Trust of management

[usjacket]

Actions always speak louder than words, the bonuses shows new boss just like the old boss! 🙁

 

[hulagirl]

I don't care if they give themselves bonuses or raises, as they deserve it.
HOWEVER, NEVER ON THE BACKS OF THE EMPLOYEES.
Why does management not feel the need to finish up the flight attendant contract at West? No raises for five years,they say?
You can't make a beautiful wine with sour grapes...

 

[A320 Driver]

Well lets see...

Stock price is up so the top execs make a few stock sales for a nice profit. Pilots were supposed to get stock on December 3rd for the massive concessions given. Can't happen now because of circumstances "beyond company control" until December 5th. In the mean time, negotiations are ongoing on blending the pilot contracts and the company makes a rather timely admission to the SEC that things aren't going according to plan regarding the merger. That's certain to have an impact on the stock price and "Mr Poormouth" hiself J. Glass Unionbuster will use it like a sword during the negotiations.

Sounds like "same ole same ole" to me. Sorry to burst your bubbles boys and girls but "Been There, Done That".


A320 Driver B)

 

[PITbull]

For US East...it's probably a trust issue, just from past experiences. However, they must give Parker a chance and not hold their past experiences over his head until he has a chance to work. For the old America West...when Parker took over from Bill Franke, whom everyone disliked terribly!!...Parker was looked at with a suspicious eye for quite some time...rumors of "he's married to Franke niece" or "he's Franke's nephew" all surfaced...he didnt' have a chance with the Franke association. When 9/11 hit and the airline shut down for a few days, it was a critical time for America West...they didn't have the money to be idle, much like US East. The situation was already reaching critical stages before 9/11, and when 9/11 hit a lot of employees thought...."this is it, we don't have the money to make it through this". Thats employees looked to Parker for leadership and hope...hope that we would survive that terrible period of time. He went to the ATSB and got the money to keep HP afloat and things just got better from there. The America West employees began to trust him and give him a chance.

Its funny, how employees forget those scary moments...moments like "this is it, we're done" or "how are we going to make it through this". These are moments we think about our future, our kids, what we will do next, how to pay the bills if things go wrong. Both America West and US Airways employees have had these thoughts...scary. We soon forget about those moments and start acting as though everyone owes us this job. We simply takes things for granted. We need to survive....give Parker the chance...give his team a chance...trust them for now, until they really do something that betrays that trust, after all...they have a great deal of power over how the rest of us make it. We should be thankful that we all have had a 2nd and 3rd chance.

U-East also had an ATSB loan bail out, and that still didn't save the airline from concessions. Only a merger.

I don't see any unique leadership in Doug Parker. So far, his operation is a 1-base airline.

He will be baptized in the legacy spirit operating out of 6 bases on the East, weather, traffic congestion, 3 times as many employees etc...

Welcome to the big leagues, Parker. Hope you can stand the heat! B)

 

[Dog Wonder]

This board has no shortage of defenders of management and what they are doing.

I would really like to hear their responses to this thread

 

[osunut]

This board has no shortage of defenders of management and what they are doing.

I would really like to hear their responses to this thread

It is because they are smart and don't read threads like these because they know they are full of the 1% of winney children. Most that have nothing to do but waste time figuring out what everyone else is doing wrong rather than doing their own job. Why stick around when someone hates their job soo much and then they make everyone they touch miserable.

I had to quit this place for a while because I realized this. Nothing never changes here and either will they.

I say fire them and start fresh. I dislike most my co-workers who sit down and wait 5 mins after a plane has parked to get off their lazy arse to go out and offload and then #### because a Manager remindes them there is a plane outside. Losers.

Blah!

Oh and Thanksgiving dinner was great on all of our shifts. I just guess we are better at planning.

 

[smmech]

It is because they are smart and don't read threads like these because they know they are full of the 1% of winney children. Most that have nothing to do but waste time figuring out what everyone else is doing wrong rather than doing their own job. Why stick around when someone hates their job soo much and then they make everyone they touch miserable.

