Is there anything in the CEO's contract or corporate bylaws that stipulate termination in the event of a DUI? How about for non-FAA certified employees (back office, customer service, etc.)?
I'm just wondering why some people have been trying to apply the regs which apply to pilots, F/As, etc. to someone who is not in a position that has a direct bearing on customer safety. See, if a pilot gets a DUI then the FAA has the authority to suspend their pilot certificate for 30 days, months or permanantly or not at all. It's really a case by case basis. But without a pilot cert, then there is no way they can perform their job. But do they get fired or does ALPA work to get them help? 1st offense vs. 4th offense? What if those prior offenses were 20 years ago? My gut feeling is that if Doug were a pilot and this happened, he wouldn't be fired, but instead sent for treatment and ALPA would hold his job for him.
If an employee in accounting gets a DUI, is that grounds for dismissal? I doubt it. In fact, it's more likely grounds for an employee lawsuit. The employee could turn around and claim they have a substance problem and need to seek treatment, but the company discriminated against them and their "problem", blah blah blah. Then they can take the medical leave and the company has to hold their job for them (though not necessarily keep paying them).
If Doug was to be let go, how would this help the airline as a whole? If he was everybody's favorite CEO and you were all raving about what a great job he's been doing, would your feelings on termination be any different?
Wouldn't you rather keep the devil you know in place rather than going through it all again with one you don't know?
I'm just wondering why some people have been trying to apply the regs which apply to pilots, F/As, etc. to someone who is not in a position that has a direct bearing on customer safety. See, if a pilot gets a DUI then the FAA has the authority to suspend their pilot certificate for 30 days, months or permanantly or not at all. It's really a case by case basis. But without a pilot cert, then there is no way they can perform their job. But do they get fired or does ALPA work to get them help? 1st offense vs. 4th offense? What if those prior offenses were 20 years ago? My gut feeling is that if Doug were a pilot and this happened, he wouldn't be fired, but instead sent for treatment and ALPA would hold his job for him.
If an employee in accounting gets a DUI, is that grounds for dismissal? I doubt it. In fact, it's more likely grounds for an employee lawsuit. The employee could turn around and claim they have a substance problem and need to seek treatment, but the company discriminated against them and their "problem", blah blah blah. Then they can take the medical leave and the company has to hold their job for them (though not necessarily keep paying them).
If Doug was to be let go, how would this help the airline as a whole? If he was everybody's favorite CEO and you were all raving about what a great job he's been doing, would your feelings on termination be any different?
Wouldn't you rather keep the devil you know in place rather than going through it all again with one you don't know?
I just don't understand why he doesn't have a driver. With that 8.9M he surely can afford a driver. Heck, I bet etops1 would drive him for free.
