April 19, 2013

I was injured while working for UA in September of 2012. I was paid temporary disability while undergoing treatment until today. United's WCB company, Gallager Basset had me attend on an Independent Medical Evaluation in January. Their doctor and my doctor agreed that I have a severe herniation in my L5/S1 region. My doctor, who is not ready to cut into a person at the drop of a hat, suggested shots to see if pain was responsive to less invasive treatment. Their doctor suggested either get a spinal fusion or go back to work - and nothing in between. In UA's opinion I did not comply with their suggested treatment plan and I am now on my own. No income. No coverage for treatment of any kind. For all of those passengers who wonder, take solace in the fact that this company treats their employees worse than they do their passengers.

April 11, 2013

I was an employee of UAL for 5 years, terminated about ten years ago over an FMLA dispute. I have flown under my wife's benefits for over two decades, as she is a UAL employee. This year, a supervisor decided to re-interpret the portion of the employment contract which states that a terminated employee may not use flight privileges into that I cannot fly as an eligible of my wife. This affects her flight benefits and is arbitrary and vindictive. We are willing to pay for representation in a court of law to:

1. Restore the flight benefits that she is entitled to for her lawful spouse.
2. Since the re-interpretation may open the window on eligibility of filing a lawsuit for wrongful dismissal that is usually three years, we are willing to go to court over the termination, with witnesses, to get flight benefits restored.

March 18, 2013

I'm an east coast employee, and regular reader of this site. I'm sure many of you are aware, the current T.A. is less than impressive. It guarantees "job security" at the hubs, and not much more. If this agreement is ratified by the membership, and jobs are outsourced in 2016, there will be movement into the hubs from the "Tier 2" stations, resulting in more furloughs from the hubs.

Nice knowing we're paying union dues for the possibility of outsourcing out jobs.

March 11, 2013

I am a sCO (pre-merged Continental) employee who went out on on-the-job injury (OJI). Gallagher Bassett fully took liability. I was unjamming a bag belt (I was working BSO) However, there was like five flights on the ground with this acient belt notorious for jamming anyhow. I grabbed a bag, as I do so five others are set free and come flying at me. So at this point I am on the ground with a shoulder injury.

I followed the protocol I know and that is to immediately report to OJI line for a case number; then called the supervisor of airport services (SAS) after hours to find out where they would like me to go for treatment.

I was on transitional duty for a good month or so; not very long. I had certain restrictions I relayed to my supervisors also with the doctor's admin office telling me they fax a report of the office visit. I wanted to work if I could. I had limitations at times; however did not have another agent so I would be forced to unjam bags, lift bags, not stay sedimentary. I did not complain; I hate drama. Well, when I did this there would be days I was too sore to work and stayed home and iced the area that was sore. SAS tells me don't worry about this place will code to OJI. I see this in my check week after week. It was a total of about 78 hours they paid OJI--well when GB closed up the claim; they collectively with payroll decided I had to use my sick time? I WAS NOT SICK; HURT ON JOB. I was told at THAT time that I did not go see a doctor when I was out icing the shoulder. Well, if I was provided that info I told them I was not aware of that policy. I received nothing but was seeing a doctor and getting paid OJI when I called out.

I was appalled that I was not given some literature or when I called in for the SAS to say hey you are on transitional duty--please get to the doctor. I also hear from co workers that on temporary disability I cannot work overtime--I did. Had no clue; but I feel mgmt should. I also had day trade I worked during my temporary disability (not allowed either) and was not paid nor told I couldn't work a day trade.

It was a big mess. I still want to find out my rights. Someone dropped the ball here. Use my sick for work related injury? Since when? Advice if anyone has any...

Ed note: The employee is currently checking with Worker's Compensation to see whether United Management broke any laws.

January 23, 2013

I was a Continental employee who was hurt on the job in 2010. To say it's been a nightmare is an under statement. I slipped and fell at the ticket counter, in front of co workers, but because I didn't get along with a supervisor and he was friends with the claims adjustor at Gallagher Bassett my claim was denied. I damaged my back /hip so bad I was told I needed surgery right away, but I had to get a lawyer and fight which took 10 months. I won my case, but since then has been one delay after another with Gallagher Bassett, to the point that I'm now disabled. I receive workman's comp, Aetna disability and social security and FINALLY got thru all the nonsense 2 1/2 years later and my surgery-which is only going to relieve me of the pain, has been scheduled. I wrote that idiot of a CEO Jeff 4 times, but he has yet to respond or even look into my problem, plus Continental owes me 6 weeks of vacation pay from 2010. Is anyone else going thru problems like mine with them and Gallagher Bassett? I think the company instructs them to give us a hard time in hopes that we'll quit, or they get us with the 90 day light duty trick. PLEASE beware of that, or get the quack doctors at Consentra to say we aren't really hurt when we are. I'm interested in hearing from other employees or ex-employees with the same problem. My goal is to get enough of us that we can bring about a class action suit and stop them. My life is changed, my health is ruined and ALL this could have been fixed had I gotten surgery when I first got hurt. Thanks and if I can help ANYONE get past the bs I've been thru, because believe me they play a bunch of games to prevent you from getting what you deserve, please feel free to contact me.

November 28, 2012

I worked at United for over 26 years. Started in 1979 just after deregulation was passed. That was the beginning of the end. I was 19 when I started and at that time it was the type of company that if you were lucky enough to get into, you stayed for life. Like an IBM, or GE. But with even more employee pride. I remember the mainliner club having sales that were packed with employees paying money for UA logo clothing. I remember saying "I worked for the airlines (or United)" at a social gathering and having people instantly asking questions that showed admiration for having such a job. And I wasn't a member of a flight crew even. See the movie Catch me if you can to really get an idea of the esteem Airline employees were held in. My grandfather and an uncle both worked for United, my grandfather retiring after a 40 plus year career. My uncle leaving after more than 20 years. Then deregulation, and a Grand March of greedy, stupid, incompetent CEOs that sent the airline into a nose dive. Starting with Dick Ferris (Dick Ferris before he dicks you), and his Allegis fiasco. Then Stephen Wold (the DEVIL). This JERK actually gave a speech once where he said people were going to have to learn to do with less. He meant pay and benefits. The same year he got something like a 45 million dollar bonus. The most greed and self serving CEO I have ever encountered. I hope when he dies their is truly a hell and he gets a 1st class ticket there.

After him I remember Gerald Greenwald, who conned us into buying what would ultimately be a bankrupt company. Paid good money for it too. At one point between myself and my wife (she worked there also) we had over $120,000 in stock, and based on projections by the end of the ESOP we would have close to a quarter million. What we got in the end was about $56. Yeah, but Greenwald walked away a rich man. There have been others, too many to even remember. But they all helped dig the grave. Eventually the coffin will be lowered into it, just a matter of time. It is so sad to even think about. The only advice I can give current employees is to leave when you have an oppurtunity. It was the best move I ever made. And to anyone thinking about it, I would avoid United like the plague.

November 28, 2012

Suffered 4 on duty injuries while working at ord for 15 year. United failed to acknowledge injuries and permanent disability I suffered. United failed to pay or allow me to use injury time I had earned. They took my benefits earned: flight, Injury days, medical and pension. They lied and cover up my duty injuries in court, UA destroyed my life.

October 20, 2012

Why can't the PBGC sue United Airlines for back retirement since UAL has so much money it can by another airline? I had 18 years and my retirement is $671 a month.

October 3, 2012

I have a lot of complaints about the way Subsidiary (S) UA has been doing business AND I have a lot of complaints about the merger process which blatantly violated S CO's standards, Fly to Win Handbook and policy. I agree with much of what I read on this site, most of the complaints are legitimate based on my experience working for S CO for over a decade. The powers that be, in their infinite wisdom and superiority complex completely destroyed the "working together" concept that made Continental a great place to work. Face it, S UA was a bomb for many years because of poor management and destroyed itself. It's obvious the remaining S UA management is destroying a well intentioned merger and it's obvious most of the powers that be discount all employees and retaliation is common if you speak your mind or attempt positive input. Facts are that S UA destroyed itself through mismanagement and it was a pure mistake to merge.

Last number I heard was a BILLION and a half dollars last Spring and still no final merger and still so many operational inconsistencies. Now I am not an accountant, but can anyone verify that S UA was worth that much in bankruptcy court if S CO let it alone? United is typically remembered in conjunction with 9/11. THAT'S A FACT HERE! Some brand name.... Did anyone bother to take a public marketing survey or ask the public or any employees what the best approach was?

For the S UA people, don't bash the S CO way of doing business..... we were all doing fine on the S CO side without a merger. We had stock options and ownership with direct contact with all management - seem to be lost now - all problems easily resolved on all levels. We didn't always agree and we had differences, but nothing like the blatant arrogance and retaliation I've experienced with S UA managers. That said, I have great respect for all the S UA colleagues I've worked with in EWR and there are few problems. We work it out and make it work. What is done is done and now it's time to make it work to save our jobs and future. Kick out the poor management and replace the antagonistic relationship brought over from S UA.

As for computer issues, I fail to ever understand the need to waste so much money on IT issues forgetting about KISS. The old Shares system will always remain as a backup and the wasted dollars on new programs, training, monthly updates and apps, etc? Do those millions balance out the bad image customers see when they are hit with all sorts of fees?

I understand there are 7 SEVEN different softwares only for CARGO operations and they are not in sync. I'm passenger service and we have new training every other week with new apps and upgrades and new complications. It all requires so much more time, then we are hit with negative codes when we don't work that flight fast enough last 10 minutes. We have SHARES that doesn't sync up with United.com info that doesn't sync up with the Gate Reader which doesn't sync up with employee res which doesn't sync up with apps. Let's just spend another million on IT to collect a missed bag fee. Anyone ever bother to do a realistic cost analysis.

I'm disgusted. I'm embarrassed. I'm harassed. And I've been retaliated against. S UA informed my management I'm troublesome because of my criticism thereby they deemed me a security risk....

