Originally Posted by
NoyGonnaDoIt
That's always the trade. Depends on what you mean by "relationship" and what type of "relationship" you want. For some, having a job, even an insecure one where the employer calls all the shots and you have no say whatsoever, is a good trade. For others, not so much.
If you decide to go the attorney route, ATC's advice seems to me to be a little misguided and based on the assumption that aviation is completely unique and unlike any other industry. While it's certainly best to have an attorney with specific industry (and even specific employer) experience, that's true of every single legal problem you can encounter. But a good labor lawyer's job isn't to make a lot of noise; 90% of it is to be a guide and advisor to a complex process. Even if not dealing day-to-day with the nuances of the airline industry or your specific employer, she would review the CBA and ensure that all steps are properly taken and, if a lawsuit is a viable option, ensure that all preconditions and CBA and applicable administrative remedies are exhausted.
The airline industry is unique in terms of law and the RLA in that there are rules that apply that don't apply elsewhere. Hiring a "labor lawyer" who only has NLRB law experience and little or no RLA experience can cause more harm than good.
Paying someone to tell you if your CBA has been followed only serves to empty your bank account. The CBA clearly spells out the greivance process and if it hasn't been followed, addresses the process for ajudication from filing through hearings and then either arbitration or System Board of Adjustment. Only when those avenues have been exhausted can one go outside the contract to the courts.
All of which can be done by a crewmember without having to shell out to an attorney.