Would you mind providing a reference? Granted, I am not a cover-to-cover reader by any stretch, but I do not recall seeing any mention of this in any of the emails I receive from NGAUS.

 

Here is my question; the whole intent of USERRA is to prevent discrimination against members of the military, isn't it? Meaning, a company cannot treat their military members any different than how they treat non military members. The company has a SPECIFIC policy in the FOM that states that military members may not do X, Y and Z. One of those being we cannot conduct any type of military activity while on duty, reserve or overnight. If I want to sit in my layover room and do a CBT, apparently, the company says I cannot. If I'm on reserve and I want to go up to the base to do a class while keeping my phone on and my availability open to an assignment, I cannot.

Having not read the entire FOM, is there a policy that says an individual may not conduct any outside business what so ever while on duty with Delta? What about the Captains I fly with that have their construction businesses or aircraft sale businesses going on the side and they take a phone call between flights or on an overnight? Is that allowed?

If it is, wouldn't it stand to say that because they are allowed to do this and military members are not allowed, even if still being available to company, that military members are being discriminated against?

I understand the companies intent of verifying MLOA because there are some real morons out there. But, what are the ground rules here? I often take a day before and after drill to allow commuting and to protect rest but there will be no pay stub showing I conducted military work on that day, it was just a travel and or rest day for me. How far can they take this and how far will we let them take it?

 

Well said. I think it's time for some LEC resolutions to make headway on these issues. I don't get the sense that ALPA is interested in addressing the issue without a kick in the pants. No sense accepting discriminatory company policy, and we shouldn't each be fighting this / interpreting this as individuals. Frankly, being military-friendly in an increasingly sparse "tier 1 candidate" environment only makes sense for the company too.

 

My guess would be the appropriate party to address this issue would be the United States Government. Complain to the appropriate party at your unit. They will have a lot more pull than DALPA.

 

I bet if they came to the table with enough money/QOL, some (if not most) MLOA problems would fix themselves.

 

No, no, and no.....

Don't you all realize it is our obligation to address managements needs?

sheesh, isn't their job thankless and unrewarding enough?

 

It all sounds familiar. We are "not staffed properly because of sick leave abusers, new hire resignations and now MLOA abusers".

 

Can somebody provide a reference to any policy that Delta has put out regarding MLOA. The blurb cited by LOBO above is the only thing I can find, and it doesn't even specifically prohibit doing military duty while on rest or overnight.

 

I think that's the problem. The way it sounds, it's in the companies hands to interpret how they see fit.

 

http://www.rand.org/pubs/research_reports/RR1412.html

Page 27. Here's the money quote, imo:


"The airlines are especially interested in obtaining a USERRA policy clarification letter from Air Force leadership for airline pilot ARC members; the Total Force Aircrew Management (TFAM) office within Headquarters Air Force/Operations, Plans and Requirements (HAF/A3) is developing such a letter. We recommend completing this activity because it is relatively low effort and will address a current airline concern, thus building good will for future collaboration."