AT/SWA SLI Question
06-20-2011, 06:24 PM
#11
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Originally Posted by flysail
after that than SW will decide IF they will even IMPLEMENT said list good luck with that!!!
I thought both parties have already agreed to be bound by the arbitrator's decision. Can they not implement it after they did a process agreement. That seems like BS to me...
06-21-2011, 04:51 AM
#12
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Originally Posted by bull
I thought both parties have already agreed to be bound by the arbitrator's decision. Can they not implement it after they did a process agreement. That seems like BS to me...
06-21-2011, 12:27 PM
#14
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Originally Posted by bull
I thought both parties have already agreed to be bound by the arbitrator's decision. Can they not implement it after they did a process agreement. That seems like BS to me...
A binding arbitration decision dictates how the lists will be integrated - not that they will.
Using a hypothetical example, the CEO of the acquiring airline feels that the arbitrated award will cause too much pain to the current employees. He then chooses to shift the assets (A/C) of the smaller acquired airline to the larger, and dismantle what wasn't needed in the first place. He has then done 3 very important things: preserved the culture of his airline, gained assets and eliminated a competitor.
Ya know, just speaking hypothetically.
06-21-2011, 01:10 PM
#15
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Joined APC: Jan 2009
Posts: 13
GK already stated that they are merging
the operations.
If he doesn't, the SW shareholders will
sue, and he will be out and SW could
lose millions maybe billions of dollars.
Some of you guys need to "Get Real"
If it goes to arbitration, it will be binding.
the operations.
If he doesn't, the SW shareholders will
sue, and he will be out and SW could
lose millions maybe billions of dollars.
Some of you guys need to "Get Real"
If it goes to arbitration, it will be binding.
06-21-2011, 01:38 PM
#17
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Not to mention the AT pilots have a scope section. You can't just take the flying. That is why there has been no shift of flying to any great degree at USAIR. They have not been able to get a joint contract. I would bet that like Delta/NWA a joint contract is complete long before the arbitrator makes his award. The award will go into effect in that case and there is nothing that can be done to stop it..
06-21-2011, 01:51 PM
#18
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Originally Posted by JDFlyer
. . . . . it ain't going to arbitration. 
06-21-2011, 02:07 PM
#19
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Posts: 735
I tried...
It's going to arbitration.
Both the SWAPA CBA and the AT CBA require that the lists be integrated.
A few lessons have been learned since the USAir debacle. The 4-party process agreement binds the individual pilots instead of a bargaining unit. i.e., no DFR lawsuits on either side.
No one knows the criteria that will be used by our 3 member panel.
It's going to arbitration.
Both the SWAPA CBA and the AT CBA require that the lists be integrated.
A few lessons have been learned since the USAir debacle. The 4-party process agreement binds the individual pilots instead of a bargaining unit. i.e., no DFR lawsuits on either side.
No one knows the criteria that will be used by our 3 member panel.
06-21-2011, 05:16 PM
#20
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Joined APC: Oct 2009
Posts: 224
Originally Posted by 4th Level
A very important distinction to remember;
A binding arbitration decision dictates how the lists will be integrated - not that they will.
Using a hypothetical example, the CEO of the acquiring airline feels that the arbitrated award will cause too much pain to the current employees. He then chooses to shift the assets (A/C) of the smaller acquired airline to the larger, and dismantle what wasn't needed in the first place. He has then done 3 very important things: preserved the culture of his airline, gained assets and eliminated a competitor.
Ya know, just speaking hypothetically.
A binding arbitration decision dictates how the lists will be integrated - not that they will.
Using a hypothetical example, the CEO of the acquiring airline feels that the arbitrated award will cause too much pain to the current employees. He then chooses to shift the assets (A/C) of the smaller acquired airline to the larger, and dismantle what wasn't needed in the first place. He has then done 3 very important things: preserved the culture of his airline, gained assets and eliminated a competitor.
Ya know, just speaking hypothetically.
Here's a little blast from the past for you. Keep your own words in mind when you hypothesize;
"There was no "caring" from SWA - it was business -and that is the way it was. The sooner you realize, while SWA is a fantastic place to work, it really is just business, the better (imo). Gary (or Herb) isn't your dad and this isn't a "family" - it's a business and we are hourly employee's." 4th Level.
You not getting what you want, does not equate to 'destroying a culture'. It equates to grown men and women acting like a four year old who didn't get the other kids ice cream.
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