We don't have cameras inside in LAS, at least not that I'm aware of. They tried putting one in the break room once. It came down when someone complained to the State and the State informed the Company that it was in fact illegal to be in a non work area.
New Attendance program
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Jester
Veteran
As a video recording system would be on the company property and there is not some reasonable expectation of privacy as would be in case of a restroom or locker room, then a break room would be lawful, especially if it is covering primarily a clock to verify attendence.
So Rules Jester.
Fortunatly the State of Nevada overrules you.
orioleman
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OUCH !!!
necigrad . again congrats on your new GC. I hope you guys will see some
real UNION representation out there now.
With 4 grievances from 1 1/2 years ago at an apparant standstill and one more from Feburary that NG dropped for no reason last month I agree. I'm optimistic that things will be changing for the better with new AGCs and GC. I've also heard that the new Station Manager may actually be interested in resolving grievances not just saying "Denied".
Jester
Veteran
Ahhhh... so your true intentions are revealed! You are looking for every excuse as to why management needs to void this attendance policy! If accuracy and verification were your objective, you would relish in the ability to review a video history, but instead you hide in the blanket of misinformation and hope that somehow some mythical technically in the law will cause enough doubt as to void the entire attendance policy. I read you like a primmer.
Sorry, video recording happens in every employment environment from your lovely Las Vegas casinos to your pedestrian banks to your drab convenience stores... no different and if management desires to video record and you don't like it, then they'll tell you to go pound sand.
So Exposes Jester.
Hadenough
Senior
Yes Jester please enlighten us.
Jester
Veteran
Because I want to have a job five years from now. Because I realize when there too many lax rules which allow employees to screw-off and run an inefficient operation, it is a matter of time before that company's days are numbered.
In a certain sense, I have reason to think that the old US Airways was a victim of this based upon what I am hearing. In many ways US Airways had a nearly ideal network, and I think it is no accident that the "new" US Airways is not making its money on the west, but rather on the east, in particular, PHL and the shuttle. (The West was a failed business model as 20 years of struggles proved.) So what caused the old US Air to fail? Dare I say it was work rules, lax attitudes and behaviors, and frankly, some pretty hefty labor costs? No doubt management made some huge mistakes on their own, but then again, so did all the other legacy airlines, but yet, US Air was the worse off in the end as it twice filed bankruptcies proved. It was only a white knight in the form of a lot outside money and a merger with America West saved it from certain liquidation.
I'll say it again.... I am not management. Never been management with either East or West, nor do I desire any position, as such. However, I have worn blue and white collars in prior career lives and I believe I have the ability to be empathetic to both sides respective views. So while everyone cheers on labor's point of view here, I am the cold shower of reality having the perspective of being former management (in an entirely different industry), as the US management eschews this forum otherwise in offering its own opinions.
So Laments Jester.
mike33
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Damn it Jester
I so much would like to disagree with all you say but you have some valid points. I see you would like to be here 5 years from now but alot of us would like to be here till we deem otherwise. The laxadazical rules are here because MGMT doesn't fulfill their full duties and rid those who should not be here.
Yes the real money is being made on the east and that is why the west was naive about the profit sharing give back and the % that was given in relation to the east paycuts.
Its not that we are cheering " Labors Point of View ", its the fact that MGMT doesn't appreciate is employees. It's only pretend. Like, like, like, hell I can't even give you an example.
One thing might be for sure........RC sold the shirts off our backs. We'll see............
Mike
Jester, short and to the point its not the rules or the lack of rules, its management not implementing rules fair and equitable to all employees. Plain and simple, you can go from PHL to LAX and each management group does their own thing and doesnt treat all employees FAIR within eachother, until that happens nothing will change, and it starts with MGMNT being FAIR.
Old PSA
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Fair, ain't no such thing as fair. What is fair to you is unfair to somebody else. A better way to look at it is, does management follow the contract and company rules consistently across the system. I believe that the answer to that question is a big no right now. One of the thing the company is trying to do is make local management follow company policy consistently, hence the attendance policy which has no wriggle room for managers. The regional directors will have employee attendance audited on a frequent basis and ensure that the local manager is following the policy or the next manager will. Local management has no authority to make exceptions, only the regional director can.
Now we may not like the policy and we may think it is very short sighted but you can be sure that the managers will be following it (with the regional director breathing down their neck). Once Workbrain is implement system wide, the regionals and above will have a daily report on attendance and what action the managers have taken.
Other decisions that the local managers make are being moved to Human Resources regional directors. Again, this is for consistent application of policy. A new coporate FMLA policy application is being implemented to provide for the correct legal application of FMLA law. Lots of changes are happening with most of them removing the local manager from a decision making role. However, this takes time and retraining. "Hard to turn the wagon in the middle of the river" but US is doing it.
Now we may not like the policy and we may think it is very short sighted but you can be sure that the managers will be following it (with the regional director breathing down their neck). Once Workbrain is implement system wide, the regionals and above will have a daily report on attendance and what action the managers have taken.
Other decisions that the local managers make are being moved to Human Resources regional directors. Again, this is for consistent application of policy. A new coporate FMLA policy application is being implemented to provide for the correct legal application of FMLA law. Lots of changes are happening with most of them removing the local manager from a decision making role. However, this takes time and retraining. "Hard to turn the wagon in the middle of the river" but US is doing it.
bagchucker
Senior
Have to agree with you there NEVHP... I at my 5th station with this company, and true as you say, the LOCAL mgmt sets the tone for how business is done at that station. I have seen various styles of mgmt in action, and seen many mgrs come and go. Until all aspects of a station are FAIR, it will never function at its potential. This attendance policy is simply an umbrella to relieve what incapable mgmt has allowed. It isn't even fair in structure, it is highly restrictive and punitive.
Jester
Veteran
However, now there is a plan to be "fair and equitable" with the use of a point system for sick and late calls, all I am hearing from people like you is how you wanted to have it removed. Are you seriously stating that you want a system in place, or do you really prefer a system so diluted that even 60 points or more would not be grounds for termination? Or are you saying that you want some flexibility in terms of circumstances for each individual employee, and how would we monitor what as being "fair" or remove it from local judgment which appears to be your present issue?
You see, I think many of these arguments are red herrings. Many speak about being "fair" or "equitable" but in reality, it is more of excuses to eliminate any sick policy with real teeth or meaningful standards behind it.
So Considers Jester.
The Bagfather
Senior
The bottom line on this new policy is that is is a breech of contract.
Pure and simple a breech of contract. You may argue about the
pros and cons of it but it remains a breech of contact.
If the company wants to improve their system I believe they have the
right and the duty to change it, but if it shows utter disregard for
a binding contract it IMO is very unwise.
Again I say this is stealing money from our pockets. The very least
we should expect from a no fault system is full sick pay.
Also I would expect that the company put forth an allowence of
$100 per year to be used in the case of a doctors note be needed.
Anyone may argue on behalf of the company or business in general,
but It would be my hope that everyone on both sides of this at least
see this as a blatent breech of contract.
Pure and simple a breech of contract. You may argue about the
pros and cons of it but it remains a breech of contact.
If the company wants to improve their system I believe they have the
right and the duty to change it, but if it shows utter disregard for
a binding contract it IMO is very unwise.
Again I say this is stealing money from our pockets. The very least
we should expect from a no fault system is full sick pay.
Also I would expect that the company put forth an allowence of
$100 per year to be used in the case of a doctors note be needed.
Anyone may argue on behalf of the company or business in general,
but It would be my hope that everyone on both sides of this at least
see this as a blatent breech of contract.