August 16, 2012

The airlines are a joke...all of them, but United takes the prize.... Implementing the Shares computer system, which is 3 times the work of Fast Air, the good one that United gambled away from their own stupidity. Should we even talk about the express side, which is only contracted by United, paid crappy wages, and gets half the training, if they are lucky, and works 3 times harder than any union employee.. Way to go United...sort of like outsourcing your reservations department to India...you really care about your employees and giving good customer service!! You go!! They say that they care about customer service, but oversell the flights...ALL THE TIME.....show your true colors United..you go!! Most people that work for the airlines have been brainwashed... "Oh, I work for the airlines for my flight benefits"...sitting in an airport all day trying to get out, or getting stuck somewhere is not my idea of benefits...and should I even talk about the poor management? Jeff, the CEO has got to go. Please send him to another airline. He has already destroyed this one. (Like they couldn't have destructed without him). Ha!

August 8, 2012

Summary: I was fired for telling a passenger to fasten her seatbelt.

I had been working for United for 14 1/2 years since 04/05/97. I am purser-qualified since 02 Nov 2002. I have maintained a good work history, without negative entries. I received numerous commendations and recognition by UA and passengers. This is confirmed by the AFA lawyer [...]. The last 3 yrs until my termination on 09/14/11, I was based in London.

I believe that my termination was in fact an act of retaliation and harassment by one of my male supervisors [...] in LHR, who had regularly touched me inappropriately and made me feel very uncomfortable.

Whenever I had to be in the domicile to report for work, this supervisor took any opportunity to touch me on my upper arms, shoulder, upper body. Every greeting by this supervisor resulting in being touched by him. No other supervisor showed this behavior towards me. I tried to avoid this supervisor by spending only the absolute minimum time in the office, I was worried that he would retaliate against me, and harras me if I had reported him.

Background:

In 2011, the same supervisor asked me to come into the office to talk about an incident on a flight I was working. At the beginning of the meeting, he informed me that after looking into UA policies, my actions were correct. In fact I was the only involved person that was aware of the policy about "non required signature verification by the purser of delivered inflight catering". This made me wonder why I was called into the office. I asked him. He immediately started hysterically yelling at me. I felt verbally abused and he intimidated me. He already had a paper file with my name on it prepared, which is used in case of investigations of flight attendants.

The conversation took place in a cubicle, and the screaming was overheard by a female supervisor [...], who left UA shortly after my harassment complaint. She joined forces with [...] yelling at me, asking me the same questions over and over again. At the beginning of the meeting I was standing in front of a chair, later I was forced into the chair by the female supervisor. Shortly after, I was able to escape the cubicle and verbally reported the incident to the Dom. Mgr [...]. He wanted to check into the situation, which resulted in dismissal of the incident.

This made me report this to labor relations ( See EIM). That report followed a hearing with [...], [...], [...], [...], and myself. The accused supervisors were not present. The incident was dismissed by the Dom. Mgr.

Following this scenario, I was even more terrified, and limited any work related communication to the absolute minimum and with UA in the United States.

The incident:

On flt UA 935 31 Jul LHR-LAX, upon arrival I left the airplane to check on wheelchair assistance after the passengers deplaned. This assistance/ wheelchairs were for a few remaining passengers.

On flt 934 LAX-LHR 01 aug 11 B777, I worked as FA at jumps 3L. About 1 1/2 hrs into the flt, during meal service, the seatbelt sign came on. I did my seatbelt checks in my section. I informed a female passenger by cross aisle 3 L/R by lavatories to take her seat and fasten the seatbelt. I continued with the meal service. The passenger kept standing by the lavatories in violation of FARs. After the service, the purser (PU) [...] took the passengers aside. The PU did not provide me with passenger info that I requested to report the incident, even though she asked me to write a report. Instead, the PU created wrong statements to the captain [...] and upgraded the passenger and partner to UF.

Upon arrival in LHR the supervisor [...] met the flight. Another supervisor [...] was on duty at the gate podium, who could have handled the situation, for objectivity/fairness reasons. [...] talked to the passenger first, not the crew. Usually, once at the gate, a CS supervisor would talk to the passengers. I asked to report the incident to the authorities in LHR, since it was an FAR violation, taking into consideration the history. The supervisor refused, and remarked that it not UA policy to contact the authorities on passengers.

The supervisor did not allow me to proceed to crew customs in LHR as is required for every crew member. He separated and escorted me off the airplane to the UA office without clearing customs for interrogation after a 13hr duty day. This time in an enclosed conference room. He immediately raised his voice and started with accusations after I gave a short statement. Again asking me questions over and over again, even though I had answered them already. After a long time, and the supervisor becoming more and more aggressive, I could not take the verbal abuse any longer and ran out of the confined room.

Investigation and Termination

Following this mtg, he started an investigation in this case, that lasted from 01 Aug 11 to 14 Sep 11. He manipulated statements and asked the captain via private email for a more "detailed" report. Some emails of the conversation disappeared. He fabricated the case by only using reports from FA's that he could turn against me. Only 4-5 reports were available from FA's that he used against me. A B777 crew consists of 11 FA's.

At the AFA / UA Mediation meeting, UA was represented by [...] (the same individual who had terminated my employment). I was hoping to have a more neutral person. [...] AFA, [...] AFA, lawyer [...] Mediator, and a UA lawyer were present.

July 29, 2012

Almost five months since 3/3 transition and it's still a nightmare during irregular ops. CONTINENTAL oops, United, can't handle it anymore because of the p.o.s. called SHARES. Help desk is anything but. CSRs calling there are at the mercy of some yokel in Texas who either doesn't comprehend what we are asking for or what we need or decides to interrogate the CSR (with many years or even decades) of airport experience about the problem we are calling about. If they don't understand or don't know, they simply say "it can't be done" or they treat the Customer Service Rep (CSR) with disdain while we wait for "permission" or denial to do something. So fed up, can't put it into words. On top of that local premerger UA supervisors and Management are scared sh!tless for their jobs and have taken the complete CONTINENTAL " make do " attitude. How CO could have ever gotten the so-called best airline rating in the past is beyond comprehension !!!!

February 23, 2012

I have been an aircraft mechanic of UAL for 21 yrs and have Parkinson's disease for 8 yrs already. I have been held out of service since 08-16-2010 because of PD. In July 2011 UAL said they could not accommodate me because I cannot perform an essential function of the job, climbing ladders taller than 4ft and working at unprotected heights. The attorney I had hired to sue them for discrimination backed out, and I am looking for one that would look at my case and assess it. I live in CA and have right to sue letters from the EEOC & DFEH. I want justice fr what they put my family and myself through. I ran out of sick time and have exhausted state disability and waiting approval from SSI. I need competent legal advice please!

January 12, 2012

Being a United Airlines flight attendant was suppose to have been my dream job but it instead was a 5 year nightmare. Certain supervisors targeted me because I wasn't afraid of them at all which took away their element of control and using scare tactics. But even worse were the flight attendant rats that I sometimes had to fly with who lived their flight attendant lives kissing management butts. One of the biggest complaints that I use to hear on the planes was how flight attendants didn't get any respect but I'm here to say that a lot of them didn't deserve it. Don't get me wrong, their are a lot of hard working, union loyal, dependable UA flight attendants who were a real joy to work with but the pathetic ones outweigh them which is why I quit in 2005. The job just wasn't worth the very low pay or the BS. Supervisor [...] at DCA was the dumbest manager that I had ever seen at any job in my entire life. I felt sooooo free when I left United and now I'm doing a job that I actually enjoy and last year my take home pay was $75,000.

January 10, 2012

Let me make it clear; I am not, nor have I ever been a United Airlines employee, but what I have to say should provide some insight as to how things work at UAL. Prior to late 1997, I attended UAL flight attendant recruitment open houses three times. On all three occasions, I checked my answers on their screening aptitude test very, very closely thus ensuring that I would receive a score of 100 each time. None of these go-arounds resulted in an invitation to attend a second interview in Elk Grove, IL. Then, in late 1997, I attended yet another of their open houses, took the test one more time, reviewed my answers and purposely changed several answers to wrong answers in order to insure a score of 80. I used a relative's very similar SS number to prevent matching of this test score to the prior ones), and guess what? I was cleared for a second interview. I had a similar experience at American Airlines; they told me that they almost never saw such a high score on their much more extensive aptitude test, yet I was not offered employment there, either. LUCKY ME!

October 17, 2011

Ive worked for UAL 23 years, but been out of service over 1 year ago (involuntarily) because of neuromuscular disorder. They refuse to "reasonably accommodate " me claiming my medical restrictions prevent me from doing the work . Been patient long enough I filed a charge with the EEOC and today I am seeing a lawyer. I am fighting this for justice, since they withheld my ages and blatantly violated the union contract, and on principle for the next guy. never thought t would come to this, but after 23 years, why should I be surprised? they are like the old western movie cliche "white man speaks with forked tongue" when it comes to employee treatment. Let's see how they are going to retaliate. I pray to God for wisdom and strength.

July 23, 2011

United management will not back employees. Passengers on a recent flight to Europe were drinking in the boarding area ( which is againist the law ) They purchased wine from a store in the terminal.... several bottles. They were loud and obnoxious. The passengers were asked to dispose of the alcohol and to refrain from any further consumption, or they would NOT be boarded on the plane in accordance with the Federal Air Regulations, which states we CAN NOT board intoxicated passengers. Passengers were argumenative...and harassed the agent. Management would not back the agent. The crew would of denied the passengers boarding if they had continued to consume their beverage of choice...causing a further delay and possible cancellation of the flight due to legality issues. But management laughed and joked with passengers..... This type of behaviour endangers our passengers, because if they refuse to follow instructions in the boarding area and follow the law...what will they do on board the aircraft???? The safety of the passengers is a risk, as is the airline of being fined by the US government. Other passengers came to the support of the agent....but not management. I'm very disappointed by United.

June 13, 2011

I left United Airlines in May 2005 after being harassed and bullied by a Supervisor. I fought this sick woman off from 2001 until 2005 when I walked away from this harassing Supervisor and negligent Union. I was an OUTSTANDING Flight Attendant, Chicago based.

I was honored for Onboard Service and Humanitarian of the Year award and marched in many United parades.

I started with United in Resv and Sales making 6.65 an hour. In June 1997 I became a United Airlines Flight Attendant.

So where am I today after 6 years... under-employed! I turned 56 in April of 2011. I have been blacklisted from the airline industry and other related jobs. I finally got a job working as a telemarketer making $8.25 an hour. I am on foodstamps and collect any extra food for the month from a neighborhood pantry.

