Itrade,
"You've got good managers, good workers"
This is not a strange concept to the Airline Industry.
Perhpas some American presidents aren't as effective as others because, while they have the intellect, they don't have the managerial talent to assemble a team. President bush, I think proved that Managerial capacity to surround yourself with talent can covercome... well... um... those brain cells which might have been lost in the Frat House on beer bash Friday.
In focusing on constructive ideas, do you think perhaps a change in key second tier Executives would help build such a bridge of trust?... As a temp fix.
I don't think the second tier execs are the problem, necessarily. The battle lines have been drawn amongst Perry, Scotty, and the other union heads on one side, and Dave, Neil, Jerry, and other senior management on the other side. Until those groups stop the challenges via press release and newspaper leak, nothing is going to get done. Any other VP adjustments are already in play as we've seen at least three or four depart with another couple to follow.
Validation by a "second Opinion" Audit of the Corporate Model?
Isn't that partially what the Morgan Stanley deal is all about? Everybody knows what the problems are, its what the solutions to the problems will be. Simply put, costs outstrip revenues.
How about temporary emergency relief provisions, during a transitional phase of Re-Modeling, while an independent audit assesses retroactively, whether Operational Productivity and Efficiences could have and would be attainable with current existing Labor Agreements. If the analysis isn't favorable to Management then changes should be made in upper level personnel, the business model should be modified immediately and Employees who's Multi-Billion dollar sacrifice has been squandered should be recompensated for the financial emergency relief before any Executive is rewarded in any maner of wealth or financial gain.
I don't think a snap back provision is what is needed at this point - especially when financial covenants have been put in place via the ATSB. If you're going to symbolicly chop executive compensation to a ratio based compensation (i.e. Dave makes 1.5x the top line employee), fine, if it makes folks happy. But, that's not my decision to make. That's up to the BOD who is free to remove people as it sees fit.
If independent analysis determins that Management has done the best they can despite concessionary contracts, then Executives will be vindicated and will naturally benefit at the expense of Labor any way.
OK.
Any Constructive ideas to remedy or bridge the gulf of mistrust
As mentioned earlier, just come out with the plan. The cloak and dagger bull#### on all sides needs to stop.
As I've thought about things, I've come to realize that US could easily do one thing - if it had the cash. Early outs and early retirement.
Part of US's cost problem is not the pay or productivity (although there are certainly productivity issues). Part of the problem relates to the seniority system and furloughs. Because of the fleet reductions and because of the furloughs and allignment of seniority, you've got 12 and 15 year old pilots flying 737-300s. Those are very expensive pilots flying what should be a very junior aircraft. Same with FAs; same with staffing at the counters and in the hang
ars.
If you had extra cash and could cut off 5% of your workforce through early outs, you would be able to put some reality back into the system and make it look more like what it should look like. That would reduce CASM without actually having to reduce headcount. Older folks parachute out and younger furloughees drop in.