Originally Posted by
Timbo
The way I see it, it's not MY problem to deal with sick leave abuse, that is for the company.
First, as you said, the company needs to prove it. Then, the company needs to address it, with the perpetrators, and leave the rest of us alone.
Why should 100% of us have a reduced benefit for what the company claims is a small percentage who abuse it?
The ATL. CPO told me that management said we use twice as much as the other carriers. Yet the other carriers incentivize it, either through a rollover/bank or a cash payout. No wonder they don't use as much!
But it's an apples to oranges comparison. We have a 'use it or lose it' program, they do not. This company isn't going to go out of business due to 15% of our guys they claim are abusing it. I think it's just some bean counter on the 4th floor's little pet project to crack down on the abuse, so he can justify his job.
^^^^^^^
The latest buzzword in the corporate HR world is "human decisions" instead of "business decisions".
95% of us are hard working honest employees and do everything we can to "keep climbing" with Delta Air Lines. When we make the right decision and don't come to work sick, we get hassled. That is not the right "human decision" and does more to foster a poor relationship with pilots than almost anything Flight Ops management does.
Do away with the use it or lose it plan, let us bank hours that we don't use, let us sell back a certain portion above a threshold level once per year at 50%, and stop hassling us with verification notes.