Originally Posted by
BobZ
If you suggest vacation sell back....to address the jobs aspect while retaining the economic offset....offering a selective 'buy back' to the company may be acceptable to the group.
Anyone reading this ta should arrive at the conclusion staffing is the big issue.
Okay...first to keep in mind is staffing problems ARE NOT permanent condition...so the 'solutions' should not be installed in our pwa as permanent concessions.
Anything done in the pwa to offer relief in addressing the current staffing issues should be limited, and have sunset language attached.
You want to put vacation buy back on the table? Okay....allow the company to buy back vacation weeks in the categories where the staffing issues are critical. That way the job count should not be negatively impacted, as the buy back is only occurring in those categories where staffing is short....
and the presumption is the company would be hiring to fill those shortages.
We make a huge mistake when we install permanent changes to our pwa for temporary problems.
This is a good point. It seems to me that some of these temporary issues could have been helped with limited LOAs. For example: the OE pulls could have been done for a temporary period of time to allow the company time to get on top of the manning issue, and then expire. If they drag their feet, and then fail, too bad so sad. This is why early out packages are a miserable failure. Always. Because the company gets something else in the deal and the early out issue is never fully solved and a chosen few get a bunch of money and never leave.