Systemwide CR1

[Bob Owens]

Well it seems the company has said they are going to put a CR1 in everybodys file about AMRs rules and regs.

Once again the company is taking aggressive actions to address something thats not a problem instead of focusing on running the business.

Basically they are doing this so the next time they decide to fire somebody they will have a paper trail to support their case.

If those who were caught sleeping were avoiding work then the company would have cause to take action but that wasnt the case. If their whereabouts are known, have completed their assignments and are available to take on any additional assignments whats the difference whether they are taking a nap, reading a book or watching TV?


Remember your rights as a union member if you are called in.
1) You have the right to have a union rep present-no matter how long it takes.
2) You have the right to get an explanation to any questions you have before you sign that you understand what you are signing.
3) You have the right to put in a rebuttal to the CR1 entry.
4) You have the right to grieve the entry into your file because this is basically the first step of discilpline. The company is taking the drastic unreasonable step of disciplining the entire workforce without any specific reason. Some may have never slept but yet they are having this disciplinary entry put into their file regardless.



We know the rules but for some reason the company feels that they need to selectively enforce some rules but not others, and do so with the the most extreme form of punishment at their disposal. It seems the company now terminates for every offense, even when the offense caused no harm to the company. Maybe to be safe we should just adhere strictly to every rule, even if it means that the operation suffers as a result?

 

[whatkindoffreshhell]

5) you have the right to expect eight hours of pay for eight hours of work

 

[Barfbag]

5) you have the right to expect eight hours of pay for eight hours of work

http://www.shopinprivate.com/nodpilnodoz6.html

 

[Ken MacTiernan]

5) you have the right to expect eight hours of pay for eight hours of work

If you had an operation that was to take 8 hours, but the doctor, who with years of experience was able to perform the operation in 5 hours would you still pay him the full bill?

 

[jimntx]

AMR management does seem to love the philosophy that if one tree dies, the entire forest must be cut down. Instead of focussing on the problem employees, they tar everyone with the same brush.

F/As on here will remember the 3 page harangue on grooming standards sent out back in 2002-2003 regarding grooming standards. Now, no one denied that there were grooming problems with a distinct and easily recognized minority of the f/a corps (Still are and they are still easily spotted. Not that many f/as believe their bra should show when in uniform or have their uniform skirt hemmed to the "wide belt" level. ) However, rather than the immediate supervisors having to address the issue directly with the offending f/as, Ms. Scheu chose to send out a 3 page letter to 25,000 employees (the former TWA f/as were not yet on our payroll, but they got the letter also).

 

[whatkindoffreshhell]

If you had an operation that was to take 8 hours, but the doctor, who with years of experience was able to perform the operation in 5 hours would you still pay him the full bill?

Thread drift already. Of course the doctor gets paid for the full job. I do not believe he is an hourly employee, correct? Can the doctor come and go at will? I do not believe the doctors are assigned jobs based on seniority either.

Aren't we talking about hourlyemployees under contract here? Just making sure before othe professions start getting thrown into the discussion.

 

[frontline]

This isn't about selective enforcement, it's about rules being broken and unprofessional behavior. When I worked nights we never slept! Those were the rules and we knew them, enforced or not. These guys were lucky to keep their jobs.

 

[TIME FOR CHANGE]

3) You have the right to put in a rebuttal to the CR1 entry.

Everyone should put in a rebuttal to this CR1

 

[eolesen]

As one of the few people here who has actually written a CR-1....

1) It's not disciplinary. It's informational. CR-1's are used for both positive & negative interactions. I probably wrote half good & half corrective as a supervisor & manager.
2) It's a record of DISCUSSION. Not a record of instruction, directive, or anything else that's not interactive between the employee and supervisor.
3) There's no such thing as a mass CR-1 unless the supervisor, manager, or someone else actually had a discussion with everyone it is issued to.
4) CR-1's are typically not grievable if the content is correct.
5) You don't have to sign it to have it remain in your file (upheld after grievance about 15 years ago)

That said, if the supervisor calls everyone into the break room or has everyone gather 'round at the start of a shift, and reviews it with the opportunity for providing feedback, it's valid to document the fact that the meeting took place and what was discussed.

The company would be better off putting this out as a read-only training lesson. That's actually enforceable.

