F/A Attrition ONLY

[nbmcg01]

Well I have to now chime in here...I have to disagree KP...and BTW...Welcome back...U will soon know how the F/A's at AA really work...Yes, they ( the SENIOR F/A's drop their trips every month ) so JR F/A's like urself, ur wife, and me can pickup great trips off of the HIBoard.....However, different scenario here..What if those senior F/A's had no choice, but to actually work those trips instead of dropping them? Hmmm..How many would retire, and, or, quit? That's the problem with what's actually going on....Skymess and everyone else on here likes the "Flexibility", but it ( the Flexiblity) has come to a point, where that, is the AActual problem....Sure..why would u retire if u can hold the best trips, and most desireable? Keep ur perks at AA, and let some other sucker fly a good trip. Knowing, that when times get tough, and "the other job" you are working goes down the toilet, or ur "Rich" husband, who has been actually paying all of your bills for that past 20 years ,runs off with the next 18year old you can come back to the job, that you have always wanted, and work. Seniority had its place, back in the day when Aviation first took flight, but we are now in the 21st century, and still working with the those who started this profession. It's now time to actually look at those who work, who have pride in what they do, and who "Actually" need this job to survive.

Ed, history has proven that when you remove the leaves, ability to trip drop, et al, all of those f/as you thought would quit/retire don't. They fly their flights and will as long as needed. Your reasons for trip dropping are sexist and way off base. By the way, are you still in real estate? I never (or VERY rarely) trip dropped nor did I pick up trips (unless ANC was available). I still managed to raise a large family (successfully) and work other jobs whether they were for compensation or volunteer positions. That is the main "perk" of the f/a job. Seniority drives all union jobs. Why do you think it is so "protected". The people you are complaining about are the same that fought for the pay, benefits, and work rules (well, some of them,lol) that you enjoy. I left with 35 years and had we been given any sort of slotting, and family situation had not made it medically necessary to remain home, I would still be flying. And yes, I would be exercising the benefits that my negotiated contract allows to meet my personal requirements. These are the same benefits you enjoy, trading, moving flights around, maybe dropping a trip and maybe picking up a trip...or maybe just flying my line.
You view of other peoples financials could not be more wrong. No one needs THIS job to survive. I'm a perfect example of this. It pays more, is certainly easier, but need THIS job, not a chance. Don't sell your co-workers short. There is a big difference betweed need and want.

 

[ArtTang]

The F/As who are clamoring for tighter and more restrictive rules regarding trip dropping fail to see the big picture. They are thinking about their immediate needs while ignoring the greater question. If a poll were taken among the F/As at American Airlines, flexibility would undoubtedly rank as the most attractive aspect of the job. Regardless of one’s seniority, the ability to trade days and to drop and pick up trips has always been the most valued item in our contract. One only has to look at other carriers, British Airways or Delta for example, to see how difficult life can be when trading and dropping are restricted or even eliminated. At those carriers, the line you receive is the line you fly…with very little wriggle room.

I understand the frustration F/As feel with the fact that we are not hiring. It sucks. It is however not the first time our company has been in this position (we had layoffs and furloughs in the early 1980s too). The F/As who are demanding we sacrifice our flexibility are hoping the increased flying obligation will result in a mass exodus of senior F/As so the more junior ones can fly Paris and Shanghai on Mondays with every holiday off. In other words, they want seniority and they want it now. Their attitude demonstrates an astounding sense of entitlement. They are tired of serving reserve at 12 years seniority. They are tired of flying on Thanksgiving at 15 years seniority. Please…they have NO idea what it means to earn seniority (yes, it is earned in this business).

