Media Day Picket a success!

[700UW]

Apparently you dont, as I wasnt even talking to you, but CHAOS is legal, been through the courts and a FA cannot be fired for it.

Try again.

 

[CallawayGolf]

Lets not allow this question asked to be lost in the shuffle, Why is it that individuals who frown upon unions never have anything bad to say about upper management and THEIR CONTRACTS? Just curious and can't WAIT to hear the twist on this. PLEASE explain......

First off, I’m relatively certain that only Doug Parker has a formal employment contract among all of the “upper management” employees. The rest have other, less formal agreements regarding their compensation packages. Either way, I’ll address your question as if all of these executive do in fact have a contract.

There is nothing “bad” to be said about an individual employee negotiating his/her employment agreement with any employer. Every non-contract employee in the country effectively does this except for those in government where their salary is set by legislative statute. In the case of US executives, the BOD and the executive come to compensation package agreement based on a variety of factors including experience, level of responsibility, average salaries of similar executive compensation within US, the rest of the major airlines and potentially the rest of corporate America. If the executive and the BOD cannot come to an agreement, the executive moves on and the BOD makes another selection. If they do come to an agreement, then that executive is compensated in the manner in which was agreed upon. This is just a common-sense way to handle non-contract employment for the CEO, AP clerk, or whoever.

Now as far as the amount of compensation (salary, bonuses, stock options, etc.), what is there to spin? Every CEO, CFO, COO, President, whatever, at a Fortune 500 company is rightly considered a highly compensated employee based on their level of financial responsibility. The shareholders have a vested interest in ensuring that their investment is properly safeguarded and managed by a team of executives who have been selected to Manage the operations of the business while also maintaining a fiduciary responsibility to the shareholders. As such, it is very, very common for these executives to have compensation packages that tie their performance to the same goals the shareholders are likely to have, namely ROI.

Thus, if you are a shareholder looking for an improved stock price, you most certainly want the executive team to, in-part, have a direct financial incentive to ensure the value of the company’s stock rises (i.e. stock options). If you want to ensure the company reports an annual profit, then you most certainly want the executives to be financially rewarded for doing just that or conversely to have the executives not earn as much in their at-risk compensation if a profit isn’t returned. Likewise, if you want the company to show good operating performance on certain key indicies, then as a stockholder you would want to provide a bonus incentive for the executives who ensure the company meets those objectives. This is how it works and US Airways and virtually every other publically traded corporation in America. No spin, just a very logical method for those who risk their own money to buy shares in a company for the purpose of gaining a retrun on the same.

Now what you don’t want to do as a shareholder is offer a compensation incentive for something that actually reduces your investment value. So, if the BOD came to Doug and said, “we don’t care what it costs, just get a CBA signed with the FAs and pilots in 2011 and you will receive a $10M bonus,” you could bank on the fact that a contract would be signed in 2011. How detrimental that action would be to the company and the shareholders is only dependent on how short-sighted those groups are in terms of getting a short-lived win right before the company goes back into bankruptcy court only to have those CBA gains turned into, well what the east has now – bankruptcy era contracts. In that scenario the shareholders would lose even more because their stock value would become worthless. Which is why you will never see a directive from the BOD to get a CBA “at any cost”. I’m fairly certain Doug wants those contracts finished, but not to the point where it unduly damages shareholder value and puts the solvency of the company at risk. If the FA counterproposal was acceptable to the shareholders and the BOD, you would have your contract by now - period.

 

[Travelpro72]

I'll accept that informative explanation and your take on it. All this is going to do is lead the flight attendants to CHAOS. It's legal, you CANNOT be fired for it and it WILL bring the company to it's senses. The only thing this management team sees is $$$$ and when they see what CHAOS can actually do maybe then they'll sit and negotiate seriously. The flight attendants will vote unanimously to strike and CHAOS will happen. It's unfortunate really that we may have to take it to that level but if we must we will. As for upper management and their contracts or "working agreements" we have ours too and it was gutted. It's not happening again and we WILL not settle for less than what is fair.

 

[SparrowHawk]

Looks like the Media Day pickets have had at least some impact. Now we have a major Doug Parker Kool Aide Drinker posting on the thread and from the tone & tenor of the post some in the Sandcastle clearly have a knot in their knickers.

Let's talk Shareholder Value for just a minute shall we? I knew you'd be OK with that! Since I'm not even close to the sharpest knife in the drawer I'll defer to the words of one Herbert Kelleher former CEO of the most profitable airline in US Aviation history!

