Recent FedEx meet/greet anyone?

[Resume Writer]

So where can you find info on the type of questions and answers HR people are looking for.

You can do an internet search on "behavioral interviews." There are also books available at your local bookstore that cover these topics. However, these sources are going to be very general in nature.

I just attended a Resume Writer and Career Coach conference in SFO. One of the topics was on interviewing techniques from a coach perspective. While I thought some of the information was valuable, it did not really address all the "corners" that job seekers could get backed into - which I think that every career/interview coach should understand. The woman conducting the presentation has written a good "general knowledge" book for jobseekers, called "Boost Your Interview IQ." You can probably pick it up on Amazon.com

 

[Echopapa]

If its illegal then it should stop. We do need to talk about it so that we can approach our union legal department and at a minimum send a cease and desist letter. That way the word will get out to "rouge" managers.

How do you prove it?

Easy...have a few pilots who interviewed and are already on property file a grievence. Since they already interviewed and are already on board (preferably over one year..off probation) there is nothing to lose. In fact you gain some protection by filing a grivence since the company will go out of its way to ensure you are not fired so that it won't look like retaliation.

Testimony is evidence. If you have more than one person testify to the same or similar occurance then it leds more credibility. There is absolutely no need for tape recordings. Rape allegations are tried and convicted everyday based only on the testimony of one victim.

My point is this...if they are asking the question during an interview then its important. They wouldn't ask it if it wasn't a basis for their decision.

The reason I asked if this was really happening was becuase I wasn't asked anything like this during my interview.

I certainly don't recommend that anyone confront the interviewer during the interview....but....after you are hired and and property, or if you are not hired, then approach the subject.

Sorry for the long post...if you have encountered this question I ask that you contact the Union legal department. This is exactly why we pay dues.

 

[Rez O. Lewshun]

If its illegal then it should stop. We do need to talk about it so that we can approach our union legal department and at a minimum send a cease and desist letter. That way the word will get out to "rouge" managers.

How do you prove it?

Easy...have a few pilots who interviewed and are already on property file a grievence. Since they already interviewed and are already on board (preferably over one year..off probation) there is nothing to lose. In fact you gain some protection by filing a grivence since the company will go out of its way to ensure you are not fired so that it won't look like retaliation.

Testimony is evidence. If you have more than one person testify to the same or similar occurance then it leds more credibility. There is absolutely no need for tape recordings. Rape allegations are tried and convicted everyday based only on the testimony of one victim.

My point is this...if they are asking the question during an interview then its important. They wouldn't ask it if it wasn't a basis for their decision.

The reason I asked if this was really happening was becuase I wasn't asked anything like this during my interview.

I certainly don't recommend that anyone confront the interviewer during the interview....but....after you are hired and and property, or if you are not hired, then approach the subject.

Sorry for the long post...if you have encountered this question I ask that you contact the Union legal department. This is exactly why we pay dues.

ugh....... no.

Where in the contract is there language concerning agreements on interview requirements. Only with a CBA section to reference can you begin to file a grievance...

Unions and Air Line Pilots don't run airlines! Including the hiring!

Seems to me, interviews are like life... sometimes it isn't fair. The trick is... can you deal with it and come out clean (or hired ) on the otherside....

Good luck!

 

[AlbieF15]

EP...contact your mil affairs chairman. This has been noted and done. Details from them...but not here in this forum.

You can look me up in VIPS and call if you'd like--I'll vector you to the mil affairs rep--or just go to the ALPA board and look the guy up.

 

[Quiet Flight]

ACLU would love this thread. I'd just sack up and deal.

Interview stuck to the pre-printed script. I was asked the following in my M&G:

"Why you instead of the 11k others?"

"How'd you get to this point?/Tell me about yourself."

"How do you know (sponsor)?"

"You a football fan?"

In/out 40 mins. Easy day.

 

[1st Overnite]

I didn't get a first hand experience of 'the fun' myself but ask someone that went threw a United interview years back during their hiring boom. They were hiring maybe 1 out of every 4 interviewed and most candidates left the interview ready to go postal on someone. I've heard some crazy stories.

Now, compare that with the FedEx process and you'll be pleasantly surprised. Yes, the process can be frustrating but is dignified and respectable. You will leave the interview feeling you did the best you could do and feel like you will get a fair shot at getting hired. Not everyone does but at least you don't get raked across the coals during the process.

