This time around for layoffs lets do things a little different. Begin by asking yourself the question, Have I worked with or come across someone who has no business being here, they are dangerous, non productive, illegal, etc?
Merit System,
Riding the pine just isn''t going to cut it anymore. Job security through seniority alone will be tough when the following system is adopted.
Points will be totalled from the following categories. High person stays.
1. Longevity- 5 pts per calendar year based on your co. seniority date. (See your seniority is worth something)
2. Sick Days accumulated- 1 pt for each day in the bank at the time of notice. No excuses, no doctors note, everyone recieves the same amount so everyone has the same opportunities. Again I read a little seniority here, longevity equals more sick days.
3. Civilian education- Yes, we should reward those who have gone on and received an education for their own good. Our company does benefit from the right people.
-Masters or Higher-50 pts
-Bachelor Degree- 25 pts
-Associates Degree-15 pts
-10-60 hours -10 pts
-1-9 hours - 5 pts
I know, you have all worked with someone on the docks with a sheepskin, but lets give credit where credit is due.
4. Cross Training Credit- Individuals bringing experience from within other departments are a valuable asset and thus should be rewarded. Example, A flightline mechanic finished his A&P while working as a flight attendant. Upon finishing he was able to understand as a mechanic the need for attention to detail in the cabin.
-Each additional department- 5 pts
5. Military Service- Give credit to those who have served and bring a special skill and work ethic to our industry.
-Honorable Discharge- 10 pts
6. Customer Service- This is why we are all here. So many times we have all witnessed someone going the extra mile and then soon recieving a nice letter. Give the letter some worth.
-Positive Letters (Customers) -2 pts
7. Job Performance- As members of each department we depend on each other to serve a quality product. Many have gone the extra mile and assembled a motorized wheelchair as a line mechanic or attended the gate agent position till the gate agent arrived. These people have received positive letters from their company peers. Lets reward them.
-Positive Letters (intercompany) 2pts
This is only a start toward making sure the correct people stay in position. They must be made cut and dry and bullet proof from both politics as well as company and union interpretation.
Let the discussions begin both pro and con. I think it will work, using the above criteria or some other criteria agreed upon as a group outside of the company and union walls.
This is my utopia. As mentioned in the other thread, Disgusted, we would have to find someone with a huge wallet or lottery to start our own airline. You will be surprised what we can establish with a great business plan.
Merit System,
Riding the pine just isn''t going to cut it anymore. Job security through seniority alone will be tough when the following system is adopted.
Points will be totalled from the following categories. High person stays.
1. Longevity- 5 pts per calendar year based on your co. seniority date. (See your seniority is worth something)
2. Sick Days accumulated- 1 pt for each day in the bank at the time of notice. No excuses, no doctors note, everyone recieves the same amount so everyone has the same opportunities. Again I read a little seniority here, longevity equals more sick days.
3. Civilian education- Yes, we should reward those who have gone on and received an education for their own good. Our company does benefit from the right people.
-Masters or Higher-50 pts
-Bachelor Degree- 25 pts
-Associates Degree-15 pts
-10-60 hours -10 pts
-1-9 hours - 5 pts
I know, you have all worked with someone on the docks with a sheepskin, but lets give credit where credit is due.
4. Cross Training Credit- Individuals bringing experience from within other departments are a valuable asset and thus should be rewarded. Example, A flightline mechanic finished his A&P while working as a flight attendant. Upon finishing he was able to understand as a mechanic the need for attention to detail in the cabin.
-Each additional department- 5 pts
5. Military Service- Give credit to those who have served and bring a special skill and work ethic to our industry.
-Honorable Discharge- 10 pts
6. Customer Service- This is why we are all here. So many times we have all witnessed someone going the extra mile and then soon recieving a nice letter. Give the letter some worth.
-Positive Letters (Customers) -2 pts
7. Job Performance- As members of each department we depend on each other to serve a quality product. Many have gone the extra mile and assembled a motorized wheelchair as a line mechanic or attended the gate agent position till the gate agent arrived. These people have received positive letters from their company peers. Lets reward them.
-Positive Letters (intercompany) 2pts
This is only a start toward making sure the correct people stay in position. They must be made cut and dry and bullet proof from both politics as well as company and union interpretation.
Let the discussions begin both pro and con. I think it will work, using the above criteria or some other criteria agreed upon as a group outside of the company and union walls.
This is my utopia. As mentioned in the other thread, Disgusted, we would have to find someone with a huge wallet or lottery to start our own airline. You will be surprised what we can establish with a great business plan.