Rocco,

You may not want to stand up for yourself or the rest of the crew force, but for the rest of us, an ASAP is the most important thing we can do to fix this problem.

We are required to complete an LMS this quarter, that stipulates all the reasons we must call in sick. Then the company pushes us to not follow the requirements.

It's time to collectively pull up our big boy (girl) pants, fill out the required safety violation report, and move on.

 

Based on his post history, Rocco is a UPS pilot.

 

Thanks, I guess I don't spend enough time on this board.

I still think an ASAP is the way to go.

 

I dont agree with the sick use policy your company seems to be enforcing. I agree with you on that.

I'm not sure how your ERC will respond to an ASAP report over sick calls. That is all I was saying.

 

Two of the three parties on the ERC should welcome it

Here's the programs stated purpose direct from the FAA website:

"The goal of the Aviation Safety Action Program (ASAP) is to enhance aviation safety through the prevention of accidents and incidents.

Its focus is to encourage voluntary reporting of safety issues and events that come to the attention of employees of certain certificate holders.

To encourage an employee to voluntarily report safety issues even though they may involve an alleged violation of Title 14 of the Code of Federal Regulations (14 CFR), enforcement-related incentives have been designed into the program.

An ASAP is based on a safety partnership that will include the Federal Aviation Administration (FAA) and the certificate holder, and may include any third party such as the employee's labor organization."

 

I understand how the ASAP program works I believe. Your FAA representative would be the wild card here.

Like I said. I don't agree with your companies sick policy. It runs counter to the intent of such a policy.

 

Settled Law allows employers to request documentation for sick leave.

Our contract has had verbiage allowing Mgt to request documentation for sick leave under certain circumstances (and every use of Disability)

Over the past 3 years, I've used about 25 hours a year, with no note requested since the change of administration (prior to the SL settlement)

During the rein of terror (2013), I submitted 4 notes. Wound up staying sick an extra 4 days during peak until I could get into my Doc's office to ask him to generate a note--oh well.

None of Managements actions have altered how I utilize my sick leave. If I don't feel capable of safely flying the trip because of a health issue, then I call in sick.

Maybe next contract we should advocate for PTO instead of SL. But I don't know how that would impact the excess disability tax deferred payments many people take advantage of.

Maybe a mix of PTO and SL, with the requirement that PTO can't be utilized during certain periods of time without FC approval

 

We should get holiday pay as well.

The junior guys that have to work on holidays should be fairly compensated.

Of course, then holidays might go more senior...

Teachers get personal leave days, and we should as well.

 

Trigg,

Just curious how this turned out? Did the Company ever accept your sick note?

 

Got the letter with a sufficient describition of medical care for the PAC folks. Insite closed