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