Ramp Agents Only, Please

[Ramp Rogue]

What seniority system would you like to see administered to the ramp agents, and why would you prefer that seniority system?

 

[Hey.. Chill Out]

I could care less. When I was a gate agent, I lost my senority to Easies, nothing changed when they got their contract.

Im sure nothing will matter as well now that Im ramp.

 

[orioleman]

DOH all the way,
I personally move up close to 1,000 slots system wide and about 200 in my station

spend the last 10 yrs on pm shift because of it.........

 

[Black Magic]

DOH straight up

 

[necigrad]

Date of hire IN CLASSIFICATION. I have no objection to DOH, but it needs to be tempered with some wisdom. There's no excuse for someone who worked as a gate agent for 5 years to carry that down onto the ramp. Any "adjusted" dates of hire should be for that, and any appropriate leaves (personal).

 

[Hey.. Chill Out]

So if you were a gate agent, should that rule also apply when nonreving? No, I disagree with that, I dont care if youre a pilot of 10 years or a ramp agent, youve put in your time, and it shouldnt be taken from you.

 

[perserverance]

This is a touchy subject but as far as the scenario of nonreving that is everyone
employed by the company not class.

I like DOH ''in class'' in such a way that if you worked the ramp for 5 years and then
went inside you would begin at Day 1 senority inside but would still retain your sen. for
layoffs, vacation and such based on 5 years + 1 day, but in bidding situations you
should not be ahead of someone who opted for that class from the get go.

Remember alot of inside people came out to the fleet and vice versa when the unions
were lost and retained thier DOH regardless but many people in class accrued one half a
days' sen. while part time as compared to someone taking a F/t upgrade and jumping
well ahead of someone in that class who chose to remain P/T. That being said I also
believe a lead agent ramp is in the same class as a fleet service ramp agent and thier
Sen. should be DOH, the same for a CSS and a inside agent. There are different choices
when you apply and you should not be leaped if someone from another class opts to
change thier mind later. They should retain all thier Sen. just not in the bidding process.

This is just my thoughts and not meant to cause arguments, though like I opened with
''a touchy subject.''




Thanks

 

[orioleman]

perv,
all good points. but what about this scenario what if you were non-union left and came back to a non-union fleet job

should you still lose your time . since you never left or came back to a union shop. I believe that once your union your union

but 20 yrs ago we had alot of different class. and where all considered C/S ..

 

[Edward]

Again we have a union thread & reminder only moderators are to start union threads.

 

[Edward]

Again we have a union thread & reminder only moderators are to start union threads.

At the request of the op I am going to re consider & open this back up with the following warning. If any one takes this off topic or does anything other than answer the ops orig. question it will be closed again.

 

[robbedagain]

DOH should be the way to go all the way

 

[diogenes]

I think someone coming to fleet should start with a bidding seniority of 0, beacuse that's exactly what you would start with if you transferred to c/s, f/a, pilot or mech.

I think you should accrue bidding seniority by the amount of hours you spend at work. If you're at work 40 hours a week, accrue seniority at 40 hours a week. If you're working 20 hours a week, accrue seniority at 20 hours a week.

Assume you did 40 hours a week for ten years - that's 20,000 work hours.

Assume someone else did 20 hours for ten years and one week. That's 10,020 hours.

Today that someone else takes a full-time job, and they're gonna jump over you on the bid because they got hired one week sooner?

Once again, someone looking for a windfall they did not earn.

 

[Ramp Rogue]

I think someone coming to fleet should start with a bidding seniority of 0, beacuse that's exactly what you would start with if you transferred to c/s, f/a, pilot or mech.

I think you should accrue bidding seniority by the amount of hours you spend at work. If you're at work 40 hours a week, accrue seniority at 40 hours a week. If you're working 20 hours a week, accrue seniority at 20 hours a week.

Assume you did 40 hours a week for ten years - that's 20,000 work hours.

Assume someone else did 20 hours for ten years and one week. That's 10,020 hours.

Today that someone else takes a full-time job, and they're gonna jump over you on the bid because they got hired one week sooner?

Once again, someone looking for a windfall they did not earn.

Dio,
How would you tabulate for someone that was hired in the 80's that was scheduled 2 hours per day, or 6.5 hours per day, or did doubles just about everyday? Or even the parttimers that were scheduled 4 hours per day but put in more hours per week than a fulltimer? Or the parttimer that gave all of their hours away? Or the parttimer that had half of their time taken away, only for the seniority system to be changed so that any parttimer hired after 96 didn't have any time taken away from them. With so many seniority systems involved here, we have to come to some median. The median that would be fair to all is DOH.

 

[Kev3188]

Man, your system gives me headache, and I'm watching from the sidelines!

Here's how it is at NWA; I think ours is a fair system... and maybe more importantly, it's transparent and easy to understand.

On the ramp, we have 4 classifications; PT ramp, FT ramp, PT Lead (*maybe* a handful system wide), and FT Lead.

I have seniority in 3 of these: PT-which is also my DOH, FT, and FT lead.

Since I am currently a Lead, that's the date I use for bidding shifts. For things like pay progression, vacation accrual, vacation bidding, pension service credit, etc., my DOH is used.

Once you have a date in any given category, that's it. Those dates stay in perpetuity. If you're bidding into a new classification (say going from PT to FT), then your seniority date for that classification starts on the day you were awarded the position.


There's no "float" based on how many hours you work. The only time that plays in is if you are PT, and go FT for a brief time and then back to PT. In that case, your time spent FT counts "double" towards your next step on the pay scale as all of our steps are based on FT months worked.

 

[Ramp Rogue]

Man, your system gives me headache, and I'm watching from the sidelines!

Here's how it is at NWA; I think ours is a fair system... and maybe more importantly, it's transparent and easy to understand.

On the ramp, we have 4 classifications; PT ramp, FT ramp, PT Lead (*maybe* a handful system wide), and FT Lead.

I have seniority in 3 of these: PT-which is also my DOH, FT, and FT lead.

Since I am currently a Lead, that's the date I use for bidding shifts. For things like pay progression, vacation accrual, vacation bidding, pension service credit, etc., my DOH is used.

Once you have a date in any given category, that's it. Those dates stay in perpetuity. If you're bidding into a new classification (say going from PT to FT), then your seniority date for that classification starts on the day you were awarded the position.


There's no "float" based on how many hours you work. The only time that plays in is if you are PT, and go FT for a brief time and then back to PT. In that case, your time spent FT counts "double" towards your next step on the pay scale as all of our steps are based on FT months worked.

If it gives you a headache reading it, how do you think we feel living it? That is why DOH is so important. There are to many dates to remember for each employee, while some employees only have one date to remember. It's even worse now that Tempe is involved. There are too many options for payroll to keep track of, as well as benefits. DOH would ease everyone's mind, and place everyone where they rightfully belong on the seniority list.