Stories of Employee Treatment

[ContUNITEus]

So yeah... back on topic....

I would like to hear more stories, and I welcome positive stories as well. Unfortunately for me there weren't any positive stories during my years with AWA. I hope that people will post their stories of what really goes on at that company with regards to the treatment of employees.

Maybe it will make potential customers think twice about flying that airline and potential airline employees think twice about joining the company. The fact is that 5-10 F/As get axed a month on the AWA side. Most people don't make it through the probation period. By the time three years have passed, about 50-70% of each individual class is already gone.

I do have to admit though that my friend at AA told me that out of the 75 people from his 2000 class, there are only 20 left. But he still believes that there is much more consistency at AA and that they follow the disciplinary process step by step without ever jumping steps. He also states that their Union is very strong - Grievance reps are actually allowed to stop a supervisor on the spot if they are doing something that is a violation of the contract.

This is quiet the contrast to AFA66 on the AWA side, where Grievance reps are only allowed to sit as a spectator, without having the ability to interject when needed. That is just west politics and the dynamics of Union/management relations over there. Grievance reps are not allowed to make a peep noise during hearings, otherwise they will get in trouble themselves. In that sense, AFA66 is useless.

 

[Jester]

Maybe it will make potential customers think twice about flying that airline and potential airline employees think twice about joining the company. The fact is that 5-10 F/As get axed a month on the AWA side. Most people don't make it through the probation period. By the time three years have passed, about 50-70% of each individual class is already gone.

I do have to admit though that my friend at AA told me that out of the 75 people from his 2000 class, there are only 20 left. But he still believes that there is much more consistency at AA and that they follow the disciplinary process step by step without ever jumping steps. He also states that their Union is very strong - Grievance reps are actually allowed to stop a supervisor on the spot if they are doing something that is a violation of the contract.

I cannot speak for the F/A's, but AW FSA classes when I was hired usually loss approximately a third by 6 months and probably half after one year. Back then it is usually a situation of poor pay, and then a decent economy. $7.50/hour stating pay with 6 years to make $10/hour was not going to keep most people around once the magic of free stand-by travel wears off. Of my class, I think only three still works for the company. I do not recall any of my class being fired (maybe one due to attendance issues which conflicted with his other job and before the draconian point system was implemented), but most of them simply quit for better pay.

So Recalls Jester.

 

[luvn737s]

Unfortunately for me there weren't any positive stories during my years with AWA. I hope that people will post their stories of what really goes on at that company with regards to the treatment of employees.

Maybe it will make potential customers think twice about flying that airline and potential airline employees think twice about joining the company.

So you do not work for US? And do you know many people who make their travel decisions based on what they read on Airlineforums? And how many in your new-hire class consulted Airlineforums before accepting their position?

If there's more to this than the obvious axe-grinding you have against AWA, please elaborate. I think there's more than ample negativity here, if that's all you're contributing.

"Gee, thanks. I didn't realize how miserable my life was."

 

[res_me]

Yes "stories of employee treatment" obviously is a euphemism for "how bad did they treat YOU?" very thinly disguised.

 

[ContUNITEus]

yeah.... of course that is at the heart of it... back in the days, though, I was airing out my frustration with friend coworkers and on the AFA66 discussion board. I had heard of many stories from others as well though. And I continue to hear these stories today, that I am not working there anymore.

Frankly, I am glad to be gone, because the hostility and harassment just wasn't gonna stop, especially after speaking up at the town hall meeting with Doug parker and kinda embarrassing the execs after clearly exposing the constant bs that they would present. This action of mine was a definite game changer in my relationship with the company. I have to say that after that day that, when I picked up the mike and spoke up about the constant misrepresentation of facts, I became a very important target.

Problem with me was thAt as with any human being, I am not 100% perfect and I do make mistakes, or don't necessarily know every rule in the IEM. So, somewhere along, small mistakes were bound to happen once in a blue moon. Stories now emerged from out of the blue that supposedly someone was watching me on flights, and picking out anything that I would do that could be spinned as a failure to follow company procedures. One of those absurd accusations was that I irresponsibly overserved alcohol to a passenger. I serve a Long Island Ice tea, upon request from the passenger. We had those Ice-tea drinks at the time. Though there is no specific rule (or a specific number of minies) that I am allowed to serve. They just fabricated a case around this Long Island Ice Tea Drink. Again, that seem pretty far fetched; the building a case on something that is not even a policy. For the company, now, every small doing, whether mistake or not, became something to urgently try to build a termination case, with disciplinary steps being skipped. Their version of it: "We reserve the right to skip every disciplinary step and take you to the end after the first mistake." CAD+, CAD suspension and final warnings were all skipped. The CAD itself, the union stated that they were gonna be successful at beating. But the company fought hard thereafter to find any garbage on me, and prolonging the resolution of the CAD issue just so that they would buy themselves time to go for the next big move.

Yes I have a grudge against a group of corrupt managers that will resort to unethical behavior, something that I posted the evidence on here a while back. Especially when those who are supposed to be the watchdogs on ethics don't do anything about hardcore proof of the unethical behavior of IFS in PHX.

Yes, I have no respect for a company like that.

But again, I am posting what I hear from what is happening with my friends.

 

[john john]

, especially after speaking up at the town hall meeting with Doug parker and kinda embarrassing the execs after clearly exposing the constant bs that they would present. This action of mine was a definite game changer in my relationship with the company. I have to say that after that day that, when I picked up the mike and spoke up about the constant misrepresentation of facts, I became a very important target.

The dog and pony shows have a under laying agenda and you got hit on it
This type of practice has been use for a long time in corporate America union and nonunion

 

[UPNAWAY]

If you are right you can't get "Hit on it". I have told the CEO he is wrong before and still have my job. You must be professional and correct, I doubt you were either.

 

[john john]

If you are right you can't get "Hit on it". I have told the CEO he is wrong before and still have my job. You must be professional and correct, I doubt you were either.

Yep! A union with a voice
You spoke up at a town hall meeting and told parker he was wrong? Please do tell

 

[Jester]

Yep! A union with a voice

I'll say it again... better have a friend either in Management or in the Union, because if something goes wrong or someone puts a target on the employee, it is good to know some one has their back. I have an union, and I have no illusions that my representation would be nothing more than cursory and obligatory without any real conviction if I was subject to a termination hearing. Some will obtain amazing support, as those who are active and most vocal in the union, while the silent majority will be given a "we'll keep trying" as their badge and company ID are surrendered.

So Repeats Jester.

 

[john john]

I'll say it again... better have a friend either in Management or in the Union, because if something goes wrong or someone puts a target on the employee, it is good to know some one has their back. I have an union, and I have no illusions that my representation would be nothing more than cursory and obligatory without any real conviction if I was subject to a termination hearing. Some will obtain amazing support, as those who are active and most vocal in the union, while the silent majority will be given a "we'll keep trying" as their badge and company ID are surrendered.

So Repeats Jester.

So UPNAWAY, theory that the unions kept employees form being fired is wrong

 

[Tom Bombadil]

That was back in the no union days, when management could do nice things, and sometimes the employees took advantage and never paid back.

Yeah those good old no union days. Seem to remember getting a keychain with a quarter in it from easy Ed. Promised no pay cuts, no layoffs if we didn't vote union. Can you guess what happened to the work groups that weren't unionized?