Mr Kelleher: “You put your employees first. If you truly treat your employees with respect, they will treat your customers well, your customers will come back, and that’s what makes your shareholders happy. So there is no constituency at war with any other constituency. Ultimately, it’s shareholder value that you’re producing”

Apparently Doug Parker missed the memo from Herb Before all of the Doug Parker apologists run to their PC's blindly spouting "But WN is different, extend me the courtesy of beating you to the punch as you are correct that WN is indeed different in many many ways. For Example"
WN has been profitable Year over Year for 30 plus years
WN has one of, if not the highest percentage of unionized workers
WN has had sustained growth over the last 35 years
WN has an admirable record for customer service
WN has an admirable record for on time performance
WN has an admirable record for delivering bags where they're supposed to go.
WN has an admirable record for consistent performance over a 35 year period

Now in contrast let's look at some of the "high" points at US:

US Christmas Meltdown in PHL
HP nearly being grounded by the FAA
US/HP net bankruptcies = 3, WN = 0
US/HP- Pilot contract, 5 years and counting
US/HP- "res" Migration debacle
US/HP - YEARS spent at or near the bottom of the DOT stats
US/HP - lowest pay scale of any major US carrier.

This is like a tale of 2 cities and I know I left a bunch of stuff out. US only began improving when they renegotiated Doug Parker's and the Senior Staff's contracts to include incentives for on time performance and other criteria. Why do you think customers get left at the gate from misconnects? Because Dougie needs to hit his bonus gates is why.

The only reason that Doug Parker isn't regarded at the worst CEO in aviation history by Customers and Labor is because of some guy named Lorenzo.

 

[LD3]

How can anyone beleive you ? i'm in a union , and our contract is coming up for discussion .. i can tell you point blank no one in my work group would endorse a strike ...i think it's safe to say the same goes for every work group ...

So what your saying is, you don't give a rats behind about another labor group....You better hope in the future what goes around doesn't come around..I really hope that is not what your union leadership is saying and it is only your mindless fingers tapping on a keyboard...

 

[CallawayGolf]

Looks like the Media Day pickets have had at least some impact. Now we have a major Doug Parker Kool Aide Drinker posting on the thread and from the tone & tenor of the post some in the Sandcastle clearly have a knot in their knickers.

Let's talk Shareholder Value for just a minute shall we? I knew you'd be OK with that! Since I'm not even close to the sharpest knife in the drawer I'll defer to the words of one Herbert Kelleher former CEO of the most profitable airline in US Aviation history!

Mr Kelleher: “You put your employees first. If you truly treat your employees with respect, they will treat your customers well, your customers will come back, and that’s what makes your shareholders happy. So there is no constituency at war with any other constituency. Ultimately, it’s shareholder value that you’re producing”

Apparently Doug Parker missed the memo from Herb Before all of the Doug Parker apologists run to their PC's blindly spouting "But WN is different, extend me the courtesy of beating you to the punch as you are correct that WN is indeed different in many many ways. For Example"
WN has been profitable Year over Year for 30 plus years
WN has one of, if not the highest percentage of unionized workers
WN has had sustained growth over the last 35 years
WN has an admirable record for customer service
WN has an admirable record for on time performance
WN has an admirable record for delivering bags where they're supposed to go.
WN has an admirable record for consistent performance over a 35 year period

Now in contrast let's look at some of the "high" points at US:

US Christmas Meltdown in PHL
HP nearly being grounded by the FAA
US/HP net bankruptcies = 3, WN = 0
US/HP- Pilot contract, 5 years and counting
US/HP- "res" Migration debacle
US/HP - YEARS spent at or near the bottom of the DOT stats
US/HP - lowest pay scale of any major US carrier.

This is like a tale of 2 cities and I know I left a bunch of stuff out. US only began improving when they renegotiated Doug Parker's and the Senior Staff's contracts to include incentives for on time performance and other criteria. Why do you think customers get left at the gate from misconnects? Because Dougie needs to hit his bonus gates is why.

The only reason that Doug Parker isn't regarded at the worst CEO in aviation history by Customers and Labor is because of some guy named Lorenzo.

