If you're a past or present UAL employee, you may submit your own complaint or story here. In your post, please let us know if you'd like your contact information passed along to other employees (past or present) who are discussing legal action against UAL.

We'll shortly be setting up a mailing list for employees who are discussing legal action or seeking representation so that they can exchange information with each other more effectively. Attorneys who wish to make their services available will also be able to provide their contact information through this forum.

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The following comments were received from various United Airlines employees and family members. Unless specifically requested otherwise, all personal identifying information has been removed.

Note that opinions expressed here are those of the posters and not necessarily indicative of the views of Untied.com.

March 21, 2008

Thank you for posting the information you have about Jo Reinhardt and her battle with ALS and the abouse she suffered at the hands of UAL.

It is with regret that I inform you that Jo lost her battle with ALS on March 9, 2008.

Would you please post that information on your site and if you like, I am including a link to her memorandum page. Thank you for your assistance.

March 18, 2008

In 2002, I hurt my neck and shoulder at work in the docks. After weeks of useless help from United medical, who kept telling me I was ok, although they kept me on light duty, I went to an outside doctor. I saw several doctors and after a MRI, it was discovered I had several herniated disks in my neck.

At this point I was receiving work comp. benefits. However I was being constantly harassed by Gallager Basset to go back to work. They even called the doctor while I was sitting in his office and started yelling at him that they thought I should go back to work. He got very angry and told me I should get an attorney, which I did after some treatment. I tried to go back to work but was unable to stay on the job because the pain kept increasing.

Now anyone who has been through this knows the tremendous stress I felt, again after a few more months of therapy I wanted to return to work so my doctor released me with no restrictions and I returned I was there 1 night. The next morning I received a call from my supervisor who told me they had discussed me at there morning briefing and they wanted me to come in and go back to medical and I was to see a certain person who will remain nameless at this time but she was a nurse practitioner and over time I came to realize that she was a Gallager Basset shark. She never did any test with me she just had me rehash what had happened from the injury until now, then she told me she thought I should talk to someone in the e.a.p.

I ask her if she was letting me go back to work and she said no, but that talking to someone in the e.a.p. would help me get my job back. The next thing I know is im being told I'm an alcoholic and I need to go through a treatment program to keep my job. So I end up in a drug and alcohol program. It became clear to me that UAL wanted me off the medications my doctor had put me on, however my doctor would not let that happen and he talked to the doctor at the treatment facility and told him I had to take my meds. This led to me being transfered into another program where I talked to therapist twice a week and went to AA meeting which I did even though I know I am not an alcoholic.

Several months went by during this time; they finally did a MRI on my right shoulder and it was decided that I needed rotator cup surgery which I had. The rehab was very difficult but I worked very hard, even buying my own exercise equipment so I could work at home, as well as at the physical therapy center. Almost a year later and I agreed to go to an AME. because I really wanted to return to my job. He put everything on UAL as far as my injuries were concerned. He put two mild restrictions on me, but wrote that I could return to my previous job full duty because these restrictions did not apply to that job.

Well, United refused to let me return because those two restrictions were in the report. They said I needed to have a rap session to see if they could accommodate me. It became very clear, very early in the discussion that UAL had no intention of letting me come back to work. Two supervisors from my department sat there and lied repeatedly about what our job involved, stating that those restrictions would prevent me from doing my job. I stated at the meeting that I wanted a functional capabilities test to see if I could do my job based on UAL's job description. I had this test in April of 2004. I called repeatedly over the next few months and finally in June was told by that nurse practitioner that I had passed and should be able to return to work, but she had to make a few phone calls. I never heard from her again, even though I left many messages on her voice mail she never returned my calls.

In July, I started getting letters from United telling me they were going to terminate me because they had not received medical narrative from my doctor, even though it was UAL medical holding me out at this point. I got a hold of the head of the union and gave him authorization to access my medical records. This did shake things up. I also attained the phone number of someone high up at United who was part of this conspiracy and called him. I asked where were the results of my functional capabilities test and why had nobody called? He said he would talk to my supervisor.

In September, I received a phone call from my supervisor telling me we had to have another RAP session. When I arrived for the session I was told to wait outside. The union rep was waiting with me. He told me that the work comp. rep had told him that it was a slam dunk -- they had to give me job back because I had passed the functional capabilities test. A few minutes later the door opened and everybody left except my foreman. He called me and the union rep in and said we could not have the meeting because that certain nurse practitioner wasn't there and we could not have the meeting without her. I told him he was breaking the law and asked him where my test results were. The union rep got very angry and told him to get everybody back in there, we were going to have a meeting. The foreman became very nervous and started making phone calls. Some time passed and three people entered, but the work comp. rep never returned. It was clear these people were angry. The first thing out of their mouths was "So how did you get hurt again?"

I started demanding the test results and they kept saying no one from medical was available. The union rep said we were going to sit there until someone was. The conversation was becoming very heated and during this a young lady got up and left. A few minutes later, she returned with one of the older doctors. He sat down and said he wasn't familiar with my case but he would try to help. So he opens my file and right on top were the results of the test. He said, "Well, he passed the functional capabilities test" and that I could go back to work. In fact, he went on to say, "I wrote right here back in June that we need to call him back to work. Why wasn't that phone call ever made?"

My supervisor became very nervous and said they can't take me back with the restrictions. The doctor told him he could release me with no restrictions to the shop based on the test and that the restrictions would stay on file. If I bid out, I would have to be cleared by medical. My supervisor's jaw about hit the floor.

That night, when I got home I received a phone call from a training center. They said they were ready to start my retraining. I asked them who told them I had accepted retraining. They said, "United". I told them I had not accepted retraining and was returning to work the next day.

It's clear why they tried so hard not to have the meeting; they were hoping I would break down and accept retraining. When this all started I weighed in the mid 200s and I had no major health issues. Now, I weigh over 300, I have high blood pressure, diabetes, and am being treated for depression and anxiety. I also suffer from several other health issues. I feel United is an evil company and the people who work in management have sold there souls. I also feel that this experience has probably shortened my life.

