Well I did and that’s why I am asking. Reading the CBA or the RLA does nothing to tell me where we are at in our grievance process for which violation. If we have a limited number of arbitrations than which grievances are up for arbitration first? Do we chose by date, number of violations, or by pain caused by the violation? As I understand one of the grievances has already made it to arbitration around sept. that covers around 500 grievances. Well? Did we win?

 

Normally after the actual arbitration hearing the arbitrator takes all the evidence/testimony and spends several weeks to make a ruling. A decision is almost never made that day. After his/her ruling there’s now some back and forth on a remedy based on the ruling. I’m guessing a ruling and/or remedy has not been made on that particular arbitration yet. If the company ignores the arbitrator’s ruling that’s when a lawsuit can be filed.

 

We’re going to be looking to streamline the process in our next agreement. That was done to some extent in this agreement. Apparently not enough.

 

I’m for it

 

Are you using a VPN? I thought the same thing until I realized it was my VPN that was somehow flagging my posts.

 

I sure hope so. Having the company just ghost us on serious contract violations time and time again is absolutely unacceptable.

 

A great place to start would be to ask the grievance committee or your local reps those kinds of questions. The MEC decides which grievances to put forward to arbitration first. What criteria they use is something only they can answer.

 

“Pilots of Frontier Airlines, Inc. shall participate in any Discretionary Bonus Program on the same terms and conditions of other non-management employees.”

Long time listener, first time caller here who is a lawyer but with no knowledge of this industry and who recently applied to F9 as an RTP applicant.

Discretionary Bonus Program. How is this defined? The original poster, monkey brains, of the above clause indicated that new hires in ground school were “demanded” by F9 to agree to the bonus. Was continued training and employment with F9 contingent on agreeing to the bonus?

“Other non-management employees.” How is this defined? I’m assuming this definition is limited to employees who are not in managerial roles as opposed to employees who are not hired by and/or under the control of corporate management. If the former, would this mean that a discretionary bonus offered to non-managment FA’s, flight ops, maintenance employees would have to be made available to pilots as well?

Aside from the pilots in training who were given the bonus “demand” and who were likely employees at the time of the demand, I think the issue whether giving discretionary bonuses to applicant pilots violates the contract hinges on when the bonus is given and when an applicant becomes an employee.

 

No way man, APC is the way to go for this information. Why bother going to the source? I'm probably not going to like what they have to say anyway.

 

Update?