Welcome Back to Work Mark Batschelet and Will Shirley

[unionguy1]

Two good people are back to work after one year.They were returned to work with full back pay, no disciplinary action and 3 weeks vacation added to their 2012 bank.3 so called union members,1 which is a shop steward and still is,accused them falsely for something they did not do.

If you would like to read the decision go to http://www.ssmplaw.com Once there click on Seham Seham Meltz and Peterson, LLC Attorneys at Law.Then to your left you will see a box in blue.In the blue box you will see Decisions. Click on Decisions and Batschelet et.al will appear. Click Batschelet et.al and the decision written by arbitrator Marvin Hill will pop up on your screen.It is good reading.Enjoy

Welcome Back Mark and Will. Thankyou Lee Seham and thanks to all the Union witnesses that played an extremely important part in returning Mark and Will Back to work.Shame on the Company Liars.

 

[xUT]

Two good people are back to work after one year.They were returned to work with full back pay, no disciplinary action and 3 weeks vacation added to their 2012 bank.3 so called union members,1 which is a shop steward and still is,accused them falsely for something they did not do.

If you would like to read the decision go to http://www.ssmplaw.com Once there click on Seham Seham Meltz and Peterson, LLC Attorneys at Law.Then to your left you will see a box in blue.In the blue box you will see Decisions. Click on Decisions and Batschelet et.al will appear. Click Batschelet et.al and the decision written by arbitrator Marvin Hill will pop up on your screen.It is good reading.Enjoy

Welcome Back Mark and Will. Thankyou Lee Seham and thanks to all the Union witnesses that played an extremely important part in returning Mark and Will Back to work.Shame on the Company Liars.

Link didn't work.
Try this ---> http://www.ssmplaw.com/pdf/Batschelet%20et%20al.pdf
B)

 

[unionguy1]

Two good people are back to work after one year.They were returned to work with full back pay, no disciplinary action and 3 weeks vacation added to their 2012 bank.3 so called union members,1 which is a shop steward and still is,accused them falsely for something they did not do.

If you would like to read the decision go to http://www.ssmplaw.com Once there click on Seham Seham Meltz and Peterson, LLC Attorneys at Law.Then to your left you will see a box in blue.In the blue box you will see Decisions. Click on Decisions and Batschelet et.al will appear. Click Batschelet et.al and the decision written by arbitrator Marvin Hill will pop up on your screen.It is good reading.Enjoy

Welcome Back Mark and Will. Thankyou Lee Seham and thanks to all the Union witnesses that played an extremely important part in returning Mark and Will Back to work.Shame on the Company Liars.

Sorry. The blue line carried over to Once. Website is http://www.ssmplaw.com

 

[odie01]

Two good people are back to work after one year.They were returned to work with full back pay, no disciplinary action and 3 weeks vacation added to their 2012 bank.3 so called union members,1 which is a shop steward and still is,accused them falsely for something they did not do.

If you would like to read the decision go to http://www.ssmplaw.com Once there click on Seham Seham Meltz and Peterson, LLC Attorneys at Law.Then to your left you will see a box in blue.In the blue box you will see Decisions. Click on Decisions and Batschelet et.al will appear. Click Batschelet et.al and the decision written by arbitrator Marvin Hill will pop up on your screen.It is good reading.Enjoy

Welcome Back Mark and Will. Thankyou Lee Seham and thanks to all the Union witnesses that played an extremely important part in returning Mark and Will Back to work.Shame on the Company Liars.

This is good reading, thanks UG

http://www.ssmplaw.com/pdf/Batschelet%20et%20al.pdf

 

[swamt]

Very good read indeed. Why did 2 former TWU union members have to hire an attorney from another union (AMFA) to get representation?? What ever happend to the guy and the suppose witnesses for the faulse alegations?? Anything at all? This ruling shows volumes on how the TWU and AA are the same in one.

 

[unionguy1]

Very good read indeed. Why did 2 former TWU union members have to hire an attorney from another union (AMFA) to get representation?? What ever happend to the guy and the suppose witnesses for the faulse alegations?? Anything at all? This ruling shows volumes on how the TWU and AA are the same in one.