Well, just like workers had a choice to work for WN or US, the shareholders had a choice to invest their money in WN versus US too. So if WN is perfect, why doesn’t every airline worker in America go over to WN? Likewise, why doesn’t every capital investor just put their money in LUV and forget about LCC? After 35 years of WN running a perfect airline, why hasn’t every CEO and BOD attempted to re-craft their airline into another WN? No one is forcing an employee to stay at US under the threat of violence and no one is forcing shareholders to retain their stock in LCC so why do they stay? Do they think US will someday be as good or perhaps better than WN on all of the factors you listed? If not, why not make a change and move on to greener pastures? Starting at the bottom at WN has got to be superior to staying at the top of US, right?

There are many possible answers here but in the end none of them really matter if someone has given up hope in the company and its management team. Certainly the stockholders would have a much easier time divorcing themselves from LCC than the employees but they remain, and even more profoundly retain the services of the executive leadership even though you regard Doug as the worst CEO in the business. Doug’s going on ten years as CEO without the slightest hint that the stockholders he reports to want to make a change. If you are correct in your assessment, then why do the stockholders keep him in as Chairman and CEO?

My answer is simple. They believe that he is the best person to run this airline and to give them the best possible chance to get a good return on their investment. If they thought someone was better suited to the task, then I see no reason why a change wouldn’t be made. CEOs have frequently been shuffled at AWA and legacy US but Doug remains now as the longest-running CEO at a major airline among his peers. You may or may not be the sharpest knife in the drawer, but I trust you are more than capable of hypothesizing why Doug hasn’t been replaced by the BOD/shareholders after all this time if he is as bad as you say.

 

[MyrnaMinkoff]

Union members who participate in these events likely have no idea how the average American views their actions. Most Americans don’t favor unions, picketing, or the kind of mob-rule antics that interfere with the unrestrained flow of commerce in what is supposed to be a free society. Even in the NFL situation the players aren’t faring too well in the court of public opinion. Most fans just want to know that the games will be played by the mega-millionaire players who ought to show some gratitude to their fans by going to work every day just like most responsible Americans do. Even if they don’t study the economics, most Americans know intuitively that unions often have a very negative effect on the economy which, in turn, has a negative effect on them. Below are some excerpts from The Concise Encyclopedia of Economics (M. Reynolds) which support the average American’s innate understanding of the detrimental effects unions have:

Economists who study unions—including some who are avowedly prounion—analyze them as CARTELS that raise wages above competitive levels by restricting the SUPPLY of labor

Thus, unions are a major anticompetitive force in labor markets. Their gains come at the expense of consumers, nonunion workers, the jobless, taxpayers, and owners of CORPORATIONS.

Unions’ power to fix high prices for their members’ labor rests on legal privileges and immunities that they get from government, both by statute and by nonenforcement of other laws. The purpose of these legal privileges is to restrict others from working for lower wages.

Union officials can force compulsory union dues from employees…as a condition for keeping their jobs. Unions often use these funds for political purposes…unrelated to collective bargaining or to employee grievances, despite the illegality of this under federal law.

FRIEDRICH A. HAYEK summed it up as follows: “We have now reached a state where [unions] have become uniquely privileged institutions to which the general rules of law do not apply”

Labor unions cannot prosper in a competitive environment. Like other successful cartels, they depend on government patronage and protection.

[However], the silent, steady forces of the marketplace continually undermine labor cartels.

According to a Louis Harris poll commissioned by the AFLCIO in 1984, only one in three U.S. employees would vote for union representation in a secret ballot election.

The Harris poll found, as have other surveys, that nonunion employees are more satisfied than union workers with job security, recognition of job performance, and participation in decisions that affect their jobs.

[There is a] deep, permanent conflict between union members and workers in general that inevitably arises when union-represented employees are paid monopoly prices for their services.​

Source: http://www.econlib.org/library/Enc/LaborUnions.html

 

[SparrowHawk]

Well, just like workers had a choice to work for WN or US, the shareholders had a choice to invest their money in WN versus US too. So if WN is perfect, why doesn’t every airline worker in America go over to WN? Likewise, why doesn’t every capital investor just put their money in LUV and forget about LCC? After 35 years of WN running a perfect airline, why hasn’t every CEO and BOD attempted to re-craft their airline into another WN? No one is forcing an employee to stay at US under the threat of violence and no one is forcing shareholders to retain their stock in LCC so why do they stay? Do they think US will someday be as good or perhaps better than WN on all of the factors you listed? If not, why not make a change and move on to greener pastures? Starting at the bottom at WN has got to be superior to staying at the top of US, right?

