robbedagain
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that's one heck of nightmares for those folks just by reading those comments
IAM Stepping Up campaign
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And what does a Discover Card warranty have to do with Delta and how Sedgwick treats DL's employees?
When I was at US we had to take on Sedgewick many times, it pays to belong to a union and have a CBA?
Wow, lets buy a washer and dryer and forgot about a man who is disabled and getting the run around.
Go back under your bridge.
When I was at US we had to take on Sedgewick many times, it pays to belong to a union and have a CBA?
Wow, lets buy a washer and dryer and forgot about a man who is disabled and getting the run around.
Go back under your bridge.
WorldTraveler
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Mr. A is a very sick man.
My heart goes out to him for his problems but they are not occupational disability issues.
"Mr. A’s medical conditions include multiple exertional and nonexertional impairments. He suffers from “occulusive coronary heart disease, sleep apnea, insomnia, headaches, nervousness, high cholesterol, acid reflux disease, severe hypertension, poor concentration, major depression, anxiety and stress.” Mr. A’s treating physicians have documented his continued pain, polyneuropathy and depression. With his various conditions having severely limited Mr. A’s activities, Mr. A cannot “engage in any form of exertional activity.” Prescribed multiple medications that include narcotic pain relievers to address his multiple symptoms, Mr. A still suffers break through “pain discomfort, and limitations in functioning.”"
In the case below, the person specifically states her problems were due to infections due to contaminated surgical hardware.
It's also Worth noting that the thread is hosted on a lawyer website.
note that the recommendation from the lawyer is to contact a, guess what, lawyer.
that should tell you something.
My heart goes out to him for his problems but they are not occupational disability issues.
"Mr. A’s medical conditions include multiple exertional and nonexertional impairments. He suffers from “occulusive coronary heart disease, sleep apnea, insomnia, headaches, nervousness, high cholesterol, acid reflux disease, severe hypertension, poor concentration, major depression, anxiety and stress.” Mr. A’s treating physicians have documented his continued pain, polyneuropathy and depression. With his various conditions having severely limited Mr. A’s activities, Mr. A cannot “engage in any form of exertional activity.” Prescribed multiple medications that include narcotic pain relievers to address his multiple symptoms, Mr. A still suffers break through “pain discomfort, and limitations in functioning.”"
In the case below, the person specifically states her problems were due to infections due to contaminated surgical hardware.
It's also Worth noting that the thread is hosted on a lawyer website.
note that the recommendation from the lawyer is to contact a, guess what, lawyer.
that should tell you something.
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737823, on 30 Jun 2014 - 9:19 PM, said:
I just have seen firsthand how destructive organized labor is to industry and our government .
Kev3188 said:
And Kevin said Go On,737823 said:
Still no answers.737823 said:
robbedagain
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L. d> has a very interesting case DL screwed them over big time
Kev3188
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737823 said:
My mileage has varied.
...As it has for many, many of my colleagues...
Though they may have been as part of the "degenerative & traumatic injuries" he'd initially suffered. I'm sure you saw that, right? It's just before the part you quoted...WorldTraveler said:
And while that's all well & good, he's pursuing a disability claim, and not a WC claim.
As for a lawyer, you know what was (another) great thing about being represented? Having access to a legal team, and resources to help one navigate the process. Having to hire a lawyer just to access the benefits one has been paying for is absurd.
Kev3188
Veteran
Just for fun, ramble on over to the DL break room, and take a random sampling of how people feel about Sedgwick.robbedagain said:
WorldTraveler
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guess what?
no one likes whoever stands between them and the that they think they are owed.
could Sedgwick do better? I'm sure they could.
But an insurer or insurance processor is not going to allow claims that do not pass the muster for being reimbursed.
And a union can't make an insurer pay for something that doesn't meet the requirements for reimbursement.
I've been thru it with other insurance companies and I don't like it any more than anyone else does.
I don't have to know the particular cases to pass some basic "this doesn't smell right"
The list of health conditions Mr. A had is not all occupational related. He even said that Sedgwick said that his claims have to be occupational related.
Surgical malpractice is surgical malpractice.
PTSD for an occupational injury? It better have been really bad because if not it is an affront to soldiers who got fired at in war and came home with the disease.
And the lawyer is right. If there really is a case, a lawyer will take it and fight to get a share of the proceeds if they win.
If the lawyer won't take it, that should say something about the validity of the case.
no one likes whoever stands between them and the that they think they are owed.
could Sedgwick do better? I'm sure they could.
But an insurer or insurance processor is not going to allow claims that do not pass the muster for being reimbursed.
And a union can't make an insurer pay for something that doesn't meet the requirements for reimbursement.
