Here's reality... By the time a Supervisor is notified of a problem
They are supposed to be SUPERVISING. I understand that one manager cannot be in every place at once. However, first off were they adaquetly managing the operation it would be a rare situation that last minute help is needed. If they would plan for quick turns and ensure there was enough functioning equipment you'd almost never have this situation to begin with. Second, as a problem develops the Lead should be seeing this, allowing him or her to provide ADAQUATE notification to Management.
announces it to the break room, gets no response from anyone in the break room, cajoles and threatens rampers in the break room
We'll leave the "cajoles and threatens' managerial theory alone, as we all know about that. A Manager should ask for volunteers (IMO) when possible, but NOT at the expense of the operation. When time is critical it should be "Rampers Doe, Smith, and Johnson, report to A8 IMMEDIATELY to assist with a quick turn".
orders a dozen to the gate (with 3 of them actually making it to the gate)
That's insubordination born out of lax supervision. Because of the ongoing past lax practice, a one time totally free warning should be issued, along the lines of "I understand that we have not said anything about this in the past, but understand that this is the last time this will go unaddressed. Any future occurrences shall follow the progressive counseling process".
and the rampers strolling casually to the gate, the flight will be late or the passenger awaiting a gate check will be angry for the delay.
Kinda goes back to the beginning, but problems shouldn't fall this far behind. OTOH, the rampers should have a modicum of a sense of urgency.
More reality... Management won't hire more people to cover those situations, but instead Management will order rampers to be in zones, not break rooms or upstairs
You're probably right on both points. The first isn't our problem. If we stick together and hold Management to the CBA, eventually the operation will get even worse and this will be corrected, or the airline will crumble. As to the second problem, if you're on the clock, you're being paid to work. While we do have a very easy going "assigned work area" if people aren't going to be where they should, or not respond when called, they will ruin it for all. That's not Managements fault, it's our fault.
with broom and dust pans, because as they told me in the military, "If you can lean, then you can clean."
I'm opposed to this. In my not so humble opinion this is not a fleet job. I cannot attest to other cities, but here in LAS we have contract cleaners for the faciilities. Because of that itis outside of the "normal and customary" scope.
So there won't be another "coworker who is laidoff on the street" coming back.
Again, you're probably right. And again, that's Managements fault. They are responsible for providing the tools (including people, and yes I'm aware that some rampers are in fact "tools") to do the job. Not having the staffing to cover the operations is Managements failure, not ours.
Personally, I do not view Management typically as some monolith of hatred, contempt or wrath (with few noteworthy exceptions), although I do see ineptness and slothfulness. I most assure you that if Management wanted to hold fleet service to the exact letter of the CBA pink slips would be flying fast and furious. So yes, Management does look the other way many times on petty infractions (yes, that means the bin nappers, the weekend Mary Jane smokers, long lunch breaks and alike). But hey, let's flood the system with a bunch of petty grievances create a hostile environment of badwill and vindictiveness while the flying public spends their traveling dollars elsewhere, but SHAPOOPI we sure showed Management!
When Management shows me that they are deserving of an appearance other then "some monolith of hatred, contempt or wrath" I'll happily look at them some other way. This whole discussion is proof that the title is stereotypically justified at this time.
If employees are violating the terms of their employment (CBA, Employee Handboof, Federal or local laws) discipline is justified. YOU are accountable for your actions. If you choose to sleep in the bin, YOU are responsible for your termination. If you smoke dope on your weekend, you're in violation of Federal law, the Employee handbook, common sense, and you're an #### to boot that I don't want even near me. I'll happily watch a stoner get kicked to the street. Taking a long lunch break is fine (they're not even scheduled here in LAS), but you still have the responsibility to ensure you are where you are needed when you are needed. Take a 6 hour break, I don't care. Miss your flight at hour three because the Supervisor couldn't find you, well you're an idiot.
When Management gets "flooded with grievances" it's their fault, not ours. A grievance means THEY made an error, and THEY are being held accountable. THEIR fault, not anyone elses.