I am by no means “senior†in the scheme of things at AA. I was hired in August of 1986 and still have 5,300 people senior to me. Many of my classmates are STILL on reserve depending upon where they’re based. When we were hired we served reserve every single month (yup, that means NO rotation). We didn’t have the luxury of going to the mall or to the beach with our cell phones when on call; we had to sit at home and wait for the telephone to ring (beepers were unreliable in the bronze age and would often fail to function in elevators, malls, tunnels, etc., so we stayed by the phone in our homes). We certainly could not drop trips assigned to us when on reserve, and we were FIRED if we missed trips. My classmates in IOR are still flying availability while those in LAX are on reserve. Seniority is earned, so excuse me if I am somewhat baffled by this posse of junior F/As who are demanding we give up the most valued aspect of our job (i.e., flexibility) in hopes of realizing their vision of eliminating what they consider to be senior “part timers.â€

These same F/As also fail to see how flexibility allows F/As to transition into other careers. I admit that I have flown the bare minimum required to retain insurance over the past 5 years as I’ve worked on my second Master’s and Ph.D. Now that I am ABD, I am flying a full schedule but will go on the job market at the end of this year. My goal is to transition into an entirely new career and to leave AA, and I am certainly not alone: the monthly retirement and attrition breakdown reflects a consistent number of F/As of mid-range seniority leaving the company. I bet they have been busy training or earning a degree in some field that allows them to leave AA. They could not do this without the flexibility our contract currently provides. I can’t count the F/As in Miami who are in law school, earning nursing degrees, or learning a trade. Many of us see the writing on the wall and do not want to get caught without an exit strategy when this ship goes down. Let me repeat: none of us could work toward the goal of leaving if we didn’t have the flexibility to do so. When we leave, the seniority list moves.

Beyond this argument there are countless other reasons to retain flexibility. During this round of negotiations, the company is going to come after, among other things, our vacation. If we lose the ability to trade and drop, think of what will happen to our family vacation time. When will we have the freedom to drop a trip in order to fly to Hawaii for a friend’s wedding? What about the many F/As who have no sick time (we lost half of that in the RPA, remember?). What if they get sick and lose that time? How will they make it up? If HIBOARD and make-up are dry, there would be no way to recover the lost time.

I hope the F/As who are demanding less flexibility will think about the bigger picture. We have already lost food, rest, pay, vacation, sick time accrual, etc. Do we really want to lose the ability to trade, pick up, and drop trips? Because that is exactly what will happen if we raise the monthly flying obligation. To be sure, the first casualty will be HIBOARD…followed by make-up and the trading services. It won’t be fun.


Peace,
Art in MIA

 

[Skymess]

Well I have to now chime in here...I have to disagree KP...and BTW...Welcome back...U will soon know how the F/A's at AA really work...Yes, they ( the SENIOR F/A's drop their trips every month ) so JR F/A's like urself, ur wife, and me can pickup great trips off of the HIBoard.....However, different scenario here..What if those senior F/A's had no choice, but to actually work those trips instead of dropping them? Hmmm..How many would retire, and, or, quit? That's the problem with what's actually going on....Skymess and everyone else on here likes the "Flexibility", but it ( the Flexiblity) has come to a point, where that, is the AActual problem....Sure..why would u retire if u can hold the best trips, and most desireable? Keep ur perks at AA, and let some other sucker fly a good trip. Knowing, that when times get tough, and "the other job" you are working goes down the toilet, or ur "Rich" husband, who has been actually paying all of your bills for that past 20 years ,runs off with the next 18year old you can come back to the job, that you have always wanted, and work. Seniority had its place, back in the day when Aviation first took flight, but we are now in the 21st century, and still working with the those who started this profession. It's now time to actually look at those who work, who have pride in what they do, and who "Actually" need this job to survive.

Not everyone dropping is senior and not everyone has a rich husband.

People should always be able to drop. I don't think they should always expect to have full time benefits for being part time.

Part of the flexibility problem is the existence of trip trade services. I don't think trip trade services should be allowed to exist. The services are impeding everyone access to their job unless they pay and AA is enabling this prohibitive process because they profit from it too. We have hiboard. It would be enough if we all used it.

Attrition happens. It doesn't happen as fast as we want it to happen sometimes. It does happen, though. If the company wasn't stagnant it wouldn't be so unbearable or seem so hopeless.