I agree it is probably better than United in their heyday, but I have been trying to schedule a meet-and-greet for 6 months. This last time, I called from 745am MEM time until 1100am. Left the message about 815am and got no response. I felt as if I was calling in for a radio prize and kept getting the busy signal. I'm just frusterated that I have done everything, except go to MEM and wait in line with the other 35 pilots on opening day of scheduling season, to schedule a meet and greet.

 

[Resume Writer]

If its illegal then it should stop. We do need to talk about it so that we can approach our union legal department and at a minimum send a cease and desist letter. That way the word will get out to "rouge" managers.

How do you prove it?

Easy...have a few pilots who interviewed and are already on property file a grievence. Since they already interviewed and are already on board (preferably over one year..off probation) there is nothing to lose. In fact you gain some protection by filing a grivence since the company will go out of its way to ensure you are not fired so that it won't look like retaliation.

Testimony is evidence. If you have more than one person testify to the same or similar occurance then it leds more credibility. There is absolutely no need for tape recordings. Rape allegations are tried and convicted everyday based only on the testimony of one victim.

My point is this...if they are asking the question during an interview then its important. They wouldn't ask it if it wasn't a basis for their decision.

The reason I asked if this was really happening was becuase I wasn't asked anything like this during my interview.

I certainly don't recommend that anyone confront the interviewer during the interview....but....after you are hired and and property, or if you are not hired, then approach the subject.

Sorry for the long post...if you have encountered this question I ask that you contact the Union legal department. This is exactly why we pay dues.

I am not sure that I would suggest that anyone try to sue over this or make a huge deal with union reps about it. This is a very small industry and that person (or people, if several decide to make an issue) would have their names all over the place.

As for believing that the union will protect your job - think again. If you become enough of a thorn in management's side, they will find a way to make your life miserable or fire you. We had a Captain at my old airline become very vocal about certain issues. They found a way to fire him. It took three years to get his job back without back pay. We were an ALPA carrier as well.

Understand that management will take a gamble in firing you. It is like a roll of the dice to them, and they will take pleasure in making an example out of you to keep the troops in line. I have seen it happen so many times at different airlines.

We had a guy who was organizing the union for the ramp agents. They did not go after him, but went after his wife who was a flight attendant. They said she failed a drug test. The FAs were union. It took another three years to get her job back, however she did get back pay, which is very rare because an arbitrator does not expect you to do nothing to mitigate your circumstances while you are not at the airline.

We had two FAs fired for supposedly stealing headset money. They decided not to fight it. Another FA I know has been waiting three years to get his job back because the company said he was one minute late to board the airplane. All unionized employees - so do not think they won't fire you.

I am just providing these examples of real life situations - all of which happened to union employees. Do I think it is right? Not a chance. But I would sure proceed with caution.

 

[Echopapa]

Where in the contract is there language concerning agreements on interview requirements. Only with a CBA section to reference can you begin to file a grievance..

I don't agree about having to be a contractual issue to have the Union involved.

There is nothing in our contract that prevents the company from killing crew members that block out late....but they still can't do it...its illegal.

If it is in fact against federal labor laws (and I"m not sure it is) to pre-screen against union membership then it should be addressed by the organization that has most to loose by that illegal behavior..our union.

As far as being fired...I see things completely different. Not all companies are the same...but what I have seen here is that if you file a complaint you actually are more protected from arbitrary firing...in this case you have a case to make for retaliation and the company knows that.

 

[Rez O. Lewshun]

As for believing that the union will protect your job - think again. If you become enough of a thorn in management's side, they will find a way to make your life miserable or fire you. We had a Captain at my old airline become very vocal about certain issues. They found a way to fire him. It took three years to get his job back without back pay. We were an ALPA carrier as well.

So did the union protect his job or not? I am confused. Oh, you want instanteous gratifiaction in the legal system...... Maybe a drive thru court system. Order a #3 combo legal special....suprsize!

Maybe you shouldn't a thorn is managements side. Don't take that the wrong way... It is all political. And one has to learn to choose his battles and realize what he can win and can't, even if he is right....

This is all about the life isn't fair...something mama should of taught along time ago.

 

[Rez O. Lewshun]

I don't agree about having to be a contractual issue to have the Union involved. .