SWAMT. First they are not former TWU union members. They still pay their dues to the TWU. The reason they chose not to use the local is their win record is not too good here lately. Not to slight the local, but these 2 did not do what they were accused of so it was all or nothing. They wanted someone who advocates for wronged workers for a living not some amateur who advocates in between wrenching and if they win at all it is usually a career decision letter and no back pay or the arbitrator upholds the termination.

The fake union brothers and sister who made the false allegations are still here and no action has been taken towards them by the Company. It is up to the Company to decide if they want to pursue disciplinary action or not. I would like to add that management lied just as much as the 3 who made the allegations.

Lee Seham earned his pay which Mark and Will payed out of their own pockets. They said it was worth every cent. They did not feel confident that the TWU would have gotten their jobs back and they were not going to accept disciplinary action of any kind since they were innocent of what they were accused of. They would have stayed terminated versus a career decision, 2nd step or 1st step advisory or even a CR1.

Both Mark and Will have since signed Amfa cards and Mark has spoke at a couple of times on behalf of AMFA. They are both OSM's and will vote AMFA when the opportunity is available to us.

 

[swamt]

SWAMT. First they are not former TWU union members. They still pay their dues to the TWU. The reason they chose not to use the local is their win record is not too good here lately. Not to slight the local, but these 2 did not do what they were accused of so it was all or nothing. They wanted someone who advocates for wronged workers for a living not some amateur who advocates in between wrenching and if they win at all it is usually a career decision letter and no back pay or the arbitrator upholds the termination.

The fake union brothers and sister who made the false allegations are still here and no action has been taken towards them by the Company. It is up to the Company to decide if they want to pursue disciplinary action or not. I would like to add that management lied just as much as the 3 who made the allegations.

Lee Seham earned his pay which Mark and Will payed out of their own pockets. They said it was worth every cent. They did not feel confident that the TWU would have gotten their jobs back and they were not going to accept disciplinary action of any kind since they were innocent of what they were accused of. They would have stayed terminated versus a career decision, 2nd step or 1st step advisory or even a CR1.

Both Mark and Will have since signed Amfa cards and Mark has spoke at a couple of times on behalf of AMFA. They are both OSM's and will vote AMFA when the opportunity is available to us.

Good to hear and thx for the info.

 

[AA89]

SWAMT,

How is something like this handled at SW?

This thing reads like a joke with an alleged bully being allowed to bully and a shop turned into a dysfunctional work environment. After it was allowed to go on and on it became more difficult to get to the bottom of the razor blade incident.

I know the SW hiring procedure is more rigorous than the mirror under the nose most of us got when we hired in at AA but what about peer pressure from other mechanics? Would this childishness have been allowed by management, AMFA, or fellow employees for very long?

This is one of the things that hacks me off about our management and our union and ultimately damages our value to the company and therefore our negotiating power.

Before I get the ususal "it isn't the unions job to police the workforce" from my fellow AAers I will say that I agree to a certain extent but in some cases they should step in and restore some common sense.

So my question is: Is AMFA or SW any different?

 

[eolesen]

Shameful behavior to lie about your co-workers... Does the union have penalties for bringing false witness against another union member?

 

[777 fixer]

Shameful behavior to lie about your co-workers... Does the union have penalties for bringing false witness against another union member?

The only thing I can think of is to take away their steward pin. It's up to the company to terminate their employment. Which I thought is what happens when you make an accusation that turns out to be false.

 

[TWU informer]

Shameful behavior to lie about your co-workers... Does the union have penalties for bringing false witness against another union member?

NO! But apparently it is unbecoming conduct to attempt to replace such an unaccountable union. Punishment for trying to change the unaccounable organization include, Kangaroo Court hearings, Three (3) years of bad standing, and in Tulsa not being allowed to run for union office for a period of five (5) years from last known attempt to make change.

This is the essence of my belief that the TWU needs to go, and it is clear that the Teamsters are no different.