There are many possible answers here but in the end none of them really matter if someone has given up hope in the company and its management team. Certainly the stockholders would have a much easier time divorcing themselves from LCC than the employees but they remain, and even more profoundly retain the services of the executive leadership even though you regard Doug as the worst CEO in the business. Doug’s going on ten years as CEO without the slightest hint that the stockholders he reports to want to make a change. If you are correct in your assessment, then why do the stockholders keep him in as Chairman and CEO?

My answer is simple. They believe that he is the best person to run this airline and to give them the best possible chance to get a good return on their investment. If they thought someone was better suited to the task, then I see no reason why a change wouldn’t be made. CEOs have frequently been shuffled at AWA and legacy US but Doug remains now as the longest-running CEO at a major airline among his peers. You may or may not be the sharpest knife in the drawer, but I trust you are more than capable of hypothesizing why Doug hasn’t been replaced by the BOD/shareholders after all this time if he is as bad as you say.

Lame Answers from A member of a Lame management team. Investors generally speaking will take Profits over people EVERY DAY! Parker in addition to being a convicted drunk is yet another example of the spreadheet jockey, MBA, run it by the metrics CEO that I feel is one of the reasons for the economic decline of the USA. Look around and you see far more Travis Christ's than you do Herb Kelleher's. Here is another interesting tidbit from the interview with Kelleher.

S+B: Virtually all of the major U.S. airlines have tried to copy you at some point. None of them has come remotely close. What’s so hard? It looks like it ought to be a pretty simple model.

KELLEHER: We’ve had many airlines that professed that they were going to be low-fare carriers. There’s only one problem: They had high costs. You can do that, but Chapter 11 is your destiny.

I think the difficulty for them is the cultural aspect of it. That cannot be duplicated. One of the things that demonstrates the power of people is when the United Shuttle took out after us in Oakland. They had all the advantages. I mean, they had first-class seats for those who don’t want to fly anything but first class. They had a global frequent flyer program, which we did not have. They probably spent $25 million or $30 million on their advertising campaign. I probably have something like a thousand letters at my office that tell you why they finally receded from Oakland. Those letters say, “Herb, I tried them, but I just like your people more, so I’m back.” Don’t ever doubt, in the customer service business, the importance of people and their attitudes.

Truth is this portion of the quote, Don’t ever doubt, in the customer service business, the importance of people and their attitudes. Well Boy & Girl's it's just like Oprah said, "When someone shows you who they are, BELIEVE THEM" Doug Parker, has through Al Hemingway and the rest of his Labor Relations Team shown us in living color just exactly what value he places on his people. All an employee need do to confirm my theory is look at his pay stub and then compare and contrast it to a counterpart at another major carrier.

As a customer all we need do is compare the list of fees charged by WN versus US to gain a pretty clear picture as to EXACTLY how Parker views us.

When you have the lowest wage rates of the majors and yet possess one of, if not the highest CASM's in the industry it reflects upon the Management Team and their ability to lead and manage. If you have a F/C with the fewest amenities compared to your competition it also sheds light on how the Management Team views it's best customers. Same goes for fees. If after having the lowest wages, lowest level of amenities you still can't gen a profit then what indeed does that say about Parker, Kirby, Isom? What does it say about the BOB?

If the workers who took care of me over the last ten years say to the management team that has screwed both of us "Full Pay to the last Day" This time I'll join them on the picket line. Not like before when I cautioned them to live to fight another day. It's time to pay'em or close the M-F'ing doors and I'm to the point where I don't care which it is.

 

[MyrnaMinkoff]

Oh, CallawayGolf, you couldn't even post your delusional anti-union treatise under a moniker less evocative of country club membership and Thurston Howell III? Citing a poll taken twenty-seven years ago and quoting an economist (Friedrich Hayek) born in 1899 in an attempt to lend legitimacy to your assertions is nothing more than the garden variety smoke-and-mirrors junk science embraced by corporate fat-cats everywhere. I have some more recent statistics for you, 2011 numbers in fact. In today's America, the wealthiest 400 earners control as much of the wealth as the bottom half of the population combined--one-hundred-fifty million people. The middle class is disappearing, and it's my assertion that the populace is finally beginning to take notice. In polls taken in March of this very year, Gallup finds that 48% of Americans support maintaining the collective bargaining rights of public workers' unions, as opposed to 39% of those who support the governors who are trying to outlaw them. A USA Today/New York Times poll found last month that 61% of respondents would oppose any law proposed to take away those public employee's negotiating rights. Your attempt to dishearten those of us who still cling to the belief that we are entitled to a fair wage and tenable working conditions increasingly falls on deaf ears, and you only create more dogged determination among the rank-and-file to demand what is legitimately ours.

