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SOT- That's pretty way out thinking. I think the problem was probably related more to the 16 million they lost in the third quarter, than a union drive by the pilots. With oil creeping higher and higher since the third quater, and a safe assumption that the losses are continuing and probably increasing, I would say he probably left because of a failing business model that he has apparently been deemed responsible for.
But from the title of your thread, I take it you feel the SX pilots didn't like their CEO?
Well, the timing is coincidental to the announcement of the union....
What announcement of what union? All they are saying is they may have a vote to try and bring one in. It's still speculative whether they will succeed or not.
Look, this whole notion of pilots' influence on companies gets overblown. We can't make or break a company (through payroll/benefit costs), we can't influence management or board decisions and these equity stake and W-2 reductions for "growth" provisions always wind up in the crapper.
That's why we should quit trying to "partner" with management at contract time and remember first and foremost that we are labor, are seen as labor, and will never be one of them (ruling class).
Diffenderffer (sp?) left due to the poor economic performance of the company. They know what the 2007 fourth quarter numbers were a long time ago but haven't reported, and they said "We'll report Q4 '07 in May." May? Then he left.
The forcasting model for fiscal performance has shattered under the weight of fuel costs and whatever other parameters they didn't allow for (low ticket sales, not enough residual sales, who knows).
No one saw this coming.
Last edited by JetPiedmont : 03-28-2008 at 11:33 AM.
From what we are told, Bill Diff was in a little spat with our CFO (Now CEO), to the point that the CFO threatened to walk. The board (already not happy with his performance) decided to have Bill resign and the CFO to step up and take his spot to boost ivestor confidence. We didn't like Bill simply because the direction he was taking the company. The union for the most part is being brought in for merger protection and pay increases. Management has said several times that there will be no second year pay, even with upgrades extending close to two years. It seems to us, the only way to get management to listen is to organize. I felt it was too soon as well, but the actions of management lately have shown me that we need someone to represent our issues to them, because they are not getting heard.
From what we are told, Bill Diff was in a little spat with our CFO (Now CEO), to the point that the CFO threatened to walk. The board (already not happy with his performance) decided to have Bill resign and the CFO to step up and take his spot to boost ivestor confidence. We didn't like Bill simply because the direction he was taking the company. The union for the most part is being brought in for merger protection and pay increases. Management has said several times that there will be no second year pay, even with upgrades extending close to two years. It seems to us, the only way to get management to listen is to organize. I felt it was too soon as well, but the actions of management lately have shown me that we need someone to represent our issues to them, because they are not getting heard.
No one can fault you for seeking a voice if the company doesn't listen. I guess the big question is who's idea was the downsizing that commences in April. If it was Diff's, then will the current CEO recind it? Also, was Diff going to be too soft with the organization attempt (in the eyes of the board)? If so, is the current CEO going to be tougher about it?
I guess they (Bill and the new CEO) both agreed on the downsizing, and will continue to sell delivery options if the right price comes along. They seem like they are keeping low in the trenches to weather this thing. I'm not sure on their stance with the union. There are rumors that they are playing up the company's financial position to deter the union from coming on property, which would be one of the few pieces of ammunition in their arsenal without having to pay out to bring a union buster in.
JP,
Now that I've thought about it some more, you're right, the old ceo's departure has to be more about company $ performance than the union issue.
Couple questions:
1) Your point about the new ceo's toughness regarding the union: Doesn't the railway labor act prevent him from offering anything verbally or in writing to the employees until after the vote?
2) If the union is voted in, isn't he further restricted in doing anything (to the benefit or detriment of QOL/compensation) until the cba is approved?
3) Given the $ performance, could the SX pilots' "yes" vote be a vote out of their jobs?
JP,
Now that I've thought about it some more, you're right, the old ceo's departure has to be more about company $ performance than the union issue.
Couple questions:
1) Your point about the new ceo's toughness regarding the union: Doesn't the railway labor act prevent him from offering anything verbally or in writing to the employees until after the vote?
2) If the union is voted in, isn't he further restricted in doing anything (to the benefit or detriment of QOL/compensation) until the cba is approved?
3) Given the $ performance, could the SX pilots' "yes" vote be a vote out of their jobs?
4) Do you think they know #3, above?
I have heard about those issues reference to 1 and 2 and yes seems a good answer, but I am not a lawyer and the devil is in the details.
Not sure the kind of management action senario you're asking about for #3.
I am sure they are aware that there are risks involved for #4.
It's not a vote out of our jobs, and yes we are aware of our company's financial position. It will be a year atleast before an agreement is made to the point of a raise. As far as the QOL, the company can and will do what they want and blame it on whatever they want, I came from a company that was an expert at worming their way through the CBA and the RLA to find what suits them.
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