March 9, 2008

I have been reading the posts and I was an EAP coordinator at SFO on the ramp. Thank god, I got away from United Airlines. I can't tell you how happy my life is that I have gotten away from the sickness that is United. I left because I had a supervisor giving me bizzare looks and then moved onto verbal and then physical sexual harassment. There were witnesses and UAL never fired him. I cannot look back, but I do have a case with the EEOC. UAL will retaliate, they have consistently done so since I left. They won't even allow me to remove personal things from my locker, how petty.

I am pretty versed in how the company works, FMLA issues and harassment policy because as an EAP, I CONSTANTLY observed the company use evil means to get what they want. I am still in the process with the DFEH and EEOC, They have filed formal charges, but UAL (of course) does not respond. They never do and probably never will.

I am not familiar with the EEOC or DFEH (Department of Fair Housing and Equal Employment) practices or their process. Does anyone know how they work after formal complaint?

The morale and discrimination is so rampant and bad at United, it is sickening. As a side note, it's kind of funny because I was always pro-United, and now that I have left, I feel like a survivor of a severely abusive relationship.

March 9, 2008

I am an eighty-one year old widow of a retired pilot. In October of 2007, I had lung surgery to remove a tumor and had a stress stroke which impaired my memory. During my recovery, my monthly payment for my supplemental health insurance came due, but because I was not mentally healthy enough, at that time to take care of the payment, I was 2 days late. As a result, UAL has cancelled my insurance and never informed me personally. I found out from Blue Cross/Blue Shield. How can UAL be so cold hearted? I need suggestions as to how to get my insurance reenstated.

March 4, 2008

I was a flight attendant since 1979. In 2002 I went out on Family Leave, which turned into a medical/occupational, and I was terminated while under the AME, for not coming back in the 3 years. I was given bad medical advice as well as bad legal advice. I filed an unlawful termination, but lost due to the Erisa law and United's bankruptcy change of collective bargaining agreement. I would like to hear from anyone with similar stories.

February 29, 2008

I was terminated while I was recovering from surgery. I was sent a fed-ex letter saying I had a meeting to attend. I did not receive the notice until after the meeting took place. I wish there was a class action suit against this company. I'd be happy to participate.

February 25, 2008

I wish this Airline would go out of business. They scammed us to get rid of employee ownership, our $50K worth of shares and finally 35% of our pensions. We were treated badly during and after the 2000 contract negotiations. The managment teams are intact while they got rid of 6500 mechanics by farming out their work to the hep International Machinist Union Thank God they don't represent United Mechanics anymore.

February 15, 2008

I am interested in a harrassment (not sexual) suit against UAL. Just over a year ago, I was tried and fired by the company for allegedly threatening a fellow employee. I had a witness in my favor and the supervisor himself felt the woman to be somewhat unbalanced. The supervisor dropped the investigation and welcomed me back. He even offered to fly with me (I am a stewerd) if the woman happened to be on the trip. Anyhow, prior to my first trip back this same supervisor called my answering machine (I was in uniform and about to walk out the door for a London trip) and said everything had changed. The investigation had resumed. In short, I had a trial and was fired without any evidence or witnesses whatsoever. The company mediated of course and I got my job back 6 months later. I did not want to mediate but I felt I had to because I have an 8 year old son and a morgage. To welcome me back and then reverse the decision 2 hours before my trip has to be a form of harrassment. I was also never compensated for the time I was unemployed. I am looking for an attorney who hopfully works on a contingency basis to sue this airline.

February 6, 2008

I was just terminated with United for my sick calls. I am in the process of looking into suing United for wrongful termination. I suffer from asthma which is considered a disability under the ADA. I had been a flight attendant with United for over 13 years. I was constantly harrassed for calling in sick. I had FMLA on and off but recently was not able to have it renewed after it expired because I had not flown the required amount of hours in the past year that United now requires in order to qualify for FMLA. I did not have enough hours because I had used my FMLA for my illness the year before. Just because I no longer had FMLA does not change the fact that I called in sick because I suffer from a serious illness. I am a single mother of 2 children and I don't know what I am going to do now. If anyone can recommend a good attorney please let me know!

February 6, 2008

I interviewed for the distinguished career of Flight Attendant. Successfully completed training. Flew for about 6 months. Due to a missed phone call from the crew desk I was fired. And not just from inflight; from the company.

I was given 60 days to find a job within UA if I wanted. After some hoops I did land a job. Was told I could reapply for Flight Attendant. When I reapplied I passed the screening from the 3rd party recruiter my information was forwarded to the UA recruiter indicating that I was a best match Jan '06 and July 4th '07.

When I finally did hear from UA it was indicated in the email I was released due to unsatisfactory performance. And as such, I am not eligible for rehire in the Flight Attendant position.

UA is an equal opprotunity employer.

The AFA assisted in my return to UA as a Flight Attendant. The AFA person indicated the AFA was unable to negotiate and suggested I pursue it further. I did pay union dues and also contributed to their PAC.

Any assistance in a referral to a barracuda employment attorney would be very much appreciated. Together we will turn around the unfairness and move forward to an equal opportunity.

February 3, 2008

Ed note: Check back here periodically... any information we have on relevant class action lawsuits will be posted at Untied.com.

Please keep me posted on any upcoming class actions. My case has been pending and stalled for over 7 years now. My file is currently held at a Law Firm in NYC. I was granted a Right to Sue Order from the EEOC NYC regarding violation of the FMLA Act, ADA Act, Harrassment, Discrimination and Retaliation Termination.

January 31, 2008

Ed note: The writer of this post can be contacted directly at volpicelliantoni@aol.com.