Basically they are doing this so the next time they decide to fire somebody they will have a paper trail to support their case.

Absofrackinlutely.

Y'all made a lot of noise about "past practice" and lack of enforcement over the past bazillion years.

Me thinks the company just covered their arses for all that.

 

[Boomer]

Personally, I've never been able to sleep on the job: I'm not better than anyone that has or does, it's just something I don't do and there are times when I really wish I could.

IF, and this is a BIG IF, AA chooses to do the mass CR-1: file your rebuttal with the information relating to how long the activity has been occurring and the acceptance of your local management of the activity without stating that you have personally engaged in that activity. Demand a printout of the CR-1 entry and the rebuttal after submission.

Placing such a statement into the record; with no subsequent investigation of the facts, creates consent to the activity.

I have been present when Management from a Regional Director down to the Supervisor has engaged in War-Stories relating to their violations of policy on a number of times and a number of issues that would have resulted in termination if discovered.

Those "Good-Ol-Boy" talks routinely ended with admonitions relating to, "getting the work done and we won't look for you," wink-wink, nod-nod. The activity in question has been acknowledged and approved since well before my time; and, it is not restricted to aircraft maintenance although this is the most recent flash point.

A system-wide CR-1, with appropriate rebuttals, will create the basis for defense in Arbitration and potentially a finding of past-practice exception.

 

[Observer]

get real about sleeping........Anybody should take the time to research the arbitrated history of those disciplined over the many years at AA...some terminated.......... the Owens' and Kenny Mac (the newbie E Board member) shoud so that they maybe enlightened
to the possible career move one might foolishly take by going out somewhere and sleeping............It is one thing to nod off and quite another to amass sleeping comforts, blankets, pillows, even cots, and delibrately go seek out a sleeping area.........I think some arbitrators call it "nesting". Are you hesitant to tell a fellow AMT not to sleep? Or do you tell him what he wants to hear? Those that go out and sleep do so at their own peril. You are foolish to make this an item of discussion here on this forum. I have not seen or heard of a system wide CR-1 on sleeping, so is this a disinformation campaign?
Take a look at Elkouri and Elkouri on the subject of sleeping on duty, or go to a library or maybe your local's office and read the BNA books (Bureau of National Affairs) and find the same subject and see what other companies and industries do with sleepers. If we are trying to be professionals, what are we doing being distracted by sleepers. If we are trying to be professionals, we as a body cannot tolerate those who seek to tarnish our collective reputation. It is time to quit whining, or maybe someone can go out and get you guys some cheese to go with it.

 

[Hopeful]

Absolutely no sleeping. Every mechanic should be reminded that they should be adhering to the maintenance manual to the letter, as they should always do.

 

[TWU informer]

The TWU and the Working Together Program are really paying off.

No pay and benefit increases but worthless head hunters pretending to be managers are getting the job done.

Where is all that third party work?
Where is that best in class claim now?

I have two jobs now, do I need to get a third?

 

[PRINCESS KIDAGAKASH]

When I worked nights we never slept!

DELETED BY MODERATOR: Once again, namecalling and personal attacks are not permitted. Time off will be given.

 

[Flyboy4u]

As one of the few people here who has actually written a CR-1....

1) It's not disciplinary. It's informational. CR-1's are used for both positive & negative interactions. I probably wrote half good & half corrective as a supervisor & manager.
2) It's a record of DISCUSSION. Not a record of instruction, directive, or anything else that's not interactive between the employee and supervisor.
3) There's no such thing as a mass CR-1 unless the supervisor, manager, or someone else actually had a discussion with everyone it is issued to.
4) CR-1's are typically not grievable if the content is correct.
5) You don't have to sign it to have it remain in your file (upheld after grievance about 15 years ago)

That said, if the supervisor calls everyone into the break room or has everyone gather 'round at the start of a shift, and reviews it with the opportunity for providing feedback, it's valid to document the fact that the meeting took place and what was discussed.

The company would be better off putting this out as a read-only training lesson. That's actually enforceable.



Absofrackinlutely.

Y'all made a lot of noise about "past practice" and lack of enforcement over the past bazillion years.

Me thinks the company just covered their arses for all that.

When the COMPANY..realizes we too are HUMAN! Then we can talk...I have always SAID and STILL say AA should FILE BK....Its only a business decision...Not going out of business