I had to quit this place for a while because I realized this. Nothing never changes here and either will they.

I say fire them and start fresh. I dislike most my co-workers who sit down and wait 5 mins after a plane has parked to get off their lazy arse to go out and offload and then #### because a Manager remindes them there is a plane outside. Losers.

Blah!

Oh and Thanksgiving dinner was great on all of our shifts. I just guess we are better at planning.

Maybe they should read this... The 1% is only the part that know about this page and are willing to speak.. There is a huge majority that have issues with the management..

On the AWA side 14000 plus you have the F/A's pissed, mechanics pissed, most pilots after almost 4 years for a so-so deal pissed, CSR's pissed, Ramp is allways pissed ... Cool we have a sweet opperation with a great unhappy group.

But join the club..
The fill Dougs poctets with cash club..
If you sign up soon you could be eligable for up to $100 a month in bonuses.......FU

Fire me for my disention.

 

[gonzo]

It is because they are smart and don't read threads like these because they know they are full of the 1% of winney children. Most that have nothing to do but waste time figuring out what everyone else is doing wrong rather than doing their own job.

# 1 whine. Here's some cheese.......

I had to quit this place for a while because I realized this. Nothing never changes here and either will they.

# 2 whine. I can see where you would be a positive influence on people.

I say fire them and start fresh. I dislike most my co-workers who sit down and wait 5 mins after a plane has parked to get off their lazy arse to go out and offload and then #### because a Manager remindes them there is a plane outside. Losers.

# 3 The ultimate "fire them all" whine. You are just to good to work at this company. Please, for your own sake (and ours) leave quickly. 🙂

 

[speedbird86]

It is because they are smart and don't read threads like these because they know they are full of the 1% of winney children. Most that have nothing to do but waste time figuring out what everyone else is doing wrong rather than doing their own job. Why stick around when someone hates their job soo much and then they make everyone they touch miserable.

I had to quit this place for a while because I realized this. Nothing never changes here and either will they.

I say fire them and start fresh. I dislike most my co-workers who sit down and wait 5 mins after a plane has parked to get off their lazy arse to go out and offload and then #### because a Manager remindes them there is a plane outside. Losers.

Blah!

Oh and Thanksgiving dinner was great on all of our shifts. I just guess we are better at planning.

Sounds like a management response.

 

[PITbull]

As long as Doug Parker sees fit to keep the likes of Jerry Glass as a consultant, and retain Ford and Harrison anti-union, union busting, union thwarting, law firm to handle Labor's grievances, USAirways and this management will never have the respect of the Labor groups. And mistrust will always be present on this property.

Doug Parker had a chance to start fresh; he chose not to.

AFA has an MEC grievance (VFLR) being heard on Nov. 29th at CCY, and across the table is Ford and Harrison representing management as their attorney.

Teddy X. is going to be in attendance in case AFA needs her as a witness just because Ford and Harrison anti-union buster is there.

No thanks, I'll pass on the Doug Parker Cherry Kool-aide.

 

[AIRWOMAN]

As long as Doug Parker sees fit to keep the likes of Jerry Glass as a consultant, and retain Ford and Harrison anti-union, union busting, union thwarting, law firm to handle Labor's grievances, USAirways and this management will never have the respect of the Labor groups. And mistrust will always be present on this property.

Doug Parker had a chance to start fresh; he chose not to.

AFA has an MEC grievance (VFLR) being heard on Nov. 29th at CCY, and across the table is Ford and Harrison representing management as their attorney.

No thanks, I'll pass on the Doug Parker Cherry Kool-aide.

As it appears to me, there is always going to mistrust between management and workers, whether there is a union involved or not. But everyone has to cover their own and go with the flow.....so to speak.

Please educate me PitBull........what could Doug Parker have done to start fresh?

 

[PITbull]

As it appears to me, there is always going to mistrust between management and workers, whether there is a union involved or not. But everyone has to cover their own and go with the flow.....so to speak.

Please educate me PitBull........what could Doug Parker have done to start fresh?

