Unions hate management and management hates union. Both tend to believe that they are entirely responsible in running the company. Both also seem to have entirely different view on how the airline should be run and how each one of them should be paid. Since 2000, the airlines have gone from bad to worse, with negative cash flow and worse union-management relations.
The union-management relationships for United Airlines are no exceptions. Recently, United Airlines’ union and management were in news for court battle with the airline suing ALPA (Air Line Pilots Association) over illegal work practices.
Charges are as follows -
- Orchestrating work slowdown since 2006
- Flurry of sick days taken by junior pilots in late July 2006 causing 329 flight cancellations over 8 days while disrupting 36,000 passengers
- Sharp increase in maintenance-related delays ordered by pilots over the past year
- Sharp increase in fuel consumption over the past year.
ALPA denies all charges. “The pilots union countered that United was alleging a broader pattern
of abuse because it couldn’t prove the charge that had caused it to
seek an emergency court order in the first place: that ALPA had
directed the flurry of sick days taken by junior pilots likely to lose
their jobs at the summer’s end.” (from here).
On a separate note, ALPA is trying to oust United’s Chief Executive Glenn Tilton. They have a website by his name – http://www.glenntilton.com/ with the punch line “Glenn Tilton Must Go – United Pilots Ask Your Help in Removing an Incapable Leader”.
Excerpts from the website -
“In summary, at the same time that the entire economy has gone through a
period of unprecedented growth and prosperity, United has fallen to the
back of the pack in every measure relative to the entire industry. It’s
no coincidence— it’s just bad management. And that’s one very important reason why Glenn Tilton must go. “Using this website, you can:
- Report bad travel experiences caused by bad management for use on this website.
- Lend us your support, by dropping us a note.
- And finally, use this site to send Glenn Tilton an email demanding his resignation.
We’ve illuminated the seatbelt sign with this website; we see
signs of turbulence ahead. But, as partners in change, we will fly past
this storm together, and emerge stronger, smarter, and ready to face
the challenges and opportunities of United Airlines, while providing to
each of you the safe, comfortable, fun and affordable travel experience
you deserve.”
This is not the first time for United Airlines’ issue with the pilot unions (mostly from here) -
- On May 17th 1985,
United’s pilots went on a 29-day strike claiming the CEO, Richard
Ferris, was trying to “break the unions.” They used management’s
proposed “B-scale” pilot pay rates as proof. - In 1994, United’s pilots, machinists, bag handlers and non-contract
employees agreed to acquire 55% of company stock in exchange for 15% to
25% salary concessions.United’s unions, having larger voice in running the company, later
successfully bargained for significant pay increases, but the effect
was only short-term. The rank and file employees were locked in to
their stock, which got wiped out in the eventual bankruptcy.
Not only the pilots at United but other people do see the problem with United’s management. I am personally not qualified to pass judgements on any of them, but I do understand the concern on the “huge” pay benefits (though I do understand, you have to pay your top management well) for a company coming out of bankcrupcy. Shouldn’t wisely dealing with the unions be part of the mangement
acumen at an airline? Or in other words, can you “manage” the unions?
