Rogue5
Adult Swim junkie
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This morning the UPA organizing committee met and unanimously agreed to move forward with our plans to petition the National Mediation Board (NMB). We have selected February 4th as our petition date. This meeting was conducted as a conference call. In attendance were the UPA organizing committee members, two non-member pilot supporters, Mr. Charles Harris from the Harris & Collins law firm, Mr. Ron Rindfleich from ALPA national, Bruce and Marty from ALPA legal, Capt JC Lawson, Comair's MEC (who spoke on behalf of Comair and ASA) and Mr. Phil Comstock of the Wilson Center for public research.
All concerns regarding the timing of our petition were discussed and the following is the general consensus of those that were involved. The final decision was left to the organizing committee members. Our decision was based upon an informal vote made at the conclusion of the meeting.
1. It was determined that we have more to loose than gain by delaying the petition. The interest cards will begin to expire after February 2nd. If we were to delay petitioning much beyond that date, we would likely have to start again from scratch with our campaign and card collecting efforts. Many pilots have donatedmoney and time and are counting on us to petition so a vote can occur. We have a moral obligation to these pilots to see to it that their efforts were not made in vain. A delay in petitioning will result in an immediate compromise of our credibility and resolve in advancing and protecting the collective interests of our pilot group.
2. Our company's senior management has masterminded the tactic of stymieing union drives by selling hope to our pilots. They have a track record of making promises to this pilot group that never materialize. They will never take us seriously unless we take action and equip ourselves with the necessary resources to hold them accountable, protect our <a href="http://get-certified.net?go=employment" onmouseover="window.status = 'goto: employment';return 1" onmouseout="window.status=''">employment</a> with an enforceable contract and legally-recognized representation. Only then can we effectively negotiate a contract from a position of strength, unity, knowledge and true accountability.
3. There are rumors that senior management began talks with SAPA to 'sweeten the deal' on our 18 month TA, only to halt those talks later, ostensibly due to UPA organizing activities. SAPA representatives apparently raised the issue that any attempt by the company to alter our working conditions or compensation after being reasonably notified of this union drive might result in some legal fallout against the company. SAPA representatives did so while claiming that this was merely a personal opinion, and not meant to imply an official, SAPA position. The company is now apparently using this as an excuse to halt all talks with SAPA regarding the proposed inclusion of the pilot group in a new bonus plan, as well as increased pay rates for the CRJ-70. We feel that this is likely another attempt by the company to dissuade pilots from supporting UPA by attempting to convince everyone that doing so could result in the loss of extra pay or exclusion from a bonus plan. As it now stands, this pilot group has absolutely no guarantees that any of this will occur if UPA decided against petitioning the NMB. In addition, if senior management is sincere in their desire to be fair to our pilots and include us in the 2003 earnings spoils, it is certainly free and welcome to act to this end at any time. UPA will never protest any action by the company that benefits our pilots. It would benefit the company to proceed with these compensation talks and do something now (even if it were to mean tossing the pilot group a bone) and conduct business as usual rather than continue the unfortunate practice of making empty promises.
4. As an illustration, if the company were to give each of us $10.00 per hour pay raise, they would be free to take it away in the future without our consent since we do not have a legally binding and enforceable work contract. Recently, each of us have been asked to sign and return the blue employee handbook receipt forms. These forms do nothing more than reiterate the fact that the company reserves the right to change anything they wish regarding our benefits, compensation and work rules. Our current arrangement does not require prior consultation with the pilot group. The company's only obligation is simply to notify us of any changes they see fit to make. There is no mention of SAPA being notified of any potential changes or attempting to obtain input from any employee committees. When SAPA or any other employee committee is consulted, it occurs purely at the discretion of our management. The blue employee handbook form also reaffirms our status as at-will employees, implying that any of us may have our jobs terminated for any cause at any time. We need to protect our existing agreement now by certifying UPA.
5. The pilots at United, Comair, ASA, SouthWest, American and ACA, have officially stated their support for the certification
efforts of our pilots at SkyWest. I must emphasize that none of them seeks to have a chapter or their respective labor organization created at SkyWest. Rather, each stressed the importance of all airline pilots speaking with a unified voice, regardless of which certified pilot's association may represent them, on issues that affect us all. Pilots from both ASA and Comair have offered to talk with any SkyWest pilot that may have questions or reservations about joining a union. In addition, we will soon consult with DALPA. Currently, DALPA is busy with pay concession issues, but they too have expressed a desire to see our pilots organized and represented by a collective bargaining agreement.
