Manhattan Based Management

[strikeforce]

They absolutely should get paid! If the world is shut down and the company declares an emergency then ALL employees sould be paid. It is the cost of "good will" management. You build employee loyalty by sometimes showing some compassion for the events that over which you no control.

I'm with you! As far as ORD....the company shutdown ops at 3:30pm. The public was told to stay off the roads unless absolutely necessary. It's not like I wanted to stay home.....the wx forced me to stay home. As a union member I'm pay protected for 40 hours per week. Given the choice of unpaid or pv......I chose PV in order to get paid. I think it's wrong. I guess we're fortunate the storm lasted 24 hours....what happens when a storm lasts 48 or 72 hours....what I go unpaid for a whole week? or do I burn through a week's vacation.....BS! I'M GRIEVING IT!

 

[Deleted member 14439]

My daughter's school was closed yesterday when there was only 4" of snow and the roads home were fine. I can't get one day of private school tuition refunded.

Josh



AWW, you poor guy. How ever will you manage 🙄

 

[JFK Fleet Service]

I've got a good one, I was summoned to the office yesterday for a discussion about my UA during the last snow event.Apparently I called snowbound "Too Early" in the estimation of the manager of ramp services.I could have, in her estimation come to work no matter how late I actually arrived.

The employees that did come in late received TL's and no further action was taken against them.501 is grieving both the UA's and the TL's.

Next significant snowfall, I will be calling out five minutes prior to the start of my shift.

 

[eolesen]

My daughter's school was closed yesterday when there was only 4" of snow and the roads home were fine. I can't get one day of private school tuition refunded.

Josh

Boy, you really know how to gin up sympathy, don't you.

 

[Veritas]

My daughter's school was closed yesterday when there was only 4" of snow and the roads home were fine. I can't get one day of private school tuition refunded.

Josh

Were the teachers docked pay? I am willing to wager that they were not.

 

[eolesen]

Were the teachers docked pay? I am willing to wager that they were not.

Teachers here in Chicago weren't docked pay, but they're salaried, and won't get paid extra for the two make-up days tacked on at the end of the year. Hourly workers like cafeteria workers and bus drivers didn't get paid, but they will be if they work the make-up days.

 

[Bob Owens]

So what did Southwest do? What did Fedex do? You all love to hold them up as the pinnacles of employee relations, so how did they handle it? Paid? Unpaid?

Why dont you ask them?

The issue was marking the Snowbound as a mark against their attendance, the same as a sick call or reporting late. Maintenance has already been changed to either CSO or PV, no mark against attendance. I have no doubts in my mind that had the company stuck to their guns nobody would ever call in snowbound again, not saying that they would show up, but they would not call in snowbound. I suspect that the next major storm Mr's Najerian and Torno shouldnt be suprised if that happens under their domain. Maybe they want the sick calls as an excuse to put workers on Doctors notes to give them 90 days should the labor movement ever get its act together and call for an industrywide sick out.

This isnt the only abuse that Mr Najerian and Torno are guilty of, they flagrantly disregard the contract and rely on the biased rules of the RLA to get away with it. For instance, as mentioned above, they are putting everyone on Doctors notes, after one occurance I'm told,-a clear violation of the agreement, and simply saying "grieve it" knowing that the process takes a year or more to get settled, even when they win the grievance, the company can still do it again. Then you wonder why we say what we say here. This is one of the reasons why we must do away with the RLA, under the NLRA if they flagrantly disregard the contract we can shut the place down, legally. The RLA basically ties labors hands, the companies can violate the agreement at will without being punished by the government but if the unions violate the agreement the government comes down heavy on the union. At one time companys were limited to violations in the "Minor Dispute" category, they could do anything they wanted as long as they didnt touch the wages, however now all they have to do is go BK and they can do that as well, once again, with the courts telling the unions they cant act in their members best interests.The APA Reno dispute is a perfect example. The company clearly violated the contract, then went running to the courts and instead of admonishing the company the courts effectively held the union down while the company had their way with them then fined the union for resisting being held down.

 

[TWU informer]

How about we quit pissing and moaning about who was and wasn't paid on a snow day and who had to walk the most distance?

We are all getting shafted daily and it shows bi-weekly on the paycheck.

