Hackman, I concur with your last paragraph. There are some interesting courses of action that can be taken by the unions still on the property at NW. The question is do they have the ability to recognize, plan, and execute a plan to achieve their goals. In my opinion, I don't think that they do. There are a few unknown variables such as: will the memberships at the remaining unions vote yes for the compensation NWA is now proposing? Or will they vote no? Will NW management move on their origional position and offer improvements? These are just a few of the variables. There are also some interesting counteractions that the company can take.
NW can try to replace the IAM members if they walk. However, it would be difficult to hire, drug test, fingerprint, background check, and train a few thousand in a short space of time. Even if they could, these new scabs would make the replacements at Alaska Airlines look like professionals. It takes a while to become proficient in reservations and ticketing procedures. And who in their right mind would work the ramps in DTW and MSP in January and February for minimum wage? This will be interesting to say the least. Good luck to the employees at NWA. I hope you prevail.
NW can try to replace the IAM members if they walk. However, it would be difficult to hire, drug test, fingerprint, background check, and train a few thousand in a short space of time. Even if they could, these new scabs would make the replacements at Alaska Airlines look like professionals. It takes a while to become proficient in reservations and ticketing procedures. And who in their right mind would work the ramps in DTW and MSP in January and February for minimum wage? This will be interesting to say the least. Good luck to the employees at NWA. I hope you prevail.