New Attendance program

[Doc]

I read the new attendance policy today. I was wonder if any one out there got a chance to see it.
It is has a point system I do not have it front of me now I left it at work but here are a few things.
late 0 to 15 minutes .5
15 to 120 1.0
It you call in sick for yourself it's 1.0
If you call for other than your self ie..children or sick parent 2.0
If you call in on the holidays or if they see a pattern they will request a Dr.'s not if you don't supply one you go unpaid.(they also have listed the dates that meet this)
So guess you better hope you don't get sick during two holidays.
levels are only 12 months but if you are out for any length of time like a furlough or oji that time does not count they add that time when you come back.

HERE IS MY PROBLEM...WHERE IS MY UNION

If I get stuck on a employee bus not only do I docked the pay now I get a point

Here is the question of the day

If i get mandatory do I get a point back?

 

[FlyGuyBWI]

Sounds like the 2.0 for taking off for a sick or injured immediate family member could be a violation of federal law.

 

[JoeDirt]

Doc,

What did you expect?? This has Al Heminway's signature all over it. This is typical of US Airways from before the merger.

Where is your union? Same place it always was, head up it's collective arse collecting dues and delivering no value to it's members.

Nevermind the fact that RLA renders most unions useless except for minor issues. Keep voting for the Democrats and keep getting screwed. Most of the labor laws came from the FDR era so think about that as you blindly robotically pull the Democrat lever.

Vote Libertarian while you still can.

Hey Piney
You are showing your age. I haven't pulled a lever in years. 🙄

 

[JoeDirt]

I read the new attendance policy today. I was wonder if any one out there got a chance to see it.
It is has a point system I do not have it front of me now I left it at work but here are a few things.
late 0 to 15 minutes .5
15 to 120 1.0
It you call in sick for yourself it's 1.0
If you call for other than your self ie..children or sick parent 2.0
If you call in on the holidays or if they see a pattern they will request a Dr.'s not if you don't supply one you go unpaid.(they also have listed the dates that meet this)
So guess you better hope you don't get sick during two holidays.
levels are only 12 months but if you are out for any length of time like a furlough or oji that time does not count they add that time when you come back.

HERE IS MY PROBLEM...WHERE IS MY UNION

If I get stuck on a employee bus not only do I docked the pay now I get a point

Here is the question of the day

If i get mandatory do I get a point back?

Should that not be covered under the FMLA laws?

I also saw where maternity leave was considered acceptable for C/S but not for Fleet.

 

[PHL]

Should that not be covered under the FMLA laws?

I also saw where maternity leave was considered acceptable for C/S but not for Fleet.

FMLA has specific guidelines and processes that companies are supposed to adhere to for you to be eligible. And, of course, it's unpaid and simply assures you a job to return to.

Maternity leave is really part of FMLA. So, anyone who gives birth to a child is eligible at a company the size of USAirways.

The process to apply for FMLA should be readily available from HR and maybe even your union.

 

[freedom]

Does anyone like this new attendance program ?

Can anyone see a fairness angle in any of this ? i for one cannot , it seems unreasonable .... especially if a person takes time off to care for their children or parents .... i wonder who crafted this , it's so sexist i cannot beleive it .... women will be disportionatly affected by the 2.0 hit .... i can't recall one instance of a guy telling me he's had to take a day off to take care of his sick kids , but every woman i've ment at work who has kids has done so at one point in time .... SEXIST :down:

 

[BoeingBoy]

Does anyone like this new attendance program ?

Maybe Dougie can explain the rational at that conference next month...

Jim

 

[Dissent Equals Patriotism]

My question is:

Can the union stop the implementation of the new policy, via some sort of injunction, until it’s negotiated or arbitrated?

Or does the union have to let the company implement the policy, then follow the grievance procedures?

I would much rather stop this on the front side; then have to live with it, until it is defeated in arbitration!

 

[Squonk]

Does anyone like this new attendance program ?

Can anyone see a fairness angle in any of this ? i for one cannot , it seems unreasonable .... especially if a person takes time off to care for their children or parents .... i wonder who crafted this , it's so sexist i cannot beleive it .... women will be disportionatly affected by the 2.0 hit .... i can't recall one instance of a guy telling me he's had to take a day off to take care of his sick kids , but every woman i've ment at work who has kids has done so at one point in time .... SEXIST :down:

So?...Lie! B)

 

[necigrad]

Management on the West (and I presume East) side has failed miserably at fairly enforcing attendance issues. Because of their incompetance they feel the need to develop a fair system for Fleet and CS. While I admire them finally addressing the issue, it's entirely unnecessary. If they would provide their supervisors with guidelines to follow all employees would be treated the same and this would not be necessary. That said, while I have not reviewe the IAM CBA and TA yet, I intend to, and if it reads like I think it will (the TWU contract will support this) I am going to file a grievance. In my opinion, this detracts from the negotiated benefit of paid sick time. That makes it a (again, IMO) substantial change to the contract. THAT requires renegotiation. At the very least I think full pay for sick calls would be acceptable. If they want this policy they need to pay for it.

