On Aug. 18th, I agreed to an LCA between my labor union and
On Aug. 18th, I agreed to an LCA between my labor union and the company I work for.We were prepared to arbitrate, but I took the advice of union counsel and agreed to the LCA even though I felt allegations made against me would do well at arbitration.On August 26th, my company informed me that I had violated the LCA from Facebook activity on my union's FB page that allegedly came from me. I don't believe I posted those comments, but just the same, I feel that any criticism toward my union or "union officers/ officials" did not violate my LCA.I agreed to release all claims against the company- including what I feel is a prime facia case of religious discrimination/ Retalition against the company.I am a flight attendant governed by the Railway Labor Act. The Labor Management Relatiinship Disclosure Actof 1959 explicitly states that union members have a right to disagree/ criticize union officials/ officers "without reprisal from the company or from union officials."I had my first disciplinary hearing. The company clearly did not believe me when I stated I did not post anything to the union's FB page. I did share I felt my soon to be ex- husband may have sabotaged my FB activity as he was quite angry that I released all EEOC claims ( he is Muslim. I work for an airline, I took extensive protective activity... I am certain you get where I am going with this).My company picks and chooses when it will assert itself in our union business. It's unfair. My union is weak however and seems reluctant to fight this.The union is taking my grievance. I am preparing to go through the process again.Incidentally, the state of Nevada charged the experience rating of the airline I work for after I applied and recieved unemployment insurance.I'll stick with my union representation for now, but an consisering hiring an employment attorney if necessary.Had I known that anything was posted that could anyway jeopardize my LCA on Aug. 24, I would have made darn certain that I revoked the agreement by 6pm on August 25th as I would have still been in the time frame where I could revoke the agreement.I maintain that I did not make any posts to my union's FB page. What I was shown had no date or time stamp. It also criticized "union officials" and their role in having me terminated as well as being the reason for my airline having its' experience rating charged.I'll continue with the grievance process as that is how I can hang on to my health insurance.Just wondering your legal opinion on the LCA.It's extensive, mentions I have filed for workman's comp as well making certain I would have any charges with the EEOC and other agencies in regards ***** ***** rights in the workplace.My estranged husband is an accountant. We may be going through divorce proceedings, but he is correct.It all seemed collusive and a set up on behalf of the company and my own union leaders.According to the EEOC and the Nevada DOL, it was in fact a few union officers/ officials that reported me for some very serious allegations.Contract proposals are in the table. A certain faction of our union blames me for leading a charge in voting down the last tentative agreement proposal presented to flight attendants.I live in Boise, ID. My company is headquartered in Dallas, TX. I was based and worked out of Las Vegas, NV.Any help is greatly appreciated.
My daughter works commercial airline company based in
My daughter works for a commercial airline company based in California. She was asked to come in and work on her days off and worked approximately 64 hours in one week. She was paid straight time for all of the hours and the supervisor sited the Railway Labor Act as the reason she did not get overtime pay. How is this possible?
under the railway labor act for the settlement of issues as
under the railway labor act for the settlement of issues as it pertains to new contract disputes, what is the make up for special interest arbitration, is it 1 arbitrator or an arbitration board, and can they take portions of both parties proposals in thier decesion, or do they have to choose one proposal or the other.
For a company under Railway Labor Act, I have a settlement
For a company under Railway Labor Act, I have a settlement contract which includes retirement benefits. The company has significantly altered those benefits (actually decimated them). Is this ground for a breach of contract suit?
Non-Union Airline, Management (Owner) changing Pilot Pay from
Non-Union Airline, Management (Owner) changing Pilot Pay from Salary/Hourly to straight Hourly, resulting in 30% annual pay cut for Pilots. Management says they can do whatever they want under the Railway Act.Q- Does the Railway Labor Act have anything to do with a Non-Union Airline pay scheme?
My title was Executive Assistant Manager, now changed to Assistant
My title was Executive Assistant Manager, now changed to Assistant Store Manager. I am salaried, paid biweekly in Wisconsin. My salary is calculated with 4 hours of overtime each week. I get a base bonus of $300/month and an increase which is based on profit and sales. I work an average of 50-80 hours a week, putting in at the most 133 hours in two weeks time. Am I entitled to any more compensation for the extra "overtime I work?"
Hi, I am currently employed by Air Methods Corporation as a
Hi, I am currently employed by Air Methods Corporation as a Flight Paramedic/Base Manager and have been receiving hostile treatment from my supervisor and her manager. I have been employed for 2+ years and have had excellent reviews to this point. I have no write-ups in my file but recently a new supervisor was promoted that "has an axe to grind with me". I was questioned extensively on overtime recently and I opted to claim none, versus face continued conflict with my leadership. My leadership arbitraiorly put extra hours on my paycheck and stated they want a conference call with me to discuss these issues. I have contacted our Human Resources, who are currently investigating. I have basically sat back and collected information over the past year and presented it all to our Human Resources and I believe it paints a pretty good picture in my favor. There have been multiple areas of mild harassment as well as violations of company policy that prohibited me from being granted a transfer. Beyond that, when the company I work for was purchased by Air Methods Corporation in July of 2011, a meeting was called where we were all told that we had to sign a Railway Labor Act agreement stipulating our pay during sleep hours (we work 24 hour shifts). We were told by a manager that we did not have to sign the form, but if we didn't we would be terminated because "that is how Air Methods pays their employees and we have to pay you". Is that, or any of the above, legal in Arizona? I recently accepted a municipal job, but it will take 2-4 months for the hiring process to complete. I would like to maintain my income but I am by no means fearful of pursuing legal ramification and risking my position.
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude