Dog Wonder
Veteran
Smooch Smooch Smooch those Goobers
Piling on a persons personal life should be off limits
- Thread starter USA320Pilot
- Start date
- Status
The company does not have an EAP anymore it is EAS, maybe if you were not so busy defending Doug you would understand the program.
EAP stood for Employee Assistance Program, something you are in dire need of.
It is not personal when he was representing US Airways and using US Airways Executives to spin the damage.
And sorry I am not a cheerleader like you, gee you loved Dave, threatened the airline when he took your pension then you fell in love with him again, you cant even stand behind your own convictions.
Your own union disavowed you, that says it all.
And I have posted plenty of positive things about US, but like you said, you dont read every topic or thread.
Keep trying.
And PHLfa88, guess you did not read Eric's warning, guess you want to pick some corn.
EAP stood for Employee Assistance Program, something you are in dire need of.
It is not personal when he was representing US Airways and using US Airways Executives to spin the damage.
And sorry I am not a cheerleader like you, gee you loved Dave, threatened the airline when he took your pension then you fell in love with him again, you cant even stand behind your own convictions.
Your own union disavowed you, that says it all.
And I have posted plenty of positive things about US, but like you said, you dont read every topic or thread.
Keep trying.
And PHLfa88, guess you did not read Eric's warning, guess you want to pick some corn.
BoeingBoy
Veteran
- Joined
- Nov 9, 2003
- Messages
- 16,512
- Reaction score
- 5,865
Well, let's see if we can swerve the other way - and I haven't had 3 beers in the last 2 hours.....
Combining the thought of actions in one's personal life with a stroll thru various US Corporate Policies can prove educational.
"All employees are prohibited from misusing alcohol when such misuse negatively impacts US Airways"
Is Doug an employee? Did his actions negatively impact US Airways?
The CEO of US Airways was at an event sponsored by US Airways. One could argue that Doug was engaged in performing his CEO duties after business hours. Don't worry, that's not only covered, but allowed.
"Consuming alcohol while at work or on duty, except that US Airways recognizes that certain employees, by virtue of position or assignment, may ingest alcohol by virtue of their performance of their duties after normal business hours. In such instances, the employee is expected to demonstrate good judgement and refrain from inappropriate alcohol use."
One could question whether Doug demonstrated good judgement and refrained from inappropriate alcohol use. One could also wonder if any of the passengers in Doug's vehicle were company employees. If so and Doug drove because he was less "intoxicated" than they, did they refrain from inappropriate alcohol use?
Since this incident happened on a Wednesday night, one could wonder if Doug was going to be in the office the next morning. Since the blood alcohol test sample was taken sometime after 11:30 pm, would he have normally planned on being in the office by mid-morning - say 10 hours later?
If the company found out that a pilot had consumed alcohol within 12 hours of reporting to work, that pilot could be terminated.
Pilot's are under special rules, you say. Ok, how about a gate agent, dispatcher, the guy/gal that hands out parts in the hanger? If they come to work and blew anything above 0.00, they can be terminated. Wonder what Doug's BAC was at the time he would have normally gone to work the next morning?
And yes, that's blew above 0.0 - those "inaccurate" breath analizers are used and their reading is all that matters. Oh, wait, there's that right to refuse the breathalizer - stall for time while waiting for the blood sample to be taken, right? Unfortunately, no. Refusal to take the breathalizer is considered admission of guilt and can result in termination.
So just remember - what you do on your personal time is no one's business. Except the company's - Doug's company.
Jim
USA320Pilot
Veteran
- Joined
- May 18, 2003
- Messages
- 8,175
- Reaction score
- 1,539
BoeingBoy, can you tell me about the Employee Assistance Program, which is used by the unions? Would you mind doing an in-depth analysis on the subject?
PineyBob, you're balanced with your comments, which I appreciate.
I just cannot stand negativity, shooting the messenger, or kicking somebody when they're down. For the life of me I do not see the useful purpose in these type of thoughts.
