The company is not the judge so who needs to counter their statements? They don't get to decide and their opinion is worth as much as the opinions of Marty and Pat-the paper it's written on.
April/May 2013 Pilot Discussion
- Thread starter Falcon
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The company is not the judge so who needs to counter their statements? They don't get to decide and their opinion is worth as much as the opinions of Marty and Pat-the paper it's written on.
- May 8, 2007
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"Our conclusion that Plaintiffs' claim is not ripe is consistent with our DFR decisions, which have found DFR violations based on contract negotiation only after a contract has been agreed upon.5 See, e.g., Williams v. Pac. Mar. Ass'n, 617 F.2d 1321, 1328, 1330 (9th Cir. 1980) (involving suit for breach of DFR in negotiating CBA brought after rules at issue were adopted); Bernard v. Air Line Pilots Ass'n, 873 F.2d 213, 215 (9th Cir. 1989) (involving suit for breach of DFR during negotiations brought after agreement between union and employer was reached); Hendricks v. Airline Pilots Ass'n, 696 F.2d 673, 674-75 (9th Cir. 1983) (same)." Not MY words, but the Ninth Circuit. You lose.
- May 8, 2007
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#### slap for AwFOL. T-13.
"Here comes Captain Gay again, disguising a lecture in a question....NO" Scott Kirby
- May 8, 2007
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Agreed. How sad.
Ripeness is all about verifiable harm. She'll need to know how many are now harmed. Who is harmed. To what degree.
She'll want specifics. She'll ask the west to produce the composed list in question which demonstrates harm to who and to what degree. If the list is strict DOH without restrictions then the list merely represents the west worst fear. To fairly assess the degree of harm to who and how many, shell ask to see the list with applied variables, considerations, and restrictions. Neither east nor west will be able to produce, with credible certainty, a finalized list complete with varibles, considerations, and restrictions which are yet defined by a process outlined in the agreed upon MOU.
With harm determined to be immeasurable and thus remedy indeterminable, the court must decide if harm, to any degree, is irreparable. Since material entities and assets, for all intents and purposes, are nonexhastible and nonperishable, then harm is not irreparable should it be found real and not imagined.
Zone5
Veteran
- Dec 17, 2010
- 773
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"The majority of East pilots I have run into think more like PSA and Trader." Now that's really funny! Talk about out of touch. PSA and Trader couldn't get company for dinner or a beer out of the "majority" of East pilots on an overnight. I don't know what you think you know about East pilots, but much like your understanding of the migratory habits of Lemmings, it appears to be totally of of touch with reality!
seajay
Walmartgreeter
Veteran
- Mar 6, 2003
- 1,430
- 1,143
Where is the "knife thrust?" Nothing, nothing at all changes for US Airways pilots in ANY way until the POR.
Why did Marty once again prematurely adjudicate? Because he knows it’s all over for the NIC on the date of the POR. Then the new Transition Agreement ratified by all takes effect.
Greeter
Why did Marty once again prematurely adjudicate? Because he knows it’s all over for the NIC on the date of the POR. Then the new Transition Agreement ratified by all takes effect.
Greeter
- May 8, 2007
- 3,146
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http://definitions.uslegal.com/s/seniority/
SENIORITY'S DECLINING ROLE
As the economy has changed over the past 40 to 60 years—shifting from a manufacturing economy to an economy based on services, absorbing large numbers of women into the workforce, and becoming more globally interdependent—expectations of work have changed. In the past it was far more likely that a person would work much, if not all, of his or her career with a single employer. This in no longer the case. As mobility has increased in the workforce, the role of seniority has diminished. Declining union membership as a percentage of the workforce has also contributed to the reduced role of seniority as an important factor in employment decisions.
While seniority was valued in the past, for many people today, the longer you have been with a company, the more your job may be in jeopardy. Technology is cited as a primary reason for this change. Younger workers are perceived as more creative and innovative and may have more relevant educational experiences and training. Just as the product life cycle has shortened, so too has the career cycle of employees. Today job change and diversity of experiences is valued more than seniority. Companies are under great competitive pressure and have less tolerance for employees who are earning in excess of their output, a situation more common among the most senior members of an organization. Today an older employee can be replaced by someone younger earning less than half as much salary.
