New Military Service Guidelines
Sep 22, 2017 • Joint Communication
After almost 2 years of work, we are ready to release the “FedEx Military Service Guidelines and Procedures for Crewmember” handbook. This new reference tool will be invaluable to our crewmembers who proudly continue to serve our country in the Guard or Reserves.

I'm surprised the company just didn't add this to our FOM as Appendix T.

 

The Uniformed Services Employment and Reemployment Rights Act of 1994


Did they change that recently?


Appendix T, or addition to the How To Get Fired Appendix?



What I did NOT read was, "... with the cooperation of ALPA's Military Affairs Committee ..."

Peak must be upon us.






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The Company, with crucial input from the Association, developed this new reference tool to assist our crewmembers who proudly continue to serve our country in the Guard or Reserves.

It was important to the Company and the Association that both parties could mutually support and approve the contents of the guidebook, and that goal has been achieved.

 

Just playing devils advocate...

(Without reading it yet):

What could this guide provide that reading USERRA wouldn't? I've read USERRA and it's not a complicated document.

 

Thank you. That's encouraging, even as it makes it obvious that I didn't bother to click the link to read the entire article. Being cynical is usually a safe bet, but I'll try to remember next time to reserve judgment until I've read past the headline.




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The guideline actually states 'The Company prefers a Leave and Earning statement' as proof for documentation for Long Term Period mil service.

 

The company at one time would pay you for your trips if you had military leave conflict. That all went away with the smart guy that was creating false orders and submitting them to the company. As a former commander and twenty plus years at FedEx, I have seen leave abuse by some military pilots, and unfortunately that's when the guidelines, suggestions, recommendations, etc by the company start popping up. USERRA is a law, but thinking you will always win a discrimination or harassment case against an employer with it is false. Protect your job, protect your country, they both can be done with integrity.

 

Certainly and integrity is a two way street, to your knowledge has the company ever tried to fudge the rules in their favor?

 

Nailed it!! I'll give an undeniable example... Extra Pay Provisions. The company knows exactly what pay is owed to the employees, yet requires us to submit a 'request' for extra pay owed to us. Why? If we do not catch the fact that we are owed extra pay and do not submit the request, the company gets away from paying compensation that is owed!

Some companies pay the difference in salary and compensation to while the employees are on military duty.

I don't know what is going on here. But things have definitely changed over the past year here at FDX. With YES voters acknowledging CBA 2015 wasn't such a good deal (now that CBA 2015 is in implementation and the realities are apparent), pushing out Appendix S, all the letters coming out from management, actions taken without union knowledge, and now this military message, makes me wonder what is next for us!

What is the next erosion???

 

Ditto.

4A2b implementation
Accepted fares
757 FO passover pay
Lie flat seating
A380/B777 pay rates
HKG FDA firings
Age 65 bid cancellation
Attack on sick call usage
Hotel standby for R24
Change to health care copays
...(insert grievance here)