You don't have to agree. However, the way the grievance process works is, a pilot must cite a contractual section that was violated. This is elementry and fundamental.

There is nothing in our contract that prevents the company from killing crew members that block out late....but they still can't do it...its illegal..

Right, but state and/or FED law would be involved. Unions lawyers aren't criminal lawyers or DAs

If it is in fact against federal labor laws (and I"m not sure it is) to pre-screen against union membership then it should be addressed by the organization that has most to loose by that illegal behavior..our union..

Again, unions don't represent potential members. They only represent active members. If applicants can gain the resource of the union simply by interviewing, the union wouldn't be a union. It would be the ACLU, which many would argue is the same anyway....

What you really need is labor lawyer. Becuase this type of issue really isn't union specific, although the question in question is.... There are many illegal questions that can't be asked and yet still are.... Should the union represent applicants for gender questions? Or is that for the NOW? What about guard/reserve questions? Should the DOD handle that? What about politcal questions? Are you a memeber of the DNC cause we are all GWB men here. A DNC lawyer or should the union represent....

As far as being fired...I see things completely different. Not all companies are the same...but what I have seen here is that if you file a complaint you actually are more protected from arbitrary firing...in this case you have a case to make for retaliation and the company knows that.

I guess where we disagree is with whom to file the complaint....

I say F. Lee Bailey....

 

[Resume Writer]

So did the union protect his job or not? I am confused. Oh, you want instanteous gratifiaction in the legal system...... Maybe a drive thru court system. Order a #3 combo legal special....suprsize!

Maybe you shouldn't a thorn is managements side. Don't take that the wrong way... It is all political. And one has to learn to choose his battles and realize what he can win and can't, even if he is right....

This is all about the life isn't fair...something mama should of taught along time ago.

My point was that union or not, he still lost his job for a period of three years and never received back pay. Three years is a long time at his rate of pay since he was very senior. Do I think that things happen right away in the union grievance system? Nope. I am just saying that if people decide to take this route, they need to think of the consequences they might face.

 

[Don Q]

I thought the threat read: "FedEx meet/greet anyone?

Going back to the main topic, Does anyone knows what kind of questions they are asking on the meet & greets?

Thanks...

 

[Quiet Flight]

read post #25.

 

[malterf15]

Any idea of how long ago people who are interviewing now had they're M&G? Is the average time decreasing? Is the interviewing rate being affected by the Bid/training dates?
Anybody with M&Gs at ANC get an interview call recently?

Cheers!

 

[Rez O. Lewshun]

My point was that union or not, he still lost his job for a period of three years and never received back pay. Three years is a long time at his rate of pay since he was very senior. Do I think that things happen right away in the union grievance system? Nope. I am just saying that if people decide to take this route, they need to think of the consequences they might face.

And my point is you are clearly anti union. You have bashed ALPA staff salaries in the past without merit and a proper understanding of how the system works. Your post on this thread is clearly anti union. But now that you have sandbagged, I really don't see the issue with unions in your posts on this thread....

 

[Resume Writer]

And my point is you are clearly anti union. You have bashed ALPA staff salaries in the past without merit and a proper understanding of how the system works. Your post on this thread is clearly anti union. But now that you have sandbagged, I really don't see the issue with unions in your posts on this thread....

What are you talking about? I was a union employee for seven years. As for how the system works, trust me, I have personal experience. I sat on the Local LEC for two years when the union first came on property as the Newsletter Producer, before there was a formal communications committee.

My post is not anti-union - it is about using common sense. When have I bashed ALPA staff salaries? Help me out here....

 

[Ace McCoy]

Any idea of how long ago people who are interviewing now had they're M&G? Is the average time decreasing? Is the interviewing rate being affected by the Bid/training dates?
Anybody with M&Gs at ANC get an interview call recently?

Cheers!

Did my M&G in MEM in the first week of April. Still no word. I hear it should at least be 2 months so I'm not expecting anything til at least June.

 

[Falconjet]

Did my M&G in MEM in the first week of April. Still no word. I hear it should at least be 2 months so I'm not expecting anything til at least June.

Don't hold your breath on the 2 month deal either. It could take several. The process is so convoluted that it is backed up pretty good.

Maybe it will happen quicker, but I would be ready to wait patiently through the summer.