I believe the Arizona Repbulic comment posted by LP4 is accurate. I cannot understand why "Americans love schadenfreude, that malicious glee in the misfortune of others."
I'm going to bed...thanks for your comments.
Regards,
USA320Pilot
BoeingBoy
Veteran
- Joined
- Nov 9, 2003
- Messages
- 16,512
- Reaction score
- 5,865
Are you gathering information before recommending it to Doug? Or just the usual put-downs you hurl at those that don't agree with everything you say?
Jim
USCREW
Veteran
Then get off already!!!!!
You can't seem to peel yourself away either.
Anything else worthwhile to say?
JAMAKE1
Veteran
I believe everybody has a shadow side and when one is out of balance between mind, body, and spirit, the shadow side tends to rear its ugly head.
I do find that in this age of information however, it can be detrimental to have such wide open access whereas outsiders can obtain and post mug shots and police reports over the internet. Obviously Mr. Parker erred in judgement by getting behind the wheel of his vehicle. At the same time, I think that the incident is a matter that should remain private between Mr. Parker and his immediate family. I believe that everyone is entitled to basic respect and a level of human dignity.
Having said that, I must say that I find it a bit perplexing that the company would post press releases regarding the incident and furthermore, quote Mr. Parker's statements of remorse or regret in the press releases. It just adds a bit more fuel to the fire. My personal mantra is to not react.
I am fairly certain that Mr. Parker is not the first CEO of a Fortune 500 company that has been charged with a DUI. As a society, I believe we should base the character of an individual, not on one's mistake or lapse in judgement, but rather on how the individual evolves from that experience.
I find many of the postings in this thread to be a little righteous and moralistic. Human beings can be silly creatures and sometimes do regrettable things. That doesn't mean that the perpetrator should be forced to surrender his livelihood. Our nation's politicians (in both parties) love to dig out the skeletons in others' closets and then call for their lynching. As I've already stated, I find that course of action to be detrimental. I guess you could say that I believe in redemption... 😉
I do find that in this age of information however, it can be detrimental to have such wide open access whereas outsiders can obtain and post mug shots and police reports over the internet. Obviously Mr. Parker erred in judgement by getting behind the wheel of his vehicle. At the same time, I think that the incident is a matter that should remain private between Mr. Parker and his immediate family. I believe that everyone is entitled to basic respect and a level of human dignity.
Having said that, I must say that I find it a bit perplexing that the company would post press releases regarding the incident and furthermore, quote Mr. Parker's statements of remorse or regret in the press releases. It just adds a bit more fuel to the fire. My personal mantra is to not react.
I am fairly certain that Mr. Parker is not the first CEO of a Fortune 500 company that has been charged with a DUI. As a society, I believe we should base the character of an individual, not on one's mistake or lapse in judgement, but rather on how the individual evolves from that experience.
I find many of the postings in this thread to be a little righteous and moralistic. Human beings can be silly creatures and sometimes do regrettable things. That doesn't mean that the perpetrator should be forced to surrender his livelihood. Our nation's politicians (in both parties) love to dig out the skeletons in others' closets and then call for their lynching. As I've already stated, I find that course of action to be detrimental. I guess you could say that I believe in redemption... 😉
deltawatch
Veteran
- Joined
- Aug 20, 2002
- Messages
- 887
- Reaction score
- 0
IM not saying it's the right thing to do .... but can one person on this board say that they have never driven a car after a couple of beers? My guess is most of you have done it more then once ..... Get real ...please ......
USA320Pilot
Veteran
- Joined
- May 18, 2003
- Messages
- 8,175
- Reaction score
- 1,539
Good morning all!
Jamake1 & Deltawatch, Great posts and both of you are accurate. Both of you have a great understanding of people, show empathy, and are considerate.
My objection again is the same crowd seem to obtain pleasure in their "malicious glee in the misfortune of others" or always post negative comments. Some do it like a snake and have two identities, one in public and one in private.
BoeingBoy, I have said it over-and-over that Doug Parker must suffer the consequences of his actions, but come on, once again you paint one side of the story, refuse to answer my question, and you only attack management.