I was reading the complaints regarding termination for medical. I too was terminated with the excuse of medical, when in reality, I was this was due to my origins. After the mandatory service for 1 year as a supervisor position in Chicago, I applied for a few positions to advance my career, one of these being a global service supervisor position. I was unintentionally copied on correspondence from my direct manager to the Global Service manager, containing untruthful comments about me. After I reported this to HR, I was harassed. I reported the harassment to HR. In May 2007, I called in sick and was terminated after my manager requested a doctor's note, which, given my lack of trust in her, I did not wish to provide. The EEOC, however, has all the proof of my sickness.

Charges have been filed by the EEOC and Human Rights office. I am trying to get few people together for a class action lawsuit against United. How can I keep in touch with those of you interested?

follow-up: February 15, 2008

I was surprised by the number of emails I received. Some of you asked how many people we need for the class action lawsuit. I believe the more the better. A class action is a legal procedure used to prosecute efficiently a lawsuit in which a large number of people have been injured by a common act or set of actions. In a class case, one or two named plaintiffs stand in for the entire group of similarly aggrieved persons during the course of the litigation.

Although a case is filed as a class action, the court must first determine that it is appropriate for class treatment or certifies the class. This will include determining what persons or entities are included in the class (the class definition); the period for which relief for the claims is sought (the class period); and the process by which the members of the class will be notified of the class action (the class notice). The class notice will explain to class members the claims in the case and inform them of their right to be excluded from the class action if they so choose.)

It is very important to understand that we need people with solid facts, dates, time, statements and witnesses. Witnesses are very important, because they can be called by a grand jury. Don't forget, United has a legal department and they will be attacking the lawsuit from all angles, so we need to be prepared with solid facts.

Also, United has a program called Continue Improvement (CI), based on Covey's best-selling book, "The Seven Habits of Highly Effective People". While this is in theory a great program on which the airline is spending a lot money, it will never work until that circle of operating managers and concourse managers stop covering each other's back when mistakes (lies, harassment, discrimination, etc.) are made. Someone has to find them accountable, rather than continue transferring them to WHQ.

January 20, 2008

A brief comment in response to the former United Corporate Physician post: There was once the opinion that United's corp. doctors were fair players for both the interests of the company and its employees. However, it is unusual for a large corporation not involved in medicine to employ a system-wide medical department. I don't know how much medical treatment of employees was part of their function.

My first job was a Flight Attendant back in the early 1960's. I never questioned United's requirement that a crew member must be medically released back to work by United's Medical Dept. Pilots must pass a yearly medical evaluation. I agree that crew members are a vital part of Air Line Safety requirements. This would be in the interest of both the company and these employees.

However, I believe it is extremely dangerous when a very large company employs medical depts. that have the power to judge all other employees' fitness for work. They become Gatekeepers, not in the best interest of the employee and too often used for the company's desire to get rid of people. This is corporate prostitution of Medicine. I know and have proof that United has been involved in this practice. United Air Lines is "self-insured" and also employs it's own Workers Compensation Dept. This corp. combo operating under the same corporate roof is an inherent conflict of interest that is dangerous to the medical, labor, and legal rights of it's employees. This applies specifically to United's Workers Compensation operation and it's inherent ability to conspire against it's job injured employees legal rights.

January 15, 2008

I have been with the airline for almost 23 years. A few months ago, I lodged a complaint about a supervisor at the Las Vegas airport. Then, in December, two passengers arrived late for their flight, yelling. I sent them to the supervisor, who was told (by the passengers) that I called them ---holes. My coworker wrote a statement denying this. Nevertheless, my supervisor pulled up my swipes leaving the airport and found that a couple of days I left 2 min before the end of my shift (4:45am - 1:15pm), using this as justification to initiate a level five termination. My badge was taken and I was sent home. I am now (still) off work, waiting to hear from the hearing officer. Any advice would be appreciated.

January 10, 2008

Ed note: We're keeping the doctor's email confidential pending explicit permission to provide it here. In the meantime, Untied.com will forward any reasonable messages to his attention.

While there obviously isn't much love out there for the old medical dept (before outsourcing), there were some of us who were well regarded and thought of as fair players working for both the interests of the company and its employees. I hope that I am justified in thinking of myself as one of those. Certainly it would appear the company thought so as they first ignored every attempt and application I made to stay on in the reorganized and mostly outsourced medical dept, then gave me an interview and showed me the door out. Despite innovations and contributions even recognized by a corporate award, there was no place for me any longer at United.

So if any of you need assistance or have questions I can answer concerning United Medical, I will try to help as time allows. Please keep in mind I do have a full-time medical practice and a life, but I also will always have compassion for the many who, like me, worked hard for years for a company that has a nasty habit of screwing its people whenever and wherever it can.

January 9, 2008

To my colleague accused of being rude and being walked off the property. First and formost, GET A LAWYER. I have been at a hub for over 15 years. From your seniority (23yrs), It seems to me that you are close to retirement. UA knows that. It has been my experience that the closer you get to retirement the closer they will look at your performance to avoid paying retirement benefits.

If they have not done so, THEY WILL TRY TO FIRE YOU!. You cost them too much. With what they are paying you, they can hire two new CSRS and who knows how many AIR SERVE bag checkers. It has been my personal experience that no matter how good of an employee you are, the moment a passenger calls you rude, your credibility goes down the drain and they will believe them every time. If you are returned to duty, get the airport police dispatcher's number. At our hub, we are required to call our management for unruly passengers. By the time they show up, you have been assaulted, or they will side with the passenger and make you look like a fool.

Remember that Government regulations state that "No air carrier is to trasnport anyone that APPEARS to be intoxicated." You are not a doctor, Let the cops figure that one out. Forget The IAM, They are a business and do not want to brake their golden egg UA. GET A LAWYER!

January 8, 2008

I love this website, and thought i would send in one of my own horror stories. I work for United as well as the Air Force Reserve. As you can imagine I have deployed several times. Our wonderfully competent Admin. Asst. lost my paperwork showing my drill dates for the year. I noticed this when my name appeared on the schedule for one of these dates. I notified management as well as the Admin. Asst. a week in advance, as well as 3 days prior without any sucsess.