Good luck.

FJ

 

[Rez O. Lewshun]

What are you talking about? I was a union employee for seven years. As for how the system works, trust me, I have personal experience. I sat on the Local LEC for two years when the union first came on property as the Newsletter Producer, before there was a formal communications committee.

My post is not anti-union - it is about using common sense. When have I bashed ALPA staff salaries? Help me out here....

http://forums.flightinfo.com/showthread.php?t=53627


On 05-04-2005 at 23:21 you wrote.....

I think this is unreal! There really is not a lot line pilots can do except vote out a union, which is a huge task and will never happen.

I just got done doing a resume for a Vice President of Tax for a $1 billion company. He has his J.D., his Legal Letters Masters, and was recruited to a company to figure out the best way to merge the company with another without huge tax implications. He has to abide by Sarbanes-Oxley legislation for reporting (part of the trickle done from the Enron scandal) or can be indicted, had to perform due diligence on the merging company - it goes on with the amount of responsibility he has in his current job.

Wanna know his salary? $190,000 a year.

Yet, there are titles on that ALPA list that one could never decipher what they do.

Perhaps an answer to this would be for the membership as a whole to have these individuals justify their salary. Maybe there could be a movement to pay them based upon performance. (I know, a novel concept)

If you all want things to change, then you need to organize the membership. Get petitions signed - do whatever is necessary. It might take some time, but it probably could be done.

JMHO,
Kathy

Twelve hours later on 05-05-2005 at 11:11 you wrote.....

Now, first let me state that I am VERY well-versed in salaries. I have worked with executives in my business for 18 years. I can assure you that I have not come across ONE Director of HR that makes $183k per year that directs the HR efforts of about 200-500 people (taking a guess at the total staff of ALPA).

Typical salary range for this position is anywhere from about $90k - $145k depending on location. Remember, these are individuals directing the hiring, benefits and compensation for multi-billion dollar corporations with THOUSANDS of employees.

On to the "Sr. Contract Administrators." Now, I understand that there are probably many of these for every airline ALPA represents. However, what do they do? Once a contract is ratified, the people dealing with the grievances are usually the Grievance Chairs at the MEC or LEC level. What exactly are they "administrating?" If there are legal problems as a result of those grievances, then the attorneys are called in.

Then, let's look at all the attorneys. My favorite is the "supervisor legal" and then "legal supervisor." Is there a difference in job titles? Exactly why does ALPA need all these lawyers? Believe me, I understand the need for attorneys to represent all of the different airlines. But the salaries are very high. I gave the example last night of the VP of Tax for a $1 billion corporation. Want to know how many "assistants" he had? He has ONE attorney under him and a paralegal!! Believe me, there are a lot more "ramifications" to him dealing with corporate taxation then there are to the ALPA attorneys.

What exactly is a Dir Representative? It must be an important job, because they sure are paid a tidy sum!

I am not here to start a war with you, Rez, but give me a break! How many pilots have lost their pensions? Where were the attorneys and contract administrators then?

I think the pilots need to get together and hire an outside consultant, just like corporations do, to perform a "position audit" and recommend cutting positions that are redundant or to "right-size" the salaries. Some of these people make more money than airline CEOs.

Stepping off my soap box now....

Kathy

When it comes down to me trying to make it in this industry, ALPA, for all its faults, is all I got. No one else is intrested in whether I succeed let alone prosper. My wife may not be perfect and neither are my kids, but they are mine. So is my union. Instead of whining about ALPA I do my best to make it better, whether that is passive or active. It is a shame that you trash ALPA after you were a union employee for seven years and did LEC work. Your posts are insulting.....

 

[reddog]

Fedex Meet and Greet Info

Since this thread started out about Fedex Meet and Greets...

I recently spoke to one of the ACPs and inquired about the current M&G process. He told me that they are currently retooling it. Last time they opened the "window" there were so many phone calls and guys standing in line that it was unmanageable. According to this ACP, the new process will kick in in about two months. It will involve a longer window to get your package to the ACP and some sort of review process to decide who actually gets a face to face meeting. No M&G's until then. Of course, I suppose people very close to senior personnel in the ACP office will always be able to get some face time. This ACP also told me that the pool contained around 200 guys which should satisfy hiring requirements through the end of the year.

For what it's worth...