But will that always be the case? As the influential baby boom generation begins to depart the workforce, most observers see a shortage of skills and a potentially serious shortfall in the supply of labor looming in the very near future. The conclusion of a report on a human resource director's survey, conducted by IBM and reported on in the Economist, states the situation this way: "When the baby-boom generation retires, many companies will find out too late that a career's worth of experience has walked out the door, leaving insufficient talent to fill the void."
In anticipation of this demographic shift, efforts are being made by some foresighted firms to maintain those with seniority and experience. Employees who are reaching retirement age are being encouraged to consider a phased withdrawal from the labor force. The use of job-sharing arrangements and part-time work schedules are two ways that are becoming more common for senior personnel in the stage a phased retirement. These flexible work arrangements allow an employee to ease out of the work habit while providing the company with an opportunity to use the senior employee's skills to train newer employees before the departure of senior employees.
SENIORITY'S DECLINING ROLE
As the economy has changed over the past 40 to 60 years—shifting from a manufacturing economy to an economy based on services, absorbing large numbers of women into the workforce, and becoming more globally interdependent—expectations of work have changed. In the past it was far more likely that a person would work much, if not all, of his or her career with a single employer. This in no longer the case. As mobility has increased in the workforce, the role of seniority has diminished. Declining union membership as a percentage of the workforce has also contributed to the reduced role of seniority as an important factor in employment decisions.
While seniority was valued in the past, for many people today, the longer you have been with a company, the more your job may be in jeopardy. Technology is cited as a primary reason for this change. Younger workers are perceived as more creative and innovative and may have more relevant educational experiences and training. Just as the product life cycle has shortened, so too has the career cycle of employees. Today job change and diversity of experiences is valued more than seniority. Companies are under great competitive pressure and have less tolerance for employees who are earning in excess of their output, a situation more common among the most senior members of an organization. Today an older employee can be replaced by someone younger earning less than half as much salary.
But will that always be the case? As the influential baby boom generation begins to depart the workforce, most observers see a shortage of skills and a potentially serious shortfall in the supply of labor looming in the very near future. The conclusion of a report on a human resource director's survey, conducted by IBM and reported on in the Economist, states the situation this way: "When the baby-boom generation retires, many companies will find out too late that a career's worth of experience has walked out the door, leaving insufficient talent to fill the void."
In anticipation of this demographic shift, efforts are being made by some foresighted firms to maintain those with seniority and experience. Employees who are reaching retirement age are being encouraged to consider a phased withdrawal from the labor force. The use of job-sharing arrangements and part-time work schedules are two ways that are becoming more common for senior personnel in the stage a phased retirement. These flexible work arrangements allow an employee to ease out of the work habit while providing the company with an opportunity to use the senior employee's skills to train newer employees before the departure of senior employees.
Zone5
Veteran
- Dec 17, 2010
- 773
- 696
Based on the aircraft deck angle after rotation, the apparent resulting deep rolling stall and that they never even got the gear up, I sure think it looks like control of the aircraft was compromised. Possibly a terrorist act, the Taliban is already claiming responsibility. Possibly a massive cargo shift.
seajay
Bill Brasky
Veteran
- May 15, 2008
- 637
- 1,060
Looks to me like the load shifted on rotation, pushing the CG way too far aft. Pilot didn't even get the gear up before he knew he was in trouble. I don't know for sure, but it looks likely from the video.
It seems so, coupled with delusional fantasies of excessive self worth, and naturally with that; a complete lack of respect for any other people.
CallawayGolf
Veteran
- Nov 13, 2009
- 1,920
- 1,961
As opposed to those who refuse to abide by the terms of their contractual agreements or to accept the results of final and binding arbitration?
How exactly does an expectation that all parties in a contract honor their agreements demonstrate a complete lack of respect for other people? Seems to me that living up to one's agreement, even to one's own detriment, is paramount to showing respect to others.
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