2014 Fleet Service Discussion

[700UW]

And no arbitration since they would be gone before it got to step 2.......Right 700?

So using your post, so if someone who is covered by the CBA and they get fired, they wouldnt be covered either?
 
Doesnt work that way.

 

[ChockJockey]

 
I thought you were of the opinion that people should ignore Josh and not quote him?  There are folks here that have already put him on ignore and specifically asked that he not be quoted.

 

[robbedagain]

Tim do you know for fact that CB and Prez actually truthfully endorsed that ual crap? Somehow I am not sure they did Also tim how is it possible to force those donkeys from tempe/dfw to settle grievances in a timely matter?

 

[Harry Callahan]

Robbed:
I solved that problem, if they quote Joshie I just keep going & don't read their reply either.
 
Harry

 

[28L_or_10R?]

You are one to talk.

 

[mike33]

Tim do you know for fact that CB and Prez actually truthfully endorsed that ual crap? Somehow I am not sure they did Also tim how is it possible to force those donkeys from tempe/dfw to settle grievances in a timely matter?

I believe arbitration costs are split between the union and the company. Neither want to really pay for arbitration i understand that but if you pay union dues then you have to rely on the union reps to validate the grievance. 700 believes its too much of a risk to call foul on time limits. Well, how many fouls can the company take before they come to their senses and settle before that?  Sooner or later they are going to adhere to the step limits. 
  700 will say? How are you going to enforce that?..... By spending the money...!!   The union let it get too far out oh hand !

 

[mike33]

Tim do you know for fact that CB and Prez actually truthfully endorsed that ual crap?

 
 
 

Finally a statement that makes since about the eboard endorsing the UA contract. So now I'll respond to that. We at US have been in negotiations for 2 1/2 years now. I feel the negotiating team knows what are members expect and need. The current UA members on the board don't keep up with the US members as far as negotiations. I would expect as well as the rest of the team would expect, when we finally bring a T/a out for our members if the US board members state that this is it and we approve of it, to get the full endorsement of the UA team. I would be pretty upset if we didn't, especially since the UA guys never took part in our negotiations. They expected and got the same thing from the US guys, when they brought their T/a out. So you are exactly correct Ograc with what you stated.

 
  I don't have a problem of everyone sticking together but, some things you have to say wait a minute!

 

[700UW]

Why is that off topic?  Explain yourself?

Posting an ad for hiring at UA at ORD has what to do with US Fleet Service?
 
Each side pays about $3,000 to $4,000 for an arbitration hearing, US has $10 billion in the bank.
 
You can spend all you want, Labor Relations only does about six or so arbitrations a year for each IAM represented group, you do realize they delay the scheduling too?  And they also have to hear grievances from AFA, CWA/IBT, USAPA and the TWU, its not as easy as you say just for an arbitration to take place, it takes an average of two years for a case to get to that step.
And the same Labor Relations people also do all the negotiations for all the groups on the property, most of you dont look or think about the big picture.
 
Do you think they care if everything gets pushed to the next step and ends in arbitration, they dont.
 
Still no one has said how by pushing a grievance to the next step will make the company resolve it.
 
Still waiting.
 
If they arent answering them now in a timely manner how are you going to change it?
 
I have dealt with the people in Labor Relations, they are arrogant and dont care, I mean look around, three years in Section 6 negotiations, negotiated with AA's employees and not US.
 
So once again, how are you going to force them to resolve a grievance?

 

[mike33]

Posting an ad for hiring at UA at ORD has what to do with US Fleet Service?

I have him on ignore. Never saw an add. Only what you quote posted. 

 

[700UW]

He posted an ad about UA hiring temp ramp workers at ORD and then asked if they would pay dues.

 

[737823]

Each side pays about $3,000 to $4,000 for an arbitration hearing, US has $10 billion in the bank.
 
You can spend all you want, Labor Relations only does about six or so arbitrations a year for each IAM represented group, you do realize they delay the scheduling too?  And they also have to hear grievances from AFA, CWA/IBT, USAPA and the TWU, its not as easy as you say just for an arbitration to take place, it takes an average of two years for a case to get to that step.
And the same Labor Relations people also do all the negotiations for all the groups on the property, most of you dont look or think about the big picture.
 
Do you think they care if everything gets pushed to the next step and ends in arbitration, they dont.
 
Still no one has said how by pushing a grievance to the next step will make the company resolve it.
 
Still waiting.
 
If they arent answering them now in a timely manner how are you going to change it?
 
I have dealt with the people in Labor Relations, they are arrogant and dont care, I mean look around, three years in Section 6 negotiations, negotiated with AA's employees and not US.
 