 

[eolesen]

If my "point" about 93' SCABS, as it relates to the 2 DFW bases..........HURTS,....well what can I say,.....except..."It IS what it IS" !

Whatever, but if half the base lives outside of TX, your point doesn't do much to support your prejudices against the South.

 

[jimntx]

Not everyone dropping is senior and not everyone has a rich husband.

People should always be able to drop. I don't think they should always expect to have full time benefits for being part time.
though. If the company wasn't stagnant it wouldn't be so unbearable or seem so hopeless.

You will never find a post where I said that only senior f/as are dropping or that people should not be able to drop. It's you and the others reading that into my objections to people who ALWAYS drop EVERYTHING and NEVER fly. It is ridiculous prima facie that someone should be allowed to be called an employee who chooses to never come to work.

I know a f/a who lives in a remote part of Colorado. She told me quite proudly that she had not worked a trip in years. In fact, the only time she is on an airplane is when she commutes to DFW for EPTs. Someone like that should not be allowed to take up space on the seniority list. This would be for YOUR benefit more than mine. I won't live long enough to get transferred back to DFW. I will never be off reserve. I will never hold a totally commutable line. I will never draw much of a pension from AA. In fact, at the rate things are going I may not even remain on the payroll long enough to get lifetime travel benefits. Rock Solomon posted on his website that there may be as many as 3000 furloughs after Labor Day. If so, I am toast once again. But by god let's make sure that we protect the perks.

There was one in Ops at SLT the other day whining about the fact that Crew Schedule had given all the Open time trips to Reserves and Availability f/as, and didn't keep back some of the good trips for the MU list. This is a f/a who bids the very best lines at SLT, then has her trip trade service get rid of them, and she parks on MU all month just in case something better opens up.

But, you see unlike the average AA f/a I am interested in issues beyond the end of my nose. Whether or not this is the way things have always been done, it is still wrong. I find it interesting that the f/as who leap to the defense of "quality of life" issues are the f/as who are in no danger of being furloughed. The selfishness of the f/as at AA astounds me. "I don't care if other f/as lose their jobs and/or their homes as long as I never have to come to work."

The reason the Blessed Order of the Perpetually Trip-Removed is so very willing to throw junior f/as under the bus to protect perks for the senior f/as is because that is what the senior f/as want.

 

[Flyboy4u]

You will never find a post where I said that only senior f/as are dropping or that people should not be able to drop. It's you and the others reading that into my objections to people who ALWAYS drop EVERYTHING and NEVER fly. It is ridiculous prima facie that someone should be allowed to be called an employee who chooses to never come to work.

I know a f/a who lives in a remote part of Colorado. She told me quite proudly that she had not worked a trip in years. In fact, the only time she is on an airplane is when she commutes to DFW for EPTs. Someone like that should not be allowed to take up space on the seniority list. This would be for YOUR benefit more than mine. I won't live long enough to get transferred back to DFW. I will never be off reserve. I will never hold a totally commutable line. I will never draw much of a pension from AA. In fact, at the rate things are going I may not even remain on the payroll long enough to get lifetime travel benefits. Rock Solomon posted on his website that there may be as many as 3000 furloughs after Labor Day. If so, I am toast once again. But by god let's make sure that we protect the perks.

There was one in Ops at SLT the other day whining about the fact that Crew Schedule had given all the Open time trips to Reserves and Availability f/as, and didn't keep back some of the good trips for the MU list. This is a f/a who bids the very best lines at SLT, then has her trip trade service get rid of them, and she parks on MU all month just in case something better opens up.

But, you see unlike the average AA f/a I am interested in issues beyond the end of my nose. Whether or not this is the way things have always been done, it is still wrong. I find it interesting that the f/as who leap to the defense of "quality of life" issues are the f/as who are in no danger of being furloughed. The selfishness of the f/as at AA astounds me. "I don't care if other f/as lose their jobs and/or their homes as long as I never have to come to work."