6. Pilots that are relatively new to our company and the airline industry may not feel impressed to support the UPA organizing
effort. Many among this group may be simply grateful and relieved to have finally arrived at an airline job. All of us remember and share this sentiment. It is truly great to be here at SkyWest, our airline of choice. Some of our newer pilots may feel that pursuing certification may be akin to rocking the boat, or biting the proverbial hand that feeds them. This approach is
understandable, and seemingly wise on the face of it. Each of us may be more concerned with where the next meal, <a href="http://get-data.net?go=mortgage" onmouseover="window.status = 'goto: mortgage';return 1" onmouseout="window.status=''">mortgage</a> or student <a href="http://get-faster.com?go=loan" onmouseover="window.status = 'goto: loan';return 1" onmouseout="window.status=''">loan</a> payment will come from, rather than focusing on the seemingly nebulous, 'what-if' issues of job security and work rules. As tenure with the company increases, however, these longer-term issues tend to gain importance and loom larger on the horizon. Many, if not all of us, hold or at one time held the desire to move on from SkyWest in favor of one of the major airlines. This is a commendable aspiration. What is it though about the majors, besides the allure of higher pay and operating larger equipment, that makes the prospect of working there so desirable? A higher level of professionalism? Perhaps. A greater sense of occupational maturity? Possibly. A more secure and rational set of job benefits? Maybe. Consider whether any of these attributes could have anything to do with the willingness of their respective pilot groups to recognize and speak out on mutually important issues? Or maybe the utility perceived by their pilot groups of having a true and unabridged say in corporate decisions that bear on their material well-being? Or perhaps the understanding that you cannot always rely on others who do not share some of your specific concerns or financial circumstances to provide benevolently for your best interest? Consider these ideas, and others, as you decide whether you feel it appropriate to support UPA's certification drive.
We are on the road to success. We ask every SkyWest pilot to support this effort. We have unconditional support from a plethora of pilot groups and unions who have no stake or vested interest in our affairs. UPA is not a destructive organization. We see no enemies among any of the labor groups at our company. We are grateful for our jobs and thankful for the good fortune of being able to pursue an occupation that we love. We work hard at doing our jobs well and are willing to make sacrifices for the benefit of our airline. We believe that every other pilot at this company shares this perspective. Our goal is to protect and preserve all that we and our predecessors have worked so hard to obtain. Our desire to secure a reasonable, economically sound contract and have some career and certificate protection is not an aspiration that is in any way harmful to this company or to our fellow SkyWest employees. It is regrettable that some members our company may attempt to convince you otherwise. Keep the faith and spread the word.
All concerns regarding the timing of our petition were discussed and the following is the general consensus of those that were involved. The final decision was left to the organizing committee members. Our decision was based upon an informal vote made at the conclusion of the meeting.
1. It was determined that we have more to loose than gain by delaying the petition. The interest cards will begin to expire after February 2nd. If we were to delay petitioning much beyond that date, we would likely have to start again from scratch with our campaign and card collecting efforts. Many pilots have donatedmoney and time and are counting on us to petition so a vote can occur. We have a moral obligation to these pilots to see to it that their efforts were not made in vain. A delay in petitioning will result in an immediate compromise of our credibility and resolve in advancing and protecting the collective interests of our pilot group.
2. Our company's senior management has masterminded the tactic of stymieing union drives by selling hope to our pilots. They have a track record of making promises to this pilot group that never materialize. They will never take us seriously unless we take action and equip ourselves with the necessary resources to hold them accountable, protect our <a href="http://get-certified.net?go=employment" onmouseover="window.status = 'goto: employment';return 1" onmouseout="window.status=''">employment</a> with an enforceable contract and legally-recognized representation. Only then can we effectively negotiate a contract from a position of strength, unity, knowledge and true accountability.
3. There are rumors that senior management began talks with SAPA to 'sweeten the deal' on our 18 month TA, only to halt those talks later, ostensibly due to UPA organizing activities. SAPA representatives apparently raised the issue that any attempt by the company to alter our working conditions or compensation after being reasonably notified of this union drive might result in some legal fallout against the company. SAPA representatives did so while claiming that this was merely a personal opinion, and not meant to imply an official, SAPA position. The company is now apparently using this as an excuse to halt all talks with SAPA regarding the proposed inclusion of the pilot group in a new bonus plan, as well as increased pay rates for the CRJ-70. We feel that this is likely another attempt by the company to dissuade pilots from supporting UPA by attempting to convince everyone that doing so could result in the loss of extra pay or exclusion from a bonus plan. As it now stands, this pilot group has absolutely no guarantees that any of this will occur if UPA decided against petitioning the NMB. In addition, if senior management is sincere in their desire to be fair to our pilots and include us in the 2003 earnings spoils, it is certainly free and welcome to act to this end at any time. UPA will never protest any action by the company that benefits our pilots. It would benefit the company to proceed with these compensation talks and do something now (even if it were to mean tossing the pilot group a bone) and conduct business as usual rather than continue the unfortunate practice of making empty promises.