Thanks for asking...

He should never have brought over U-East senior execs. to manage the operation. He should not retain Jerry G. as a labor consultant. Hell, why did he retain Al Hemenway who is the Senior VP of Labor Relations if he thought he still needed Jerry. Why would he need Jerry at all; one has to ask themselves. Doug offered Jerry G. a contract on Sept 27, but Jerry turned it down only to take advantage of the "termination clause" in the contract. This fake contract was planned so that Jerry could take advantage of the termination clause and be retained instead as a consultant, bringing in also the law firm...Ford and Harrison, which his firm has an affiliation.

Next question:

Why does the company retain Ford and Harrison law firm who are known union busters, and have anit-union consultants who are hired to thwart union drives and bust contracts when labor is negotiating.

Why would Doug Parker find the need to retain these types of consultants if he truly is trying to bridge the cultures and merge this airline with a more trusting labor/management relationship?

Answer: Because Doug is a "fraud", and is chasing the "buck" just like every other CEO we've had since 2002.

Next question:

If Doug wants peace on the property and in his employee address asks the employees trust him even though he understands what we have gone through, why wouldn't he finish the Section 6 negotiations of his employees on the West side? May cost him a little money? Did he not give hefty raises to those senior execs that was reported to the SEC? And what about those raises and promotions that are not required to be reported to the SEC? Labor on the East is stuck with "0" improvements until 2012. Labor on the East is at 1989 contracts.

Why is it that managment believes Labor deserves nothing after all these concessions and loss of our retirment security? Why doesn't Parker say that if things turn around, we may open the contracts and give some improvements to the workers?

Answer: Doug is a "fruad" in my mind's eye.

 

[AIRWOMAN]

Thanks for asking...

He should never have brought over U-East senior execs. to manage the operation. He should not retain Jerry G. as a labor consultant. Hell, why did he retain Al Hemenway who is the Senior VP of Labor Relations if he thought he still needed Jerry. Why would he need Jerry at all; one has to ask themselves. Doug offered Jerry G. a contract on Sept 27, but Jerry turned it down only to take advantage of the "termination clause" in the contract. This fake contract was planned so that Jerry could take advantage of the termination clause and be retained instead as a consultant, bringing in also the law firm...Ford and Harrison, which his firm has an affiliation.

Next question:

Why does the company retain Ford and Harrison law firm who are known union busters, and have anit-union consultants who are hired to thwart union drives and bust contracts when labor is negotiating.

Why would Doug Parker find the need to retain these types of consultants if he truly is trying to bridge the cultures and merge this airline with a more trusting labor/management relationship?

Answer: Because Doug is a "fraud", and is chasing the "buck" just like every other CEO we've had since 2002.

Next question:

If Doug want peace on the property and in his employee address asks the employees trust him even though he understands what we have gone through, why wouldn't he finish the Section 6 negotiations of his employees on the West side? May cost him a little money? Did he not give hefty raises to those senior execs that was reported to the SEC? And what about those raises and promotions that are not required to be reported to the SEC? Labor on the East is stuck with "0" improvements until 2012. Labor on the East is at 1989 contracts.

Answer: Doug is a "fruad" in my mind's eye.

Thanks for the info. I only know the west side and not the east........I was surprised with the number of east side retainees.........just doesn't make sense to a commoner like myself. Commoner with common sense. 🙄

 

[openview]

Lack of trust has been/will be the constant for some during any merger, or with every leadership team. Its the nature of the beast so to speak in any large company that has unionized workgroups.

The price of job security (union) often comes at the cost of less pay than the at-will groups in terms of a bonus or an increase for another group. Many will never understand that part of the concept.

 

[Dog Wonder]

Lack of trust has been/will be the constant for some during any merger, or with every leadership team. Its the nature of the beast so to speak in any large company that has unionized workgroups.

The price of job security (union) often comes at the cost of less pay than the at-will groups in terms of a bonus or an increase for another group. Many will never understand that part of the concept.

The bonuses you speak of are limited to a very small percentage of the at-will group.