My work history has been ruined as well as my medical history...all from United Airlines.

I decided to get a certificate (quickly) as a CNA or EKG tech and enter into a BA course for nursing. So, I am working extra hours on my telephone job to pay for a 30 hour course.

It has been a very inhumane, degrading, hurtful, humiliating and unfair experience. I lost my trust and confidence in mankind and just people mostly in general. I know some of the professionals that threw me out of a career and stop me from affording food or insurance for medical care has a dog at home that eats well. I bet they worry if their dog gets caught in the rain, or if their dog doesn't eat...but they have no regards whatsoever for the welfare of a human. My error was being a happy, upbeat, confident overachiever (who-do-you-think-you-are??? We-will-show-you-your-place).

For those of you still holding on to documents and filing papers because of how unfair they have been to you...let it go...you will only make yourself sick. People (that includes family and friends) will get tired of your story anyway. You will be left alone except for the help of God. People forget about all of the planes you put them on and how hard you worked to bring a plane to the family. They just want you to move on...seriously...they do not understand or get it...it messes you up financially, emotionally and mentally...it changes who you are! That is the whole point.

I hope someone wants to follow up with me. I am so determined to help heal others that I am putting my telephone number in this letter. Yep! You can call me!!! I have nothing to hide or lose at this point. To be honest, I am not scared anymore...I just want to start to help people heal. Call me if you want to talk. I was ORDSW. My telephone number is 773-756-6492. We got time to hang out now and vent...why not?

Read about workplace bullying. The most important thing is to know when to let go and when to stop telling your story. It helped me to know the bully that I was fighting. I speak out against Workplace Bullying and companies that try to destroy people. Remember: Any time your past is more exciting than your present or your future, your life is out of balance.

April 6, 2011

[Flight details redacted] United knowingly operated an aircraft with air pack inoperative, in a high temperture environment, with little opportunity to cool this aircraft on the or en-route phase of flight. The cooling equipment on this air craft had been on maitenance- inop for extended period of time prior to the segment. As a result the whole crew was sent to concentra looked at by doctor. we had heat stress. Now united Airlines is trying to give me points for my on the Job injury that the caused. A letter of warning in my work history. I was harrassed by united mangment the day day of my injury. As of today united does not want to remove my letter of warning their still saying its part of United's policy to give you points when you get hurt on the job! This has to be the most outrageous thing I've ever heard. How are you going to hold me accountable for something i truly had no control over. I've been trying over the last year to get this resolve and all our union keeps saying that it's a company policey to give points when you're hurt on the job. This is just not right!

January 23, 2011

I was injured on the job while working as a ramp service at ORDCG IN 1993., A baggage cart came close to me and ripped my heel off. Rich Grusnick came over to our house and told me United did not want me back. I was damaged goods. United send me to Dr after Dr, even to The Rehabilitation Institute of Chicago by Dr. Harden, which diagnosed the wrong foot. I had developed a nerve disorder called Relex sympathtic dystophy. United paid me in untill 1999. Before that they also had stopped my pay check on ond off. Even made me see Doctor McGuffin on crutches and still bleeding. They didn't even call an ambulance for me, they took me over to a clinic which in turn sent me to the hospital for my foot to be sewn back on. When United was going into bancruptcy my lawyer called and told me I better except the offer which was penniess on a dollar, and that United agreed to retire me with 14 years of service. I asked if United would retire me on disability; they said "No, take the offer or get nothing." so I took the offer. I was considered disabled by 2 other insurance companies. Everybody declared me disabled, even social security, that is everyone but United, although I did receive disability from United life insurance policy. United went into bankruptcy and the PBGC took over. They chopped my pension so much. I appealed on disability, but they said "no, I couldn't because United said you wanted to retire." The lies that happened through the years, the paid off Doctors in chauffeur-driven limousines. If they only would treat their employees like they treated there lawyers and paid Doctors! Every Dr I went to, you know he was being paid by United. Also I asked for my files from United they had me down as a pilot so again they messed up my files. I then turned 65 and United took me off their insurance. They kept my wife on but dropped me. I now live on Social security disability and a very small pension which is very hard to live on. I was once very proud to say I worked at United, but that was many years ago. I can't say it now.

January 14, 2011

I am far from the only employee terminated by United Airlines management. Just here in Washington, DC., since the new Senior Staff Labor Relations person was promoted to that position, eleven (11) Flights Attendants have lost their jobs.

My feeling is that I not only was discriminated again, but that I was framed by this person. When she was told that the position was kind of dirty, her answer was, "oh well, but, it's a promotion".

The short story: I was accused of wrongdoing and violation of the article of conduct when after a flight from Dulles to Mexico City, a passenger (whose wife works for United Sales Dept.) wrote a report that he witnessed a Flight Attendant give another passenger seated in front of him a first class tray meal, in a China ceramic white plate, covered with aluminum foil.

According to the report, the flight attendant was in his mid 40s, had gray hair and was of medium build. I am 58 years old, with total dark black hair, and of large build (I wear XL clothes). But I knew from before that the Senior Staff person didn't like me... you know, people talk, especially in United.

I was working in economy class and according to the report written by the Chief Purser, who was working by herself in the first class cabin, there were no spare passenger trays from first class. UAL only provides the number required and all eight passengers in first class (Airbus 319) ate their meals. That is one of the reasons I know I was set up by the Senior Staff person -- a feeling shared by every person or co-worker I talk to.

Needless to say, my file was manipulated and many of the complementary letters I had received during my 25 years' tenure were no longer there and available to be seen.

Well, she used that report to come after me. I was not allowed to talk to the person who, according to her, wrote the report. I was not allowed to have contact with anybody involved in the process. The Senior Staff person lied under oath to the Virginia Employment Commission (VEC) employment neutral judge commissioner during our telephonic hearing. Regardless, the judge concluded that there was no evidence to justify the discharge and ruled in my favor, assigning me unemployment compensation for 6 months, compensation that has now been extended for 5 more months. UAL originally denied the benefits, claiming that I did not deserve them.

I was literally thrown in the street after 25 years of dedication to the company, left without health insurance for me and my family, especially my seven year-old. I had to drop the Cobra insurance because I could not afford it. Now we stand to lose our home. I wrote to the new CEO of the new United about a month ago, but of course, have not received any answer. In the letter I explain all the facts of why I was terminated and asked him to please intercede to reinstate me back in my job.

I have also been in contact with a Congressman here in the State of Virginia, but without any real results. Finally, I wrote a second time to the Association of Flight Attendant (AFA - CWA ) senior attorney, asking for my right to arbitration, since I have paid union dues for the last 25 years. So far, no reply. I have tried to contact several labor attorneys here in the State of Virginia, but have been unsuccessful in getting one to take my case. Maybe they do not see any money in it... I don't know.

I have every and all the documents that have been part of this process from the very beginning, I know I'm running out of time, but I just do not know where else to turn. My financial situation is getting critical and I cannot find an open door to solve the problem. I am even willing to get a loan and pay an attorney to take my case and fight to get my job back.

October 1, 2010

I was hired at United in July of 1995. Everything was going fine until I had a back injury. While I was on leave, I was laid off in 2003. Right before that Boeing created blocks so I will not get my LNI benefits. THey were more interested in Settlement. The Lawyer I hired was only interested in making her percentage so she screwed me on settlement. Until the day of appearance in court, I didn't know that what United was offering. My lawyer had me used money from future settlement instead of advising me to file for unemployment or collect disability. In court I was pressured to sign the paper work because I was told that if we go in front of judge with accepting United offer, I might loose my case or be delayed and in this case, I will have to pay back every penny I borrowed from the settlement. United Offer was that I give up rights to medical (LNI) and resign voluntarily with no right to re-apply for job at United or any related organization for small change. I was hurt and had no money so I accepted the deal under pressure. My lawyer did a good job in getting me scared.

United is a cruel organization. Once you file for LNI, you are black listed and not recommended for re-hire. A colleague from United have seen it written on his file before he quit his Job under settlement.

September 28, 2010

I was fired from United last year while on a medical leave approved by United. They sent me two different termination letters and both are false accusations. My current pushed the wrongful termination/medical discrimination forward through the California labor board, who approved my suit moving forward. During that time United contacted the union, who contacted me asking me to sign a letter of resignation and turn it in as soon as possible. I said I would not when they fired me when I did nothing wrong. Now, my attorney who has been representing told me he had to quit because he lost his law partner and cannot handle the case against United alone. I feel terrible but I cannot allow United to get away with what they did to me after 13 years of impeccable service. Help, I need new legal counsel and have until Feb before the statute of limitations expires.

September 21, 2010

I've been hoping that untied.com would continue to provide access to injured employees who've been criminally assaulted by Self-Insured UAL's WC Dept., Management, the Corp. Medical Dept.,the Adjusters, Corp.Attorneys, bribed doctors & judges, etc. It is shocking to discover that a dedicated, productive employee could be treated so viciously after acquiring an occupational injury. United is well equipped with all the above accomplices to fraudulently delay & deny all rights of an injured employee. After an extended period of fraudulent denials, the employee's right to a job is confiscated, LTD is cut off, employee is forced on SSD by UAL and dumped out on the street.

There are thousands of insidiously evil cases that go unheard, victims of the High and Mighty Crooks that run United Air Lines. I just hope they don't run their Flight Operations in the same crooked manner as their Workers Compensation Dept.

I have been a Flight Attendant, worked in Res, and many Ticket Offices over an extended time period. I have seen some repugnant changes in Management's attitude toward their Employees and their Customers. This is reflected in the many odious comments heard about United.

I do have a Time Line of my WC case that proves without a doubt that multiple criminal acts of medical fraud, bribery, libel, labor fraud, and state fraud,etc. were committed by UAL WC. I have stories about other employees who were brutally treated and criminally assaulted after acquiring a legitimate job injury. I would like to contribute to the very worthy cause of exposing these High and Mighty Corp. Crooks.