 

[JoeDirt]

Management on the West (and I presume East) side has failed miserably at fairly enforcing attendance issues. Because of their incompetance they feel the need to develop a fair system for Fleet and CS. While I admire them finally addressing the issue, it's entirely unnecessary. If they would provide their supervisors with guidelines to follow all employees would be treated the same and this would not be necessary. That said, while I have not reviewe the IAM CBA and TA yet, I intend to, and if it reads like I think it will (the TWU contract will support this) I am going to file a grievance. In my opinion, this detracts from the negotiated benefit of paid sick time. That makes it a (again, IMO) substantial change to the contract. THAT requires renegotiation. At the very least I think full pay for sick calls would be acceptable. If they want this policy they need to pay for it.

That is the way I see it also. I went through the i-Learning but refused to check the box saying I understood the new policy. :down:

 

[jimntx]

Be careful what you are grieving. We have a point system here at AA, but it is just for the flight attendants AFAIK. It's actually a little looser than the old system, but it still encourages people to come to work when they are sick.

From what I have read on this thread, the company is not saying you will not be paid for sick leave, they are saying that you will accrue points, and I'm sure that like our system, enough points equals termination or other disciplinary action. As far as the holiday issue, the company can (we've already plowed that field here at AA) demand and get a Dr's statement for illness on a holiday you are scheduled to work. And, they can withhold pay until it is provided.

This is especially true if they can show a "pattern of behavior." There was a f/a here at AA who called in sick every 4th of July, Thanksgiving, and Christmas for 5 straight years. She was not able (can you imagine?) to convince the arbitrator that she was sick. The Dr. was not willing to provide statements for those periods. Once it goes to arbitration, a Dr.'s note is the same as him/her testifying in court. A number of physicians are not willing to risk their license even for a favorite patient.

Courts have ruled previously that "the company has a right to a reasonable expectation that an employee will report for work when scheduled" and they have a right to require proof of illness. And, whether you are or are not union, that expectation is supported by the courts. Attendance at work is not a negotiable issue.

That being said, I have a REAL problem with that 2 points for family illness thing. When my late wife was taking chemo, was I suppose to say "Sorry, you'll have to drive yourself to the hospital. I have too many points already this year."?????

 

[freedom]

So?...Lie! B)

i know this is going to sound "crazy " but we actually have people working here who will not "lie " , that's right , honest ethical people ... i'm not joking , i agree with you about the lying , but AWA did a very good job hiring upright individuals ...

As far as the calling in sick on holidays ... i don't know too many here who've ever done that , we all know how imporant it is to show up for work on the holidays and so we usually all do ....

this policy sucks .... i mean we're only getting HALF pay in the fleet contract for the first few days of illness ... who's going to fake being sick if your not even getting full pay ?

 

[necigrad]

Be careful what you are grieving. We have a point system here at AA, but it is just for the flight attendants AFAIK. It's actually a little looser than the old system, but it still encourages people to come to work when they are sick.

As it stands right now, I KNOW that we have people that don't get counseled for attendance until they have 30, 40, even more occurances. I'm not just talking lates, but sick calls and no shows as well. Others get called in for just a few.

From what I have read on this thread, the company is not saying you will not be paid for sick leave, they are saying that you will accrue points, and I'm sure that like our system, enough points equals termination or other disciplinary action. As far as the holiday issue, the company can (we've already plowed that field here at AA) demand and get a Dr's statement for illness on a holiday you are scheduled to work. And, they can withhold pay until it is provided.

This is especially true if they can show a "pattern of behavior." There was a f/a here at AA who called in sick every 4th of July, Thanksgiving, and Christmas for 5 straight years. She was not able (can you imagine?) to convince the arbitrator that she was sick. The Dr. was not willing to provide statements for those periods. Once it goes to arbitration, a Dr.'s note is the same as him/her testifying in court. A number of physicians are not willing to risk their license even for a favorite patient.

Courts have ruled previously that "the company has a right to a reasonable expectation that an employee will report for work when scheduled" and they have a right to require proof of illness. And, whether you are or are not union, that expectation is supported by the courts. Attendance at work is not a negotiable issue.

The no sick pay is a contractual issue. We only get partial sick pay for the first several days unless hospitilized as IN patient. I agree 100% that obvious abuse should not be paid out, and should be disciplined. In fact, in my humble opinion, the TWU and IAM CBAs are both quite clear on what is permissable. If it appears to fall outside of that scope (again IMO) then the Company has every right to ask for a note. If you give my (X) sick days, I should be able to use every single one without discipline, assuming that I have not otherwise abused the time.

A secondary issue to all of this is that they intend to review everyones file and take them to the first step for past occurances if there are occurances actionable under this policy. Basically if you've have 3 or more points in the past 12 months you get a non written verbal for a policy that wasn't even mentioned 12 months ago.

 

[JoeDirt]

A secondary issue to all of this is that they intend to review everyones file and take them to the first step for past occurances if there are occurances actionable under this policy. Basically if you've have 3 or more points in the past 12 months you get a non written verbal for a policy that wasn't even mentioned 12 months ago.

This is where I have a real problem. The company has 14 days from time of an infraction to carry out any disciplinary measures. So by going back over the past year they are in violation.