i]Dear Friends and Supporters,
By now, most of you have heard of StickerGate. In a moment of frustration, one of our pilots stuck a "Pupbuck" over a One World logo. He admitted error, apologized for the infraction and stated that it would not occur again. He was withheld from service without pay. This resulted in a $12,000 loss of income. Sue Gordon, spokesperson for AMR, claimed this was a violation of Federal Aviation Administration rules. The FAA sensibly responded that this was not an FAA issue.
Trebor Banstetter from the Fort Worth Star-Telegram asked Ms. Gordon, "What action, if any, would have been taken if the pilot had used a 'Go Rangers' sticker instead of a Pupbuck?" Ms. Gordon had no comment. Clearly, a 'Go Rangers' or 'Mavs Rule' sticker would not have elicited the same disciplinary response. Defacing company property or violating FAA Regs was not the issue.
Pup was the issue. And, Pup remains the issue.
Instead of addressing the elephant-in-the-room named Pup, an easier decision was made to kill the messenger by making an example out of him. Why not an advisory or Step One? Because it doesn't control the workforce like fear and intimidation.
While a momentary act of frustration is regrettable, the response was vindictive and heavy handed. Unjust discipline breeds resentment and distrust without bringing labor/management differences any closer to a resolution. AA's boot-on-the-neck style of management only inflames employee frustration and further stimulates such infractions, which are by no means isolated. It's no secret that the graffiti F.U.R.P. is scribbled throughout the system from London to Tokyo. So, why not address the issues that cause good, decent employees to uncharacteristically act out?
And in reality, what actual damages did the company sustain? Was there measurable damage either to the fuselage or to American's reputation? (Or, was it merely damage to the pride of a few senior execs who responded like petty tyrants?)
AA’s safety violations, as repeatedly cited by OSHA, cause greater damage to public perception, our reputation and the health and welfare of employees. Certainly, this deserves more attention than a Pupbuck. Within the last 3 years, AA had received identical citations for the same violations, knew these problems existed and didn't do anything to remedy them. OSHA publicly labeled these violations "willful." As a result, American faces $231,000 in fines with additional fines anticipated.
In contrast, it has not gone unnoticed that no action has been taken to hold Peggy Sterling, the VP of Safety & Security accountable. As the VP of Safety & Security, she bears the ultimate responsibility for these violations and fines. Was she suspended for weeks without pay or sent to bed without her bonus? Did AA report her to the Feds?
There would be no question about the fate of any other employee whose performance costs the company close to a quarter million dollar. Ironically, Ms. Sterling displayed an acute knowledge of “safety†when she safeguarded her personal assets in the Carty bankruptcy proof trust. Perhaps AMR execs should direct that same degree of focus on the safety of their employees.
The double standard in discipline highlights the hypocritical gap between the clubby elite the rest of the 'team'. In the AMR caste system of the 'Have and the Have-Mores'; others are dealt with differently. Retaliating against one pilot, while 'Bankrupt-Proof-Pegs' takes a powder, won't resolve AA’s toxic labor relations.
Does one's participation in a disgraceful trust bring with it a special kind of Executive Immunity?
Apparently so.
Bush may have Scooter. Hollywood may have Paris. But, after $231,000 in fines, AA still has their VP of "Safety" and "Security".
Patti Haddon
Pupoff[/i]