September 20, 2010

I have been employed with United Airlines as a Ramp Serviceman since January 2007. I was discharged for falsifcation of company records. Also, as a union member of the International Aerospace machinists an investigation open by United Airlines stating that I made falsification to get a job as a Customer Service Representative which I was offered and transferred by United Management in April 2010. In May 2010 Local United Airlines management sent me back to my previous location with out giving me an opportunity to give an active speech for the accusations,discrimination and/or defamation being presented before me. I told the company that it was an honest mistake that I did not update my on-profile when I submitted my job submission for the vacancy. Also, I was scheduled for a hearing and the decision was made not by United Airlines nor the Union but by a hearing officer conducting the case. The decision was made of my discharge this summer. Also, I do believe my separation was an act of hearsay behavior not by Local United Airlines Management. I am seeking legal council to protect my job,pay,benefits and all I have worked for since employed with United Airlines. I do believe that I have two separate issues involved.

August 22, 2010

I have been battling UA since I was forced to retire in 2004. Bogus charges were invented by my WACKO supervisor and I had no help from the flight attendant union, AFA. I am still fighting UA and I am writing a book about employee's experiences at United. If you want your story used, I will be happy to exclude or include your real name. I want cases that show how morally bankrupt United's management is. Please contact me at hutdia@aol.com. My phone number is 850-862-4394. I have caller ID and will not pick up the phone unless you identify yourself. Thanks and let's get to work to get justice for former employees who have been shafted by United!

July 14, 2010

I started with United Airlines in 1978. I have been a good and productive employee. Approx 2007 my father became ill and died after some 3 months in the hospital, 6 months later my wife of 10 years left with my 5 year old daughter and 8 months old son, 6 months after that my mother passed away. I am a only child and at this point I was very depressed. I went to the United EAP office for help and was assigned a John Zegar that was hired by UAL. This man was ZERO help to me and I found later that his licsence was revoked in Arizona after having sex with a patient , the patient he was trying to help had tried to commit sucide. A few months later I shared a beer in the parking lot with a friend and was terminited. Over 30 years of service and this was the help I was given. I had lost everything in my life and even my own company of 30 years didn't help me. I fought and fought and after 18 months of UAL stalling I had a IAM medation and won. The company saw I would need to be given my job back but not until after I lost over $90,000 in earnings, lost retirment funding and much more. I signed those return to work papers over 3 weeks ago and STILL haven't been called to return to work. This is just the ice tip of everything that has happened. I am 52 years old, I spent all 401k savings to live, couldn't get a new job, been treated like less then human. What's wrong with the management at this company?

February 15, 2010

I'm 22 years old and I have worked for United for about 3 years at DENCG. Before Oct. 09 I had 0 points for dependability.

On Oct 25 09 I ended up in the ER and was told that I needed heart surgery to save my life. I had a bad case of Wolff Parkinson White syndrome that carried a chance of sudden death. I called in to work and told them what was going on and that I would be out for awhile.

I had the surgery at a Kaiser hospital in Denver, since United Benefits told me I had Kaiser insurance. The recovery time for my ablation was supposed to be one week before I was back to normal.

The first problem I had was when the hospital called and told me I didn't have any insurance and Kaiser denied my claim. I found out through multiple phone calls that they messed up my insurance and gave me Blue Cross Blue Shield of Illinois. United Benefits and United told me there was nothing they could do about my insurance, or even help me get them to pay since they have denied multiple times to pay for the surgery. All the stress from dealing with that alone has been very bad on my health and heart and I'm suffering from panic and anxiety attacks.

I ended up in the hospital 3 times after that for heart problems. Once was from work where my dependability supervisor called the paramedics and I was rushed to the ER from work. And one more time where I was hurting too bad to perform my job.

I have one more point before I'm fired. I don't qualify for FMLA because I'm part time and I volunteered overseas teaching refugees on a personal leave for 4 months.

I filled out the catastrophic illness form with a note from my surgeon that my condition was life threatening. United corporate came back and said that it wasn't a good enough reason, and left the points standing.

I'm on a medical leave now trying to find out whats wrong with my body since I keep having the symptoms of a heart attack and my right arm goes too numb for me to hold bags, leaving me unable to perform my job.

United causes me alot of stress, calling me asking for detailed medical information to keep me on medical leave, asking when I'll return to work, and refusing to help me with my health insurance. The health insurance issue itself causes me alot of stress from the bill collectors that keep calling me.

All the stress and anxiety is making all my problems worse and its a spiraling problem. Please let me know if there is anyway you can help me get United to help me fix my health insurance since it was their mistake, or get them to back off as I try to get better. Or if I have any other options.

September 4, 2009

I was IADSW based as a flight attendant with United. Last year on Sept.16th 2008 I showed up for a flight to Orlando. I was on a meter ID meaning I'm meeting up with a crew that is based elsewhere not DCA based at the gate. On the bid packets every month it clearly states " out of based crews meet and brief at gate". I has a supervisor who took over for my supervisor who left on vacation. She had it out on for my supervisor since she became a supervisor. The crewdesk marked me down with a "late checkin" althought I was onboard the aircraft etc. We even left 5mins from the gate. My supervisor before she left saw this as called me and wanted to know what was went wrong and why the crewdesk put me down for late boarding/checkin. We left 5min early from the gate and everything so she knew there was an error. the next day this other supervisor taking over called me in for a meeting and the hell started. Anything i said wasnt good enough. she wanted me to show her bank statement proving to her that i stayed at a hotel that night,phone records that i called the crewdesk. Cause she said i never did and then when i had the manager of the crewdesk call her and verify that wasnt good enough. She tried to get me on something else. She sent me to a review board empty handed knowing i was going to supply her with my evidence. Didnt allow me time to retrieve that and knew fired me. She didnt like my supervisor cause she was "too nice" to new hires etc my own supervisor told me later on the phone when she got back etc. I was fired not only cause this supervisor is a horrid person but also out of retalitation toward my supervisor being that i was under her. She used my supervisor's absents to her evil vindictive advantage who would have assisted me to see me successful throughout my probation. In my termination papers she changed my checkin time by 5mins to justify that fact that i was indeed late for boarding. Switching times around etc. How nice everyday i know i was cheated out of my job!

June 27, 2009

It was announced in January 2009 that the line station I worked in was to be converted to UAX (never say station closing!). I had worked for UAL for over 23 years and had to make some difficult decisions. I chose to separate from the company as I could not relocate from the area.

I opted for the double severance package according to the union contract that would give me 26 weeks of pay and 1 year of medical/dental insurance. The day I completed the paperwork for severance (coincidentially 2 weeks before the station closing) I was brought in the managers office on charges of fraud.

Now, let me be clear that in my entire history with UAL, I have never had any disciplinary action brought against me. My personnel file was overflowing with "orchid" letters and glowing/raving reviews of performance and conduct. I was a service director with an SU duty code and felt empowered to serve customers appropriately. I was told that someone made an anonymous call to the "code of conduct" phone line questioning my transactions. No specific details.

During a hearing with someone from WHQ fraud control, I was challenged about my decision making regarding numerous transactions. This person obviously spent hundreds of hours digging though over 2 years of my computer transaction history (witch-hunt) looking for incriminating evidence. In the end, they did find one ticket that I had issued to my mother-in-law in which I "fic'd" the fare. I gave her the lowest published fare rather than the current available fare (probably a $100 or $200 difference).

When I indicated that this kind of practice happened in the office all the time, they asked me if I would be willing to incriminate my co-workers as well. They asked again and again if I would provide dirt on my co-workers. They dismised me from work 1 week prior to the station closing and indicated they were going through union procedures to have me terminated. Then they called me and offered me a deal; resign and take 4 weeks of severance pay. I had to let them know within 24 hours!

I was under an enormous amount of stress. The union told me to take the deal. They said that even if it went to arbitration, they probably would not pursue the case. After all, they didn't care about me, they knew I was separating from the company anyway and wouldn't be around any longer to pay dues. And the company knew I was going to separate as well. Was there really a phone call? Or was this just a way to save the company a quick 20K?

I did consult with an attorney who told me I had a good case but it would cost me a lot of money to fight it. I didn't want it on my record that I was fired. I was close to finding another job in the community and wanted to move on. So I took the deal and ran.

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, 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 10, 2008

Another former employee asks: Was United's medical termination of your employment determined by too many occasions of sick days? Or were you diagnosed with some disorder that made you unfit for your job? I have no statistics but I've seen many occasions of the corp. medical department's unlawful involvement in terminations. I know of two employees who filed WC cases that United denied and refused to settle infinitum. These employees were released back to work by their personal doctors. They were fired at the door because the Corp. doctor said they could no longer perform their jobs. Law Suits were filed for unlawful termination and won. The corporate doctor has no business interfering with an employee's personal doctor's determination. This is medical fascism and unlawful business practice by United Air Lines.

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 fellowemployees 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.

Where does United fall? This is the beginning of a game to be played out over the next few years. All the pieces are on the board. The players are starting to take their places, and only time will tell how the numbers play out.

At some point, UAL is going to post a profit. They may post more than one. However, when it comes to a new contract, you can bet your paycheck that UAL will post a huge losses when it comes time to negotiate. It's the "American business way."

I'll write more later, and God bless those employees that stood up to Tilton at the share-holders meeting.

July 16, 2007

I've seen many complaints on this site about United's WC Depts. Some time ago I submitted a criminal complaint regarding UAL'S fraud-ridden self-insured Workers Compensation operation. UAL is armed with corporate medical depts., corp. WC Depts., highly paid corp. defense attorneys, and UAL Supervisors trained to be criminal accomplices,-- United, has a built in WC crime operation right under it's corporate roof. All the above mentioned departments are accomplices in a conspiracy of medical fraud crimes and unlawful labor retaliation "both" meant to deny any job injury liability and to unlawfully terminate continued employment. United's injured employees are considered adversaries of the company. They are subjected to vicious abuse, including medical record tampering, physician bribery, intimidation, job threats, libelous character assassinations, & criminal thievery of health and livelihood.

United, like other self-insured employers is licensed by the State to self-insure and should be complying with state laws. UAL, however & others are operating WC state crime syndicates in contempt of state laws and "our" rights to protection from fraud and abuse. Corporate crimes have become a demonic joke on us when our government looks the other way, refuses to enforce the laws and protect it's citizens from corporate criminals like United Air Lines... Corporate criminals infect all areas of the corporate structure. United seems to fit this pattern. I think "Deregulation" in the eighties went to some corporate heads and was considered to be an Immunity from criminal accountability.

July 15, 2007

I too have seen the demise of what was once a great airline. Let me tell you, it's time for employees to take our airline back.

