Res Vol Furloughs....any numbers per office ..any takers ?

Res

Senior
Aug 20, 2002
361
1
www.usaviation.com
Haven''t heard to much ref those taking voluntary furloughs...any takers on how many for 3 offices? Thinking maybe 40 total, although praying for more...Why do they not offer some package with incentive for some to retire...I''m sure we''d have takers.
 

N628AU

Veteran
Aug 22, 2002
909
106
www.usaviation.com
The company is not in a financial position to offer an incentive to leave. Any severance in your contract along with the extended flight and medical benefits (I think medical was 90 days and a term pass for two years), is about all they are in a financial position to do. Be thankful you are being offered a voluntary furlough, the IAM is offering Planner and Tech Doc Specialists nothing. If your position is abolished, you either have to exercise seniority or you will automatically bump the junior person in your station to furlough. This is regardless of if you want to stay or not. So get this, you work a job that entails M-F 9-5, with weekends and holidays off. Now you have to bump into a department you have never worked in, in a job you have no training for, working third shift weekends and holidays. There are people that want to take the furlough, just to get their severance they have earned. Nope, if are senior to someone else, regardless of department, you have to take it or resign.

Think about it, lets say you work in the MCO airport. Your position is getting abolished. You have something else lined up, and would just like to get your week pay per year of service (that is what the IAM gets - I don't know the CWA contract), or know you can get something, but would like the severance to tie you over until you can finalize things. But you are senior to someone in RES, and must bump them even though you hate working in an office, or worse yet, have no training to book reservations. Now you have made two people unhappy, uprooting two family's lives, and now must waste precious company resources in a most inefficient manner to train the newby up to speed. That, in a nuts****, is what the IAM has thrust upon it's memebership.

And remember, the IAM accreted this group in, without a representation vote, and did not give them a vote on the accretion agreement with the company, and in the case of many departments, no representation during negotiations.
 

usresman

Member
Aug 19, 2002
59
0
www.usaviation.com
[blockquote]
----------------
On 11/9/2002 4:13:59 AM N628AU wrote:

The company is not in a financial position to offer an incentive to leave. Any severance in your contract along with the extended flight and medical benefits (I think medical was 90 days and a term pass for two years), is about all they are in a financial position to do. Be thankful you are being offered a voluntary furlough, the IAM is offering Planner and Tech Doc Specialists nothing. If your position is abolished, you either have to exercise seniority or you will automatically bump the junior person in your station to furlough. This is regardless of if you want to stay or not. So get this, you work a job that entails M-F 9-5, with weekends and holidays off. Now you have to bump into a department you have never worked in, in a job you have no training for, working third shift weekends and holidays. There are people that want to take the furlough, just to get their severance they have earned. Nope, if are senior to someone else, regardless of department, you have to take it or resign.

Think about it, lets say you work in the MCO airport. Your position is getting abolished. You have something else lined up, and would just like to get your week pay per year of service (that is what the IAM gets - I don't know the CWA contract), or know you can get something, but would like the severance to tie you over until you can finalize things. But you are senior to someone in RES, and must bump them even though you hate working in an office, or worse yet, have no training to book reservations. Now you have made two people unhappy, uprooting two family's lives, and now must waste precious company resources in a most inefficient manner to train the newby up to speed. That, in a nuts****, is what the IAM has thrust upon it's memebership.

And remember, the IAM accreted this group in, without a representation vote, and did not give them a vote on the accretion agreement with the company, and in the case of many departments, no representation during negotiations.
----------------
[/blockquote]
If your from the IAM there is no way you are comming to RES, that is why we have that nice little fence agreement.
:)
 

LDKIAM

Member
Oct 29, 2002
99
0
You can only bump into a department or classification you hold seniority in and you displace the junior person and every 120 days there is a realignment in which you get to excercise your seniority to the shift you want and that is better then what the company really wanted was to have you displace teh junior person in the system, not your station
 

N628AU

Veteran
Aug 22, 2002
909
106
www.usaviation.com
Res...

I was comparing the IAM deal to what would happen if the same applied with the CWA. I was making an analogy for an ATO employee being forced to bump to RES (or vice versa) within the CWA. I was never saying an IAM employee would bump to a CWA position. Sorry if you misunderstood the intent of my post.

LDKIAM...

Stop defending your all mighty IAM. For those of us who know you by your previous usernames, we know the IAM can do no wrong in your mind. The very fact the IAM accreted this group without having a representation vote, then did not have the professionalism to tell us we were accreted in, shows they are only concerned with increasing their dues, at the expense of hard working, dedicated employees. It is theft, plain and simple. Then they compound their stupidity by not having all groups have fair representation during negotiations, then do not let us vote on a final agreement with the company. How would you feel if they let a more senior employee bump you to furlough, even though they never did your job, nor were qualified to do so.

The problem this group faces, is that we do not share the deep legal pockets the IAM does. If we had them, we would be actively pursuing this unconstitutional action in court, and we would probably be able to destroy the closed shop provisions in all industries, finally allowing workers have the choice to decide for themselves if they want representation, and who it should come from. This is what big labor fears most, true choice by employees. Accreting this group without a vote, forcing us to pay dues, and not letting us vote on our contract is no different than actions by certain criminal organizations the US Justice Department pursues under the RICO act.

BTW, why do you keep changing your username? Are you afraid or embarrased on some of your past postings?
 

