New Attendance program
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In addition to what orioleman said, I seem to recall the policy stating that anything retroactive will only be to the first step. If I'm correct, someone who has called in sick every day this year at the END of their shift would be at the first step of a verbal warning only. Any past writeups would transition to the new system. The first one is still an issue because it's an application retroactivly, like citing someone for doing 65 in a 55 on Monday when they changed the signs from 65 to 55 on the following Friday. The second one I actually kindof agree with, at least in the intent. If they take no action for discipline in that transition, such as suspension for a Level 3 because of a CAD you were already suspended for, then it's all right IMO. They are simply changing the terminology.
I am NOT agreeing with the policy, so please don't think that my agreement with that one thing is such.
I am NOT agreeing with the policy, so please don't think that my agreement with that one thing is such.
goodfellow
Senior
Prepare for WAR! These arrogant BASTARDS NEED IT Driven up U know what "SIDEWAY"S"!!!
InternationalShannon
Veteran
hahahhahaha just dont clock out two minutes before your shift is over and dont get there late. i have no sympathy for dummies who try to cheat the system that way. im all for staying with the contract, but TWO minutes? Hahahaha...... 
Tim Nelson
Veteran
your company violates the contract in alot of ways. Thankfully, the New Direction will finally do what Canale didn't do, use the process of arbitration to resolve all these issues. Last I heard, there were over 20 arbitration grievances mostly involving corporate grievances as opposed to personal ones.
As aside, there are alot of workers who are getting occurances but would qualify for FMLA if they weren't ignorant or intimidated on the FMLA paperwork. I think 'many' would qualify and rightfully use FMLA and be prohibited from getting charged occurances. You can walk in late, drop the dime, leave early, up to 60 occurances a year and not get put on any discipline level if you can qualify for FMLA and exercise your civil rights.
At the District 141 Local Chairman's conference I'd like to see the Local Chairman be educated on FMLA so they can go back to their members and have workshops to sign up and educate members on their FMLA rights, qualifications and usage, and contacting proper enforcement agencies if there is any 'stalling' in the process.
As aside, I got one email from a CWA'r but I can't answer CWA questions on why your leadership accepted the new discipline process. You should contact VH, who my understanding is the person who signed off on it. Ask her, not me.
As for the IAM, I'm 100% sure the New Direction folks are NOT happy and are rather 'pissed off' about your company moving forward with the new policy, training IAM members, etc., without sitting down first with the new leadership that your company knew damn well was going to be in place.
regards,
Tim Nelson
IAM Local Chairman, 1487, Chicago
CSA007
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I was told no one from the CWA signed off on this ..... the contract allows the company to have basic policy guidelines for these issues.
My guess .... everyone starts over, level 0, if they make any changes to what was in place at the time the contract was signed.
My guess .... everyone starts over, level 0, if they make any changes to what was in place at the time the contract was signed.
bagchucker
Senior
As a side note to Tim's post 2 above... Certain states have "kincare" laws that many folks are unaware of. California is one of them. I am not sure how related to FMLA this is, but I know it is unique to certain states, so it has some differences, but basically, you can take time off from work and tend to sick or injured children/elderly in your direct care without being penalized at work. Many folks over at Southwest where I work use this frequently and are not charged "points" against them. Not sure which states have this law, but it seems anything to help our cause to fight this STUPID attendance policy is warranted at this point!!! Use whatever resources there are to help your own cause to stay employed.
matika
Member
Oh jeez...this is beginning to sound like PSA used to be (maybe still is?). They ain't in PIT anymore, so I haven't worked with them for some time, but this would be something typical of their attendance policies.
leprechaun
Senior
Tubby (Velvet), was given this policy over six months ago. She is a worthless hack, and needs to go!
I was wondering if the Company has factored State laws (other then labor) into this new policy. In this State one is required to "render aid" at an accident. Generally this applies to medical personnel and means if you have a professional level of knowledge in medicine (doctor, nurse, EMT...) you are REQUIRED to stop. I know there has been employees that are at least EMTs. I expect there still are. I want to know if the Company will give points to an employee for obeying the law.
Having been on the other side of this (translation: being the person who has to keep track of all of the FMLA "stuff" - valid and bogus), this law would work great if everyone did what they were supposed to. That's obviously unrealistic. It depends on management paying attention, employees being honest and physicians having scruples so they don't approve bogus FMLA requests in the first place.
