What would you do?
- Thread starter EX_AA_HDQ
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whatkindoffreshhell
Veteran
Not a cut here, just tune-up.
Certify that your yield-management system is on par with LH, SQ and EK.
No empty space on any departing flight. Pax or cargo.
Also fire any and all consultants. You should have enough experienced brainpower already on the payroll.
Finally, stick a running garden hose in the mouth of your drowning competition (with credit to Ray Kroc).
Certify that your yield-management system is on par with LH, SQ and EK.
No empty space on any departing flight. Pax or cargo.
Also fire any and all consultants. You should have enough experienced brainpower already on the payroll.
Finally, stick a running garden hose in the mouth of your drowning competition (with credit to Ray Kroc).
T
The Goose
Guest
I particularly like this part of your comment but this action would require certain individuals to admit to their incompetence and therefore, cop to the rather evident mismanagement of the last five+ years.
Wish in one hand, ...
TWU informer
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If you could get competent management at the Tulsa Maintenance Base, there are appx 300 "partners" from the floor that are "managing" through the "working together" process.
300 heads could be be cut if the mangement could actually run the day to day business without the need for a "partner" to blame the problems on.
In addition there is one manager who does nothing more than "vendor days", united way "auctions", but used to be HR Manager before it was outsourced. The vendor day idea created a hearing aid company on the property giving away large screen TV's that led to massive insurance covered hearing aids being issued at about $9,000.00 a pair. No wonder our medical out-of-pocket took a large increase. Is it really a good idea to pay mechanics on the clock to visit vendors that will cost the company money when a employee uses their service?
300 heads could be be cut if the mangement could actually run the day to day business without the need for a "partner" to blame the problems on.
In addition there is one manager who does nothing more than "vendor days", united way "auctions", but used to be HR Manager before it was outsourced. The vendor day idea created a hearing aid company on the property giving away large screen TV's that led to massive insurance covered hearing aids being issued at about $9,000.00 a pair. No wonder our medical out-of-pocket took a large increase. Is it really a good idea to pay mechanics on the clock to visit vendors that will cost the company money when a employee uses their service?
Fire the idiot that bought $2000 flat panel TV's for every pilot ops and the Flight Academy. They run an endless loop of Jetnet homepage type crap on an endless loop.
No one looks at them. I turn every one off to save electricity 😛
BigMac
Veteran
CompAAnies way of thinking...
How to gain in profit :
Get rid of the Union.
Get rid of the less productive, higher wage, higher senior folks.
Keep the high productive, lesser paid, lesser senior folks.
Close MCI and AFW.
Increase the pup payouts amount.
Hire more consulting groups and management staff
How to gain in profit :
Get rid of the Union.
Get rid of the less productive, higher wage, higher senior folks.
Keep the high productive, lesser paid, lesser senior folks.
Close MCI and AFW.
Increase the pup payouts amount.
Hire more consulting groups and management staff
TWU informer
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You are incorrect AA loves the TWU and is not only not trying to get rid of them, AA spent hundreds of thousands to protect them from a representational election.
T
The Goose
Guest
The CEO of the airline, or any company for that matter, is immaterial. They are the to provide a smiling face for the investors and to say yes to the board of directors, the board being the major problem in any corporation.
AMR is mainly institutionally owned, and the majority owners are the only group the board has to suck up to in order to maintain their over-compensated positions.
Contrary to what most think, the CEO doesn't even fart without the board's approval if he/she is interested in continued employment as being a team player and being willing to cover the posterior of the more highly ranked is more important than competence to these people.
That's what is wrong with corporate Amerika. The CEO is just a dumbass that cashes his/her paycheck.
T
The Goose
Guest
I'll disagree - the company would love to be shed of the TWU, but ...
As you pointed out, many dollars were spent on insuring the TWU remained as American's representation; this was due to fear of the unknown (ie, how long will it take to buy off these new guys/gals, or could they be bought). As the employees would, no doubt, not vote to thrown out the TWU and have AA union free, the TWU is the best choice for the company as the company knows where it stands and what it can do.
AMFA wasn't the company's choice as most of its supporters, as you are well aware, were extremely anti-company and were determined to make the company "pay" for years of injustice from the in-house union. That was unacceptable.
AA would do all in its power to oust the TWU if it thought there was a better alternative that could be reached without running afoul of labor laws.
TWU informer
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What could possibly be better than a boot licking, company lap dog union that has appointed leadership that was previously AA Management, along with Federal Court confirmation that ratification of agreements are not required?
I don't see any alternative that would trump that setup.
T
The Goose
Guest
As I said, the only alternative that could be better is no union at all, but the company knows full well a drive by any other AFL/CIO affiliate is prohibited by their "no-raid" gentleman's agreement. The only other alternative available at this time would be the Teamsters or Service Workers. Unions today seem to be in "survival" mode and care less and less each day for those who pay their inflated salaries - not a helluva lot of difference between union officers and corporate management in that regard.
While AMFA has a good constitution re: removing non-functioning officers, it doesn't seem as though McFarlane's desperation for income (unionizing those who scabbed NWA) has moved very many to work for his removal.
Make no mistake about it - AA paying the officers' salaries is an expense the company would love to be rid of, but the alternative to them isn't palatable at all. AA has what they do because of their willingness to pay off the union officers and any other arraignment with another entity would probably be extremely costly.
As it is, the TWU serves to keep the proletariat in line as the bourgeoisie wishes for a lot less than a raise in the workers' pay. (Excuse my retreat to the 60s.)
If you want to be rid of the TWU, make them more costly to AA than a reasonably possible alternative.
eolesen
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The CEO and the rest of senior management serve a very real purpose -- whipping boys for the unions.
If you were all self managed and self-directed, you'd have nobody else to blame but yourselves...
Seriously, if y'all would take just half the energy you expend on bashing management, and direct it towards the real enemy --- your worthless union --- you wouldn't have half the complaints and grievances you do right now.
If you were all self managed and self-directed, you'd have nobody else to blame but yourselves...
Seriously, if y'all would take just half the energy you expend on bashing management, and direct it towards the real enemy --- your worthless union --- you wouldn't have half the complaints and grievances you do right now.
T
The Goose
Guest
Eric - presently, there is no difference between the company's management and the union; they function as one. Given that, in what direction should we aim our ire?
I believe my bashing of late has been "equal opportunity".
Whole lot cheaper for you to vote out the worthless union that the AMR board of directors. Don't have to buy a billion or two worth of stock to vote out the TWU.
UA's mechanics have replaced two unions in the time you guys have been bitching about the concessions.
T
The Goose
Guest
I'll grant you that - it would be cheaper.
The problem arose when the company (AA) went into overdrive during AMFA's card drive to pad the employee roster enough to deny the petition.
Don't forget that UAL's situation was a bit different in that their mechs weren't fighting a company-loved union and wouldn't go all-out to save the relationship.
