LATEST SYSTEM BOARD RESULTS

 CWA LOCAL 3645 Date: October 6, 2021 TO: CWA Local 3645 Members From: CWA Local 3645 Subject: System Board Hearings On October 6, 2021, CWA Local 3645 held the System Board of Appeal in CLT. An agent from ILM was appealing a termination for violating the mask policy. The agent was on a level 3 last chance agreement when a mainline manager asked the agent to take the Black Lives Matter mask off because it was out of compliance. The mainline manager reported to the Piedmont management that the agent failed to comply and they had to be asked twice. The agent claimed they grabbed the BLM mask out of their car by accident and worked a full 24 hours without anyone saying anything to them. Once the manager asked them to remove it, they did immediately. The Company presented a previous coaching and read and sign where the agent was warned about mask compliance during the previous 12 months of discipline. The Union rep argued that the discipline was egregious. The Company argued that the termination was for just cause because of the active last chance agreement and 5 other manager notes and/or coaching’s in the agents file after signing the last chance agreement. After reviewing all the facts, the board deadlocked. This case will be sent to the CWA National Staff Rep for review for arbitration. An agent from ILM was appealing a level 1 for work performance. A passenger complained that the agent was rude to him and didn’t respect him. The customer also said the agent mischarged his wife for checking a bag. The company argued the agent had violated the customer care policy. The Union rep presented a statement that the Company asked the agent to complete on the day of the incident because management was made aware of the incident that day. The Company disciplined the agent more than 21 days after the alleged incident. The Board ruled to remove the level 1 because the Company was made aware of the incident in enough time to issue discipline, therefore it was untimely. An agent from CLT was grieving a termination for failing to comply with the Customer Service Policies and Procedures. The Company stated the agent was a part of an altercation and during the altercation the agent was charged with 1 – horseplay or loud quarreling on company premises, 2 – Using threatening or abusive language or intimidation, 3- Fighting or any act of violence on company premises and 4 – Disruptive conduct while on duty or while on company property. The Union rep argued that the agent was verbally assaulted by a fellow co-worker which included being spat on twice and never during the altercation did the agent respond. The Company argued that the agent was supposed to not engage and report it to management. The Union argued that the agent did report it to their direct manager. The incident took place just steps from a manager and that the manger failed to defuse the altercation. After reviewing all the facts, the Board ruled to overturn the termination and return the agent back to work with 8 weeks of back pay for the unjust termination. An agent from CLT was grieving a termination for dependability. The agent accrued 30 points and was terminated per the Piedmont Airlines dependability policy. The agent testified that they were out due to a medical procedure and upon returning to work had complications from the medications in addition to an injury caused by pushing wheelchairs. The agent was instructed to not perform such task post-surgery. The agent admitted they didn’t realize that they could have applied for a personal leave in addition to applying for accommodations after the surgery. The agent had 5 years of service. After reviewing all the facts, the board ruled to overturn the termination and return the agent back to work with no back pay and remain on a dependability probation until Dec 30th, 2021. An agent from CLT was grieving a termination for stealing company time. The Company argued that the agent clocked in and went to their car or left the premises and reported to their work area 50 minutes late. The agent said they were in the baggage claim area with their girlfriend and during the time there, an argument pursued causing them to lose their badge. Once they got their badge back, they returned to work but they never left the airport premises. The Company argued the agent did leave but they never presented proof of the agent actually leaving the premises. The union rep argued that the agent did not steal company time but they were late to their work area. After reviewing all the facts, the board ruled to return the agent back to work with no back pay. The agent had no prior discipline in their file and had 11 years seniority. The agent will be issued a level 3 final warning and any infractions resulting in agent not being in assigned work area on time will result in immediate termination. An agent from CLT was grieving a termination for work performance. The Company argued that the agent broke a headset during a pushback by throwing them down on a tug. The agent argued that they never threw the headset. The Union rep argued the Company had no proof of a broken headset and they were falsely accusing this agent because the agent’s headset was working fine in order to speak directly to the captain. The Union also testified that the headsets that were actually broken was one of the wing walkers. After reviewing all the facts, the board ruled the agent was not terminated for just cause and will be returned back to work with 8 weeks of back pay. An agent from CLT was appealing a level 1 for work performance for operating a bag cart with broken curtains. The Company argued the agent drove the baggage cart even though the curtains could not be closed and secured. The company argued that the agent violated safety protocols of reporting damaged equipment to their manager for immediate tag out. The Union rep argued the agent was trying to ensure that the bags were on time. The agent admitted that they feared discipline for not getting the bag there on time. After revieing all the facts the board ruled to uphold the level 1 because safety should NEVER be jeopardized in an effort to get bags on time. All damages must be reported immediately and tagged out by managment

Donielle Prophete – President Darryle Williams PhD - Executive Vice President Douglas Christian - Vice President Shaquelle Baker - Secretary /Treasurer CWA Local 3645