The "F" stands for "FAMILY." There are "kincare" provisions built in - as long as they meet certain criteria.
Old PSA
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The new attendance policy point system was intended to standardize the application of the attendance policy across the system and not allow managers to make deals or treat an individual different from anyone else. Secondly, it replaces 2 different systems in use from the previous companies. The system that will be implemented seems a little harsh and will need adjustments as it is used. There is an ongoing discussion within the management ranks as to application in various scenerios. While the local managers may present it in a positive manner, don't believe that they all support it whole heartedly.
As to FMLA, certain restriction apply.
1. The work location must have 50 or more employees within 75 miles of the employee's work location.
2. The employee must have worked at least 1250 hours within the last 12 months and worked at least 12 months for the employer.
The employee can take up to 12 weeks within a 12 month period of unpaid leave.
4. The leave must be for: serious medical illness; required care of a parent or dependent; birth of a child.
5. Additionally, intermitten leave may be used when it is medically necessary, like chemo therapy.
6. FMLA cannot be used for short term illness, dental work or other reasons not directly covered by the Act.
7. The employee is required to give the company notice of intention to use FMLA when possible. When not possible, such as an emergency, notice must be given to the employer as soon as possible. US requires that a formal written request for FMLA leave must be completed by the employee and the medical professional involved. The company then has it's own medical department review and approve or deny the claim.
So, FMLA is a benefit in larger locations but it only protects the employee right to return to work and requires completion of paperwork for each occurence.
As to FMLA, certain restriction apply.
1. The work location must have 50 or more employees within 75 miles of the employee's work location.
2. The employee must have worked at least 1250 hours within the last 12 months and worked at least 12 months for the employer.
The employee can take up to 12 weeks within a 12 month period of unpaid leave.
4. The leave must be for: serious medical illness; required care of a parent or dependent; birth of a child.
5. Additionally, intermitten leave may be used when it is medically necessary, like chemo therapy.
6. FMLA cannot be used for short term illness, dental work or other reasons not directly covered by the Act.
7. The employee is required to give the company notice of intention to use FMLA when possible. When not possible, such as an emergency, notice must be given to the employer as soon as possible. US requires that a formal written request for FMLA leave must be completed by the employee and the medical professional involved. The company then has it's own medical department review and approve or deny the claim.
So, FMLA is a benefit in larger locations but it only protects the employee right to return to work and requires completion of paperwork for each occurence.
InternationalShannon
Veteran
I still have my job and I've been out a month...(at Wendy's 😉 I haven't had any problems with FMLA and I don't get an occurance for using it.
Tim Nelson
Veteran
FMLA covers illnesses if in which case you miss at least 3 days. Pretty basic and common stuff not just chemo therapy. Astma, arthritic, and other chronic conditions are grounds for FMLA any ole time the worker has a problem. Therefore anyone with chronic conditions [many people] should have a FMLA form on file so they can be 'occurance free' due to justifyable FMLA conditions. Also, a great thing about FMLA is that some illnesses that may be more than 3 days like, pneumonia, bronchitis, etc., can certainy and should certainly be documented as FMLA. It's in the civil code and your company can't negotiate it. Even substance abuse is protected by FMLA is you have a problem then file the FMLA. Even if a qualifying family member has a substance abuse problem and you have to care for them then even that is protected. For instance, Joe the plumber has a drinking problem and wants help. He files his FMLA civil right protections and gets it approved to clean himself up, while getting possible sick pay, and doesn't get an occurance! if Joe's kid has a drug addiction then FMLA can still apply. It's called people helping people.
Basically, if your company is bracketing and defining about 60 days a year as a 'holiday period' where you will need medical documentation to verify an illness in that period or you may be terminated, then don't you think you need to protect you. You deserve to protect yourself and might as well get FMLA documentation if your company wants your doctor to fill out other silly forms of documentation. Why not?
As aside, I'm condident Rich Delaney will support the US AIRWAYS New Direction electees in their fight to stand against your new policy chanage. Any Local Chairman should start filing grievances once your policy is changed. I'll post more on a sample grievance 'in time'.
regards,
Tim Nelson
IAM Local Chairman, 1487, Chicago
