Originally Posted by
unitedcop30
Gatorbird - I figured you weren't on the mec. And the reason I posted this stuff on this open forum was to start a discussion about it and bring the situation to peoples attention who had no idea what was happening. Its obvious in your posts that spirit can do no wrong...and that's your opinion...so I really don't care to debate that. But let Me ask you this...just because it's not in the CBA is it not worth fighting for? Im sure if you were in these guys shoes you would be fighting also...i don't think you would just sit back and say "well, spirits following the CBA, FOR ONCE, I guess I'm just out of luck and will accept it. I highly doubt you would accept something like that...so don't go preaching "it's in the CBA" to me.
Spirit can do no wrong? You got the wrong guy, dude. We've had some slimeballs around here that have pulled some pretty atrocious stuff and I'll be the last to defend them for it. This place isn't perfect: not the company, not the MEC, not anywhere. My point about "it's not in the CBA" was not to say that there weren't gains to be made, that it couldn't get any better. To be clear, there are MULTIPLE areas that could be improved, both in our CBA and the work environment in general. Hey, I'm not jumping for joy over our pay rates either, nor our loss of a great premium pay system (much to the dismay of Ramrod...that's right Ram...I'm not all cheery about some of it either). Could the LOA section be improved? Absolutely! But it is what it is, at least for the time being. My statement was not meant to convince you that I'm happy with the CBA's language; my statement was made to clarify how our CBA addresses LOAs. And in this case, the company IS following the CBA. How do you ask the MEC to fight something that the company is in compliance with?