Stop whining and do something about the real problem!
And I am not talking about whining to the passengers going to the Super Bowl either.
The passengers are not going to give or take away on your next labor agreement.
So stop whining and direct your efforts and attention directly at those who can.

AA Management must sit around laughing their asses off at us and the way we whimper.

 

[nbmcg01]

Do you mean goodwill as in the amount paid in excess of an intangible asset? 😀

If so, you're right because why should AA pay employees when no productivity is achieved? Passengers don't receive compensation for WX delays. AA loses revenue when passengers don't fly, take refunds or travel other carriers that would otherwise travel on AA. Passengers may lose out on prepaid vacation, hotel, car rental, scuba lessons, ski school, lift tickets, etc.

My daughter's school was closed yesterday when there was only 4" of snow and the roads home were fine. I can't get one day of private school tuition refunded.

Josh

Josh, my company has no snow policy yet during the ice storm the senior mangt. made the decision to close the office. All staff will be paid for the 2 days.

As for your daughter's school: Most if not all schools have snow days built into the yearly schedule so you will receive "value" for the lost days. The teachers and staff will be paid and your daughter will not lose a day (or more) of learning.

As for AA losing revenue: a good portion of the revenue will be recooped during rebookings. The tickets have been paid for so both pax and company will see their "value". I would call it "the cost of doing business". That is why AA probably has very good tax accountants...

 

[meechy36]

Do you mean goodwill as in the amount paid in excess of an intangible asset? 😀

If so, you're right because why should AA pay employees when no productivity is achieved? Passengers don't receive compensation for WX delays. AA loses revenue when passengers don't fly, take refunds or travel other carriers that would otherwise travel on AA. Passengers may lose out on prepaid vacation, hotel, car rental, scuba lessons, ski school, lift tickets, etc.

My daughter's school was closed yesterday when there was only 4" of snow and the roads home were fine. I can't get one day of private school tuition refunded.

Josh

Did you call the Superintendant and tell him that you were an Executive Platinum and Concierge Key? That always seems to impress all of us on here in every one of your posts.

MikeBos

 

[strikeforce]

Why dont you ask them?

The issue was marking the Snowbound as a mark against their attendance, the same as a sick call or reporting late. Maintenance has already been changed to either CSO or PV, no mark against attendance. I have no doubts in my mind that had the company stuck to their guns nobody would ever call in snowbound again, not saying that they would show up, but they would not call in snowbound. I suspect that the next major storm Mr's Najerian and Torno shouldnt be suprised if that happens under their domain. Maybe they want the sick calls as an excuse to put workers on Doctors notes to give them 90 days should the labor movement ever get its act together and call for an industrywide sick out.

This isnt the only abuse that Mr Najerian and Torno are guilty of, they flagrantly disregard the contract and rely on the biased rules of the RLA to get away with it. For instance, as mentioned above, they are putting everyone on Doctors notes, after one occurance I'm told,-a clear violation of the agreement, and simply saying "grieve it" knowing that the process takes a year or more to get settled, even when they win the grievance, the company can still do it again. Then you wonder why we say what we say here. This is one of the reasons why we must do away with the RLA, under the NLRA if they flagrantly disregard the contract we can shut the place down, legally. The RLA basically ties labors hands, the companies can violate the agreement at will without being punished by the government but if the unions violate the agreement the government comes down heavy on the union. At one time companys were limited to violations in the "Minor Dispute" category, they could do anything they wanted as long as they didnt touch the wages, however now all they have to do is go BK and they can do that as well, once again, with the courts telling the unions they cant act in their members best interests.The APA Reno dispute is a perfect example. The company clearly violated the contract, then went running to the courts and instead of admonishing the company the courts effectively held the union down while the company had their way with them then fined the union for resisting being held down.

At ORD I believe most of the mechanics chose PV's over TL's in order to get paid while most dispute it through the grievance process. AA didn't save any money....what they did do was screw up everyone's vacation weeks! So, instead of coding this event 8.0 Reg for 2/1 & 2/2....I used 2 PV's and now one of my vacation weeks will have 3 vac days and I will work the other 2. How did AA save money? All they did was piss me off somemore!
As far as the guys that were stranded at ORD for countless hours.....their not getting paid for all the additional hours after 8.0....talk about a bonehead move by management! This stuff is typical of a company that can care less about it's employee's....real pathetic!!

