DID YOU KNOW?

                            DISCIPLINARY FACT 

I Got Written Up!

 By Mike Lo Vuolo/Staff Rep 

Many times a day the local receives calls and text messages saying,  “I’ve been written up, how do I file a grievance?” After probing and  asking about the situation it usually turns out to be that a CCM /  CSM has had a conversation or a coaching/ counseling session with  an employee. The agent wasn’t issued a progressive discipline step  but the conversation between the employee and management was  recorded in their file. 

CR1’s (Conversation Record at LAA) and Coaching/Counseling (LUS)  records cannot be grieved. Management is required to keep track of  conversations pertaining to job performance. Familiarize yourself  with American Airline’s Peak Performance through Commitment  policy in Jetnet. Here is some information about CR1’s.  

It is wise for every employee to request to see their personnel record  from time to time to see what has been placed in it. Anytime a CR1  has been recorded and placed in your file, ask for a copy. If you see  any conflict or wish to add comments you have the right to enter  written remarks with the CR1.

 A Manager's role is to:

 • Teach, coach, develop, and counsel the employees who report to  you. 

• Recognize and encourage positive behavior or performance. 

• Identify and correct minor issues before they become major ones. 

• Handle minor or occasional substandard performance by verbal  counseling. For example, if an employee's passenger contact is  substandard today, but his or her past record is good, an oral  reminder is adequate.

 • Maintain a Discussion Record (CR1) for each employee. This  record should include any record of discussions held with your  employee, such as, commendations, recognition of Company  anniversaries, discussions regarding job accommodations,  violations of American Airlines Company policy, disregard of  instructions or procedures, and unacceptable job performance or  conduct. • Fully investigate the more serious infractions immediately to  determine all the facts and document findings on the CR1. 

• Review the employee's personnel file and any CR1(s) to get a  complete picture of previous job performance and Behavior  history - before deciding on any action. After the discussion with your employee: 

• The paper Discussion Record (CR1) is signed by the employee and  placed in the personnel file. 

• If an Electronic Discussion Record (CR1) was used, place the  signed record in the employee’s personnel file and provide a copy  to the employee.

 • An employee may request to attach a copy of written  remarks to their paper CR1. 

If an agent is placed on a level of discipline at any time, a grievance  may be filed. Throughout the grievance process, including  arbitration, if the company cannot show that they haven’t had a  conversation or coaching session with the agent, the chances of  winning a grievance are better for the employee. That being said,  you want to be sure that any conversations pertaining to policies,  procedures, or job performance have been recorded the way it  happened.  

AGENT RIGHTS 

Know Your Rights And remember them! The U.S. Supreme Court ruled that union  members have the right to representation by their stewards or union  officers, during conversations with managers, that could potentially  lead to discipline or termination from their job.

 Demand Union Representation: You must ask for Union  representation before or during the interview. Refuse to proceed without Union Representation: You must tell a  Questioner of your desire for representation. If representation is not  provided to you, stay in the room, but remain silent. 

Don't make ANY written or verbal statement of guilt or innocence:  Management cannot force you to make a statement. The most  appropriate response is to make NO statement.

 Do not waive your right to Representation: If you proceed in  questioning without Representation, you have waived your Right to  Representation and any statements made can be used against you. WHAT YOU SHOULD SAY: "If this discussion could, in any way, lead  to my being disciplined or terminated, or affect my personal working  conditions, I request that my Union Steward or Union Officer be  present at this meeting. Without Representation, I choose not to  answer any questions." REMEMBER: A signature constitutes a legal document...don't sign  anything that can be used against you later.

UNION REPRESENTATIVES 

Representatives have the following

rights when summoned to the  interview: 

To be informed of the subject matter of the interview. To hold a private pre-interview conference with the Employee. To speak during the interview. 

To request clarification of questions. 

To advise the Employee on how to answer questions.

To provide additional information once the interview is over