fcoolaiddrinker

Your FOM’s have to get faa approval. The company can’t just start writing anything in them. There’s also several protections in the first few pages of your contract. Read those for a better understanding. If the faa comes up with a change to a far and there’s a conflict the more restrictive applies and a negotiation has to take place for example. Having said that at f9 we have an employee handbook and the company has tried and is currently trying to expand that as it applies to sick time. Even though one of the first paragraphs states any union contract is controlling. There’s a gray area. It’s seems these guys haven’t figured out there’s a pilot shortage yet.

rickair7777

Sort of.

If the CBA addresses something specifically, the CBA is binding. Arbitrary management manuals, docs, bulletins, emails, etc cannot over-ride the CBA.

If the CBA is silent on something, most likely the "status quo" applies and management cannot make substantive changes without negotiation and a CBA update/MOU.

But the devil is in the details, your CBA likely has some sort of carve-out for general management actions... this is generally assumed to exist to allow managers to deal with little stuff, such as mandating that pilots make welcome-aboard announcements, shave before coming to work, and wear the uniform properly. Also such things as requiring pilots to enroll in direct-deposit to get paid. But there can be unexpected adverse consequences of that allowance language, an example is those was the company vaccine mandates which were implemented before the fed mandated it for all. The fed mandate, if it had stood, would probably have been allowed under force majeure or regulatory compliance clauses in the CBA but company mandates could have been prevented by specific CBA language.

So you may not have to comply with any and all arbitrary management actions, but they most likely have a CBA carve-out for the routine stuff.

fcoolaiddrinker

Another common issue not addressed in anyone’s cba that I know of is a social media policy. Most carriers have them but there’s no cba language for them (that I’m aware of). At f9 that’s employee handbook and pilots have had issues posting pics to fb drinking at a party while on a sick call. So again union contract is controlling but there’s no cba language.

Fah2

Not at B6, but I’ll wager in one of your company manuals, usually first of second chapter, there is an organizational chart from CEO on down, which shows your chief pilot as your direct supervisor.

Training dept is usually a separate branch of flight ops, so that instructor while doing training is under a different chain of command, however if they go do a line flight they answer to the chief pilot (unless it’s a training flight, then the training aspect would answer to training supervisor and operational would be chief pilot)

fcoolaiddrinker

That’s exactly how its structured at my shop.

HogEars

Good segue for the topic of "final language".

Boomer

There’s a court case out there (I don’t remember the names) that determined that where the CBA is silent, the company decides the rules.

Boomer

FOM 11.3.18 and 11.3.19. Line Pilots don’t report to their CBA. Line Pilots report to their Base Chief Pilot.

BlueJetDork

The FAA could have denied wearing a suiting jacket in March?

Please!

fcoolaiddrinker

No, they approved that when they approved your FOM initially. Or later when it was part of a revision. What exactly are you concerned about the company being able to add and get past an approval? uniforms? The original implication was the company could just add anything.