Any "Latest & Greatest" about Delta?
05-30-2010 | 06:02 AM
Gets Weekends Off
Joined: Oct 2006
Posts: 1,601
Likes: 0
From: Dismayed
Since we're talking about training, why do we get paid less than the time it takes to complete a CD or for that matter, a sim period. We get 3:15 per day in training but the sims are scheduled for 4:00 with a 1:30 brief and a debrief? In other words, why are we working for free?
05-30-2010 | 07:38 AM
Gets Weekends Off
Joined: Apr 2007
Posts: 2,350
Likes: 0
From: Flying the SEC
Sailing, yep should have qualified my request. Thanks again for the pizza BTW.
05-30-2010 | 07:40 AM
Gets Weekends Off
Joined: Jan 2009
Posts: 326
Likes: 0
From: Nice while it lasted
Since we're talking about training, why do we get paid less than the time it takes to complete a CD or for that matter, a sim period. We get 3:15 per day in training but the sims are scheduled for 4:00 with a 1:30 brief and a debrief? In other words, why are we working for free?
At NWA we got 2+40 per day. The rationale was that spending a full month in training resulted in 80 hrs pay. Probably the same type of reasoning here, but you would have to ask a Negotiating Committee member why they settled on that number.
05-30-2010 | 07:42 AM
Gets Weekends Off
Joined: Apr 2007
Posts: 2,350
Likes: 0
From: Flying the SEC
Since we're talking about training, why do we get paid less than the time it takes to complete a CD or for that matter, a sim period. We get 3:15 per day in training but the sims are scheduled for 4:00 with a 1:30 brief and a debrief? In other words, why are we working for free?
Commuting so I don't have my contract with me or I'd look it up.
Thanks
05-30-2010 | 08:25 AM
Gets Weekends Off
Joined: Oct 2006
Posts: 1,601
Likes: 0
From: Dismayed
Because it's in the contract.
At NWA we got 2+40 per day. The rationale was that spending a full month in training resulted in 80 hrs pay. Probably the same type of reasoning here, but you would have to ask a Negotiating Committee member why they settled on that number.
At NWA we got 2+40 per day. The rationale was that spending a full month in training resulted in 80 hrs pay. Probably the same type of reasoning here, but you would have to ask a Negotiating Committee member why they settled on that number.
05-30-2010 | 09:00 AM
Gets Weekends Off
Joined: Feb 2008
Posts: 20,877
Likes: 194
05-30-2010 | 09:06 AM
Gets Weekends Off
Joined: Feb 2008
Posts: 397
Likes: 0
From: 7ERB, no M88, no 7ER, no A320, NEXT!
anyone else have trouble getting to the DALPA MEC forums?
05-30-2010 | 09:47 AM
Can't abide NAI
Joined: Jun 2007
Posts: 12,078
Likes: 15
From: Douglas Aerospace post production Flight Test & Work Around Engineering bulletin dissembler
Saving it ....
05-30-2010 | 10:07 AM
Gets Weekends Off
Joined: Oct 2006
Posts: 1,601
Likes: 0
From: Dismayed
05-30-2010 | 10:26 AM
Gets Weekends Off
Joined: Apr 2008
Posts: 1,619
Likes: 0
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
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
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.
Thread
Thread Starter
Forum
Replies
Last Post