The reason the Blessed Order of the Perpetually Trip-Removed is so very willing to throw junior f/as under the bus to protect perks for the senior f/as is because that is what the senior f/as want.

Thank you for taking my thoughts and actually putting them in writing. Another great post Jim. The problem with those senior is they don't want to accept change. Most of them have no idea what the JR folks have had to endure, and continue to endure allowing them to never have to work, and pursue a new career while retaining a seniority number..These are the same individuals who too signed their name on a contract, the day they were hired to do a JOB, which they don't do. If I ever had an employee retain the benefits from my company, and not show up to work I would Fire them faster than you can blink...That's not "Flexibility" it' stealing. These F/A's are no more better than the top execs of the company taking million dollar bonus checks during a time when the company is in the Red..


I do applaud the senior flight attendants who actually made this a career. However, they seem to have forgotten what happen in 2003. All of the hard work was literally gutted overnight. These are the same F/A's now who I wish would come out of the closet, so to speak, and use their wealth of knowledge to unite this workforce. Nowhere is experience, dedication, and knowledge more important than this time in history with the airlines...There has NEVER been anything in US Airline history like the current scenarios being played out in this industry today. Instead, these F/A's would rather sit on the sidelines, and let those of us who actually do the work, and take pride in our jobs ,in hopes things will only get better...They will have a very rude awakening one day. Unfortuantely, the biggest abusers of this "No work Flexibility" the senior F/A's are so happy to have, are those working for the APFA. I mean who wouldn't want to take a huge salary, not step foot on an airplane, and sit around laminating bag tags with the word "RESIGN" on them? I am sure those Execs were really worried they were going to be forced to resign.

 

[jimntx]

Actually, there are quite a few of them who do know what the junior people are going through and remember how crappy Reserve is/was. Problem is that instead of taking the true unionist attitude of "I am going to make things better for the people who come after me" their attitude is "I had to suffer as a junior f/a; so, you do, too."

 

[ArtTang]

"The problem with those senior is they don't want to accept change. Most of them have no idea what the JR folks have had to endure, and continue to endure allowing them to never have to work, and pursue a new career while retaining a seniority number..These are the same individuals who too signed their name on a contract, the day they were hired to do a JOB, which they don't do. If I ever had an employee retain the benefits from my company, and not show up to work I would Fire them faster than you can blink...That's not "Flexibility" it' stealing. These F/A's are no more better than the top execs of the company taking million dollar bonus checks during a time when the company is in the Red.."

Hmmm, "those senior" know better than "those junior" what hell reserve and availability can be because we endured it under much harsher conditions than what F/As know today. Yes, I admit the sequences today suck because the layovers can be short, but we have always had long days with four legs. I used to be based in DFW and it was not uncommon to fly a three day trip without ever leaving the state of Texas. We would bounce between DFW-AUS-DFW-SAN-SAT, etc., only to end up in Midland Odessa for a glamorous eleven hour layover. What made reserve worse back then is the fact that we did not have cell phones. We were literally prisoners in our homes as we waited for scheduling to call. Furthermore, we never had a break from reserve. There was no rotation offering one on one off or one on three off. It was STRAIGHT reserve every month. So, it is simply not true that senior people have no idea how awful reserve is today. Furthermore, as I stated in my previous post, some of my classmates are still on reserve with 22-23 years of seniority, so this is hardly a senior versus junior issue.

As for your equating F/As who pursue alternative careers while staying on the payroll with the top execs who are taking mutli million dollar bonuses, let me remind everyone that if a F/A fails to fly the contractual minimum per year s/he must pay the full amount of insurance. I don't know many F/As who can afford to pay this monthly fee (app. $700 for a couple) so most F/As who are in school or who are pursuing other careers are flying at least 440 hours a year. Now, if a F/A has insurance through his/her partner or spouse and does not receive it through AA, then there is no cost to the company on that front. Also, if a F/A is not flying his/her line (i.e., dropping), then AA is not paying that person a salary. So, how exactly is a F/A who is in school or pursuing another career stealing or ruining the company? Your analogy is off base.