The teamsters are looking into taking over union membership of the ramp and as you know, the teamsters can be vicious. Just what Tilton and his cronies need. I work at SFO on the ramp and let me tell you, it's like working under hitler. There is a group of us militant employees and then there's immigrants who do everything the supervisors say. The supervisors are regarded as the kings. We as employees, regardless of where you are, work safe, follow their stupid SOPs (Standard Operating Procedures) and watch their on-time go down to zero. Mayube that'll give us some leverage.

Flight attendants, the CHAOS program works so well, band together and we can take our airline back from this oppressive management. Let me tell you, if you consider working here, don't, it sucks. The upper management has destroyed us and I am sure at the rate we're going, we'll be headed into the graveyard with Pan Am, TWA and Eastern.

And by the way, waiting for bags at SFO? Ask managment about their stupid idea to dump all city bags on the ground and wait 2-3 hours to deliver economy class bags. Unless you fly first, you aren't getting your bags for a long time due to SFO's local ramp management. They are incompetent. It's time to send management a strong message.

June 17, 2007

I am an EX-EAL and EX-UAL Employee. I retired from UAL in February, 2005 after a 28 1/2 years in the industry. I wrote a letter that I sent to Labor Notes back in 2005. It tells of the historical benefits and importance of solidarity between all of the work groups within the Airline Industry. It also tells what we have to lose as employees if we choose not to exercise that solidarity.

The results from the actions taken by most of Eastern Airline Employees in 1989 to stop Frank Lorenzo from using Bankrupcy Laws to abrogate Union Contracts is now a History Lesson. All of Eastern Employees lost their jobs and some their carreers. That was the price they paid to keep immoral CEOS from using Bankrupcy Laws to break Union Contracts. It told those CEOS that if you tried this tactic, you might very well loose the airline you are running to Chapter 7 Bankrupcy. This kept the airlines from employing this tactic from 1989 to 2001.

The point I am trying to make is that history is repeating itself. The causes and cures for this problem have not changed. Mr. Tilton needs to be convinced that if United Airlines does not change the way it treats it's employees, United will go the way of Eastern, Pan American and Trans World.

June 15, 2007

As a former UAL Flight Attendant (April 1995-August 2005) it has been amazing to me to watch the demise of this once great airline, and the way the employee morale has literally gone into the toilet. I was a Flight Attendant for Continental prior to coming to United, and I can honestly say the morale at UAL is now as bad if not even worse than it was back at Continental back in the Lorenzo days -- I left in April 1995 and it could not have been any worse. My partner has been with United for 16 years and I can honestly say they treat everyone on the front lines like crap. United has taken, taken, and taken from their best over the past several years, while management has been busy patting themselves on the back and bankrolling bonuses for Tilton and his cronies. It's amazing. Truly amazing and shocking. And the airline is STILL losing money! My message to everyone still at United is this -- you have got to stand up for yourselves and for each other. You need to understand that United does not give a crap about anyone, just the bottom line. All Tilton cares about is the money he is lining his pockets with. These 'company training classes' that they are making you attend are a waste of YOUR TIME and YOUR MONEY -- stop going the extra mile for United, learn how to take care of yourselves and each other. Don't do any favors for your 'Crew Desks', don't waive you legalities because you think it's a 'sweet trip' or you will make a small amount of extra $$ by doing so. Stand up to your superiors and your supervisors, don't be intimidated by them. The only way things can change is if everyone, across the board, stands up to management and demands some change beginning now. Best of luck to all of you. The worst is not yet behind you!

June 10, 2007

To the May 28th poster, sir or ma'am, I agree with you. To "rally the troops" into a job-action, is virtually impossible. Everyone, and I mean everyone is running scared, or just too stubborn to do anything to possibly improve their situation. You have my backing 100%. It's just a shame no one else would do it.

I'm sure that Mr. Tilton and his "vocal majority" are well aware of this site, or, at the very least know what's said on here. He also knows that the employees that did all the work to get him his $37.9M are being "kept in check" by the new policies instituted by his loyal minions.

If the U.S.A. is a democratic state, who in their right minds voted him (Tilton) in? and why can't we vote him out?

Another thing to ponder - The union(s) that represent the various work groups know a lot about the industry, right? How come NONE of the unions have ever sought to put one of their in Tiltons place?

Why? Just read some of the earlier postings on here. One writer hit it dead-on. THEY'RE ALL BUSINESSES TOO!

If things do not improve with this next contract, I'm willing to bet there's going to be a mass exodus from UAL, and the company can have all the low-paid workers they can handle.

I really am done with this place!

June 10, 2007

I've never been happier. Over the past 3 years enjoying time away from Untied Hairlines. i'm selling swamp land in sunny florida now.

I guess my demise at UAL was standing up to a maintenance manager that threatened to shove a 15 inch micophone "up my ass". his mistake was making that statement three different times during a 30 minute session in front of the station manager and a ramp supervisor (I credit the ramp supervisor for telling the truth, thanks Jim).

Only thing I can figure is that the maintenance manager and the station manager might have thought that was more of a hobby-activity than an actual threat of violence. I could be wrong, I just don't know. I never had a chance to ask questions about it... so sad.

I collect my 693 dollars per month starting the month after I turn 55. I praise this website, thanks for the chance to vent.

May 30, 2007

I have been out on injury time since January with a ruptured disk, I have been going back and forth with Gallager Bassett trying to get the ok for the operation with no success. I have contacted the Union on this matter and always seem to be connected with one of the ever growing population of "don't know crap about the rules just want to wear dockers to work" so-called union brothers. Between the Galleger Bassett stone wallers, the United Airlines "scared crapless for thier own jobs" supervisors in the "wellness center", the complete morons who work in the "wellness center" and the "I'm in it only for my benefit" union officials, I don't know who is sticking it in the deepest. It is really a damn shame, when I first started at UAL 24 years ago I held my head up high when asked what I did for a living, now when I tell people where I work thier replies are all the same... "Man that sucks."

June 7, 2007

To our mileage plus members who have accumulated free tickets with miles flown: Did you know UA is booking its Employees traveling on "business" in the seats that are designated for those free tickets to our members of mileage plus, thus depleating the avaliblity for the public? It used to be we booked these in straight F- Y class, not the XY or XF designation for the free tickets we are to give out. No wonder there are so few seats aval for your "free tickets" and "upgrades".

May 30, 2007

I terminated employment with UAL (LAX) in June, 2005. I am now 62 years old and retired and trying to contact UAL for a "TERMINATION OF EMPLOYMENT FORM" to collect $45 from the PBGC. I spent 7 years with UAL until I could take it no longer. Could you give me the proper office to address this issue?

May 30, 2007

I was injured due to the reason that I was working alone on a job that requires at least two pairs of hands. I was told that dept. is short handed due to lay offs situation. I filed for workman's compensation to get immediate treatments but I had a hell of a time to deal with a company called Gallagher and Basset to get my medical treatments. They harassed me so much that I had to hire a lawyer. Finally I was able to get my treatments to get healthy but was laid off while getting my treatments. My lawyer also screwed me for a reason that I had no knowledge about temporary and permanent disability. She made an arrangement with Untied that I will receive temp disability payments from the final settlement instead of suggesting to file for unemployment. I was under the impression that temp disability was like unemployment. She was just interested in making her money. Before going to court she dropped one more bomb shell on me by informing that United wanted me to resign to get my final settlement and she explained that if I don't take this deal then chances are that final settlement could be a lot less than I am getting right now and I would have to pay back a larger sum of money than I got through my temp disability. She was so convincing and scared the hell out of me that I signed the resignation letter that I didn't want to sign. I got a small amount of money out of it which helped me go through the tough time I faced ahead. This airline robbed us of our ESOP money, salary and pension under the umbrella of bankruptcy. I believe they should be criminally prosecuted for destroying their employees' future.

May 29, 2007

I was out ill in Nov. Four days on ill time however the week before on vacation time. I requested FMLA papers for my doctor and received them the Wednesday before Thanksgiving November 23, 2006. Of course the doctors office was closed for the weekend. I got the paperwork to the doctor on November 29th, the Tuesday after. The doctor because of his workload between seeing patients, hospital rounds and paperwork such as FMLA forms was not able to get my form to UA until Dec. 11th. I was rejected for FMLA because it took longer then 15 days for the DR. to fax the paperwork to them. I repeatedly called the FMLA office to ask for consideration since it was over the Thanksgiving weekend and was told someone will call me to let me know. I was then told to resubmit the paperwork have the Dr. once again file new forms. I asked for the forms and was not sent them. Again after several calls and attempts to have this sent to me, I finally received the new forms in April. I had the Dr. fill them out and fax it to FMLA in a timely manor and again was denied. This time I was told that the illness was to far past dated that I couldn't file for a November illness any longer. If they knew in advance that I was going to be denied why did even suggest new paperwork be filed?

May 28, 2007

After all the abuse the employees at United Airlines have endured, there is only one way to get United Management to wake up. It's not an easy solution, but the only solution at this point. We need to have a one-day work stoppage or sick out. It really comes down to showing management why United really operates on a daily basis -- not because the Top 400 Clowns make phone calls or order coffees. Our unions, like always, have promised meetings, picketing and millions of letters back and forth to management. Well, we have heard that before. The courts have ordered no job actions by the unions, but, there is no such restriction on the employees. So, it's up to us to take action. Mr. Tilton has stated that only a vocal minority of the employees are unhappy. Is that true? Customers don't care what happens to us as long as they get the lowest fare and get there on-time. I suggest that we all use July 4th for a FMLA, Sick or a plain stay-at-home day. Any suggestions?

May 25, 2007

My mother was diagnosed with terminal cancer. I applied and received Federal Family Medical Leave, as I was my mother's primary caretaker. The Family Medical Leave only needed to be used for one absence from work in the time my mother became bedridden. After my mom passed away and on the day of interment (which was planned during days off), United scheduled me for a required business meeting. I was refused personal time off for the business meeting, so decided to utilize my Family Medical Leave. Now, I am facing disciplinary action for using the Family Medical Leave after being denied personal time off. Apparently, they do not consider burying one's mother to be included in the Family Medical Leave mandate.