C’mon, this company has thousands of problems and they certainly are not all in the "executive suite" and when would now be a good time for you to provide the whole story without twisting information?
I asked you to discuss the EAP program and you have not. I then went to my wife asked her about EAP this morning and then did some research, since you refused. By the way, I find it interesting that you could not do the research when asked - how come? Did you forget how to do the research or do have a selective attitude?
For a little background, my wife has a BA in Psychology, an MBA with an emphasis on Organizational Development and Strategic Planning, and has completed work on her PhD. Prior to leaving the workforce to start our family she held a senior management position with a Fortune 500 company in HR. She said that "each year, one in five employees will face a significant problem that will disrupt their personal and business life."
That's huge and if you equate that to US Airways that is 7,000 people per year.
Since you seem to have immediate access to the corporate ethics manual, but conveniently not the EAP program, let me help you out. US Airways' EAP program has:
Objectives
To support the business through training and consultation on behavioral health issues.
To assist employees with personal problems that affect workplace performance.
To return the employee to peak productivity as soon as possible.
Self Referrals and Dependants
Sometimes our employees or family members go through tough times. Whether there are marital problems, grief and loss issues, depression, anxiety, parent/child conflicts, alcohol/drug abuse, etc, the EAP can help.
By calling the EAP self referral line, US Airways employees, covered dependants, and domestic partners are entitled to up to four visits with an EAS affiliate.
The EAP benefit is paid for by US Airways at no cost to employees, covered dependants, or domestic partners.
An EAP consultant will meet with an employee, dependent, or domestic partner for problem identification, assessment, short-term problem solving, and/or referral to on-going care.
To access referral information click on Self Referrals and Dependents.
A Resource for Managers/Supervisors
The internal EAP is a resource for supervisors who need consultation regarding employees who are having performance, conduct, or attendance problems.
To access additional information on how to use the EAP as a resource please contact your HR Manager.
Critical Incident Response Program
The Critical Incident Response Program (CIRP) is a service provided to US Airways employees who experience profound emotions or reactions due to a critical incident in the workplace.
Specialized support is provided by a team of trained peer volunteers from US Airways management and our union groups, along with a team of mental health professionals. The program is coordinated by the US Airways EAP.
For a list of the Critical Incident Coordinators and their alternates click on Critical Incident Response Program.
Additional EAS/EAP Resources for Union Employees
Most union employees are also able to access EAP/EAS services through their respective unions.
For a list of the union contacts, click on Additional EAS/EAP Resources for Union Employees.
Finally, Jamke1 makes a number of great points, but I believe the one that is most important is "As a society, I believe we should base the character of an individual, not on one's mistake or lapse in judgment, but rather on how the individual evolves from that experience.
There is nothing that can be done about the past, but a whole lot that can be done about the future. Doug Parker is an employee just like every 35,000 people and he deserves respect just like yesterday’s new hire, no more, no less. When would now be a good time for you to learn that?
Best regards,
USA320Pilot
P.S. Just one more thing...yesterday should have been a gray day for every person at US Airways and one to have empathy, not one to have glee or to kick somebody when they're down! :down:
Jamake1 & Deltawatch, Great posts and both of you are accurate. Both of you have a great understanding of people, show empathy, and are considerate.
My objection again is the same crowd seem to obtain pleasure in their "malicious glee in the misfortune of others" or always post negative comments. Some do it like a snake and have two identities, one in public and one in private.
BoeingBoy, I have said it over-and-over that Doug Parker must suffer the consequences of his actions, but come on, once again you paint one side of the story, refuse to answer my question, and you only attack management.
C’mon, this company has thousands of problems and they certainly are not all in the "executive suite" and when would now be a good time for you to provide the whole story without twisting information?
I asked you to discuss the EAP program and you have not. I then went to my wife asked her about EAP this morning and then did some research, since you refused. By the way, I find it interesting that you could not do the research when asked - how come? Did you forget how to do the research or do have a selective attitude?