LDKIAM

Member
Oct 29, 2002
99
0
[BR][BR]
[BLOCKQUOTE][BR]----------------[BR]On 11/9/2002 7:46:04 PM N628AU wrote: [BR][BR]Res...[BR][BR]I was comparing the IAM deal to what would happen if the same applied with the CWA. I was making an analogy for an ATO employee being forced to bump to RES (or vice versa) within the CWA. I was never saying an IAM employee would bump to a CWA position. Sorry if you misunderstood the intent of my post.[BR][BR]LDKIAM...[BR][BR]Stop defending your all mighty IAM. For those of us who know you by your previous usernames, we know the IAM can do no wrong in your mind. The very fact the IAM accreted this group without having a representation vote, then did not have the professionalism to tell us we were accreted in, shows they are only concerned with increasing their dues, at the expense of hard working, dedicated employees. It is theft, plain and simple. Then they compound their stupidity by not having all groups have fair representation during negotiations, then do not let us vote on a final agreement with the company. How would you feel if they let a more senior employee bump you to furlough, even though they never did your job, nor were qualified to do so.[BR][BR]The problem this group faces, is that we do not share the deep legal pockets the IAM does. If we had them, we would be actively pursuing this unconstitutional action in court, and we would probably be able to destroy the closed shop provisions in all industries, finally allowing workers have the choice to decide for themselves if they want representation, and who it should come from. This is what big labor fears most, true choice by employees. Accreting this group without a vote, forcing us to pay dues, and not letting us vote on our contract is no different than actions by certain criminal organizations the US Justice Department pursues under the RICO act.[BR][BR]BTW, why do you keep changing your username? Are you afraid or embarrased on some of your past postings?----------------[/BLOCKQUOTE][BR][BR]First of you need to get your facts straight, one the IAM did not accrete you into the bargaining unit the National Mediation Board did that when the IAM presented them with signed Authorization Cards from Planners and Tech Specialists, the NMB ruled similar class and craft at a hearing where numerous US Airways Executives and lawyers testified, as a matter of fact there were classifications that were ruled not be in the bargaining unit. Here is the link to the case from the NMB with all the facts, history and testimony: [A href=http://www.nmb.gov/representation/deter2001/28n030.html]http://www.nmb.gov/representation/deter2001/28n030.html[/A]. The NMB accreted your group and ruled that there was no election to be taken place in the classifications accreted and I believe US Airways has deeper pockets then the IAM, so once again post facts and not your untruthful opionions.[BR][BR]Too many of my coworkers have been bumped to furlough just another 423, and over a thousand in October of 2001, so I know what is like to be bumped around and move to have to keep your job, were you around in 1990 and 1991 when they closed the west coast stations and Utica, I was and was affected, as a matter of fact I just got displaced to a lower classification and I am taking a $160 a week paycut. So I think I know what is it to be affected by a seniority system. A seniority has its pros and cons, but it prevents favortism and kiss asses. And workers in my group voted in 1949 to be unionized and all employees seeking employment in maintenance were well aware that it is unionized[BR][BR]And if you took the time to read your contract you would know that someone can only displace you if they hold time in your classification and they are in the same bargaining unit, here is the link to your agreement: [A href=http://www.iam141m.org/usplan1.htm]http://www.iam141m.org/usplan1.htm[/A].[BR][BR]Yes I am a supporter of the IAM and I don't agree with everything they do, but I have seen what happens to employees that are not represented by a labor union on this property. Back in 1992 the Customer Service Agents and Fleet Service employees were non-union, the company unilaterally imposed new conditions on them once the pilot group accepted concessions. They lost their sick time, vacation, OJI time, thier pension was frozen and they no longer had a defined contribution plan, they company took 40% of the full time employees and made them part time, cutting there hours from 40 to 25 a week, therefore making them pay several hundred dollars a month for family medical insurance, in CLT you had to have had at least 13 years with the company in order to maintain full time status, they took away the Express work from them causing mass layoffs, contracted out mail and frieght causing loss of revenue and jobs, imposed pay cuts on them, all the while when you had employees on the property with less then three years that the company could not impose new work rules on them because they were unionized.[BR][BR]Apparently you are not a union oriented person which is your choice, if you dont like paying dues, become a dues objector and lose all your rights, or maybe you should get off your duff and get involved and make a change if you dont like it. You know you can lead the horse to water but you cannot make him drink. The facts have been out their in front of your face, it is your own fault that you chose not to learn them instead of posting what you think are the facts. Take the time and go to the links I posted on here and learn what happened and what rights you have. And the Closed Shop is legal under the Railway Labor Act and the company and union negotiated the union security agreement. Here is a link to the RLA: [A href=http://www.nmbfacts.com/RLA&Index.htm]http://www.nmbfacts.com/RLA&Index.htm[/A].[BR][BR]All I know is I have seen what this company has done to its non-union employees and I will tell you that is this day and age, unions are necessary in the aviation industry, if you don't believe me go ask anyone CSA or FSA who were around in the days of them being non-union. What do you think Dave would have done if the majority of the employees were non-union? I will tell you he would have gutted all their wages and work rules to the bone.
 

noname

Senior
Aug 20, 2002
293
0
Lets get this thread back to the topic. I have heard of only about 3 in INTMSB. I doubt those who passed on vol. furlough last month have had a change of heart. It would really be to the companys advantage if someone would run an analysis of what it really costs to furlough the junior res as oppossed to a senior res (including vacation time/pay rate/insurance..etc). It would probably be more cost effective to offer the sr res something to get them to take vol. furlough and keep the jr res with much less vacation time and at a lower pay rate. I know that if they were to offer some type of incentive with the health benefits, I would go now! Things are not getting better in res and unfortunately it probably won't anytime soon.
 

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