May 24, 2007

Some advice for the folks who have been injured and may not realize there ARE other avenues to pursue solutions: First, think outside the W/C box. Are you being discriminated against because you can't do the job you previously did? Can you do other jobs at UA (with training?)? Look into EEOC and ADA issues. Spend time on the EEOC and government web pages.

Then, save every piece of paperwork you come across, record any phone conversations and sessions (in my state if you meet in a public place there is no presumption of privacy, so you can record your conversations without announcing it) and take many many notes, so that when it's "your word against theirs" you can prove your point.

May 24, 2007

I have 12 years with this company. Up until the summer of 2000, I was a proud and happy employee. Since then.... well, nuff said.

My question is this; Can we not do SOMETHING about the way this company treats its employees?

I have spent the last 2 days on Google trying to find some way that we could nail these A-holes to the wall. They are committing many ethical and illegal offences, but there seems no way to stop them. What the heck? The only recourse we have is to find legal representation willing to take them on and create a precedent. That seems far fetched considering the lawyers would have to use a contigency form of payment. We have been whittled down to 60,000 employees, all of whom are disgruntled. We need an advocate! Do any of you know if there is something in the works?

May 23, 2007

Every month we all work here at UAL, things get worse. The company is spending 25 mil (more than likely a write-off) for us all to go to a class on our company goals. This money would have been better spent on bonuses for all of us. It would have more of a morale booster. But our corparate scientists couldn't have thought of that! This so-called CEO has no morals with his glutt for money. It feels as if we work for a third world company that gets money to see all of us bleed.

May 17, 2007

As an 18 yr UAL employee I have never seen a Company treat their employees the way that UAL is treating us. I'm sure I'm not the only one out there, but through all of our paycuts etc, it's sad to think of what reality has become. I am now using a local food bank to assist in feeding my children, for I am a single mom. I'm sure Tilton is enjoying his bonuses while we struggle to keep a roof over our heads and feed the kids...Many thanks to UNITED!!!

May 15, 2007

Pilot Aborted takeoff at rotation, reported aircraft did not respond to elevator inputs during take off roll. Returned to gate. UALA maintenance personnel removed l/h elevator access panel for the center balance bay, found loose in the balance bay (2) balance weights (2) bolts, 1 balance weight was jammed between the moveable hing and the rib flange.

Search of the enforcement information system on May 8, 2007 by the aviation data systems branch in Oklahoma City, Oklahoma revealed no records of enforcement actions against AAR Aircraft Services at 2825 W. perimeter Road, Indianapolis Indiana identifying the above incident.

If you think outsourced maintenance is just as good as United use to have, you're wrong.

April 28, 2007

While Untied Air posts yet another loss (of $152 million), AMR is seeing a profit (of $81 million) for the first quarter and comparatively speaking, one has to question the high price of UAL's mismanagement related to their performance. AMR has posted an $81 million profit for the same quarter. AMR didn't shed their obligations to the employees, investors and tax paying public. So with all the government contracts that UAL has to fly troops back and forth to the middle east, and the government subsidies that are going to pay the China flying how in God's green earth UAL post a loss when they have such high paid executives thinking hard about how they can screw the people all over again?

Meanwhile Tilton and friends are laughing all the way to the bank with your hard earned money, pensions and tax dollars; after all they gave themselves a really good raise didn't they? All management wants to do is sell the company off and go on their merry way leaving the employees and every one else holding the proverbiable bag of poo. When are the employees and US tax payers going to wake up and smell the stink, and put this management in jail for fraud?

April 27, 2007

I completely agree with the last 2 posters. I'd like to the public to know, that if the "Summer From Hell", approximately 6 or 7 years ago was rough, just wait til the summer of '07. Folks, it's only going to get worse.

I'd like to thank the pilots for starting to "work safe." Ladies and gentlemen, PLEASE start writing everything up. Every delay counts!

April 26, 2007

Tilton came here because he was a bankruptcy specialist. He was paid an obscene amount of money to cut costs, lay people off, outsource labor, remove pensions, and shrink capacity. He was seen as a miracle worker by shareholders, the industry (and seemly by himself). Since his golden days of slashing and burning, he's proven to be far less suited for the job. In my opinion, Tilton will be the last person to ever admit that he's in over his head. Numbers don't lie, however. In spite of fact that he has all the best tools in the industry, he cant get the job done. We can't even compete with American (That other company that didn't go bankrupt, and didn't revoke their pension commitments). If Glen can step away from the mirror; if he has any morality at all, he will let someone else take the helm. Unfortunately, I figure his legacy bears more weight than the long-term well being of "lesser" employees.

UAL pilot. Not necessarily upset about the cuts, but stomping mad about the direction this company is headed.

April 13, 2007

In an earlier posting, I wrote that we've got no one else but ourselves to blame for allowing this to happen. Looking back, I realize that we're only partially to blame for what's happening at UAL. The union officials (IAM) have also thrown us to the wolves. I'd like to believe that the union still holds our interests in high regard. However, their actions leave little to be desired.

Remember this; THE IAMAW, like most unions is a business. They take $45 a month from every employee they represent, and still can't overturn a LEVEL 5 grievance (termination) for the people that deserve to retain their jobs.

The IAM sends out its monthly propaganda report. Affectionately called "The Messenger" (AKA - The Bad News Bulletin), and it tells everyone about the B.S. and politics that's going on in our industry. To prove my point about this "union" being a business, look through the next one you get. It not only covers UAL, but U.S. Airways too. Does any UAL employee actually care about what's going on at U.S. Airways? and vice versa? In their attempt to save money, they send the same newspaper to both airlines, (What's wrong guys? Can't afford to print out seperate bulletins?) My favorite part is the back page that highlights 2 union represented employees that seem to always tout how good it is to be in the union. How come we never hear how it really is from any "REAL" members? If you guys want to save money, stop sending the publication to all the people that are laid off or retired!

The other thing that they love to put in print is these so-called "Days of Action." Guys, get over it! WORDS WITHOUT ACTION IS HOLLOW! A bunch of middle class Americans and a union official walking down the street, bearing signs never lit a candle under any CEO's or politicians butt. You'd better come up with better "actions."

Most of us have heard someone say; "In the end, there will only be the rich and the poor." With the assistance of companies like UAL and unions like the IAMAW, AFA, and ALPA, they're certainly sending us down that path. To prove my point regarding the aforementioned statement, look at the minimum wage: The Federal Minimum Wage is $5.15 per hour.Illinois State Minimum Wage will be $7.50 per hour on July 1, 2007, $7.75 on July 1, 2008, $8.00 on July 1, 2009, $8.25 on July 1, 2010.

Now, ask yourself, are you getting a $.25 per hour raise each year? I know that I'm not. Even if you are, it's still only $10 per week. After taxes, you'll see approximately $6.75 additional in your check.

What these companies, and this country is doing, is setting up a "Caste System" similar to India. There will be "The Untouchables" and "The Poor" in the end. By driving the minimum wage up, and keeping our wage the same, they're equalizing the pay for everyone that was once considered "below average income" and moving them into "middle class." When these classes get close enough to merge, what's left? - The "rich" and "poor." Tilton is well on his way.

Speaking of "rich and poor." I once heard someone say, "You can make a lot of money if you take some of the overtime." That guy was right! However, take a look at your paycheck, it's gone down, and drastically!

At the end of the ESOP, RSM pay was about $19.00 per hour. Now, it's about $20 per hour. To put this in terms you'll understand, we've averaged a $.10 per hour raise over the last 10 years. Now, to make the money you were making during our brief pay raise circa 2001, you need to work 8 hours over overtime a week. Who the hell wants to rely on the overtime to make back what we once did at a regular forty hour work week? It's one more sacrifice that you need to make, by giving up time with your families to give to UAL.

Where do I see UAL when this contract ends? Nowhere good! With all the talk of mergers floating around, and everything that's currently happening, I can see an end coming to our contract in 2009, and UAL being in the middle of a merger with another airline. With all the turmoil that mergers cause, I can, once again, see UAL crying; "We have no money for you."

It's time that every single one of us writes a letter to our elected members of congress, and ask/tell them that we elected them to hold our best interst at hand, and ask them why they're letting this happen.

Finally, another step that we as "union represented employees" can take, is looking through our unions books and AFL-CIO books to see how to impeach our elected union officials.

April 13, 2007

I was a UAL AET for 14 years. I started in SFO and transfered to the IMC in 1996. I was on special assignment at SFO and Fresno for a week working with UAL engineering and NASA doing special system testing on UAL aircraft when the closing of the IMC was announced in March of 2003. When I returned to the IMC, I cleared out my locker, turned in my line badge and company ID and took home my tools. The UAL engineering manager I was working with on special assignment turned in my expense report. It was for hotels, rental car and meals...all were authorized by the manager. To this day I have not seen a dime of the $1500.00 that is owed to me. What makes it even worse is the fact that all the costs for the assignment were covered under a NASA grant. NASA payed UAL for the use of their aircraft, personnel required to perform the tests and and all travel and related expenses. I know the UAL engineering manager's expense report was payed. Since UAL was in bankruptcy and I was on layoff, they decided it wasn't necessary to pey me what they owe me. They simply pocketed the money from NASA...my money.

April 11, 2007

I worked for United for fifteen years, they outsourced my job, They stole my pension, and they lied and cheated me out of my ESOP money. I was an aircraft mechanic in Indy before they closed the maintenance facility down in 2003. I went to SFO to keep my job but I quit after fifteen months because I was being harrassed by management. There used to be 15000 mechanics at United, now there are 6000. I went to work at one of the outsourced vendors that took over the building in Indy but I couldn't stay because of the shoddy maintenance they were doing. If you are a flight attendant or a pilot you know what I am talking about. The planes are falling apart and United knows it. It is costing them more to do their maintenance now then it ever did when they had control of it. They know this but will never admit it, and it is to late to bring back what it took United over fifty years to build -- one of the best maintenance programs in the world. It's all gone now, and will take decades to get back. God forbid if an aircraft should crash because of United's greed, but I am telling you from experience that this is exactly what is going to happen. It is only a matter of luck that it hasn't happened already.

April 11, 2007

Well, management has done it again. As a CSR I have seen a lot in the last 10 years -- understaffed, underpayed, lots of sacrifices by all groups. But now the company looks to insult us all with this joke payout for success and profit sharing. What they gave me for my sacrifices is an insult. I'm sure everyone else feels the same. If you didn't know where you stood before, well we all know now. We saved this company twice and we still haven't learned.