The day before drill I called once again and sure enough my name was still on the schedule. I had the on-duty service director remove it, only to recieve a call from management a few houres later saying he had replaced it and that I "will" be showing up to work.

I went on to receive a level for not showing up that day after being contacted at my operating base and "yelled and cussed out" by the UAL manager who obtained the contact number after cussing out my wife, and J.A.G. had to become involved in removing the level and had to threaten a harrassment suit to stop the continued harassment I received from management on the issue.

January 8, 2008

I am writing to confirm a few stories in the forum. UAL really does give Disciplinary Levels for sick calls even though the union contract states that they can not.

Yes one single complaint can lead to Disciplinary Levels, and/or dismissal. It depends on whether the person complaining means money to UAL (1k and such). I was nearly fired myself for not boarding a 1k who was 20 min late for his flight and charging the UAL required amounts for an international flight. The funny thing was the 1k was not even upset, it was our own ticketing desk that threw a fit (the same desk that would have had me fired had I not done things by the book).

I guess the bottom line is: at United you're damned if you do and damned if you don't.

January 5, 2008

I see they're at it again blaming delays on weather. United's delays in Dec. were over three times that of the nearest competitor, American,which also has a hub at ORD. We all know that the real reason is that they are understaffed from top to bottom as they have been for years and they are continuing to lie to the customers as usual. I witnessed them lie and abuse customers and employees alike for over 15 years. The traveling public need to know that this once great airline and the people who run it are dishonest cutthroats who will say and do anything to grease their pockets. Remember the summer from hell when they lied their butts off? Well,they're at it again and the public and press need to call them on it

December 30, 2007

I am a retired employee collecting my pension. I resigned in late 1985 after having served 25 years with the airline and just after celebrating my anniversary banquet in SFO.

In all honesty, I did leave under duress. I did have some medical and personal problems which I dealt with and which resulted in my going through all the levels of disciplinary action. The rest of that story is personal and also confidential company information. The company and I did reach an agreement and I resigned with my pension intact.

I used to tell any and all who would listen just what would happen with de-regulation. I have been proven right on all counts. It was just a matter of time, after emerging from bankruptcy, I predicted, that the airline would put itself up for sale and that the senior management would "cash in" on their golden opportunity. All of this at the expense of the rank & file. I have also said, quite often, that the frequent flier programs would become more of a liability to the carriers than an asset. That doesn't need verification, it is an outstanding and obvious fact. I would also warn that, because of their methods and procedures following de-regulation, the airlines would be found guilty of collusion (which they were) and also probably be re-regulated (which is a matter of concern now).

Since the days of W.A. "Pat" Patterson and George Keck, the airline has been led by a series of buffoons, none, however, better at their incompetence than Richard Ferris.It goes without saying that Mr.Tilton is just another self-serving chief executive. He will profit handsomely with the sale of the airline many of the rest of my fellow retirees and those friends still working will have lost most,if not all, of their future. I was lucky, I cashed in my stock long ago. My pension is small and even with the PBGC takeover, I have lost nothing. My colleagues, past & present are not as fortunate.

I have said this before, and I'll say it again, the management (past & present) of UAL should be brought up on charges of criminal malfeasance and violation of fiduciary trust. YOUR savings and YOUR retirement have been raided by the officers and directors of UAL and the airline and THEY are the ones profiting from it!

I made a great many friends at the airline in my 25 years. The biggest problem I had with leaving was that I would be leaving behind some of my closest friends. Many of us were like family. That is difficult and I still get choked-up when I think about some of my friends,many now deceased. I dont miss the airline or the work, only my friends.

In sort of a "left-handed" way, UAL is to be thanked for my present state. Because they were such an uncaring employer, I was forced to become a survivor. I was a travel agent for a number of years,and a good one too! I then followed a childhood dream and fantasy and I went railroading. I made more money than I ever thought possible and had more fun working than I ever could imagine. I actually enjoyed going to work every day. I have a pension greater than Social Security, a profitable IRA, and a future more enjoyable, thanks to the railroad, than I would have had with the airline.

I am sorry for the employees, present and past of United Airlines, but I implore you not to give up the fight until you have regained your pensions, stock and dignity. Take whatever actions you must, do what you must, act as you should and fight this company any, every and all ways you must. Wishing all of you the best.

December 28, 2007

On October 5th of 2007 I was given an I.D. for a flight to Vancouver. I left 2 and a half hours early to purchase duty free cigs at ORD, my base. I was caught in extremely bad traffic as a result of four accidents along the way. Normally it takes me one hour to leave my garage and get off the employee bus at Gate 21. This time however was not so smoothly. I was able to run to my flight and begin boarding since there were no stand-bys available to take my place.

Once we boarded we had yet to wait for pilots who later showed up 45 minutes after I did. They announced on the PA that they were caught in traffic, the same one I was caught in. I didn't get a message from my New Hire F/A Supervisor until the following day asking me to come in. Finally, when we did meet, he said my case would have to go to the committee to be evaluated and if I had any proof it would help considerably. I notified everyone I could. I even faxed a letter to the Illinois State Police branch in Springfield, IL and asked for the number of accidents on the expressway that time of day.

Unfortunately, I was terminated on the 12th of October and the letter from the ISP did not arrive until the 17th. Prior to the arrival of the letter I spoke with Mark, a Union rep at ORD who then spoke with a supervisor and expressed his regrets about me not being able to fight the decision. I have heard from MANY people that United has played a double standard in not disciplining the pilots and have falsifed their documents when they state they are an equal opportunity employer. Also, that they encourage their employees to be unethical by allowing them to place themselves on sick list to avoid a flight and falsify doctor documentation. I did not falsify the Illinois State Police's report and yet I feel I have been treated unfairly.

