Airline Targets Sick-pay Abuse

[ua767fo]

$212,000,000 in lost time for sick calls is obscene.

Figures lie, and liars figure. Another piece of managerial moral busting untruth. Dont believe the liars.

DENVER,CO

 

[cavalier]

$212,000,000 in lost time for sick calls is obscene.

Figures lie, and liars figure. Another piece of managerial moral busting untruth. Dont believe the liars.

DENVER,CO

Got that right. We KNOW they are liars, they made themselves worthy of that title.


Pittsbugh, Pa

 

[RowUnderDCA]

Gee, if those costs due to sick leave are for real, wouldn't U save money by funding an independent clinic at each crew base. So, if you feel sick you can get checked out before you go on a trip. I mean how much simple, primary care can $200 mil buy?

 

[oldiebutgoody]

Gee, if those costs due to sick leave are for real, wouldn't U save money by funding an independent clinic at each crew base. So, if you feel sick you can get checked out before you go on a trip. I mean how much simple, primary care can $200 mil buy?

I kinda like that idea. Put 3 or 4 doctors on a retainer or even open a company sponsored clinic in each base or major city. Let the employees and their families use it to cut insurance costs. You could even call it USAirways HMO or something. In essence, this could be good for employees and the company. Sounds a lot like Hillary's old health care plan!

 

[ITRADE]

If being paid for sick days in the bank is so outrageous, then why do most people I know have the fortune to have that extra cash in their paycheck when their employment is finished?

The extra pay is probably the result of the cashing out of vacation time - not sick time. At the 3 companies I've worked for during and since college and beyond, all three had a policy of paying out accrued vacation time at the final wage rate. Sick time, on the other hand, was forfeited and no compensation was given for unused sick leave.

Here's a thought. I understand that part of the rationale for the improper use of sick leave is that US has a "use it or lose it" policy that resets each calendar year.

If this is the primary cause for the Christmas "bug," why not restructure the sick leave/time allocations.

Rather than give out 9 or 10 days a year, how about allow for accrual of sick leave - say 0.75 days a month up to a maximum of 20 or 25 sick days. Sick leave can be used as needed and does not get forfeited at the end of the year. However, once you've accrued the maximum sick days, you cannot earn additional unless you actuall use it. Your sick days balance is forfeited upon leaving the company

 

[ITRADE]

I kinda like that idea. Put 3 or 4 doctors on a retainer or even open a company sponsored clinic in each base or major city. Let the employees and their families use it to cut insurance costs. You could even call it USAirways HMO or something. In essence, this could be good for employees and the company. Sounds a lot like Hillary's old health care plan!

wonderful thought in theory, but its probably not a good idea in reality. Do you really want the company to actually know every detail of your medical history?? That FA x is HIV positive. That pilot Y has been diagnosed with preliminary stage hyptertension. That Mechanic Z may have herpes. Not good.

Moreover, consider the cost cutting that could be taken under review if things get real bad. Oh no, that's not a compound fracture, thats a sprain. Put some ice on it and check back in a week.

No, there are some things that are better left at arm's length.

 

[youngblood]

The extra pay is probably the result of the cashing out of vacation time - not sick time. At the 3 companies I've worked for during and since college and beyond, all three had a policy of paying out accrued vacation time at the final wage rate. Sick time, on the other hand, was forfeited and no compensation was given for unused sick leave.

Now that I think about it, you're right; however, there is still one point I would like to add. I have yet to hear of someone getting penalized simply for using sick time. Rather than targeting all employees, why not take care of only the ones who do abuse it?

If corporate does what they are planning, that means simple ailments like a 24 hr virus or the flu will be sending me to the doctor's office. Under such circumstances I normally do not make an appointment. In essence, I will pay the copay plus any additional costs for medication for the sole purpose of getting a doctor's excuse. Gee, I forsee myself going to work sick just to avoid this huge inconvenience. If I go to work sick then the people on either side of me may get sick. It doesn't make much sense to me.

 

[RowUnderDCA]

wonderful thought in theory, but its probably not a good idea in reality. Do you really want the company to actually know every detail of your medical history?? That FA x is HIV positive. That pilot Y has been diagnosed with preliminary stage hyptertension. That Mechanic Z may have herpes. Not good.

Moreover, consider the cost cutting that could be taken under review if things get real bad. Oh no, that's not a compound fracture, thats a sprain. Put some ice on it and check back in a week.

No, there are some things that are better left at arm's length.

The clinic can be independent from the company. I mean if the company is willing to accept a doctors note from some doc anywhere. I don't suppose they'd care if the doc was near the airport. Perhaps the union could arrange it and have the company pay for it.

 

[diogenes]

If you'll read the company release closely, you'll note they had already determined to reduce the $212 mil by 50% before IMMS had access to and analysed attendance patterns.

So unless the Palace has an MD, how do they know a 50% reduction is appropriate? Maybe 40% or 60% is more appropriate - or not.

Two other thoughts. All of the abuses, real and imagined, on this thread can already be dealt with by management. I have seen plenty of well-documented (as well as some half-assed ones)cases of termination due to attendance control upheld. The PROBLEM is, many managers are too lazy/arrogant/incompetent/arbitrary to build a decent case.

You know, most folks know when they have the flu or a cold. As these illnesses are viral in nature, a doctor can't offer you anything you can't get OTC.

But if U wants to pay for a trip to the MD, ok.

And for IAM fleet and CWA, WATCH OUT!!!! Your contract does NOT have specific attendance control language - it says the policy is whatever the company says it is. Read the release - they plainly say they will be changing attendance policy PER EACH UNION'S CONTRACT. Theoretically, if the policy is changed to one occurrence and you're out the door, the union will not be able to challenge it.

