lightsaber wrote:Everyone does realize the labor contracts at the airlines prevent giving out bonuses above a certain threshold to prevent favoring one labor group over another? Heck, they're capped on new hire bonuses (for if labor is that dear, pay everyone what they are worth). Yes, I'm aware of profit sharing in contracts, hence why I used the word bonus.
Due to labor contracts, the airlines cannot shift PTO to dedicated sick time. Airlines cannot even just give everyone 6.5 extra days without a new contract (the bonus exceeds thresholds). One state is forcing the airlines to renegotiate outside of the Railway labor act.
States cannot effect interstate trade like this. A moderator must be brought in. AZ was smart enough to exclude collective bargaining. This law was poorly written.jayunited wrote:After reading this thread I think both sides have valid points, it is a bad look when multi-billion dollar companies make a big deal about 6.5 paid sick days especially when companies like UA already provides sick day and allow employees to bank those sick days year over year. In fact depending on the CBA employees can bank up to 1,200 hours of sick time. Without getting to technical UA does allow employees to use their sick time whenever they choose but depending on your CBA you are charged a point against your dependability record. If I am understanding this new law correctly it allows employees to not only accrue but also use 6.5 days a year with out a penalty. For most employees here at UA they can have a total of 8 points in their bank for each sick call you are charged a point the point is returned to your bank one year after the occurrence (an occurrence can be 1 day or multiple days, anything over 3 days in a row you need a doctors note to return to work). If you run out of points one point for each occurrence you are terminated for dependability or lack there of. So for airlines like UA that have a this system in place allowing employees 6.5 days per year is not the problem the problem is the CBA which for all other employees states for each occurrence the employee is charge a point that will no longer apply to employees in Washington State until they have used their 6.5 days. However giving employees 6.5 days without charging them a point equates to the company giving employees an extra 6.5 days of vacation. So employees at SEA who have accrued 4 weeks paid vacation based on their seniority will now under this law have the equivalent of 5 week and .5 days of vacation because they can used an extra 6.5 days paid but without consequence. While employees at other stations could use the same 6.5 days but would be charged a point for each occurrence.
What this means is airlines must be able to rewrite their rules based on the mandate.
Or... Follow the law! (RLA).
Something will be worked out, but there is a law for interstate trade. The airlines cannot make their own decision here or favor one group over another. So airlines must sue to bring in moderators.
Except that the RLA doesn't automatically preempt all state and local worker protections and civil rights legislation and workers can still be entitled to statutory rights that are independent of CBA's under state laws. Alaska made the same federal RLA preemption argument when they sued to block the SeaTac minimum wage in 2015 and lost.