 

[PullUp]

If the FA counterproposal was acceptable to the shareholders and the BOD, you would have your contract by now - period.

No way, jose. As far as the pilot and f/a negotiations go, doug is holding off as loooooong as possible because he knows that any contract signed will be more expensive...so why not just drag it out and reap the rewards.
Usually, the simplest answer is the correct one.
I agree with the angry f/as...when there is a disruption in service that will damage the revenue stream, rapid action from the company negotiators will be authorized.
Also, for the discussion of senior/junior/reserve/blockholder supporting a strike....the only way a strike will be effective, be it CHAOS or whatever, is to ground the international flying. Since express covers 52% of domestic ops, striking domestically is ineffective. The entire operation is geared toward feeding the international flying. If a legal strike is declared and no big birds fly, the strike will be over in less than a week, guaranteed.
Have fun.

 

[Harry Callahan]

How can anyone beleive you ? i'm in a union , and our contract is coming up for discussion .. i can tell you point blank no one in my work group would endorse a strike ...i think it's safe to say the same goes for every work group ...Sure the reserves MIGHT be angry enough to take some sort of action , but then again they might not ... it's one thing for the junior people to stick their necks out , but they won't do it alone ... and i simply can't see the senior workers supporting the junior workers , not when it could jepordize their jobs ...

The economy has everyone terrfied , decent employment is almost impossible to find unless you "know" someone , and everyone is aware of this ..

You sir are so wrong. I would endorse a strike in a heart beat.

 

[767one]

Uh,



Wow!

 

[CallawayGolf]

Lame Answers from A member of a Lame management team. Investors generally speaking will take Profits over people EVERY DAY! Parker in addition to being a convicted drunk is yet another example of the spreadheet jockey, MBA, run it by the metrics CEO that I feel is one of the reasons for the economic decline of the USA. Look around and you see far more Travis Christ's than you do Herb Kelleher's. Here is another interesting tidbit from the interview with Kelleher.

S+B: Virtually all of the major U.S. airlines have tried to copy you at some point. None of them has come remotely close. What’s so hard? It looks like it ought to be a pretty simple model.

KELLEHER: We’ve had many airlines that professed that they were going to be low-fare carriers. There’s only one problem: They had high costs. You can do that, but Chapter 11 is your destiny.

I think the difficulty for them is the cultural aspect of it. That cannot be duplicated. One of the things that demonstrates the power of people is when the United Shuttle took out after us in Oakland. They had all the advantages. I mean, they had first-class seats for those who don’t want to fly anything but first class. They had a global frequent flyer program, which we did not have. They probably spent $25 million or $30 million on their advertising campaign. I probably have something like a thousand letters at my office that tell you why they finally receded from Oakland. Those letters say, “Herb, I tried them, but I just like your people more, so I’m back.” Don’t ever doubt, in the customer service business, the importance of people and their attitudes.

Truth is this portion of the quote, Don’t ever doubt, in the customer service business, the importance of people and their attitudes. Well Boy & Girl's it's just like Oprah said, "When someone shows you who they are, BELIEVE THEM" Doug Parker, has through Al Hemingway and the rest of his Labor Relations Team shown us in living color just exactly what value he places on his people. All an employee need do to confirm my theory is look at his pay stub and then compare and contrast it to a counterpart at another major carrier.

As a customer all we need do is compare the list of fees charged by WN versus US to gain a pretty clear picture as to EXACTLY how Parker views us.

When you have the lowest wage rates of the majors and yet possess one of, if not the highest CASM's in the industry it reflects upon the Management Team and their ability to lead and manage. If you have a F/C with the fewest amenities compared to your competition it also sheds light on how the Management Team views it's best customers. Same goes for fees. If after having the lowest wages, lowest level of amenities you still can't gen a profit then what indeed does that say about Parker, Kirby, Isom? What does it say about the BOB?

If the workers who took care of me over the last ten years say to the management team that has screwed both of us "Full Pay to the last Day" This time I'll join them on the picket line. Not like before when I cautioned them to live to fight another day. It's time to pay'em or close the M-F'ing doors and I'm to the point where I don't care which it is.