April 11, 2007

My husband and I were engaged when we both got hired as flight attendants with united. We didnt tell anyone throughout training that we were engaged, for fear of trouble. After awhile, it became clear that our supervisor was great and we told her. She said it was excellent. We both relocated to start our job as flight attendants with this great airline (who had already lied to us about pay until the last week of training) I will say that the trainging experience was great. All the teachers and supervisors were helpful and kind. Then we met our supervisor at our new base. She seemed nice enough, and then we heard stories...we heard about people getting fired because of a million different things. this was not strange since they are very strict and many of the people in our training class probably should not have passed. Then, when i was in the lobby one day, waiting to be assigned to a flight, since I had been called in and they took me off because the original FA showed up just in time, i started talking to a girl from two weeks after me. She was flying home for a few days off and when she got back, she was told to go immediately to the supervisors office and bring her materials. (this is how you know your getting fired, you are always supposed to have your materials, but when they specifically ask, you know you are being canned). She was waiting for her meeting as i was waiting for an aassignment. She had been on a leisure flight and had 1 drink. this is allowed as long as you arent in uniform (which she wasnt). as she was getting off the plane, the CSR asked her if she was the SA (space available-ass rider) she said she was and they got into a small conversation. she later found out the CSR wrote a letter to her supervisor saying that she had gotten off the plane drunk and dissorderly, and the next flight was delayed because the CSR had to deal with her. Anyway, thats when i knew that the stories i had been hearing were real. When I got a job offer elsewhere, i took it. I thought United would be a great way to expand my horizons (and i did get to go alot of cool places with some really cool people) but i couldnt risk getting fired for no reason and having no job. Anyway, I hope that all of you who are currently there have a backup plan, and remeber to stay under the radar.

March 29, 2007

I was with United for 20 years. I have been laid off twice by United. Up until 2001, I was in love with the company, had many great opportunities, and was finally pulling down a good salary. I loved my job and the people I worked with. Then 9/11 happened and my group (training) was cut by almost half. We were assured the cuts would all be based on job performance, but I saw many great employees get cut and poor performers stay on because their supervisors protected them. Five months later, UAL closed the southern California res offices. This time, there was no selection by performance. Good employees like myself were furloughed without transfer allowed, while poor performers in other cities were kept. I never understood why UA would want to let their best people go, especially when they were expecting other employees to pick up the work load with little training on additional job functions. It seems training is always the first to go. I was glad to be out of that situation, though. I had no respect for the training managers or department heads other than my manager.

I stupidly returned two years later when a position in onboard services became available. I enjoyed working with the flight attendants, although they do have a sense of entitlement I never quite understood. About a third of them needed their hands held every day and I got tired of baby sitting and thinking for them. The other two thirds were top notch professionals and a joy to work with. The local domicile manager and scheduling manager were idiots, though. Again, UA seems to pride itself in promoting the incompetent. Ultimately, the work was consolidated to WHQ and the local office was closed. At some point I'm sure they will return to remote offices, as I understand it is almost impossible to do scheduling remotely and people are burning out there quickly. I, for one, will never return to the company as I don't see the management improving anytime soon.

March 28, 2007

As a future x-ramp worker I just want to say that it doesn't surprise me that the IAM is not joining the other unions decrying Tilton's and other managers bonuses. They have been in bed with the company for quite some time and most are uneducated and easy to manipulate.I don't trust either the IAM or the company. UA will never share the pain equally and It's pretty obvious that the ramp will be contracted out or the union will sell us down the river once more,forcing more good people to leave or work at McDonald's wages. It also dosn't surprise me that UA is #1 in customer complaints. The last 4 years everyone has been working short handed and management has known that customer service really doesn't matter as long as they can fudge the numbers and get their bonuses while all the while intimidating the employees. Trust me, if you are a customer of UA they really could care less about you.

March 26, 2007

I am writing on behalf of my husband, my DEAD husband. He was employed at UAL for 10 years. For his first eight years he was a UAL Pilot Instructor in the B-747-400 fleet. He had no problems there, enjoyed being there, and was considered a good instructor. Following 9/11 as UAL became more financially unstable, many from TK were let go. Prior to 9/11 George was about midway on the seniority list, following the lay offs he was near the bottom. Due to the lay offs, George was transferred to the B-777 fleet and after a few months transferred to the B-737 fleet. The day after he finished training for the 737 fleet he was transferred to the Airbus fleet. Anyone who has knowledge of the amount of information required of each pilot instructor, is aware that it takes about a year (or more) for a pilot instructor to become adequately familiar with all the ins and outs of the particular aircraft. By 2004 he was confusing data between the aircraft fleets as he'd been transferred so many times in a relatively short period. Due to the cognitive isssues which were thought to be stress of learning one new aircraft after another and some physical problems (very high blood pressure, coughing, pain and flu-like symptoms), he was diagnosed with depression. While George had been a social drinker prior to this, he began drinking more, i.e. 3 drinks per evening in attempts to self-medicate. He was seen for several months by an Employee relations rep. He used up his medical leave to try and get the medical issues and "stress" in hand. He returned to work and was still having both cognitive and breathing problems. The breathing problems were becoming more severe and several times necessitated having to leave the classroom. This was well known as he was still under observation by other instructors during the training process. He met several times with the fleet captain and supervisor and was mildly "threatened" regarding continued employment. He took six months off without pay and filed for Workman's Compensation.

The Workman's Comp claim was filed for stress involved in four transfers in two years. UAL fought vigourously against the Workman's Comp claim. While his problems were intially addressed by the employee representative, it became more of a sluff off when she told him that she'd been married to a doctor for 20 years and that "no one has the flu for 5 weeks". She referred him to Denver Medical where he was "evaluated". The "evaluation" lasted for less than seven minutes, he was NOT examined, but diagnosed as an alcoholic and told to go to AA or go to a treatment facility. (He did go to AA and had absolutely no difficulty stopping liquor all together.....as a former therapist and abuse counselor, I know the symptoms and George should never have been diagnosed as an alcoholic in the first place) The Union did not help, we couldn't even get them to call us back. The doctor at Denver Medical told him he would have to retire or face termination, again all of this without even a physical examination. George retired in Sept 05. His monthly retirement was less than the monthly health insurance bill and after being without pay for six months our savings were depleted and we had to let the insurance go. In April 06, he was diagnosed with stage IV lung cancer and renal cancer. His blood pressure had been so high because the massive lung tumor was pressing on his heart and his pain was due to the tumor pressing on a nerve in his back. He was dead four months later.

So, what about UAL? There has been no accountability whatsoever. Someone makes a diagnosis and NO one bothers to question it even in the presence of so much other information. Talk about people burying their heads. Had the "doctor" at Denver Medical even listened to his complaints, there would have been some awareness that severe coughing, extremely high blood pressure, physical pain and his other symptoms are NOT caused by alcoholism. Had the fleet captain listened, he would have been able to look at past performance and see that something recently had significantly changed; Had the employee counselor listened there would have been at least some awareness that his physical complaints and symptoms were not caused by alcoholism; had the Union been willing to step in, they may have been able to make the others listen. As far as I'm concerned UAL is blind, deaf and dumb when it comes to their employees and I hold UAL and the union responsible for their contemptible disregard for their employees and willingness to dispose of them so easily. I now have $317,000 in medical bills for my husband's treatment. Thank you UAL. He tried everyway he knew how to get help from UAL and every attempt was thrwarted. Now he is dead. I think maybe UAL needs to use better medical advisors, employee representatives and fleet captains unless of course their aim is to humiliate, disregard and ultimately destroy their employees. We saw an attorney following George's diagnosis and we were informed that unfortunately companies like UAL would falsify records when convenient. Given UAL's treatment of George, I have no doubt that this is true.

Besides the personal issue here, what really had George concerned prior to his retirement was the issue of public safety. Being a pilot instructor bears considerable responsibility to see that the job is done right. The Training Center's focus appeared to be much more on just moving the cattle through the gates than in thorough training. In his last fleet there was not even a complete training syllabus and each observer wanted things done the way he wanted them done rather than in any uniform way. In fact George would come home so frustrated because he would be criticized one day for saying something and then criticized another day for not saying the exact same thing. Come'on guys, at least get on the same page.

Just so you know that this is not just a sour grapes complaint, my father is a retired UAL B727 pilot. I was raised to respect the company and if something wasn't right to make a compaint and they would see that it was righted. He is very dismayed and disgusted by what he witnessed in my husband's treatment by UAL. In his experience, UAL had been a great company. UAL has changed and definitely not for the better.

March 13, 2007

I was injured on a job in 2001. My medical treatments denied, delayed, medication and miles not reimbursed for. Then I was fired for not returning to work within 3 years. When I added up all the time that I waited for medical treatment, it came up to 4 1/2 years. On top of all this, United withheld my medical file information that demonstrated no pre-existing condition. My minor injury had turned into 100% disability, becouse of all the delays and now United wants to screw me out of settlement. I am sure that I am not the only one... if you're in a similar situation, please contact me so that we can file a class action law suit.

Ed: The writer can be contacted by email to czech.cuisine@verizon.net.

March 8, 2007

I retired in 2001 with almost 35yrs of service [ loyal service ] and my heart bleeds for the friends I left behind because of what has happened to united. I was so naive as well as most of the retirees and current workers that United would stand up to its word on many things, foremost our pension and passes which were supposed to be free! Any ruthless sob could have done what Glen Tilton and the UAL board members did and what his predecessor Steven Wolf would have done if he had stayed on longer. All this has happened to United because of mis-management and greed. The employees always get bounced not the top management. The sad thing about the so-called ESOP was that the employees were duped into it and United [ the board members and CEO ] never intended it to work from the start . You can only treat people the way you are treated and United's philosphy of intmidation will never work. Maybe a retooling of upper management can still help if its not too late right now.

March 6, 2007

After being employed by this company for only 2 years and watching it emerge from bankruptcy, I couldn't stand to work for them any longer. There were veterans in my department (WHQBQ)that were making 2k-5k less than I was as a new hire off the street. One employee left my department when she realized how much more new hires were making in BQ.

