Originally Posted by
Oberon
I'm not sure exactly what issues the company has with sick time but I'm guessing a spike in sick time right before it resets raises eyebrows. I haven't seen any stats on this but human nature you know...
If sick leave was left unchanged except it reset on our date of hire instead of June 1 would that be palatable? In theory that would spread sick leave more evenly throughout the year and maybe the company would be less interested in cracking down on sick leave abuse. A potential downside is less required staffing but I'm guessing May isn't the month they staff for anyway.
I've spoken at length with both my Dalpa Rep and the ATL CPO r.e. sick leave usage. The cliff notes:
We use twice as much as other airlines. (I have no idea where the company gets that data?) But the point was made, by the CP, that the other airlines "Monetize" unused sick leave, i.e. sell it back or accrue it and pay it out at retirement, where as ours is, 'use it or lose it'.
I said, "Well then, why don't WE start doing that?" (monetize it)
He said we always have a spike in May, because it resets on June 1.
Some guys use every minute....right to the minute.
The Capt. rep said he has to represent guys in the CPO all the time, who are 'questionable' high sick leave users, i.e. on every holiday, etc. He also said about 15% abuse it.
I said, "So how about the company goes after those guys, and leave 85% of us alone?"