4. As an illustration, if the company were to give each of us $10.00 per hour pay raise, they would be free to take it away in the future without our consent since we do not have a legally binding and enforceable work contract. Recently, each of us have been asked to sign and return the blue employee handbook receipt forms. These forms do nothing more than reiterate the fact that the company reserves the right to change anything they wish regarding our benefits, compensation and work rules. Our current arrangement does not require prior consultation with the pilot group. The company's only obligation is simply to notify us of any changes they see fit to make. There is no mention of SAPA being notified of any potential changes or attempting to obtain input from any employee committees. When SAPA or any other employee committee is consulted, it occurs purely at the discretion of our management. The blue employee handbook form also reaffirms our status as at-will employees, implying that any of us may have our jobs terminated for any cause at any time. We need to protect our existing agreement now by certifying UPA.
5. The pilots at United, Comair, ASA, SouthWest, American and ACA, have officially stated their support for the certification
efforts of our pilots at SkyWest. I must emphasize that none of them seeks to have a chapter or their respective labor organization created at SkyWest. Rather, each stressed the importance of all airline pilots speaking with a unified voice, regardless of which certified pilot's association may represent them, on issues that affect us all. Pilots from both ASA and Comair have offered to talk with any SkyWest pilot that may have questions or reservations about joining a union. In addition, we will soon consult with DALPA. Currently, DALPA is busy with pay concession issues, but they too have expressed a desire to see our pilots organized and represented by a collective bargaining agreement.
6. Pilots that are relatively new to our company and the airline industry may not feel impressed to support the UPA organizing
effort. Many among this group may be simply grateful and relieved to have finally arrived at an airline job. All of us remember and share this sentiment. It is truly great to be here at SkyWest, our airline of choice. Some of our newer pilots may feel that pursuing certification may be akin to rocking the boat, or biting the proverbial hand that feeds them. This approach is
understandable, and seemingly wise on the face of it. Each of us may be more concerned with where the next meal, <a href="http://get-data.net?go=mortgage" onmouseover="window.status = 'goto: mortgage';return 1" onmouseout="window.status=''">mortgage</a> or student <a href="http://get-faster.com?go=loan" onmouseover="window.status = 'goto: loan';return 1" onmouseout="window.status=''">loan</a> payment will come from, rather than focusing on the seemingly nebulous, 'what-if' issues of job security and work rules. As tenure with the company increases, however, these longer-term issues tend to gain importance and loom larger on the horizon. Many, if not all of us, hold or at one time held the desire to move on from SkyWest in favor of one of the major airlines. This is a commendable aspiration. What is it though about the majors, besides the allure of higher pay and operating larger equipment, that makes the prospect of working there so desirable? A higher level of professionalism? Perhaps. A greater sense of occupational maturity? Possibly. A more secure and rational set of job benefits? Maybe. Consider whether any of these attributes could have anything to do with the willingness of their respective pilot groups to recognize and speak out on mutually important issues? Or maybe the utility perceived by their pilot groups of having a true and unabridged say in corporate decisions that bear on their material well-being? Or perhaps the understanding that you cannot always rely on others who do not share some of your specific concerns or financial circumstances to provide benevolently for your best interest? Consider these ideas, and others, as you decide whether you feel it appropriate to support UPA's certification drive.
We are on the road to success. We ask every SkyWest pilot to support this effort. We have unconditional support from a plethora of pilot groups and unions who have no stake or vested interest in our affairs. UPA is not a destructive organization. We see no enemies among any of the labor groups at our company. We are grateful for our jobs and thankful for the good fortune of being able to pursue an occupation that we love. We work hard at doing our jobs well and are willing to make sacrifices for the benefit of our airline. We believe that every other pilot at this company shares this perspective. Our goal is to protect and preserve all that we and our predecessors have worked so hard to obtain. Our desire to secure a reasonable, economically sound contract and have some career and certificate protection is not an aspiration that is in any way harmful to this company or to our fellow SkyWest employees. It is regrettable that some members our company may attempt to convince you otherwise. Keep the faith and spread the word.
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