December 24, 2007

Ed note: While we have no reason to doubt the veracity of this post, it should be clear to most readers of this site (whether passengers or employees) that abuse between passengers and gate agents is unfortunately all too common, no doubt even more so than the mistreatment of employees by management. Nevertheless, given the frequent occurence of such outbursts, it strikes us as somewhat unusual that a gate agent would be put under investigation in this manner, following a single complaint as described here.

Another of our readers comments:

It seems to me that the two passengers in a drunken state would still be drunk after finding a Supervisor. Intoxicated passengers are usually not permitted to board because of potentially dangerous behaviour. Any Supervisor with a functioning brain should know if the passengers were intoxicated and question the veracity of the incident accordingly. It would be interesting to see the Supervisor's written report. A Gate Agent's use of profane language is unacceptable and should be investigated. However, he or she is innocent until proven guilty and should not be punished prior to such a determination. Unfortunately, United is known for hostile, unjust treatment of its employees -- it has even been suggested that Supervisors earn points for going after employees in the manner described below.

Two drunk passengers came up to the gate after the flight closed late. They began to yell and became loud. I said don't get smart asking me questions -- you need a supervisor. So they went and found a supervisor, claiming (falsely) that I called them "a**holes."

The next day, I was informed by a supervisor of a customer complaint that I was rude. I was advised that I was being held out of service while an investigation was conducted. The supervisor took my badge and sent me home. It has now been over a week and I don't know the outcome, nor have I been advised of what rule I supposedly violated.

My blood pressure is up and I can't sleep. I have worked for United for almost 23 yrs and never been treated so unfairly.

December 19, 2007

I am a UA f/a based in DEN. My question is how can UA get away with disciplining employees for use of sick leave (earned and contractual benefit). I have been out on sick leave 4 times this year (bad year). This last time due to a fall on ice, not at work, that resulted in a fractured bone and damaged knee. I am able and willing to provide doctor documentation for each sick call. My supervisor is not interested in the legitimacy of the sick calls and intends on issuing a Letter of Charge charging me with violotating company policy in the area of depandability. However, the written policy does not state how many sick calls are deemed excessive. I was advised by my supervisor to apply for Family Leave. However, when I do that he does everything in his power to deny it and proceed with the Letter of Charge anyway (that happed to me 2 yrs ago). But even if my Family Leave was approved, why is it that then I would not be disciplined, even though I would have the same number of sick calls only the label would be different (FMLA vs Sick Leave)? What gives? Why am I disciplined for Sick Leave but not for FMLA?

December 19, 2007

You will note that many complaints on this website relate to "self-insured" United's criminal abuse of the Workers Compensation System, aka State Fraud. A WCAB Information & Assistance Officer plus another WCAB Insider informed me that United Air Lines is known to be NO.1 for WC Fraud. About two years ago a victim of UAL's WC crimes posted on this site lengthy accounts of what was done to him. He received many messages from other UAL victims which evidently were put into a secure place. No further info was sent due to his legal case.

Multitudes of UAL employees have become victims of United Air Line's WC medical crimes, fraudulent delays & denials,labor crimes & vicious retaliation after filing legitimate job injury cases. If these WC cases were filed and investigated in Criminal Courts United would be exposed for operating a criminal enterprise conspiracy under it's corporate roof. Their self-insured WC Depts., Corp. Medical Depts., and Corp. Management Depts. would be marched out in handcuffs. Their Accomplices in crime are all part of the ring of United's criminal conspiracy. No doubt they are filling many free First Class seats enroute to luxury vacation destinations in return for favors rendered.

December 14, 2007

I have been on workers comp since 2001. I was fired 28 days prior to retirement because I did not return to work within three years. When I asked our "GREAT UNION" for help I was ignored. Then I was told that it's not their job to make sure that we get proper medical care and on time treatment, so we can return back to work. Well, who's job is it? But they demanded their dues. When I could not pay, our union send a letter to UAL to have me terminated even though I paid for 14 months, when the California law says "No union dues are due while on Workers Comp". AFA is in bed with UAL. WE should be able to strike, if UAL employees are not getting the medical care they deserve. UAL should not be able to just string us along in pain until we go broke and homeless, so they could settle for less.

December 14, 2007

I am a former employee of United that was terminated in October 2007. To be brief, I was under doctor's care at the time and covered by FMLA. My manager decided to remove me from FMLA status, turned my time missed under FMLA to a dependability problem and terminated me. Another employee that was terminated for the same thing is filing suit with me and I am curious if this is an ongoing problem that employees are experiencing. Please contact me if there are others experiencing the same difficulties.

December 11, 2007

I was a ramp employee and went into management, after a stint in customer service. I decided I had enough and exercised my recall right back to my ramp job in Chicago. I applied and was awarded a Customer Service position in Phoenix. There while on "probation" I was sick for 6 days in early Dec. 2006. On Jan. 28, 2007 (some 45 days later) the station manager decided I did not pass my probation for the attendance. I was "released" back to my last union position in Chicago. I contacted the Admin. supervisor at ORD and she advised me she wasn't expecting me because I resigned! I never did such a thing and before I could blink I received confirmation of that via US Mail. Is there anyone that can help? Someone lied, I never thought I would stand a chance against UAL but came across this site. I tried to contact union reps but they never returned my correspondence. Any legal referral would be greatly appreciated.

December 9, 2007

I was terminated from UAL, probably because I could have been a major whistle blower.

Due to our station closure we were moved from a line maint station to overhaul in SFO, while they kept and placed junior mechanics in flight line positions at SFO and other stations. I started tracking work at our old station where so much illegal work was being done it was unbelievable. We detailed this in grievances trying to at least get out of overhaul and back to the flight line. Management became aware of my rather huge stack, which I still have, of related printed documentation.

Subsequently, I was out on medical and going to my own doctors. When I wouldn't come to SFO Medical in 2004 to see their quack nurse practitioner I was separated from service. I was told I had nothing to do with United Airlines any longer and my UG100 stated "non-rehireable". Although this was before all the crap with retirement policies, they refuse and still hold my retirement monies. If am not good enough to work there, not rehireable and am separated from United forever, why can't I have my money?

