Sick time!

[Hopeful]

I do agree that any company, especially one this size, is affected by sick time. But ask yourself about saving sick time until the very end and think about Eastern Airlines and Pan AM. When the company starts putting the hammer down on everything to increase productivity, when they succeed in reducing everyone''s salaries and furloughing thousands more employees, when you have to start forcing yourself to work in a not so pleasant environment for fear of calling in sick, many here at AA have no idea what''s in store at this company. Carty will no longer end his correspondence with have fun out there. Anyone who thinks it''s about not getting a 3% raise, think again. Diciplinary actions will go through the roof for just about any infraction. Don''t believe me ask your local former Eastern Airlines and Pan Am employee

 

[WingNaPrayer]

[BR][BR]
[BLOCKQUOTE][BR]----------------[BR]On 1/15/2003 612 AM Hopeful wrote: [BR][BR]Diciplinary actions will go through the roof for just about any infraction. [BR]---------------[BR][BR]Times have changed since the days of Eastern and Pan Am. Now, you don't go after employees willy-nilly for minor infractions and not expect to end up under investigation by the EEOC.[BR][BR]Airline employees, on the whole, are a saavy bunch, and with a sea of hungry lawyers available out there, they aren't about to put up with any shìt from their employer simply because they wouldn't forego a 3% raise.[BR][BR]Retaliation has a broad and never-ending scope of definitions, and anytime an employee believes that they are being retaliated against by management for [EM]any [/EM]reason....put your foot down and nip it in the bud! The law isn't about to allow any employer to abuse, harass or retaliate against their employees, simply because they need to trim their ranks in order to shore up the bottom line ir improve management's bonus and incentive packages. It is a violation of federal law for two or more employees to conspire against another for the purpose of denying promotions, transfers, raises or to bring about termination. Calling it "disciplinary action" isn't a viable excuse either.[BR][BR]If your employer goes after what you have worked so hard for, in order to take it away from you so they can A: pocket your salary, and/or B: reclaim all of their contributions to your pension fund, then you have no choice....you go after [EM]them[/EM] in return.[BR][BR]If you feel you are being discriminated against in the workplace, simply because the company is looking for cost savings, or for any other reason, then get your butt over to [A href="http://www.eeoc.gov/"]http://www.eeoc.gov[/A] or [A href="http://www.ada.gov/"]http://www.ada.gov[/A] and find out what you can do to put a stop to it before it gets out of hand.[BR][BR]These are [EM]your[/EM] jobs and yes, your company [EM]is[/EM] after them. . . . but that's the corporate-american way![BR][/BLOCKQUOTE]

 

[Hopeful]

Remember the judge that heard the AA vs APA lawsuit: He said if you were to look in the dictionary under "bad labor realtions" you would see the AA logo!

 

[Hopeful]

WINGNAPRAYER:

AA is ran by Human Resources which are equivalent to a police department's Internal Affairs division....all employees are guilty until proven innocent!

And these sea of lawyers you talk about. Not that easy! If you are a union represented employee and action by the company is taken against you, you must exhaust the grievance process all the way up to the System Board Of Adjustment, which is a Governement Mandated Entity. Only until after the SBOA has issued a decision can you now retain legal representation. A lawyer might be reluctant to try to undo what a governement blessed process had decided!

 

[WingNaPrayer]

[BR][BR]
[BLOCKQUOTE][BR]----------------[BR]On 1/15/2003 7:53:41 AM Hopeful wrote: [BR][BR]WINGNAPRAYER:[BR][BR]AA is ran by Human Resources which are equivalent to a police department's Internal Affairs division....all employees are guilty until proven innocent![BR][BR]And these sea of lawyers you talk about. Not that easy! If you are a union represented employee and action by the company is taken against you, you must exhaust the grievance process all the way up to the System Board Of Adjustment, which is a Governement Mandated Entity. Only until after the SBOA has issued a decision can you now retain legal representation. A lawyer might be reluctant to try to undo what a governement blessed process had decided!----------------[/BLOCKQUOTE][BR][BR]Sorry to tell you, you are in error on some of your statement. No process, union or otherwise, can prevent any employee from exercising their rights under federal law. That includes the use of the EEOC. Your federal employment rights can [EM]not[/EM] be contracted away from you, it's illegal to do so.[BR][BR]Everyone is entitled to legal representation anytime they feel they need it. That includes taking an attorney with you to any meeting generated by the grievance process.[BR][BR]I agree with your statement about corporate human resources departments. AA's HR department's abuse of employees has landed it in more federal lawsuits than any other department. In the Federal District of Southern Florida alone, more than 50 employees filed suit against AA last year due to at least partially in part....their mis-treatment by Human Resources.[BR][BR]On the upside to this, if there be one, AA is comparable to most other major corporations in the USA when it comes to bad HR practices. This is the main reason why I suggest that every employee of any company review their personnel file kept by the company at it's headquarters (as well as any personnel sub-file kept at the employee's branch facilities) at least once a year....or every six months if you've had problems in the recent past.