contrails

Cut the crap, Trip7.

It's not a meltdown, it's a discussion that's bringing up some great insights and a lot of concerning information.

contrails

It's actually a great collection of discussions. Some of the topics lend themselves to bickering, and there are repeat offenders, but at least they are identified by name unlike here.

Lots of good information on there, and the discussion on this very disturbing and important topic is absolutely not a "meltdown."

crewdawg

If you think ALPA is absolutely the worst thing on earth, you'll love it there.

ERflyer

The usual suspects are having a meltdown but then again they have meltdowns on a daily basis. This time however, I agree, they have legitimate concerns. Their employer has used tactics reminiscent of the former USSR. One of our pilots was forced to see a psychiatrist when she raised legitimate safety concerns and was grounded for two years in retaliation and intimidation. In contrast, she never lost her class one medical as her AME and eventually an FAA board said she was just fine.

People who know her have wide ranging opinions of her. Regardless on what side they come down on she is definitely intelligent and at least one of her safety concerns was upheld by the FAA. Front end DH time now counts as time on duty.

It’s in the news:

https://www.politico.com/story/2019/...awsuit-1510215

https://www.cnn.com/2019/06/03/polit...wer/index.html

Herkflyr

What do you mean by "front end DH time"? Deadheading at the beginning of a trip, immediately followed by flying, has always been part of a duty period.

If you are referring to positive space deviating from DH on the front end, that is a huge pandora's box (and I think what some of the angst is all about). If that is "duty" I've heard nothing of it. You'd think that would be announced in bold letters from multiple agencies. Don't most FedEx guys make a career out of deviating from DH?

badflaps

Some people just not cut out for carnival work.

notEnuf

Is there anything contractually wrong with that? Asking for a friend. Clever IMHO.

ERflyer

If you want clarification you should ask her. Sounds like she is available to answer questions.

Karlene Petitt

No Pilot Left Behind!

Introduction

My name is Karlene Petitt and I am running for MEC chairman. My effective Delta seniority date is 1997. I have flown and/or instructed for Coastal Airways, Evergreen, America West, Braniff, Guyana Airways, Tower Air, and Northwest Airlines. Type-ratings include: B777, A330, B747-400, B747-200, B757/767, B737, and B727. I have spent 21 years training pilots, was the director of training at Guyana, and have authored numerous training programs and multiple books. I am currently a B777 First Officer in Los Angeles. I live in Seattle, and hold an MBA, MHS, and I am one month away from a PhD in Aviation Safety from Embry-Riddle Aeronautical University. My passion is aviation safety and I am an advocate for the pilot.



Purpose for Running

I was removed from duty in March 2016 shortly after presenting a safety report to senior management expressing concerns that many of our current processes did not meet the FAA Safety Management System (SMS) mandate, as a result of a lack of safety culture with the following characteristics: flexible, reporting, just, informed, and learning cultures. The warning from my union representative that a Section-15 was possible if I gave this report came true. At the time I did not know that, through a section 15, Delta could ground a pilot and threaten his/her career based on unsubstantiated allegations related to mental health. I fought back by obtaining successive psychiatric reports confirming that the Company Medical Examiner’s determination was completely without merit. After two years of battle, I returned March 2018 after passing my B777 type rating.

I was able to return because, due to unfortunate necessity, I became an expert on important elements of our collective bargaining agreement and the statutes that regulate our industry. I did not listen to bad advice (which sometimes came from our own union) took control of the process, challenged the multiple contractual violations, and stood up with truth on my side.

Note: I never lost my first class medical in this process,

I am the first pilot who has returned from such a Section-15 action at our company. During this process I uncovered many concerns that I would not have otherwise known had I not been thrown down this path. We need someone in this office who has the courage and conviction to stand up for us when the company wrongs our pilots, not fearing retaliation, but doing the right thing in spite of what might happen, and one whose goal is not to use the union to pillow talk with the company in hopes of receiving a lucrative management position at a later date.