December 7, 2007

UAL intends to pay out a dividend to its shareholders, as well as $20M to its employees. Sounds generous! The dividend to the shareholders will total $250 million. Not bad if you're Glenn Tilton. As of April 2007 at least, he was the 4th larget shareholder, sitting on 545,000 shares of UAUA. As for the employees, UAL currently employs approximately 56,000 workers. That works out to $357 per head. Woops, maybe not so generous.

I've read all the latest submissions to this site, and I can't agree more with anyone that wants to call it quits on this company, or wants to strike. Name the date(s), and I'll be at home horribly sick. You all were right. This place IS a festering ball of pus.

December 6, 2007

I'm sad to comment, but to the person who wrote on 26 November about the festering puss sack that is United Airlines, I have a suggestion.

Everyone, on a day, chose a weekday, perhaps January 8, 2008, call in sick. Just call in one day, EVERYONE. Besides, doesn't it just make you sick to know how badly we all got screwed?

Personally, I've been gone for 2 1/2 years, selling swamp land in Florida and it's 71 degrees. I'm poor as a begger but I have a smile on my face.

December 6, 2007

United is slowly-but-surely going the same way that Eastern did. At some point, the employees will finally get off their butts and stand up for whats right. As much as I don't want to see anyone lose their job, when do we stand up and say ENOUGH IS ENOUGH? What is it going to take?

I inquired in an earlier posting about how to impeach a union or union official, and have recently found out that the A+P guys (mechanic) are considering moving from AMFA to the Teamsters. If a change in union is going to make them feel better, I wish them all the luck in the world. But we need to remember this; If a change in union is to take place, the time is nigh. Waiting to change unions will draw us closer to negotiating time, and possibly play into the hands of the company.

I can honestly say that I'm ashamed of being a member of the "IAMAW Corporation." I understand that NO union has any power, but where is the "power" or fair representation on a local basis? No one stands up for any other employee (sometimes I agree with this), and when union representation is required, the union fights to get the jobs back for people that shouldn't be there anyway! What bargain is there in being terminated, waiting up to a year to get your hearing, and then coming back on a "Level 4?" (one step from termination.) If for some reason, I'm ever in that position, I'm going before an arbitrator or judge. I'll be damned if I'm going to let some dummy with a union book in hand try to fight for my job. I can do the homework myself.

The IAMAW, AFA, and ALPA have all fallen short on their obligations. The AFA and ALPA have come out with their cute "Vocal Minority" items, but where are they when it comes to kicking corporate Americas a$$? This country was built on the backs of "Blue Collared" Americans, and now, we've handed it over to the people at the top.

Enough is enough. Shut the machine down.

December 2, 2007

Unfortunately, if we merge with Delta or another non union company..then who is to say that the IAM wont re-negioate the clause in the contract about "seniority begins when the employee enters the union"...it seems that this union does what it wants and lets management walk all over us...we should initiate 1-2-3 strikes against the company as workers do in Europe

November 30, 2007

So UAL wants to screw the lenders by paying off a loan early without penalty so they can help out the stockholders.A United spokeswomen states that the shareholders lost everything so they deseve it. What about the employees? I lost all my ESOP stock ($80,000), pension and wages! Do you hear them saying anything about compensating the employees who gave back billions? I am hoping for the swift demise of this once great company.

November 26, 2007

I have worked in seven UAL stations in customer service. I have been a very good employee for 33 years, and I will have 35 years experience when I turn 55 years old and get as far away from this heartless, dirty rotten company as I can. I have countless orchid letters(good ones) from customers and supervisors that I have worked with. You will have a very hard time finding any onion letters (bad ones) because there aren't any. When I started working in 1974, I was told that I would get a pension when I retired. It sounded like a great idea to me, so I stayed with it. Here I am 53 and ready to spend the rest of my life with my family and friends. Well! Now that United has declared bankruptcy, they have done away with 5 plus dollars per hour of my pay, taken a weeks vacation, and you guessed it, done away with my $3500/month pension. Now I have to work until I die because I can't retire. Meanwhile, United has the largest balance of cash on hand in the history of the company. United is also trying to sell off its mileage plus plan for approx. $7 billion (yes with a 'b'). Unfortunately, they cannot find a way to give their employees who built this company with there blood, sweat, and believe me, plenty of tears, any of this money. In my mind, nobody should fly on the machine of a company who would consider treating their employees like this. As of today, the biggest mistake I have made in my life, and I have made a few whoppers, is working for, and staying with, this rotten festering puss sack called United Airlines.

November 16, 2007

OK, it's a little more than a year and a half away from contract negotiations. Any care to bet how they'll stick it to us this time?

A merger will only allow them to say; "We have no money for you people." Or they can always re-file for bankruptcy protection under a differnt chapter. What's preventing them? U.S. Airways made a mark in history by doing it. Another thing to think about, if we merge with someone, we're better off doing so with a non-union company (as if you didn't already know this.) Give them "Day 1" seniority, and see where it goes. If we do merge with Delta, let's see how a company built on non-union workers feels about paying $45+/mo for nothing.

Can anyone here tell me, or direct me to a link that discusses HOW TO IMPEACH A UNION?

The IAM, AMFA, and ALPA should all be removed (along with UALs management team - right down to most of the supervisors.) U.S. Airways pilots are currently discussing how to get rid of ALPA and start their own union. If this happens, at the very least, they'll have union officials that are currently WORKING! How many of the "officials" in the IAM have been in the pit of a 737 recently? How many of the "officials" from ALPA have sat in the left or right seat and pushed those lil' buttons? I'm willing to bet that only a few have.