For a little background, my wife has a BA in Psychology, an MBA with an emphasis on Organizational Development and Strategic Planning, and has completed work on her PhD. Prior to leaving the workforce to start our family she held a senior management position with a Fortune 500 company in HR. She said that "each year, one in five employees will face a significant problem that will disrupt their personal and business life."
That's huge and if you equate that to US Airways that is 7,000 people per year.
Since you seem to have immediate access to the corporate ethics manual, but conveniently not the EAP program, let me help you out. US Airways' EAP program has:
Objectives
To support the business through training and consultation on behavioral health issues.
To assist employees with personal problems that affect workplace performance.
To return the employee to peak productivity as soon as possible.
Self Referrals and Dependants
Sometimes our employees or family members go through tough times. Whether there are marital problems, grief and loss issues, depression, anxiety, parent/child conflicts, alcohol/drug abuse, etc, the EAP can help.
By calling the EAP self referral line, US Airways employees, covered dependants, and domestic partners are entitled to up to four visits with an EAS affiliate.
The EAP benefit is paid for by US Airways at no cost to employees, covered dependants, or domestic partners.
An EAP consultant will meet with an employee, dependent, or domestic partner for problem identification, assessment, short-term problem solving, and/or referral to on-going care.
To access referral information click on Self Referrals and Dependents.
A Resource for Managers/Supervisors
The internal EAP is a resource for supervisors who need consultation regarding employees who are having performance, conduct, or attendance problems.
To access additional information on how to use the EAP as a resource please contact your HR Manager.
Critical Incident Response Program
The Critical Incident Response Program (CIRP) is a service provided to US Airways employees who experience profound emotions or reactions due to a critical incident in the workplace.
Specialized support is provided by a team of trained peer volunteers from US Airways management and our union groups, along with a team of mental health professionals. The program is coordinated by the US Airways EAP.
For a list of the Critical Incident Coordinators and their alternates click on Critical Incident Response Program.
Additional EAS/EAP Resources for Union Employees
Most union employees are also able to access EAP/EAS services through their respective unions.
For a list of the union contacts, click on Additional EAS/EAP Resources for Union Employees.
Finally, Jamke1 makes a number of great points, but I believe the one that is most important is "As a society, I believe we should base the character of an individual, not on one's mistake or lapse in judgment, but rather on how the individual evolves from that experience.
There is nothing that can be done about the past, but a whole lot that can be done about the future. Doug Parker is an employee just like every 35,000 people and he deserves respect just like yesterday’s new hire, no more, no less. When would now be a good time for you to learn that?
Best regards,
USA320Pilot
P.S. Just one more thing...yesterday should have been a gray day for every person at US Airways and one to have empathy, not one to have glee or to kick somebody when they're down! :down:
2clippedwings
Veteran
luv2fly
Veteran
- Joined
- Aug 21, 2002
- Messages
- 1,187
- Reaction score
- 0
US1YFARE
Veteran
- Joined
- Mar 31, 2004
- Messages
- 3,932
- Reaction score
- 54
isn't US a ZERO TOLERANCE company???? parker should be treated the same as he treats his employees.
nycbusdriver
Veteran
Yes! Yes! Yes!
You are exactly 100% correct. No one here has not made mistakes and errors in judgement in their lives.
And if USAirways had even the slightest propensity to give us all a break when these things happen in OUR lives, we wouldn't have dozens of pages of posts on these threads.
But USAirways tolerates very little shenanigans from its employees, and routinely throws the book, i.e. suspends and/or terminates employment, at us. We are just clamoring for equal treatment one way or the other.
Give us a break, or fire Doug.
michael707767
Senior
- Joined
- Aug 21, 2002
- Messages
- 332
- Reaction score
- 0
Kick people when they are down?
Hey Delta, we are going to buy some of your South America routes. Hey Delta, now we are going to buy you, get a DOH merger to take all your widebody seats. But don't worry if that doesn't work, Delta you are going to be fragmented. Oh and if you aren't fragmented, you have a plan that is bound to fail.
Of all the people on this forum, you are the last one who should be talking to us about kicking people when they are down.
- Status
Similar threads