I will agree with you that F/As should not be allowed to "park" trips in order to go on make-up. This is wrong on so many levels. I would also agree that it is not helping the F/A corps or the company to have F/As stay on the seniority list when s/he never flies. When the required hours to receive company subsidized insurance were set at app. 430 per year I was OK with it because I understood that it would keep F/As active if they wished to receive health benefits. I guess what confuses me with your posts (and those of a few others, such as flyboy4u and Chris) is that you all seem to be demanding F/As be forced to fly more hours a month yet you say you are not advocating a reduction in flexibility. You cannot have one without the other. If you want all F/As to be required to fly, say, 75 hours a month, this will absolutely result in less flexibility. People will lose the ability to trade or drop and junior folks who depend upon more senior F/As to drop their trips to say, Paris or Rome, will no longer find these trips available.

All I'm saying is: We must be very, very careful about what we wish for when it comes to altering our scheduling rules. Remember when our union allowed the company to raise our bid lines to 85 hours during the RPA? I was adamantly opposed to the increase because I knew it would result in the obliteration of cadence, regular days off, pure bid lines, etc. And lo and behold, I was absolutely right. Just take a look at the IMA bid sheet. Paris has turns mixed in, San Juan 2-days are part of the Madrid bid lines, etc. Because there is no cadence, it is extremely difficult to coordinate child care or participate in any regularly scheduled activity outside work.

There is nothing more important in our contract than work rules and duty rigs. Once we give something up in these departments it's gone forever. So, let us all think before we react.

Peace,
Art in MIA

 

[ArtTang]

Actually, there are quite a few of them who do know what the junior people are going through and remember how crappy Reserve is/was. Problem is that instead of taking the true unionist attitude of "I am going to make things better for the people who come after me" their attitude is "I had to suffer as a junior f/a; so, you do, too."

Jim,

I am confused by your post. The past five contracts have brought improvements to reserve. Way back in 1987 we voted to create a rotation so F/As would no longer have to fly reserve every single month. The 1993 contract (I believe) created, among other things, better pairings of days off, and the 2001 contract offered reserve over ride, among other items. It is simply not true that the senior folks have never cared about reserve. As I have already stated ad nauseam, senior people also serve reserve. It wasn't that long ago that F/As with 26 years were still on reserve in IDF and my classmates are still on reserve in LAX.

Now, I admit that reserve sucks. It always has and always will. Obviously the improvements to reserve have been incremental but there have been positive changes to the system. I admit it has a long way to go, but why do you blame senior people for the lingering issues? How exactly would you change the whole system to make it bearable? Have you submitted your ideas to the negotiating team? I suspect the real source of frustration is the fact that we are not hiring and there is absolutely no light at the end of the tunnel. This is a sad fact and I truly feel for the junior F/As for having come on board at such a bad time in the industry.

Take care,
Art

 

[jimntx]

Jim,
Now, I admit that reserve sucks. It always has and always will. Obviously the improvements to reserve have been incremental but there have been positive changes to the system. I admit it has a long way to go, but why do you blame senior people for the lingering issues? How exactly would you change the whole system to make it bearable? Have you submitted your ideas to the negotiating team? I suspect the real source of frustration is the fact that we are not hiring and there is absolutely no light at the end of the tunnel. This is a sad fact and I truly feel for the junior F/As for having come on board at such a bad time in the industry.

Take care,
Art

Art, reserve is not really an issue to me. I was just using that as a response to flyboy4u. As I said in a previous post, I took the job knowing that reserve was part of the package. I also took the job knowing that I will not live long enough to get off reserve at AA. Quite frankly, when I was based at DFW before I was furloughed I use to look forward to reserve months because I got trips I will never be able to hold on a line month.

