New Attendance program

[tea42]

to all CWA---if you have not seen the mass greivance ask your local or your union steward....this is our chance!!!

 

[philly rocks]

Go PHILLY, GO. Work safe and sign those petitions. I think the media would just love this one.

 

[freedom]

Go PHILLY, GO. Work safe and sign those petitions. I think the media would just love this one.

Mangment at this company needs to STAND DOWN on this issue ... it's getting some of the workers riled up ... we don't need heated workers at this time of the year calling for work slowdowns ... just stand down , go back to the drawing board and bring in the unions if you want to change policy ... we can't afford disunity at this time of year ....

 

[tea42]

Mangment at this company needs to STAND DOWN on this issue ... it's getting some of the workers riled up ... we don't need heated workers at this time of the year calling for work slowdowns ... just stand down , go back to the drawing board and bring in the unions if you want to change policy ... we can't afford disunity at this time of year ....

Is that your solution??? Stand down???? Why would you think the company would even consider "standing down"? They are the ones trying to enforce this 12/1. It never should have gotten this far---had the ACP been given to the locals and presidents...then maybe we would not be where we are at right now---back pedaling...for some reason some people in CWA Land think they are entitled to make all the decisions without letting the paying members in on it...it needs to end!!!

 

[Tim Nelson]

Is that your solution??? Stand down???? Why would you think the company would even consider "standing down"? They are the ones trying to enforce this 12/1. It never should have gotten this far---had the ACP been given to the locals and presidents...then maybe we would not be where we are at right now---back pedaling...for some reason some people in CWA Land think they are entitled to make all the decisions without letting the paying members in on it...it needs to end!!!

I think this new policy is going to haunt US AIRWAYS because it should. IMO, this new policy discriminates against Christians since it only has restrictions on Christian holidays. This is shameful. I'm also reasonably sure that a re-valuation medically violates H.I.P.P A laws.

For fleet service only:
Kindly refer to your contract Article 13D "Abuse of sick time" Notice, "Abuse of sick time" is a negotiated term exclusive to the fleet contract and not CWA contract. Under collective bargaining it is a prohibition to redefine negotiated terms without renegotiations. To me, this is the fundamental contention of the grievance and the best chance for being successful. Abuse of sick time now incorporates items in its definition that were not included in the original definition. Items such as "failure to provide...documentation", and "...excessive sick leave usage."

Secondarily, the continuity language is a strong argument. I believe the continuity language keeps everything in snapshot subjected to what is reasonable.

At any rate, I'm confident that if this grievance stalls until it hits arbitration in a couple years, that the New Direction team will ask for all back pay for those that were monetarily adversley affected because of termination or system transfer restrictions due to being placed on level 3.

regards,
Tim Nelson
IAM Local Chairman, 1487, Chicago

 

[mike33]

At any rate, I'm confident that if this grievance stalls until it hits arbitration in a couple years, that the New Direction team will ask for all back pay for those that were monetarily adversley affected because of termination or system transfer restrictions due to being placed on level 3.

regards,
Tim Nelson
IAM Local Chairman, 1487, Chicago

Tim

I agree. We must remember that the next round of Neg cannot throw the grievences out the door in order to get a contract signed, period.

 

[Tim Nelson]

Tim

I agree. We must remember that the next round of Neg cannot throw the grievences out the door in order to get a contract signed, period.

Some emailed me and wanted to know if the New Direction team was meeting with the company to try to tweak the Attendance Control Policy. I don't believe they have any intentions of tweaky bird negotiations over matters that are already negotiated.

What I mean by that is that unless your company wants to give more $$$ for its productivity gains [$6-$10 million recoup] it hopes to regain from the expenses of now having to pay 50% per sick day, then I think Nicky and the boys will be very clear and just tell the company to stick this whole policy up its collective arse and see you in arbitration. I'm pretty sure this is going to go to arbitration with every intention to ask for full back pay for those monetarily affected by the unilateral redefinition of negotiated terms that are exclusive to fleet service [See: Abuse of Sick leave].

And FWIW: again, I'm not speaking for the CWA so email the CWA Boss VH. I'm not sure if it's true that she looked the other way after the company gave her one more occurance on step 2 and dropped the 18 months to 12 months. Therefore I have no opinion of her or the CWA on this matter. I plead ignorance!

At any rate, DL141 needs Johnny Nielsen back to work and IMO there can be no negotiations or moving forward in labor/management relations until there is respect for your leaders. That means bringing back Johnny Nielsen today and bringing him up each time the leaders meet with company bosses.

regards,
Tim Nelson
IAM Local Chairman, 1487, Chicago

 

[philly rocks]

CWA AND IAM ARE WORKING TOGETHER INDIRECTLY AS TOGETHER WE ARE THE STRONGEST VOICES.

 

[Jester]

At any rate, DL141 needs Johnny Nielsen back to work and IMO there can be no negotiations or moving forward in labor/management relations until there is respect for your leaders. That means bringing back Johnny Nielsen today and bringing him up each time the leaders meet with company bosses.

Tim,

I did some calling around with associates I know in LAS and the word is that under the proposed Attendance Control Policy where a score of 10 points leads to termination, Oppie's score would have been around 60 points. Are you sure this is the battle to be fought?

Now maybe there are some justifications for an estimated score of around 60 points, and I would certainly like to know about the details. My concern is that his circumstances sounds like a poor example of what could be used as valid reason(s) to eliminate or modify the proposed policy, and additionally, using his example weakens the abilities for other employees with legitimate arguments who otherwise would be unfairly terminated. You do not get unlimited number of times to fight a battle so choose your tactics wisely. If using Oppie as the best example to argue a point, you might only harden the resolve of management not to compromise.

