a condemnation of your management there then. You obviously don't have a relationship as a team if when you have informed them these people shouldn't pass probation and they do anyway.

Unless it's just that hard for them to get applicants?

 
Hard to get quality applicants and a very long process in hiring. Interviews, security clearance, one week of classroom training, Loads of I learning and on the job training. Months before the new hire is ready to be plugged into a work schedule without supervision. Easier for management to do nothing, bury their head in the sand and hope things work out. Additionally, it's hard to attract quality applicants when your starting wage is a little more than minimum. The bad hire becomes a cancer in the workplace. DGAF attitude spreads within the workgroup. 
 

 

[WeAAsles]

Hard to get quality applicants and a very long process in hiring. Interviews, security clearance, one week of classroom training, Loads of I learning and on the job training. Months before the new hire is ready to be plugged into a work schedule without supervision. Easier for management to do nothing, bury their head in the sand and hope things work out. Additionally, it's hard to attract quality applicants when your starting wage is a little more than minimum. The bad hire becomes a cancer in the workplace. DGAF attitude spreads within the workgroup.

My guess is your in a Southern Station? No Airport minimums there. DFW new hires start at the bottom of the scale. MIA starts at 3rd step and NYC starts at 4th I believe?

Besides once that new guy gets his first bid and finds out he's 1600 to 2100 with Tue Wed off the glamour of the job and Flight Benefits probably goes out the window. I don't think they ever clue the new hire in on the reality until he's already in the que.

BTW you need to tell them that they don't work for DGF or here Eulen anymore. That's up to you to throw out that education my Brother.

 

[T5towbar]

 
With the most recent hires in my station, under the current 100 calendar day probationary period, many red flag issues arose within the 100 day period for some. Issues such as attendance, policy compliance (uniforms, cell phone usage etc.) and safety violations were observed by and brought to the attention of local management. While the company had the opportunity to eradicate the bad hire they chose to take no action. With this in mind... I'm not sure if a longer probationary is the solution. It seems they are only interested in filling the holes with warm bodies. The last group of new hires, good and bad, all cleared probation and will be with AA for a long time. Opportunity lost. We now have these problem employees on the property and are forced to work with them or without them while they no show flights or are on their cell phones. That's if they report to work at all.
 

Our probationary period is 180 days, but those who are lazy and do not want to do the job will leave on their own. This is one of the jobs that only YOU can fire YOURSELF. My hub is in a hiring process right now for about 100 people (our hub was cut too deep). With the new regs from Customs and TSA, clearance is a big issue in finding qualified applicants. Since it is winter time, it will be a test to see if they want to work the job or not.  No sense of standing around outside looking stupid wheras you can get in a pit and learn how to stack. That will keep you warm!!!  The motivated would probably not want to stick around till top out (10 years) and become junior (where our junior people in our hub are no less than 9 years in). And being stuck on PM Outage Relief (Tue/Wed - Wed/Thu) at that. The really motivated will wind up being Supervisors!!  But working Outage Relief, you learn every aspect of the ramp, and you can become good in a area you might like. And then becoming a good worker that can be counted on on a crew. Who knows, by time to bid again, you may luck up on a better line in a better work area and time. (PM of course.....)

 

[WeAAsles]

Our probationary period is 180 days, but those who are lazy and do not want to do the job will leave on their own. This is one of the jobs that only YOU can fire YOURSELF. My hub is in a hiring process right now for about 100 people (our hub was cut too deep). With the new regs from Customs and TSA, clearance is a big issue in finding qualified applicants. Since it is winter time, it will be a test to see if they want to work the job or not.  No sense of standing around outside looking stupid wheras you can get in a pit and learn how to stack. That will keep you warm!!!  The motivated would probably not want to stick around till top out (10 years) and become junior (where our junior people in our hub are no less than 9 years in). And being stuck on PM Outage Relief (Tue/Wed - Wed/Thu) at that. The really motivated will wind up being Supervisors!!  But working Outage Relief, you learn every aspect of the ramp, and you can become good in a area you might like. And then becoming a good worker that can be counted on on a crew. Who knows, by time to bid again, you may luck up on a better line in a better work area and time. (PM of course.....)

Hey T5. How's everything going? Got any updates from your neck of the woods?

 

[ograc]

Changing gears. I would hope the new JCBA addresses monetary remedial action, in the event of an agreed to contractual violation, outside of an overtime bypass. One of many details that deserve attention in the future JCBA. The devil is in the details. It's not just about hourly wage if you are thinking long term and in the interest of the entire membership. There needs to be a defined penalty (level of accountability) when the company concedes a contractual violation. The LUS contract provides no defined penalties.

 

[Tim Nelson]

Changing gears. I would hope the new JCBA addresses monetary remedial action, in the event of an agreed to contractual violation, outside of an overtime bypass. One of many details that deserve attention in the future JCBA. The devil is in the details. It's not just about hourly wage if you are thinking long term and in the interest of the entire membership. There needs to be a defined penalty (level of accountability) when the company concedes a contractual violation. The LUS contract provides no defined penalties.

the twu contract provides paid suspension under company concession.

 

[WeAAsles]

the twu contract provides paid suspension under company concession.

Yea we kinda like that one.

 

[ograc]

the twu contract provides paid suspension under company concession.

 
Can we clarify the definition of "paid suspension" under the TWU contract? 
 

 

[robbedagain]

orgac  I completely agree there bro    there should be accountability    in our station  its a frequent thing where the admin clerk continues to bypass peeps for OT and then the bypassed person gets to work OT  yet the admin clerk..well she never takes responsibility for her mistakes  and she makes them quite frequently
 
I like to hear details bout the TWU paid suspension

 

[WeAAsles]

orgac  I completely agree there bro    there should be accountability    in our station  its a frequent thing where the admin clerk continues to bypass peeps for OT and then the bypassed person gets to work OT  yet the admin clerk..well she never takes responsibility for her mistakes  and she makes them quite frequently
 
I like to hear details bout the TWU paid suspension

Robbed have you read our contract. I actually have a copy of yours in my work bag. Seriously.

 

[Filter]

Can we clarify the definition of "paid suspension" under the TWU contract?

An example would be, damaging an aircraft, getting put out of service with pay pending the outcome of the drug test.