 

[cavalier]

Here's a thought. I understand that part of the rationale for the improper use of sick leave is that US has a "use it or lose it" policy that resets each calendar year.

If this is the primary cause for the Christmas "bug," why not restructure the sick leave/time allocations.

Rather than give out 9 or 10 days a year, how about allow for accrual of sick leave - say 0.75 days a month up to a maximum of 20 or 25 sick days. Sick leave can be used as needed and does not get forfeited at the end of the year. However, once you've accrued the maximum sick days, you cannot earn additional unless you actuall use it. Your sick days balance is forfeited upon leaving the company

"I" wrote:

The extra pay is probably the result of the cashing out of vacation time - not sick time. At the 3 companies I've worked for during and since college and beyond, all three had a policy of paying out accrued vacation time at the final wage rate. Sick time, on the other hand, was forfeited and no compensation was given for unused sick leave.
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A co-worker who retired last year at the same time as his wife left. He left with his pittance while his wife left, taking all her sick time, which was 5 fulls years at $90 grand a year, yes that's right you read it right. Seems ridiculous you may say or think, look at what Dave gets whether we fail or succeed, MILLIONS and NO ONE is raising one stink about that, how come?

Management and management’s whipping boys are worrying about pennies while they rape the company blind of millions and nothing is said, why is that? Slanted or what, right or what? Even Bronner made the statement that they should only be paid to succeed, not just survive, but in this case 5 million bucks no matter what, and get those pesky employees to stop using sick time....and then people wonder why the earn em burn em is being used.

 

[PITbull]

<snip>

... was not called a shill, or to go pound salt.

PitBull,

What is the cultural significance or the hidden meaning of the term, "go pound salt"? Just WTF does it mean?

I truly don't know, have heard it, never understood it.

Life is good, ignorance is bliss.

Love ya, mean it,

D

"Go pound salt" is a nice way of saying "Go F%$K yourself". I don't know, maybe its a Pittsburgh thing.

 

[networking]

Here are a few suggestions to reduce sick time abuse:

1. Employee incentives. Number one being applying a monetary figure to your retirement. Pay unused sick time or a percentage of it upon retirement. Seems that a former great airline had this plan.

2. Improve employee morale. This would work wonders. Wonder when they will every understand that it would improve the balance sheet of the company.

3. Treat employees that do call in sick (who do not have a frivilous record) with respect and compassion. Do not treat them like a teenager who has skipped highschool.

4. All employees should be on an even playing field. You get x amount of sick time...if you use it you really need it, if you work hard to stay healthy you will be rewarded in pay later.

 

[PITbull]

Young blood,

You need to report your denial of FMLA to the "hour and wage", and also Labor Board. AFA does not get denied unless the paperwork is filled out incorrectly.

They thought they could start that crap with us and we threatened to litigate, and 1 case in PHL that happended. The f/a won. Read the FMLA act. You can get it sent to you. They can not deny you for chronic severe conditions. For f/as, the company applies the FMLA benefit to ALL leaves. Even if you don't apply for it. They want us to use up our benefit so there is no job protection if you need a surgry etc.

Example of this is if, for instance, get an OIJ. You use up your benefit within 3 mnths and you recover from the work related injury. You never applied for FMLA but managment applied the benefit to the leave without any signature or documenation from your doctor regarding FMLA. They legally can do this if you read the "Act" of 1995 FMLA". However, if in 3 months you need a surgery for something unrelated to the OIJ or a family memeber falls ill, they will pull the crap that you used your benefit within the year. Well, guess what, your signature wasn't on any paperwork requesting FMLA, so it is challengable. Remember, never sign any documents regarding FMLA if you are NOT requesting this type of leave. YOU DON"T HAVE TO SIGN IT, but mangement will not tell you that.

If you do request it, than take the documentation to your physician to fill out, if the MMS rejects the leave, report to the "Hourly Wage Administration" or Labor board ASAP.

Folks need to start litigating outside the greivance arena for age and disability Discrimination and FMLA denials. Many outside attorneys are waiting for these EEOC/ADA cases and their is a 12-month statute of limitation from the date the discrimination violation occurred. You can file a grievance and an EEOC/ADA case concurrently.

 

[networking]

Consider yourself lucky if you have family leave. Some stations who have less than 50 employees do not have the option.

 

[usfliboi]

It all SPIN!

Employees are getting sick and we are an older population of workers...so instead of offering early outs, mangement decides to implement harsh punitive sick polices to rid themselves of the folks who get sick. They are implying we are liabilities to the corporation.

Pitbull! I work the front lines, and for years our sick policy has been abused over and over again. Granted morale and "not caring" plays a role however using sick time simply because you wanna watch the superbowl isnt a good excuse. I have heard and seen the abuse . You can have up to five before a drs note is requested and most play it to the hilt. Thes bad apples are few compared to the over all group but we all pay the price. I dont se how you could argue this. You know as well as i do the abuse has been great.

USfliboi,

I HAVE WORKED THE LINE FOR 23 YEARS. Don't tell me about the front line, pal.

And from where I sit, YOU HAVE ABSOLUTELY NO IDEA WHAT I KNOW. I know the problems intimately.

Management is demanding Dr. notes for almost every single sick call. You are way out of touch with today.

I am where you are PITBULL! I am in touch . Im not sure what "type" of people youre talking to on the line , in my exeperience when i hear of someone complaining about their supervisor on them or Drs notes being required, theres more to the story. You dig deeper you hear of no contacts, late check ins, many sick calls, late sick calls etc. You know what im saying is VERY true. Now does this mean they arent cracking the whip and being a little to aggressive? NO! But the bad apples always make it hard for all of us, and as your e VERY WELL AWARE, take up most of the local unions time defending.!