Originally Posted by
NuGuy
Totally disagree with this.
Documenting a pattern of contract abuse, no matter what the issue, is very important in any grievance cases that occur down the road.
Say the company is too slack on running the PCS runs right on time. Starts out as 0700, then 0710, then 0730. Pretty soon, there's no schedule at all.
FINALLY someone decides to grieve it, and naturally the company says "well, what's the problem? You never complained before" (there's no record, because it was "just worked out with scheduling" on an individual basis.
Lo and behold, it goes to arbitration, and the arbitrator agrees with the company position. It was INDEED against the contract, but since we did nothing about it for the months and months (years maybe?), we were giving our tacit approval.
Now what was a totally grievance situation, subject to correction and compensation (or at least a "cease and desist"), becomes "past practice" and is deemed ok, giving the company free reign to do what they want.
Slack enforcement becomes a concession.
It is VERY important to get any potential contract violations in front of the contract admin team. They HAVE to keep a record of this so they know what is becoming a problem.
Is this "toxic" labor relations? No, it's called expecting the other party to hold up their end of the agreement.
Nu
There's a good reason why pilots should never represent themselves as lawyers. This is Example Number 1.
If you have a problem first try to talk with scheduling. If that doesn't work make sure you talk to a supervisor. Next, talk to your chief pilot and see if he can work it out. If that doesn't work to your satisfaction then call ALPA scheduling and see what they say. If they agree there was a violation then call Contract Admin. The bottom line, continue up the line until you get some definitive solution to your problem. The solution may be the contract was followed or the solution may lead to a system board. If you cry wolf for everything, no one believes you when the wolf is really there.