November 9, 2007

I found this web site during my daily surfing the web and think it's great. I am a retired Lead RSM of forty years and like the rest of us got the golden shaft on our retirement. The reason I am writing this is to say "I TOLD YOU SO!" In Chicago, security was breached when they caught workers that service us with fake badges. Years ago we as leads working a trip knew everyone working and servicing our airplanes. Now we don't know who is fueling, cabin cleaning, or food servicing. You call this security? Well I guess the you know what hit the fan! Do we have to wait for an incident or we better get security around our planes back on track before we regret it! All workers MUST be double checked as they arrive planeside to service us. It doesn't look like that is happening now. Let's get back to basics, huh guys, and start checking!

November 4, 2007

Denver Ramp is on a rampage pertaining to "Uniform Compliance"- The kicker is, is that we are subjected to harsh winters out here at times.. so...If we are only allowed to wear United Issued clothing, what do we wear when its 40 degrees?? Either a thing shirt to freeze with ( our jackets are paper thing) or a parka for weather below 0- Wheres the in between clothing?? Oh, and dont forget, we may not wear winter gloves, winter hats and winter face protection because united does not issue these for us!! It should be a very very cold winter Mr LESI!

November 3, 2007

Just how low will this third world airline keep descending from it's former pristine friendly skies image and reputation? It started taking an ethics nose dive in the early 80's when deregulation allowed UAL to deceive and abuse the traveling public and it's own employees. Cheap shot lies and low life corporate tricks became United's formula for big profit at the expense of it's passengers and loyal employees. This once highly respected company was dragged into a bankruptcy that stole vested interests from everyone except management, bankruptcy lawyers and judges who were all highly enriched from it. After reviewing this website and so many other UAL fraud victimizations I'm convinced that this degenerate company is run by Corporate Goons equipped with certain interchangeable body parts found at each end.

November 1, 2007

I am a CSR for United, and I am blown away at our customer service. On a daily baisis I see pax misinformed about baggage maximums by an outsourced reservations center located somewhere in India, reservations made to the correct city but wrong state, change fees that have been collected twice, reservations that have been double booked and sold double charging the credit card (where they mailed a voucher for the extra ticket they didn't want, authorise, or buy), and a mass of other misinformation. I can't help but wonder if this is their buisness plan: tell the customer the wrong thing so that when they arrive to check in they get nailed with fees, and nickle and dimed to death?

October 21, 2007

I effectively resigned from the worst company in history two weeks ago and must say that it felt as if the weight of the world was lifted off my shoulders.No regrets.15 years of shaking my head at some of the most boneheaded managment known to man.The last few were awful.I'm making much more money now and my stress level is down and happiness up.I feel bad for those of you that are stuck there.Now as a consumer I'll purchase an airline ticket from anyone but United.To all the rampers at LAX I say you guys have my heartfelt sympathy. Good luck and there really is life outside of that hellhole.

October 9, 2007

My husband just received an exciting letter from Pete McDonald! He has been a pilot for UAL for 20 years. We don't talk about that much, we get too angry and frustrated. But, there may be hope yet! Pete says UAL is doing great thanks to all the wonderful employees and he has personally invited us to a "recognition event" somewhere in the system where mangagement will have a chance to "express their appreciation" to us! We couldn't be happier, it's so nice to know that the sacrifice of 45% of our pay, all of our retirement, our children's college funds and our secure financial future is finally paying off. So, I suggest that we all try real hard to get to one of these special events. Heck, I know all of our flights are full and the thought of the commute somewhere in the system isn't very appealing. But where is your "all for one and one for all attitude"? Who knows, we may get a free lunch, or at least some punch and a piece of cake. Hey, we could bring along some of our unpaid bills that our pay checks strangely couldn't quite cover even after downsizing and making the kids get a paper route. Pete sounded really upbeat and happy, maybe we'll catch him in a good mood and he'll even be willing to give us a few bones like easing some of our ridiculous work rules. After all, as he said - safety is the most important priority -- second only to the boards salary and compensation. I might suggest to my husband that we take the whole family along to the meeting, the kids would love to meet Pete. They would love to ask him how he sleeps at night and they would love to know how someone with his level of greed looks like in person. See you there!!

September 15, 2007

I am an employee of UAL Ramp Service at Los Angeles International Airport. I am reporting a incident which took place on September 11,2007.

A Ramp Service Person wore a American Flag bandana across her forehead as a tribute to those who lost there lives on 9/11/2001 and for are troops who now are fighting for our freedom. Supervision on the morning work shift of 9/11/2007 reprimanded this Ramp Service Person with the style of a Nazi SS interogation.The ramp Service Person and Union Shop Stewart were dumbfounded to have the multiple supervisors reprimanding a woman who was showing her love and devotion for here fellow employees and American solders.

She was presented with a level of disciplinary action that now goes towards her record that will definitely affect her employment.

There is a tremendous amount of animosity between Ramp Service Employees and management.

UAL hire former employee supervisors to enact disciplinary actions for employees getting hurt on the job,calling in sick, or using FMLA. Whoever enacts this type of outrageous acts on their fellow man should be held accountable to the Federal Government and the employees families.

UAL at Los Angeles Airport understaffs every flight. The number of back injuries are staggering. Ramp Service People regularly used to load and unload aircraft 737,757,767,747,Airbus A 319/320 regularly loaded by a 3 person crew. Osha is clueless to the abuse this airline puts on the ramp service workers. These aircraft need to be supported by a 5 person crew to avoid unnecessarily injuring the crew. Only the strongest men and women survive without injury and harassment.

Supervisory harassment must be addressed by OSHA.

July 28, 2007

Well, well. $225,000,000 2nd quarter profit. Do you think anyone but upper managment will reap the benefits? It's all coming together for Tilton and his cronies. Rape the employees,show a couple years of profits, sell stock options and in 2009 the economy should be in a downturn and with the contracts being up threaten and get more concessions or be contracted out.Does anyone really think it will be any different.I am so glad that I am no longer working for this sorry company but I'll use up all my EIS first. Just a little payback but not much considering. Get out while you can!