Truth is the definition of "unbecoming conduct" of a Union Member within an Industrial Union is completely at odds with the profession.

And to think that for over 60 years we have allowed ourselves to be represented by such a farce, ranks right up there with Jim Jones Guyana cult deaths in 1978, or the Heavens Gate cult that believed there was a mother ship behind the Hale Bopp comet in 1997, and most any other story related to a group of people following a false path, that claims to be a better future, but in fact is nothing more than complete destruction.

 

[Anomaly]

NO! But apparently it is unbecoming conduct to attempt to replace such an unaccountable union. Punishment for trying to change the unaccounable organization include, Kangaroo Court hearings, Three (3) years of bad standing, and in Tulsa not being allowed to run for union office for a period of five (5) years from last known attempt to make change.

This is the essence of my belief that the TWU needs to go, and it is clear that the Teamsters are no different.

Truth is the definition of "unbecoming conduct" of a Union Member within an Industrial Union is completely at odds with the profession.

And to think that for over 60 years we have allowed ourselves to be represented by such a farce, ranks right up there with Jim Jones Guyana cult deaths in 1978, or the Heavens Gate cult that believed there was a mother ship behind the Hale Bopp comet in 1997, and most any other story related to a group of people following a false path, that claims to be a better future, but in fact is nothing more than complete destruction.

Sounds a bit personal?? 🙄 🙄 🙄 🙄 🙄

 

[swamt]

SWAMT,

How is something like this handled at SW?

This thing reads like a joke with an alleged bully being allowed to bully and a shop turned into a dysfunctional work environment. After it was allowed to go on and on it became more difficult to get to the bottom of the razor blade incident.

I know the SW hiring procedure is more rigorous than the mirror under the nose most of us got when we hired in at AA but what about peer pressure from other mechanics? Would this childishness have been allowed by management, AMFA, or fellow employees for very long?

This is one of the things that hacks me off about our management and our union and ultimately damages our value to the company and therefore our negotiating power.

Before I get the ususal "it isn't the unions job to police the workforce" from my fellow AAers I will say that I agree to a certain extent but in some cases they should step in and restore some common sense.

So my question is: Is AMFA or SW any different?

First of all the peer pressure from the entire crew you work on would take care of it 99.9% of the time here at SWA. Secondly, AMFA has a group committe called the professionals standards committe or something like that. This committee is used if there is a prob between mech and mech, mech and sup, mech and any other employee (such as engineering ect...) The committe must be used first, the committe will do their best to keep it handled "on the floor" without any management envolvement at all. However, YES there is diciplinary action that a union member can take if another union member was to by-pass the professional standards committee and the union and run straight to the co management (rat boy) in other words. Off the top of my head I believe it is written in the by-laws or constitution. When this happens, a union member can file against the other union member for not following protocal and could very well end up being fined by the union, be put in bad member status as well as other restrictions or dicipline. Not sure the exact verbage written, but it's there. Not sure if it's ever been used, but I think our professional standards committe is doing an excellent job on keeping the piece "on the floor" if you know what I mean. My personal opinion? The event that occurred at AA, would have never have gotten as far as it did, here at SWA. All the other members that ratted out (although a false ratted out) the other union members would have been filed against, fines leaveed, and members put in bad standing until all fines are paid and all dues paid current. If a member was to absolutely refuse to pay such fine, could end up loosing their job, so YES it's also very affective. Sorry for rambling, hope this answers your concerns.

 

[AA89]

Thanks for the info SWAMT. It sounds like about as good a system as anyone could want.

 

[eolesen]

First of all the peer pressure from the entire crew you work on would take care of it 99.9% of the time here at SWA. Secondly, AMFA has a group committe called the professionals standards committe or something like that. This committee is used if there is a prob between mech and mech, mech and sup, mech and any other employee (such as engineering ect...) The committe must be used first, the committe will do their best to keep it handled "on the floor" without any management envolvement at all.

I have a new respect for AMFA... too bad more airline unions don't take this approach. Most of the trades I've been around try to police their own, and it helps keep their reputation from becoming that of the SEIU, IAM and UAW...