Lessons Learned and Shared:

· The company has many policies that they don’t enforce, but if they decide to remove a pilot, they consider themselves free to conduct a “lookback” and fire the pilot for those non-enforced policies. I have spoken with multiple pilots who have found themselves in this situation. How many of you have allowed a family member to borrow your log-in information to book a flight? How vulnerable are you to termination based on a Company whim?

· We are not allowed to state that we are “pilots” while off duty. Read the changes to the January FOM.

· A pilot who has an authentic mental health concern is placed into the category of Alcohol and Drug abuse, not into a medical disability category.

· A pilot who has a mental health issue will only receive two years at half pay and then they are thrown out, without employment and paycheck. We owe our pilots more than this.

· DPMA will not pay a pilot who is removed from duty for an alleged mental health issue, despite the pilot’s inability to work because the company pulled them, even if they are on disability pay.

· The pilot can be denied the right to be participate in the selection of an arbitrator who will determine his/her economic future, despite there being a strike off process available.

A strike off is the process of the parties striking off arbitrators they don’t want, one by one from a list of 13, until a selection is made.

· Advice given is not always to your best interest, and the following are important facts you should know:

1. When applying for a medical certificate, always disclose every doctor visit; especially if the company forces a mental health evaluation. Simply add the reason: Labor dispute. That’s what I did. As it turns out the FAA is aware these events take place, which is why I never lost my medical during this process. If the FAA and ALPA know, then why is this being allowed?

2. Do not believe that your case is hopeless, even if AMAS says so.

3. Do not take an unpaid leave of absence.

4. Be leery of anyone you are sent to, who is referred to as a “good friend” of a Company representative.

5. If you have any medical issue, go to the Mayo clinic. They do not have an agenda and cannot be bought, as has been proven. In my case, they were questioned by the FAA at a medical conference. Why was my case at a medical conference? One of many contract violations.

6. Be aware of any applicable statute of limitations. If your issue began due to your communication of a safety issue… calling in fatigued, challenging training that is not proper, safety report to any level of management, etc. … you only have 3 months to file an AIR 21 complaint. (Whistleblower law that will protect you).

7. Training: Did you know under AQP you are required to have:
§ Normal crew complement: Captain and First Officer.
§ Not allowed to be interrupted during the event.
§ Equipment working normally, or legally signed off in the logbook.
§ An LOE under AQP is required to replicate a real flight with normal communications.
§ A brief and debrief are both required for all training events.

8. If you know of anyone who was wrongfully terminated, please have them contact me because I am attempting to right these wrongs.

Union Strength

No pilot should be left behind, and every pilot should be able to speak out. Even the recent ALPA message from the safety forum urges us all to, “Share what you know.”

I have a current AIR 21 case in progress, in attempt right this wrong. I have my job back. They reimbursed me for average line value pay loss. But a central reason for pursuing this action is to ensure this never happens to another pilot. To give every pilot the opportunity to follow the guidelines of “if you see something, say something” without retaliation. To ensure we have union leadership that will support every pilot. Over the previous two years, the company has sent out surveys assessing culture, and numerous managers are leaving. We had our first ever safety day this year. None of this is a coincidence from the timing of this situation. However, there is much more that needs to be done.

We need leadership in the union that will not allow this type of a threat to a pilot’s career to occur. We need someone who is not afraid to speak the truth, challenge current processes, and one who is willing to stand up for others. We need leadership who can interpret and plug the holes in our contract. We need leadership that will listen to and be the voice of the membership. Someone who is not risk adverse and will ensure you get the best contract possible.

I ask for your support in allowing me to help you be the voice of your airline and fearlessly pursue the pending contract negotiations.



Sincerely


Karlene Petitt

Peoloto

“ Safety report thing”. Darn those pesky advisory circulars...

flyallnite

Quote of the day. I'm stealing this one.