So Recommends Jester.

 

[Tim Nelson]

Tim,

I did some calling around with associates I know in LAS and the word is that under the proposed Attendance Control Policy where a score of 10 points leads to termination, Oppie's score would have been around 60 points. Are you sure this is the battle to be fought?

Now maybe there are some justifications for an estimated score of around 60 points, and I would certainly like to know about the details. My concern is that his circumstances sounds like a poor example of what could be used as valid reason(s) to eliminate or modify the proposed policy, and additionally, using his example weakens the abilities for other employees with legitimate arguments who otherwise would be unfairly terminated. You do not get unlimited number of times to fight a battle so choose your tactics wisely. If using Oppie as the best example to argue a point, you might only harden the resolve of management not to compromise.

So Recommends Jester.

New Direction is focused on its members. I don't think they are fearful of pissing off management. If they piss off management then oh well. Management over at USAIRWAYS seems to stay pissed off anyways, is overtly rigid anyways, so no big deal.

At any rate, JN was violated, in the IAM's opinion, and that's why his grievance is still active. It's a FMLA matter. Now is the time to fight hard for every grievance under the sun. The alternative is to be practice Canaleism, which doesn't do squat.

regards,
Tim Nelson
IAM Local Chairman, 1487, Chicago

 

[P. REZ]

Some emailed me and wanted to know if the New Direction team was meeting with the company to try to tweak the Attendance Control Policy. I don't believe they have any intentions of tweaky bird negotiations over matters that are already negotiated.

What I mean by that is that unless your company wants to give more $$$ for its productivity gains [$6-$10 million recoup] it hopes to regain from the expenses of now having to pay 50% per sick day, then I think Nicky and the boys will be very clear and just tell the company to stick this whole policy up its collective arse and see you in arbitration. I'm pretty sure this is going to go to arbitration with every intention to ask for full back pay for those monetarily affected by the unilateral redefinition of negotiated terms that are exclusive to fleet service [See: Abuse of Sick leave].

regards,
Tim Nelson
IAM Local Chairman, 1487, Chicago
--------------------

IMO, when it is all said and done we will have a point system of some sort still. It will be toned down which will make it more palatable. Ways to get points off, etc.


P. Rez

 

[Jester]

New Direction is focused on its members. I don't think they are fearful of pissing off management. If they piss off management then oh well. Management over at USAIRWAYS seems to stay pissed off anyways, is overtly rigid anyways, so no big deal.

At any rate, JN was violated, in the IAM's opinion, and that's why his grievance is still active. It's a FMLA matter. Now is the time to fight hard for every grievance under the sun. The alternative is to be practice Canaleism, which doesn't do squat.

How much of this is favorism towards an active shop steward who recently won an election vs. a battle for all union members in a like position? I guess the secret is to stay on someone's good side either within the union or management.

I am having a difficult time getting my hands around an on-again, off-again FMLA issue during the time of racking up what would be the equivilent of an estimated 60 points under the proposed Attendance Control Policy. Then again... maybe I am wrong, but so far, no one has provided details to the contrary.

I just question the squandering away the political capital of a New Directions victory over an unwinnable situation while others would be better represented, regardless of the call for "time to fight hard for every grievance under the sun" because most people know better.

So Reviews Jester.

 

[Tim Nelson]

How much of this is favorism towards an active shop steward who recently won an election vs. a battle for all union members in a like position? I guess the secret is to stay on someone's good side either within the union or management.

I am having a difficult time getting my hands around an on-again, off-again FMLA issue during the time of racking up what would be the equivilent of an estimated 60 points under the proposed Attendance Control Policy. Then again... maybe I am wrong, but so far, no one has provided details to the contrary.

I just question the squandering away the political capital of a New Directions victory over an unwinnable situation while others would be better represented, regardless of the call for "time to fight hard for every grievance under the sun" because most people know better.

So Reviews Jester.

Jester, I know John personally so maybe I'm not the best person to speak about this but I don't think it is a matter of good side bad side. JN isn't the only one the New Direction is fighting for. There are a ton of step 3's and terminations that involve alot of workers, some of whom we never even met. Also, I don't think it is fair for a union to discrimminate against anyone who was apparently violated. If some person is a real jerk and gets fired but paying dues then you still represent that person just as good as the next as opposed to worrying about political points with a company. My ideas of justice don't recognize trying to win favor with a company by obtaining some mythical political point system. That type of mentality always makes a company the home team and it's always a disadvantage not playing on your home field. We had Canale for that and workers always got screwed over.

Doesn't mean there might not be common ground for all but so far I have seen no evidence whatsoever that your company has any ground at all for Labor to stand on, more like a big canyon between where Labor is and where your company is. The thought of a bridge is nice but not practical at this time.

regards,
Tim Nelson
IAM Local Chairman, 1487, Chicago

 

[REACC1]

CWA AND IAM ARE WORKING TOGETHER INDIRECTLY AS TOGETHER WE ARE THE STRONGEST VOICES.

I keep saying that we should be under [ONE/b] union for CS and Fleet. Voice would be MUCH stronger. It would have heft, as opposed to being seperate, meaning weaker.
Opportunities would be wider than the current "fence". (which is rediculous in my opinion, and probably many others.)

 

[tea42]

ok so managment is coming around already with sign offs on how many points you have currently...my question was that hey we do not go to this until 12/1 so why are you doing this now? Any one else have the same experience? I guess can understand if they are trying to get it done by 12/1 so we all know where we stand but I keep thinking there is an underlying thing going on here....