 

[boston]

Why dont you ask them?

The issue was marking the Snowbound as a mark against their attendance, the same as a sick call or reporting late. Maintenance has already been changed to either CSO or PV, no mark against attendance. I have no doubts in my mind that had the company stuck to their guns nobody would ever call in snowbound again, not saying that they would show up, but they would not call in snowbound. I suspect that the next major storm Mr's Najerian and Torno shouldnt be suprised if that happens under their domain. Maybe they want the sick calls as an excuse to put workers on Doctors notes to give them 90 days should the labor movement ever get its act together and call for an industrywide sick out.

This isnt the only abuse that Mr Najerian and Torno are guilty of, they flagrantly disregard the contract and rely on the biased rules of the RLA to get away with it. For instance, as mentioned above, they are putting everyone on Doctors notes, after one occurance I'm told,-a clear violation of the agreement, and simply saying "grieve it" knowing that the process takes a year or more to get settled, even when they win the grievance, the company can still do it again. Then you wonder why we say what we say here. This is one of the reasons why we must do away with the RLA, under the NLRA if they flagrantly disregard the contract we can shut the place down, legally. The RLA basically ties labors hands, the companies can violate the agreement at will without being punished by the government but if the unions violate the agreement the government comes down heavy on the union. At one time companys were limited to violations in the "Minor Dispute" category, they could do anything they wanted as long as they didnt touch the wages, however now all they have to do is go BK and they can do that as well, once again, with the courts telling the unions they cant act in their members best interests.The APA Reno dispute is a perfect example. The company clearly violated the contract, then went running to the courts and instead of admonishing the company the courts effectively held the union down while the company had their way with them then fined the union for resisting being held down.

I wouldn't be holding SWA as the be all end all, when it comes to being late,tardy, snow emergency, what have you. You better be there hook or by crook rain,sleet or snow. Get hurt on the job at SWA and see how much the LOVE ya....

You can always find something you love in one's contract, we all have that.

 

[Bob Owens]

I've been notified that the issue has been resolved for our Brothers and Sisters in other Departments, TEUs, as has been the practice for as long as I can remember.

Common sense finally prevailed.

 

[Bob Owens]

I wouldn't be holding SWA as the be all end all, when it comes to being late,tardy, snow emergency, what have you. You better be there hook or by crook rain,sleet or snow. Get hurt on the job at SWA and see how much the LOVE ya....

You can always find something you love in one's contract, we all have that.

Dont know about the weather stuff but as far as IOD SWA treats their workers far better than AA. We get up to 10 days IOD , they get up to 15weeks or 75 days. They get 7.5 times more than we do. They also have a clause that says they have to try and accomodate a worker within his classificationwho has become physically unable to perform his work.

 

[boston]

Dont know about the weather stuff but as far as IOD SWA treats their workers far better than AA. We get up to 10 days IOD , they get up to 15weeks or 75 days. They get 7.5 times more than we do. They also have a clause that says they have to try and accomodate a worker within his classificationwho has become physically unable to perform his work.

AA f/as have 5years to come back to the job after IOD/sick/illness, I was out 12 months on an IOD and was paid,not a whole lot that's for sure,but paid. I happened to be on the bus with a SWA F/as and she was beside herself about being a few minutes late,and we asked her don't you have any leeway or what if there is a huge accident and she said nope,and at that time they signed in for trips over the phone, and didn't want anything to do that. I also know 2 people who loved working for SWA and both had IOD,and they siad SWA wasn't friendly what's so ever and since they could no longer lift 50lbs after a few months of being out,they were let go.

I'm not a AA lover what so ever, but I think sometimes I think you have to put the big picture together. Most of the F/a's I work with would love to be paid SWA $$$,but stay on the A/C and not have a moment to ourself's, to run an errans,get lunch,trip trade, call our Union rep what have, most would say no at least the ones I know.

On international there are no pax that are thru and some airports do not alow that,but a month of domestic I did earn a good chunk of change from having PAX on board the thru.

I'm surprised you only get so little day's on IOD,since it takes a lot more to come back to flying,MX than sitting in an office.

Good Luck picketing