July 25, 2007

My word of wisdom to anyone writing you from the employee side. Look outside Workers Compensation for solutions/resolution. W/C is regulated by the state, and it really is employer favored and things are so regulated and coverage so limited that it's a joke. UA is self insured through GB, and GBs job is to save money for UA, no matter what it takes. GB makes their profits when an injured worker doesn't collect, so they are bound to try to deny claims. Also, injured employees need to investigate filing with their state if UA is unwilling to label a work injury "I". There are cases where employees have work related injury and company says no, and they need to realize that isn't the end. Keep digging till they find the right answer.

Please, encourage everyone to save everything they can get their hands on to PROVE their case/position. Not just words. Make notes, record things, save memos, etc.

July 23, 2007

I am one of the disabled employees that was forced to return to work when the three year limit on my disability was up. I was out on disability in 2001 and had a liver transplant in 2003. I was forced to return in 2004 or be terminated. I wasn't ready to return but had no other choice. I couldn't go without medical benefits or the other dwindling benefits that we had left. I lasted for about a year and a half while my fellow employees covered for me while I was ill. Everyone was getting promotions and raises and I was being bypassed. I guess I couldn't keep up. I went out on disability again in 2000, in worse shape than when I returned to work. Since then I have been harrassed by united and the benefits service center about my coverage lapsing, payments not being made, letters of termniation which again is happening right now. my payments are up to date and they claim I owe over $1000. I know I don't. I made several calls and they said there looking into it. all payments have been made. I have my records. I just recieved a bill for over $1000. I am being harrassed. United just sent me a letter today stating that I owe them $2500 in overpayments they paid to me. I do not. I was overpaid 2 years ago and that was all cleared up. I am being harrassed again. i am seeing a doctor and am on 225 mg of Effexor for depression and this is bad for my health. I need a lawyer to help me get them off my back.

Why has everyone at United returned back to their pre-bankruptcy salariess along with raises and promotions profit sharing while the disabled still remain with half of their Ltd benefits? Along with Medco switching the prescription plan to a limit of 3 prescritions even after you $1500 out of pocket has been met? I have to take 9 prescriptions a day to stay alive. It costs me close to $2000 a year for prescriptions plus $1500 a year out of pocket and then pay for my own medical coverage? And I get $480 from my Ltd insurance after the bankruptcy, still half of what I was getting in 2001? Some company, some insurance I paid for for 20 years.

Ed note: Another UAL employee responds to this post:

1.My group, Public Contact Employees, has certainly NOT returned to pre 2001 salaries, nor, to my knowledge, has anyone one of the labor force, including pilots, mechanics, ramps, etc.

2. On the Medco, I have found that you can have many prescriptions, but only have three refills of any ONE prescription prior to have to use Medco by mail -- UNLESS Medco doesn't have what your doctor prescribes. I am using bio-identical, and since Medco can't fulfill my Rx, so I get my Rx's filled for the regular cost but at a pharmacy of my choice. It's only after three REFILLS that have NO changes, that you need to use Medco by mail. And I often have more than three prescriptions at a time.

I have no idea how LTD works, except my experience was so frustrating I didn't bother filing.... But, on the EIS leave status, if you come back to work for ONE day, and then go out, your three years starts all over again.

And, if you feel you were being discriminated against because of your disability, file a charge with the EEOC. But, in order to be well received, you have to support your statements with facts, and get them in logical order. You say that everyone was getting promotions -- can you give names/numbers/dates/positions? I know it's a lot of work; but it's the only way to prove anything. And probably the hardest part, eliminate the emotion when you assemble the data and write.

Save your copies of everything. Don't make phone calls unless you record your calls, write memos. It's hard, it's inconvenient, it's a pain in the rear -- but it's the only way to be heard, and it's the only way that will stand up in a court of law.

Ed note: With respect to the option of recording telephone calls, be aware of the specific laws in each state.

July 22, 2007

I'm a regular reader and poster on this site, and can't believe that after everything that is discussed on here, no one is doing anything to change our situation. I don't know if it's complacency or fear, but as I've said before; "words without action is hollow." I'm currently looking for work elsewhere. When my financial situation levels off, I'm gone. UAL's management can have its way, and hire all the temporary and *minority help it can handle at just over $8.00/hr.

I have absolutely NOTHING against any person coming to our country seeking employment or a better way of life. Every one of us came from some other place and it wasn't any easier for our families. However, today is different. If you can't convince a fellow American to stand up against a large corporation, how does one tell someone that just came to the U.S.A. to give up a job and "walk the line", when they're now making more money in a day than they were making in their home country in more than a couple of weeks or even a month? - I don't blame them, and certainly understand their view. (If that is their view.)

The unions are no better. As we took paycut after paycut, our union (IAMAW) rewarded us by raising dues. It would go a long way if "the union" would (in good faith) stand up, and do something small and honorable. Here's an idea, and yes, I'm calling you out on this one. HOW HARD WOULD IT BE TO GIVE US 1 MONTH WITHOUT UNION DUES PRIOR TO CHRISTMAS? or is that too much to ask? They constantly tout how important "family values" are. Help us out, and let us spend the $45 the way we deem fit. Not once has the IAMAW or (to the best of my knowledge) any other union within our airline done anything to refund any portion of our dues. We've taken paycut after paycut, lost holidays, and overtime. What's next? - Contracting ramp, stores, and maintainance out?

Recently, I read an article that said (something similar to); "The employees have given all they can, and since they're at the bottom of the barrel, there's no place to go but up. American unions may now have some leverage." The afore written, is nice to believe, but ask yourselves this - Where were the unions and their "leverage" when we needed them? They'll tell you that there was nothing they could do during the bankruptcy, but that's when we needed them! They, like Tilton walked away laughing.

Let's take a look at the current standings -

• American Airlines just posted a second-quarter net income of $317 million.
• Delta, at the end of April netted a $1.8 BILLION profit.
• Southwest was up around $278 million.