I've been thru it with other insurance companies and I don't like it any more than anyone else does.
I don't have to know the particular cases to pass some basic "this doesn't smell right"
The list of health conditions Mr. A had is not all occupational related. He even said that Sedgwick said that his claims have to be occupational related.
Surgical malpractice is surgical malpractice.
PTSD for an occupational injury? It better have been really bad because if not it is an affront to soldiers who got fired at in war and came home with the disease.
And the lawyer is right. If there really is a case, a lawyer will take it and fight to get a share of the proceeds if they win.
If the lawyer won't take it, that should say something about the validity of the case.
WorldTraveler
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and yet DOT data shows that DL FAs have enjoyed the fastest rate of compensation growth of any of their peers.
it's no wonder they have rejected unionization time after time after time.
it's no wonder they have rejected unionization time after time after time.
Kev3188
Veteran
Is that a testament to a tangible rise in compensation, or an indictment of how stagnant other carriers have been?
robbedagain
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kev... its probably tangible rise in mgmt./ceo compensation and an indictment of how stagnant other air carriers have been lit bit of both bro
but in that graphic 700 provided its a total sham that the ceo greedy wealth has exploded big time since 1988 whilst the FAs have not gone up as much
but in that graphic 700 provided its a total sham that the ceo greedy wealth has exploded big time since 1988 whilst the FAs have not gone up as much
WorldTraveler
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valid question, Kev. and thank you for engaging in a positive discussion.
there are probably elements of both. AA was on the verge of BK for 10 years and had no incentive to push wages up. UA employees are stuck in negotiations and the company already knows they have no choice but to cut labor costs because they aren't generating the revenues necessary to further increase pay.
Parker was a genius at being able to keep US labor low paid and relatively quiet.
WN's labor contracts are all, or largely up for negotiation.
DL's strategy from both a revenue and a labor cost standpoint is to do better than the rest of the pack - and that hasn't been terribly difficult in the labor arena.
The industry is doing well financially right now. Labor always sees good times and goes for the golden egg. Mgmt, esp. after the UA pilot mess, is willing to drag out the process as long as necessary to keep from making commitments they can't keep in the down times.
DL people have made healthy gains over the past several years. It is now up to the rest of the industry to catch up to the amount of gains DL people have made. As long as that is the case, DL people have little to no incentive en masse to give up what they have for something less.
again, thanks for a positive, engaging discussion.
Happy Fourth to you!
robbed,
feel free to propagate the typical union - mgmt. hatred relationship based on class welfare but mgmt. serves to maximize the value of the company - that is fundamental to the way companies work.
DL mgmt. has created more value for DL stockholders that any other US airline has ever done in the same amount of time and DL mgmt.'s compensation is less than what similar companies in other industries receive in compensation.
Most importantly, DL people know why different groups of people receive different levels of compensation whether the union can admit why or not.
And DL has employee representatives, including from In-Flight that participate in board meetings to further explain to employees why the company is doing what it is doing.
The system DL has works for it and its employees. They have validated that with repeated NO votes to change to the more typical heavily unionized environment in the airline industry.
there are probably elements of both. AA was on the verge of BK for 10 years and had no incentive to push wages up. UA employees are stuck in negotiations and the company already knows they have no choice but to cut labor costs because they aren't generating the revenues necessary to further increase pay.
Parker was a genius at being able to keep US labor low paid and relatively quiet.
WN's labor contracts are all, or largely up for negotiation.
DL's strategy from both a revenue and a labor cost standpoint is to do better than the rest of the pack - and that hasn't been terribly difficult in the labor arena.
The industry is doing well financially right now. Labor always sees good times and goes for the golden egg. Mgmt, esp. after the UA pilot mess, is willing to drag out the process as long as necessary to keep from making commitments they can't keep in the down times.
DL people have made healthy gains over the past several years. It is now up to the rest of the industry to catch up to the amount of gains DL people have made. As long as that is the case, DL people have little to no incentive en masse to give up what they have for something less.
again, thanks for a positive, engaging discussion.
Happy Fourth to you!
robbed,
feel free to propagate the typical union - mgmt. hatred relationship based on class welfare but mgmt. serves to maximize the value of the company - that is fundamental to the way companies work.
DL mgmt. has created more value for DL stockholders that any other US airline has ever done in the same amount of time and DL mgmt.'s compensation is less than what similar companies in other industries receive in compensation.
Most importantly, DL people know why different groups of people receive different levels of compensation whether the union can admit why or not.
And DL has employee representatives, including from In-Flight that participate in board meetings to further explain to employees why the company is doing what it is doing.
The system DL has works for it and its employees. They have validated that with repeated NO votes to change to the more typical heavily unionized environment in the airline industry.
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