1. Wrong; I’m not who you think I am.
2. You want to extol Herb while denigrating Doug for alcohol? Herb tips it back way more that Doug ever dreamed of. Talk about hypocrisy.
3. Travis is long gone. What does he have to do with anything, especially related to FA contracts?
4. Doug cares about his employees more than most CEOs and, given the grief he gets from those who think he is pure evil, one wonders why he still does.
5. Doug has turned down so many BOD approved raises to his compensation I think I have lost count.
6. Yes, CASM is high despite the beneficial labor costs relative to peers – I agree with that. So, Mr. Sharp Knife, why is CASM still high even though labor costs are low? Where and how would you reduce CASM?
7. Your last paragraph sums up nicely the whole point of the excepts from the article I posted. Union workers, through the power of a corrupt and complicit government, are anticompetitive cartels that command inflated, monopolistic wages and only give low productivity and disloyalty in return. So, even though you have been paid wages higher than the market forces would otherwise allow, your wish is to close the place down either by further extorting unsupportable wages or by walking off the job and hoping for a scorched earth result. Is there any wonder why the average American who has to pick up the tab for this doesn’t support you or your cause?

 

[767one]

Union members who participate in these events likely have no idea how the average American views their actions. Most Americans don’t favor unions, picketing, or the kind of mob-rule antics that interfere with the unrestrained flow of commerce in what is supposed to be a free society. Even in the NFL situation the players aren’t faring too well in the court of public opinion. Most fans just want to know that the games will be played by the mega-millionaire players who ought to show some gratitude to their fans by going to work every day just like most responsible Americans do. Even if they don’t study the economics, most Americans know intuitively that unions often have a very negative effect on the economy which, in turn, has a negative effect on them. Below are some excerpts from The Concise Encyclopedia of Economics (M. Reynolds) which support the average American’s innate understanding of the detrimental effects unions have:

Economists who study unions—including some who are avowedly prounion—analyze them as CARTELS that raise wages above competitive levels by restricting the SUPPLY of labor

Thus, unions are a major anticompetitive force in labor markets. Their gains come at the expense of consumers, nonunion workers, the jobless, taxpayers, and owners of CORPORATIONS.

Unions’ power to fix high prices for their members’ labor rests on legal privileges and immunities that they get from government, both by statute and by nonenforcement of other laws. The purpose of these legal privileges is to restrict others from working for lower wages.
Union officials can force compulsory union dues from employees…as a condition for keeping their jobs. Unions often use these funds for political purposes…unrelated to collective bargaining or to employee grievances, despite the illegality of this under federal law.

FRIEDRICH A. HAYEK summed it up as follows: “We have now reached a state where [unions] have become uniquely privileged institutions to which the general rules of law do not apply”

Labor unions cannot prosper in a competitive environment. Like other successful cartels, they depend on government patronage and protection.

[However], the silent, steady forces of the marketplace continually undermine labor cartels.

According to a Louis Harris poll commissioned by the AFLCIO in 1984, only one in three U.S. employees would vote for union representation in a secret ballot election.

The Harris poll found, as have other surveys, that nonunion employees are more satisfied than union workers with job security, recognition of job performance, and participation in decisions that affect their jobs.

[There is a] deep, permanent conflict between union members and workers in general that inevitably arises when union-represented employees are paid monopoly prices for their services.​

Source: http://www.econlib.org/library/Enc/LaborUnions.html

Callaway,

Your post seems to be from the Harvard school of business ala Frankie fast talk Lorenzo, Carl Icahn, and Dave Siegal. It is this sort of thinking that will make unions survive. I have always thought that a union can not survive in a vacuum so you have my thanks for breathing life back into the unions. As long as we have management types that subscribe to your philosophy there will always be unions. Keep up the good work

Regards,

Bob

 

[700UW]

That was the funniest post I have ever read.

Doug doesnt care about his employees, HP was the lowest paid carrier, so low that the ATSB didnt force concessions on the employees when they got their ATSB loan, US did.

Doug was arrested and convicted three times for DUI, especially representing the company at a function and gets popped on the way home.

Sure he has turned down raises, they must have asked him when he was drunk!

Not any other merger in airline history has gone five plus years without all the workforces being integrated.

DL and NW was way larger than the US/HP merger and it only took them a year or so to complete it.

I bet the same goes for CO/UA merger.

Doug is the laughing stock CEO of the industry and the model not to follow.