DISCIPLINARY ACTION

Most of us at one time or another has had the unpleasant experience of being summoned into a supervisor’s office for a serious chat. These managers or supervisors have pretty much carte blanche to jerk you around any way they want. I’m sure we’ve all been there once or twice and experienced them exercising their unrestrained power.


Many of us in this uncomfortable situation have wondered what kind of rights we actually have, if any, and whether or not we can exercise these rights. Can we ask for a witness? Can we take notes? How about a recorder? I can’t tell you how many times I’ve heard of people leaving these types of impromptu discussions only to find out later that what they thought was discussed turned out to be something quite different when the finding came out.


In the recent old days of Delta Airlines, at least there was the façade of “stepped, progressive discipline”. The old protocol used to allow a verbal warning followed by a written warning, then finally a final warning, (or two). You had to really screw up to get escorted off the property. Even after such a harsh treatment, you usually got a second chance.


Not any more. There’s a new sheriff in town and he’s not nice, especially if you happen to work on the ramp. We seem to be expendable, almost disposable. There’s an attitude that replacing a ramp agent is as easy as changing one’s underwear. Just toss them out and get a new set.
SLC recently has lost dozens of senior agents with hundreds of years of accumulated operations knowledge over alleged pass privilege violations. Without making judgments on the guilt or innocence of these fine men and women, one should seriously contemplate the ramifications of removing so much experience from the workplace all at once.


The people who are replacing these knowledgeable workers are generally new hires or inexperienced transfers. They are rushed into the operation with little or no quality mentoring, and unfortunately learn poor work habits that seem to take a lifetime to correct.
Working under a union umbrella would afford our workforce a level of protection and support that we don’t currently have. There would be a defined set of parameters that would have to be adhered to in any kind of hearing or disciplinary matter. We would have a strong advocate in these potentially career ending matters.


To help ensure a more fair and equitable workplace, please fill out a union card today. The federal government guarantees the secrecy of union cards and the company will never know who has or has not signed cards. For more information visit IAM at: www.goiamnow.org