Your friends are still serving reserve at 20+ years because of all the senior f/as who refuse to fly or retire. The company can not move more f/as into those bases because those senior f/as might decide to fly, and you would have an overstaffing situation. (Which would probably result in a fallback to domestic for the most junior f/as in that International base.) However, I have also heard numerous senior f/as at DFW and SLT express the opinion that they fail to see why life should be any better for junior f/as today than it was for them when they were on reserve.

All those improvements that you mentioned in previous contracts are being violated wherever possible by the company. And the APFA does nothing about it because the f/as they care about are not serving reserve. We get nagged (in a nice way) every reserve month by SLT management to put in our preferences. AFAIK, I have never had my preferences honored except in the breech.

Yes, I did send a number of suggestions to the negotiating committee. I was informed politely (implied, not in so many words) that my job as a junior f/a was to pay my dues and shut up. Of course, one of my suggestions was to raise the minimum flight hours for company-paid benefits to 50. I got the same response when I sent in objections to the line 2000 availability business that was nothing more than an agreement between the company and the APFA to put the most junior f/as in each base on reserve year-round and just not call it reserve.

 

[Flyboy4u]

As for your equating F/As who pursue alternative careers while staying on the payroll with the top execs who are taking mutli million dollar bonuses, let me remind everyone that if a F/A fails to fly the contractual minimum per year s/he must pay the full amount of insurance. I don't know many F/As who can afford to pay this monthly fee (app. $700 for a couple) so most F/As who are in school or who are pursuing other careers are flying at least 440 hours a year. Now, if a F/A has insurance through his/her partner or spouse and does not receive it through AA, then there is no cost to the company on that front. Also, if a F/A is not flying his/her line (i.e., dropping), then AA is not paying that person a salary. So, how exactly is a F/A who is in school or pursuing another career stealing or ruining the company? Your analogy is off base.

OFf base? Those F/A's who continue to hold a seniority number and not fly does cost the company money...U are correct they must fly an avereage of 440 hours per year for health insurance, but what about non-rev benefits?, what about the paperwork involved in keeping that seniority intact on the line? How about the cost associated with recurrent training every year so a F/A can pursue another career at the expense of the company they "Supposedly" work for....I would say you are off base..Again, you as a flight attendant signed a contract to work a JOB...IF you don't do it you need to leave that simple...If thats not stealing Art then what would you call it? A free ride? Common sense dictates that if what you say is true that these F/A's are pursing other careers, and are forced to fly a minimum monthly schedule then they will have to make a decision? Keep the job, or move on? Under these conditions, I would feel much better, knowing I may be furloughed again, that those on the line are actually working the job instead of pretending...Then they can actually see what needs to change in work rules, etc...to regain what we once had...

 

[FA Mikey]

OFf base?

Yes Ed off base. You are as usual making irrational arguments, trying to make some wild simple minded thought rational or relevant. As always its not working. Art could not have put it more succinctly and to the point.

Those F/A's who continue to hold a seniority number and not fly does cost the company money...U are correct they must fly an avereage of 440 hours per year for health insurance, but what about non-rev benefits?

Exactly how much does a person cost the company in non rev costs? I havent non rev-ed in 2 years, how much did I save AA?

what about the paperwork involved in keeping that seniority intact on the line?

What is the cost of this? Is there a secretary who does the seniority list. They should think of automating it.

How about the cost associated with recurrent training every year

How much is the associated cost of each FA doing EPT's? How many of those are fixed, and wouldn't matter if a few hundred up or down were eliminated, or added?

so a F/A can pursue another career at the expense of the company they "Supposedly" work for....

BTW Ed its a job and not my life, and a large number of people will say the same. I owe to AA what they pay me to do. Outside of of my specific job, its my life, I live for me and my family, not a corporation.

would say you are off base..Again, you as a flight attendant signed a contract to work a JOB...

The only contract signed was with my union and the company setting the parameters of how, when, where I work.

IF you don't do it you need to leave that simple...If thats not stealing Art then what would you call it? A free ride?