So once again, how are you going to force them to resolve a grievance?

Defending management again I see.

Josh

 

[700UW]

No, how do you want to explain that?
 
I am not defending anyone, I am explaining the realities of what is going on and asking Tim how he would change it.

 

[mike33]

Each side pays about $3,000 to $4,000 for an arbitration hearing, US has $10 billion in the bank.
 
You can spend all you want, Labor Relations only does about six or so arbitrations a year for each IAM represented group, you do realize they delay the scheduling too?  And they also have to hear grievances from AFA, CWA/IBT, USAPA and the TWU, its not as easy as you say just for an arbitration to take place, it takes an average of two years for a case to get to that step.
And the same Labor Relations people also do all the negotiations for all the groups on the property, most of you dont look or think about the big picture.
 
Do you think they care if everything gets pushed to the next step and ends in arbitration, they dont.
 
Still no one has said how by pushing a grievance to the next step will make the company resolve it.
 
Still waiting.
 
If they arent answering them now in a timely manner how are you going to change it?
 
I have dealt with the people in Labor Relations, they are arrogant and dont care, I mean look around, three years in Section 6 negotiations, negotiated with AA's employees and not US.
 
So once again, how are you going to force them to resolve a grievance?

Maybe you and your thinking were the problem?.....my grievance lasted about 1 month. I got my job back by pushing the time limits and the company withdrew and settled.  So take your couch potatoe almighty sitback and wait time limits and shove it.....! 
 They didn't have 10 Billion in the bank till dec 9 2013........
 You guys blew it !!   No Cajones!!!!!!!!!!!!

 

[Tim Nelson]

After the garbage was passed last November, I think there will be a house cleaning. Unless apathy sets in. But many now have skin in the game due to the RIF's. I for one cannot support the current regime. Whoever said that the UA agreement was "monumental", they weren't lying. I've seen nothing positive come from this agreement. For most on the sCO side, it was a wash. ORD and IAH voted for it. The funny thing was, on the day that the retro payments came out, the company went thru with their plan to reduce jobs and status. My hub took a double hit this year. Two Furloughs and reductions within 10 months! Now the CLE debacle. The company wanted to tell the employees in APRIL about the reduction of hub status. But someone leaked it out to the media and the company had to lie. Even the senior station mangement didn't know about it. And now the Temp postings at ORD (I don't know how many other stations that it will come to) We don't have a automatic "C" and "D" scale like DL with RR and DGS or like AA with Eagle, so this agreement will have a lot of temps for a "C" scale workforce. Monday the District put out a release, on what are they going to do to press the company on LOA #6? They even screwed up the ongoing RIF where no one for sure knows whats available to transfer in or bump in. LOA #5 (that lie) and LOA#6 (with sUA retro) sold a lot of "Yes" votes, but Tim and others knew better. Our hub was an overwhelmingly "NO" vote.Bottom line: Sito; Roach; Delaney; and Buffy all has to go. If this union can't support the LL's (but only for dues increases...) how's the District or the International going to support us? At least show some fight!Tim, what does the UA IAM board member does? What is his function? I know they have an office at Willis.

Nothing. Dude gets paid for being a board member and gets positive travel for wife as well i believe.

 

[700UW]

A discharge is different than a regular grievance, did you not see that in your CBA?
 
Compare Apples to Apples.
From your own CBA:

 

Disciplinary Grievances Other Than Discharge
In cases of discipline other than discharge, the employee may request a hearing at the Step 1 level. The request for a
hearing must be submitted with the written grievance. The hearing will be scheduled within ten (10) days of the
Station DirectorlManager's receipt of the grievance. The Station Director/Manager will render a decision in writing to
the employee within ten (10) days of the hearing, and a copy of the decision will be provided to the accredited representative
of the Union, and thereafter Steps 2 and above shall apply. Step 1 decisions are non-precedential. The time frame
described in this Paragraph is an exception to the normal time frames within Step 1.

 

Discharge Grievances
In cases of discharge, the affected employee through the Local Committee, shall file his initial grievance with the
Customer Service Director within seven (7) days of the discharge. The Customer Service Director shall schedule a
hearing on the discharge grievance within ten (10) days of the filing of the grievance. The written decision of the
Customer Service Director shall be issued within ten (10) days of the hearing, and thereafter Steps 3 and above shall
apply.
 
Remedy
The hearing officer of any suspension or discharge shall have the authority to grant relief including back pay,
seniority and record correction appropriate to cases where it is decided to reduce or eliminate disciplinary penalties determined to be unwarranted under the standard of just cause.
 
 

Do you see the difference?
 
And if the hearing officer rules against you it goes to third step next.