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5/12 Update
NATCA Talk
May 12, 2008
General Membership Meeting: Our next meeting is planned for June 10 at the airport Holiday Inn. It will be another combined JAX/ZJX event with Pat Forrey, Paul Rinaldi, and Victor Santore present. It’s pretty rare to get the National President, National Vice President, and Regional Vice President together for a general membership meeting, so take advantage of it and attend if you can.
J-Ring: Management changed the ring from six to five miles on May 8. This change to our working conditions, if you do the math, is nearly a 44% decrease in the area covered or slightly more than 34 square miles difference. NATCA ZJX requested to negotiate this change and management didn’t see fit to even respond to our request. We will pursue this through the appropriate channels.
GI Bill: Those who are affected by this should be well into the process by now. Several members at other facilities have already begun receiving checks. If you believe there is a hold up on your benefits, please see me ASAP. Contrary to what the agency would like you to believe, FAA management has been a road block for this program since Scott Conde, then ZLA VP now FACREP, came up with the idea. Scott steered this program around every road block the agency could dream up and with the help of the VA and several key members of congress, finally delivered a program that works for our members. Now the agency wants to take credit for Scott’s vision and determination. For some reason this does not surprise me.
Meeting with management: Anytime you meet with management you should ask for a NATCA rep. While management will deny the request if the meeting is performance related, you should still tell them that you fear discipline as a result of the meeting and want a rep. If they tell you that discipline is not a factor ask for it in writing. If they order you to meet with them without a rep, and they discuss a performance deficiency, ask them what happens if the same performance deficiency occurs again. There is a guidance and advice memo (GAM) put out by HR that outlines how to discipline an employee for unacceptable performance. We have had two different cases where management proposed discipline as the result of performance. One they let go, the other they issued a 10-day suspension. Don’t think it could happen to you? Next time you walk by the area manager’s desk and two or more area managers are present, notice how often you see one of them remote monitoring a sector. I can assure you they aren’t monitoring the operation in an attempt to help out. They’re purposely looking for their next target.
While it’s not really germane, I am compelled to mention that we won the arbitration over the 10-day suspension and the agency was required to pay our member 10-days back pay with interest.
Pay, Compensation, and Benefits: If you are a developmental or a newly certified CPC, please stop by the office and verify your salary (NATCA ZJX recently FOIA’d the entire air traffic workforce’s salaries). Under the green book, everyone got paid the same for each stage of training for a given seniority range. Under the agency’s imposed work rules, there appear to be many discrepancies and it’s our members who always seem to come out on the short end, owing the agency money. We have members who had their pay incorrectly calculated by the agency and as a result were docked pay. You don’t want this to happen to you so for your sake, stop by the office and verify your data. You may even find that HR’s error is in your favor…
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