Originally Posted by
ClickClickBoom
Not quite that simple.......but nice try, the odds of SKYW merging the lists are slim to none, but if you have knowledge to the contrary feel free to chime in.
But if you read the facts of the case, it gives you a glimpse of the upper management philosophy at Skywest Airlines, and by default Skywest Inc.
Skywest could have defused this case at any number of points in time but chose the path of sticking to their guns no matter what.
What does merging have to do with what you quoted? Yes, slim and none, but that has nothing to do with DD.
Anyway, I thought everyone here says they get treated well?
Originally Posted by
skypilot35
You have a "magical" way of converting everything into a Pro-union discussion.
It is relevant to the case.
Originally Posted by
ClickClickBoom
And do tell, how would having a CBA deter this company from following the same path. The only difference would have been is who paid for the laywers up front.
When you have a labor contract, there is actual language dealing with the disciplinary process. Yes, in this case, DD wouldn't have had to put up all that cash up front into his defense. But the process would've ended up being decided by a neutral third party in binding arbitration. The company cannot ride rough shot over you. They have to follow a prescribed due process, in which the arbitrator decides, just as a judge does in evidential hearings, what he will allow. In the mean time, he would've been paid while awaiting the decision. If it wasn't for DD's willingness, determination, and financial wherewithal, he wouldn't have gotten his job back with back pay. Just imagine how many people this happens to? And I'm not talking about just pilots being fired. It also applies to suspensions that people cannot fight the company on.
But the biggest difference, as an at-will employee, the burden of proof is yours. Not so when you have a contract. Imagine our judicial system where you are guilty until proven innocent. That's what it's like to be an at-will employee. Even executives have "cause" clauses in their employment contract. Yes, all your top executives have employment contracts that they don't want you to enjoy.