Understand what stealing is Ed? By that question I would have to guess not. If you must call it something, its called working my job with in the contract signed by and accepted by the company, the union and the majority of the flight attendants.

Common sense dictates that if what you say is true that these F/A's are pursing other careers, and are forced to fly a minimum monthly schedule then they will have to make a decision? Keep the job, or move on? Under these conditions, I would feel much better, knowing I may be furloughed again, that those on the line are actually working the job instead of pretending...Then they can actually see what needs to change in work rules, etc...to regain what we once had...

What is it "we" regain that we once had? There is nothing different, for as long as I have been here, and the people before me. People have spent time flying and time dropping everything. Obviously AA does not have a problem with it. Its not everyones fault you are junior. Only time can change that.

 

[Flyboy4u]

Yes Ed off base. You are as usual making irrational arguments, trying to make some wild simple minded thought rational or relevant. As always its not working. Art could not have put it more succinctly and to the point.


Exactly how much does a person cost the company in non rev costs? I havent non rev-ed in 2 years, how much did I save AA?

What is the cost of this? Is there a secretary who does the seniority list. They should think of automating it.


How much is the associated cost of each FA doing EPT's? How many of those are fixed, and wouldn't matter if a few hundred up or down were eliminated, or added?


BTW Ed its a job and not my life, and a large number of people will say the same. I owe to AA what they pay me to do. Outside of of my specific job, its my life, I live for me and my family, not a corporation.

The only contract signed was with my union and the company setting the parameters of how, when, where I work.

Understand what stealing is Ed? By that question I would have to guess not. If you must call it something, its called working my job with in the contract signed by and accepted by the company, the union and the majority of the flight attendants.


What is it "we" regain that we once had? There is nothing different, for as long as I have been here, and the people before me. People have spent time flying and time dropping everything. Obviously AA does not have a problem with it. Its not everyones fault you are junior. Only time can change that.

So Mikey again your "Senior Suppority" rants are exactly the problem..You honestly think there is no costs associated with any of the afore mentioned items..I beg to differ....Let me get this straight..You feel its your "god given earned right" not to work because you are senior? You just admitted you signed a contract to "WORK" not drop everything every month and pursue a different career choice....Things must be really hot down their in Miami for you? Perhaps you should take a trip up north and cool off?

 

[FA Mikey]

So Mikey again your "Senior Suppority" rants are exactly the problem..You honestly think there is no costs associated with any of the afore mentioned items..I beg to differ....Let me get this straight..You feel its your "god given earned right" not to work because you are senior? You just admitted you signed a contract to "WORK" not drop everything every month and pursue a different career choice....Things must be really hot down their in Miami for you? Perhaps you should take a trip up north and cool off?

I asked, Stop crying foul and step up to the plate. WHAT ARE THE COSTS? Numbers, you want to rant fine, but facts numbers? What are they?


Please show me where I say "Its my God given earned right not to work because I am senior" Where?


Please also show me where I said "I signed a contract to work, not to drop everything?


PS I am coming to LGA shortly, I will be dropping those high time turns.

 

[Flyboy4u]

I asked, Stop crying foul and step up to the plate. WHAT ARE THE COSTS? Numbers, you want to rant fine, but facts numbers? What are they?

Mikey get one thing straight...In the "real working world" Time = Money. If it takes an EPT instructor to keep a current F/A, or F/A's in this case current, eventhough they are not working, they are spending their "Time" training them which results in your company having to pay that instructor "Money" for doing so...If it takes a secretary "Time" to update a seniority list the company must pay that secretary "Money" to do so...It's simple math...If these F/A's wern't employed then it would mean less "Time" spent resulting in less "Money" out of pocket from the company. Do you understand that?, or is it way too complicated for you? Perhaps instead of dropping those LGA turns why dont u take some "Time" and work them..Maybe even layover and enjoy the city for awhile...You can see a lot of sights in 9 hours.