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Corporate Sleaze

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Please tell me if there has been anything done at the new US Airways to address the issue that will bring it down.

No matter how hard, or smart, anyone works this airline will not survive unless the company makes a commitment to running an operation based on honesty that is beneficial to all of the employees.
 
think that SWA has it too--treating their employees the same way they treat their passengers!
 
My my y'all got up on the wrong side of the bed this morning!

(pssst....your customers notice when you are unhappy too)

Have a great day!
 
My my y'all got up on the wrong side of the bed this morning!

(pssst....your customers notice when you are unhappy too)

Have a great day!


That's why they keep pilots behind a locked, reinforced door. I'm not sure who is being protected from whom. :shock: 😉

My customers never see anything but an upbeat face. Thankfully, the flight attendants and agents have become experts at hiding the pain and hurt, inflicted on us by the company, from our customers. We wouldn't be here today if we projected the demeanor which the company treatment merited.
 
Please tell me if there has been anything done at the new US Airways to address the issue that will bring it down.

No matter how hard, or smart, anyone works this airline will not survive unless the company makes a commitment to running an operation based on honesty that is beneficial to all of the employees.
funny that you mention this...ever notice at all the hangar shows the smacks get up in front of a disallusioned workforce prostrate from cuts,say some magic words and bingo all the workers are clapping and cheering...we're gonna turn this around...blah..blah..blah....so we have hope for some limited time and then the smoke clears and its business as usual and even worse than it was before.
time after time.....
lemmings...gate three
BTW- notice the smoke has begun to clear....
 
That's why they keep pilots behind a locked, reinforced door. I'm not sure who is being protected from whom. :shock: 😉

My customers never see anything but an upbeat face. Thankfully, the flight attendants and agents have become experts at hiding the pain and hurt, inflicted on us by the company, from our customers. We wouldn't be here today if we projected the demeanor which the company treatment merited.
BAM!!!
 
NO cure that we can expect to see!

Form 8-K for US AIRWAYS GROUP INC


--------------------------------------------------------------------------------

23-Jan-2006

Entry into Material Agreement



Item 1.01 Entry into a Material Definitive Agreement.
Adoption of Incentive Compensation Plan Targets for 2006 Executives and other key management employees of US Airways Group, Inc. and its subsidiaries (collectively the "Company"), are eligible to participate in the Incentive Compensation Plan of US Airways Group, Inc. (the "Incentive Compensation Plan"). Within 90 days of the beginning of each plan year under the Incentive Compensation Plan, the Compensation and Human Resources Committee (the "Committee") of the Board of Directors of the Company may award qualified incentive awards (which are intended to be performance-based awards under
Section 162(m) of the Internal Revenue Code of 1986, as amended) by establishing the target awards as a percentage of base salary and the performance measures against which the target awards will be measured, which are generally related to the performance of the Company. If the performance measures are met at the maximum level, the participant may be paid the qualified incentive award at up to 200% of the target amount, subject to decrease by the Committee based on individual performance. The maximum qualified award may not exceed two times the lesser of the participant's base salary on May 19, 2004 or base salary on the date the Committee establishes the qualified award. After Committee approval, the qualified awards are paid as lump sum cash distributions as soon as practicable after the end of the plan year. The Committee may also grant incentive awards, discretionary bonus awards or qualified bonus awards in lieu of or, in some cases, in addition to, the qualified incentive awards.
On January 17, 2006, the Committee established (i) corporate financial targets based on net earnings for fiscal year 2006 and (ii) a pool from which to make awards to participants in the Incentive Compensation Plan based on the attainment in fiscal year 2006 of the corporate financial targets. If the fiscal year 2006 corporate performance target is met, the Committee can award a qualified incentive award to the individual based on the achievement of the corporate goal, as well as individual performance, up to a maximum of two times the target award. The Committee established the target awards as the following percentages of base salary: chief executive officer, 80%; executive vice presidents, 60%; senior vice presidents, 45%; and vice presidents, 35%. If the performance target is not met, then no award will be paid. Further, no awards will be paid if there is not a payout under the profit-sharing plan. In no event will the aggregate amount of awards paid out to the participants exceed the established pool. The Committee has also reserved the right to decrease the awards or to make no payment of an award regardless of the attainment of the performance target.
Item 9.01. Financial Statements and Exhibits. The following exhibit is filed with this report.
Exhibit No. Description
 
Herb Keller(sp) CEO of SWA said it right, If you treat your employees good, they treat the customers good, then customers come back. Thats how it works.
 
Herb Keller(sp) CEO of SWA said it right, If you treat your employees good, they treat the customers good, then customers come back. Thats how it works.

You can be friendly to everyone ALL year and 1 customer can give you a hard time and darn, management will remember that moment, not the other wonderful times. Sure everybody strives for 100% but whatever you do it will never be 100%. You can hand out $100 bills to everybody and someone will complain that it was not enough. Damned if you do, damned if you don't.
 
BuffaloJoe,
You misunderstoed(sp). My post was to say that management of the combined AWA/USA should follow somewhat the management style of SWA because they do treat their people right. Granted they have a smaller work force,but thats because,there are so many less managers, so many less foreman than US/or/HP have ever considered. I'f you want to, now you can be In charge of yourself or be In charge of many fellow employees that count on you.
 
Please tell me if there has been anything done at the new US Airways to address the issue that will bring it down.

No matter how hard, or smart, anyone works this airline will not survive unless the company makes a commitment to running an operation based on honesty that is beneficial to all of the employees.

Maybe they should read their own "Code of Business Conduct And Ethics" that they wasted all the postage on mailing to employees.
 
Coach,
I do have to agree with you the HP/US merger is only a delaying tactic till the higher-ups get their new parachute.
But I belive the spirit of P.S.A.,
Piedmont & the airline that took us all down usAir will remain in our minds forever. The CEO's have actualy retired in wealth(all of them-damnit). But we still work at a retirement level job just to make ends meet.(30 years=PBGC)labor. (Walk in the door)(walk out the door). Thank You. (By the way thanks for the $25MIL)management.
 

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