Originally Posted by
KONZ
I respectfully disagree. Status quo, as provided for in 45 U.S.C. 156, only applies to work rules, etc. that are already in place as a result of an AGREEMENT between the bargaining unit and the company. Are any of the current work rules, or pay rates, etc. provided for under an existing agreement under the RLA and within the jurisdiction of the NMB?
Additionally, take a look at the last paragraph on p. 23 of
http://cdn.ca9.uscourts.gov/datastor...8/14-16465.pdf
*shrug* Understood, no problem.
I don't have time for a legal debate with you, quite frankly, nor am I interested in one. But I can tell you that I have significant union leadership experience at more than one previous airline, and happen to know directly through experience that you're wrong. You can disagree all you want. That's fine. I can sleep at night knowing you are mistaken. ;-)
Companies get busted for violating laboratory periods and/or status quo all the time. They don't get a free pass on your existing work rules that went into effect when the laboratory period became active simply because a TA gets voted down. That doesn't mean they won't try to violate it, TA or no TA. In fact, if you wanted to get technical, the fact that new-hires now get to stay in a company-paid hotel and get paid 70 hr guarantee while in training, which is contrary to what is written in the 51-page work rules, and as far as I know no LOA with the Union allowing that change could be considered a violation of the laboratory period. But since it's benefiting the pilots, of course the Union isn't balking at that. But that would be an example of violating the laboratory period. The company can do what they want, but it would take the Union actually taking them to court over it to enforce anything on it.