Getting Ugly In Phl

[delldude]

700- Do the words "Fly now, grieve later" mean anything to you?

[post="308477"][/post]​

fly now,grieve forever mean anything to you dude?

 

[rjh]

You people amaze me.

Do you actually think it is right for management to break the very contracts with employees they agreed too?

Let them violate yours and see how you react.

[post="308475"][/post]​

So, if there were an unusually busy day, you would have NO PROBLEM letting the passengers, who PAY your salary suffer in the name of "violating" your precious contract?? Of course, we could always have the airline staffed in anticipation of that unusually busy day. Doesn't matter if 10% of the staff is sitting around with very little to do 90% of the time.

If a trainer or manager asked to work with you for a day so they could experience your job and learn from YOU ways that could improve your job--you would turn them down????

 

[multitasker]

Delldude, with that attitude, I hope mgmt does send you home. We don't need your bad atitude around.

 

[trvlr64]

It's time to come back to PIT boys. Dump PHL!

[post="308462"][/post]​

It's just time to rid the place of anyone who doesn't want to do an honest days work. What is wrong with the boss(es) helping out too? Just more union nonsense in my eyes.

Remember, they don't really need you, but you need them. Consider that when you pick up your paycheck.

 

[delldude]

i see scab roots here in our very garden....you people gave and gave and gave ,now you all justify doing some other groups work....you guys are whats wrong with unionism today......may god save your dumb butt. 😉 😉 :down: :down:

 

[rjh]

so some day you show up and they tell you to go home because management is now doing your job.......get a life.

[post="308482"][/post]​

Did managment show up and tell the employees to go home??? NO!!

There's a big difference between management "taking over" a job and helping out during irregular ops. There's also a big difference between management "taking over" and trainers experiencing a job first hand, trying to learn what works and what doesn't work.

Any reasonable person can see the distinction.

Let's turn the tables. You go shopping at your local store on a busy Saturday. It's flu season, so more employees called out sick than usual. The checkout lines have 10 people waiting in each one. You see 3-4 managers standing around, wondering why they aren't helping. They say "oh we had a lot of sick calls, but the union contract forbids me from working the cash register, so you will just have to wait in line for 30 minutes">

 

[delldude]

Delldude, with that attitude, I hope mgmt does send you home. We don't need your bad atitude around.

[post="308485"][/post]​

last time i recollect there bucko...i took it in the can so this airline could live to die another day....if you don't like my attitude...kiss off.....you all voted for these concessions and now many are willing to let management do their work that they voted to uphold...you people make me sick.....

 

[700UW]

A contract is a legal and binding document between US Airways and the Union, the company must adhere to it otherwise what is the sense of having one.

The company agreed to it and if they violate it they will have to suffer the consequences.

Lets have the company pay all of you minimum wage then lets see what you have to say about the company and your contract.

 

[BoeingBoy]

What I'm saying is that this type of turf protection becomes codified and ingrains itself into the culture of the company, while WN sits back and says, "I Told You So".

[post="308478"][/post]​

You're right - after over a decade of management constantly pushing the boundaries of the contracts and often exceeding those boundaries, it does become ingrained. As Parker said, the new management team has to earn our trust. Violating contracts at will is the wrong way to do that.

As you say, treating others with respect isn't in any CBA. It shouldn't need to be either, but it is a two-way street. If management wants the workers' respect, they have to respect the workers.

If management needs to work around the contract for a valid reason, there's a way to do it that'll be acceptable to both sides. Ignoring the CBA with no consideration or discussion with the other side isn't that way.

Doing otherwise accomplishes only one thing - tell the workers involved that this new management team really talks the talk about, but they walk the same walk as the last several management teams.

Jim

 

[700UW]

Very well said Jim.

 

[delldude]

Did managment show up and tell the employees to go home??? NO!!

There's a big difference between management "taking over" a job and helping out during irregular ops. There's also a big difference between management "taking over" and trainers experiencing a job first hand, trying to learn what works and what doesn't work.

Any reasonable person can see the distinction.

[post="308488"][/post]​

when you going to wake up and realise what a foot in the door is?
oh it won't register until its a foot in the butt will it?
suddenly,after bending over in good faith, we have what is referred to as a past practice.....

 

[multitasker]

last time i recollect there bucko...i took it in the can so this airline could live to die another day....if you don't like my attitude...kiss off.....you all voted for these concessions and now many are willing to let management do their work that they voted to uphold...you people make me sick.....

[post="308489"][/post]​

Been there done that. No pay increase only pay cut 1st 4 years, moved 3 times at my own expnese,lost $10,000.00 in stock that I had to buy when I started. I have worked my tail off to keep this company alive, and will not have the likes of you or your union take it down, that includes my own union! It is the customer who pays my salary and that is who I am going to take care of.

So again GET ON BOARD or get off the ship.

 

[delldude]

Did managment show up and tell the employees to go home??? NO!!

There's a big difference between management "taking over" a job and helping out during irregular ops. There's also a big difference between management "taking over" and trainers experiencing a job first hand, trying to learn what works and what doesn't work.

Any reasonable person can see the distinction.

Let's turn the tables. You go shopping at your local store on a busy Saturday. It's flu season, so more employees called out sick than usual. The checkout lines have 10 people waiting in each one. You see 3-4 managers standing around, wondering why they aren't helping. They say "oh we had a lot of sick calls, but the union contract forbids me from working the cash register, so you will just have to wait in line for 30 minutes">

[post="308488"][/post]​

IF YOU'RE A TRADE UNIONIST,YES

 

[700UW]

Get on board?

You have got to be kidding.

A contract is legal and binding document, the company is bound to abide by it or pay the consequences.

Amazing how people don't have a backbone to stand up for what is right instead you will let the company do whatever they want.

With attitudes like yours get ready for more concessions.

 

[rjh]

when you going to wake up and realise what a foot in the door is?
oh it won't register until its a foot in the butt will it? 
suddenly,after bending over in good faith, we have what is referred to as a past practice.....

[post="308493"][/post]​

So, I guess the answer is to hire way more people than would be needed for most days of the year, and even more than would be needed for most irregular ops days. Nah ..there's no way THAT would lead to high payroll costs, another bankruptcy filing, and more concessions.