After only 2 months of employment I received a $2000 annual raise. I don't recall what this raise was for...only that I received it. Approximately 13 months later I recieved an upgrade to a Senior Coordinator that roughly increased my base wages by $4500. Including this and my differentials I was robbing my colleagues by pulling in nearly $40k.

Amongst other reasons, I left United because I couldn't face the employees that were depending on thier pensions that no longer existed. All the while, I was making substantially more than 15 and 20 year veterans.

Although I left United 3 months ago and have yet to find employment, I don't regret leaving.... only leaving before I had something else firmly lined up.

March 5, 2007

My father retired from UAL NYCRR in 1981. He was 64. They were facing deregulation and had to eliminate people. The told him to take a lump sum with no pension. He threatened them with an age discrimination suit and they then offered a retirement.

He recently passed away, and going through his papers, I learned about this. My first reaction was to get angry. Then it hit me. He collected his retirement checks for 26 years. He had gotten his revenge. He did the one thing that would annoy them the most.

I read stories here, and you people think that this is isolated to UAL's recent difficulty and bankruptcy. You are clueless, especially those who think they can 'hold out' for something better from UAL.

UAL has sucked for almost 30 years. It will never be a good company to work for. Forget trying to make it work. Get out while you can.

March 3, 2007

I met a couple from New York that attend the Board of Directors meetings of Consumers Union with me in October of each year. We've become good friends and when they visit their daughter in SNA and BDL and get stuck in Chicago, I am there for them. March 1 was one of those times. I had their (UA566/UA1234) flight numbers and tracked their flights on Flifo. When Flifo didn't make sense I pressed zero to get connected with a res person. The auto dialer gave me a wrong number. I called the local domestic res number and got a person in India who kept insisting that the flight that was supposed to leave at 11:03amPST left the gate on time but was still on the ground at 5pmCST but would still arrive in Chicago at 5:26pmCST. I asked my friend who works at the field and she said she has no idea why United can't linked the AACRS info in Unimiatic to Apollo, but a Consumer Reports person found FlightTracker that gave me all the info United couldn't give me. I'm embarrassed to say I retired as a Rate Agent for United Airlines.

March 2, 2007

Ed: We are now relatively certain that the supposed internal UAL memo is a fake, if for no other reason than the mispelling of De Shon's last name. Note also that De Shon no longer works for UAL, as he joined the Avis Budget group in late 2006 as Executive Vice President of Operations.

Other readers have pointed out additional problems with the memo:

• The logo on the memo is the UAL logo from the 80's.
• It's printed on Denver letterhead. With a WHQ address, he really should be using WHQ letterhead.
• In the opening sentences he addresses it to fellow airport management employees, and includes "RSM and CSR position Service directors and Ramp Operations supervisors." First off, there's improper use of capitalization; but second, CSR service directors are union employees. There's no mention of Customer Service supervisor... it's "Service directors". Whoever wrote the letter doesn't seem to know the CS operation.
• The next sentences goes on "...and are finding we are at odds with most of our U.S. airport based employees system wide." Even if this were true (which it may well be) you would never put that in print.

Amusingly, we received a note from someone claiming to be Mr. De Shon, who commented, "I did not write the letter you have posted. I don't know who would of [sic] authored it but they didn't even spell my name correctly."

Greetings fellow airport management employees. This memo is being distributed system wide to all RSM and CSR position Service directions and Ramp Operations supervisors. We are in a situation where we are losing valuable employees to other carries and are finding we are at odds with most of our U.S. airport based employees system wide.

With this as the case as we need to address the issues of our employees in a more delicate manner. When dealing with RSM And CSR employees, as an organization, we need to take the following steps to ensure our needs are being met:

• We as an organization, must use easy phrases and terminiology to our RSM and CSR employees so as not to confuse these employees of what their jobs require of them.
• As supervisory management must understand, it is not rocket science to load and unload an aircraft. Our RSM and CSR employees average a 10th grade education and must be dealt with accordingly.
• With regard to those employees who are identified as hostile or "trouble markers" must be dealt with and their work must be scrutinized. We have no place at United for employees who wish to disrupt our system.
• Usage of the disciplinary system, is being encouraged to use for employees who present behavior problems. You have upper management's support in this endeavor and will fight the unions stance against our efforts.

Larry Deshon - WHQOO

February 28, 2007

I was fired for misinterpeting a question on the self-nomination form of "how many absences have you had in the past 12 months?" I answered none because all of my sick days had been approved in advance by a manager or supervisor. I even submitted a written apology after being told of my mistake and United fired me 2 weeks later. I was only trying to go for a promotion, however if I never wanted to improve myself, I wouldn't have gotten fired. United doesn't want you to grow but stay at below a poverty income level. I am outraged by the type of management that they keep and the decisions that they get to make. If anyone has ever been fired for the same reason, let me know so that we can join forces to fight them.

Ed: The writer can be contacted by email to wrngdbyual@hotmail.com.

February 27, 2007

I worked for United for six years as a Line Maintenance Technician at EZEMM Station in Argentina. Along with eight of my co-workers, I was recently laid off. The reason? We had to fight with our local union against our local magnagement and HR over such issues as not receiving work clothes for the past five years... this at a salary of $6/hour. Eventually, our station lost its qualification because our Maintenance Manager refused to spend the necessary money to keep its mechanics qualified. Why would United let go of a station that earned close to US $900k annually in third-party contracts (with Delta and Continental), not to mention, its past prestige in Argentina?

February 19, 2007

I was a 6 year Mileage Plus Employee until aug 2006. They closed my office and sent my job and the other people I worked with jobs to INDIA. These people can only read off a script. They do not understand you, so thats why they sound so uncaring. I was threatened by a man carrying a gun when Karen came in to announce our office closing when I stood up and said bullshit! He told me I couldnt go outside to smoke. I told him to shoot my butt or get out of the way. Karen had just been there a few weeks before and told us they were EXPANDING our jobs, all the while knowing it had been decided in DECEMBER or earlier to close us. Our office was the LAST ENGLISH SPEAKING office to be open. They screwed people up to the last week. We contiue to get the screew put to us. Did the union help? Hell NO! Only thing they did was take their money for union dues each month. It still pains me to see passengers get taken care of this way.

February 11, 2007

Boston is implementing a new "policy", the seperation of "Priority Bags" vs. "regular bags."

Seperating the bags doesn't seem like that much, but to help some of you understand what's actually going on, I'll elaborate.

After my "line" (work group) was called in the office by one of the supervisors for NOT seperating these bags, I inquired if this was being implemented throughout the entire system. The response I got, was; "No, only in 6 stations throughout the system."

This left most of us scratching out heads.

First, it would be much easier if the people in the departure station seperated the bags so we could unload the bags in the order they should be received by our "valued" customer.

Second, if the station that loaded the aircraft does NOT honor the same rules that we have to work by, why should we be the ones to pay the price for their not working by the same rules?

Third, the supervisors and managers are absolutely hell-bent on our seperating these bags. We (the ramp employees) gain nothing from it. Does management?

Forth, and finally, Boston is NOT an international station. Of all the stations, why would you pick 2 stations (Boston, and I can't remember the other non-hub station) to use as a test-bed for this new policy?

The management outright refuses to have the employess that work the inbound belt seperate the bags. They already seperate the "transfer bags" from the rest. What's the problem with them pulling a few bags with bright orange tags?

As ridiculous as this sounds, what it comes down to is that MANAGEMENT is trying to make us do one more thing, while we're out there for the same amount of money we've always been getting. Next, they'll have us sweeping the floor, washing windows, and massaging our supervisors feet - all to be rewarded with another cut in pay.

January 26, 2007

My son in law recently attempted to use one of my companion passes. He was on his way to see his Dad, who was diagnosed with cancer of the brain...this following a heart transplant several years ago. The TED flight was late going into Denver...A full fare passenger and my son in law ran for the Ted connection to Seattle...the gate agent ushered the full fare on the plane...looked at the son in laws companion fare and said"Oh, you are standby, you will not get on this plane." The plane had empty seats. My son in law said screw United...got on the next flight to home. Just another blow to a 37 year employee...retired and screwed.

January 26, 2007

Where do I sign up to stop this unnecessary harrassment of United employees?? I am sickened by the reports of fellow flight attendants who have 15 pages of orchid letters and perfect records but have a few incidents that lead them into a performance supervisor's office for "discipline". They dare to make reference to the one time I was late in years (far outdoing the company's on time record) and want me to feel inadequate???!! It is a shame that they don't hold themselves acccountable for the professionalism they expect from thier front line employees! So they fire our good f/a's in hopes of hiring cheaper labor but I've heard that 50% of the new hires are quitting. Go figure!

January 23, 2007

How about that de-icing operation at O'Hare on the 21st of January!...mangament must be proud, no overtime, no late lunches and no service to its paying public! Planes sitting for 3,4 or more hours with ice all over them...What a bunch of total idiots we have running this place, they dont know what a good operation could be, what a good operation is..How about it, the F.I.T. team was here, no change. R.O.P. was here and that fell flat on its face. Or how about PIT CREW U, we can work just like a NASCAR pit crew ( except they always have the equipment and manpower need)! Lets spend some more of our pension money on worthless stuff!...Bye the way, what the hell has the I.A.M. done in the last few years???? Well, nothing positive anyway

January 20, 2007

I must agree with the ex-mechanic. After being out for a while due to illness I know that I never want to return to that shitty company. I worked at LAX for almost 20 years. I'm still employeed but after being away I truly see how miserable that place is. No future, no respect, `no dignity. I feel sorry for the ones that are forced to stay. I'm lucky to have other skills that allow me to leave but others are not so fortunate. I hear horror stories from friends there and it amazes me that you never think it can get worse but it does. United does not deserve to be in business.They foster an enviroment of intimidation and harrasment. The union is culpable. Good riddance!

January 17, 2007

I have to agree with my colleagues. Where else but United can you be treated like a six year old and paid like a 16 year old. Like many other stations DFW has continuously worked short throught the Holidays and beyond. We are threatened to come to work even if we are sick or the weather is too dangerous to drive. I have worked in several stations over my many years and have never been in one as morally bankrupt and spiritually demeaning as DFW is. I too am looking to find another job and finally get away from United. There is no Customer Service, just lots and lots of machines and voice mailboxes, and sub-contractors to do our jobs. Doesn't matter whether customers are satisfied, or contractors do therir jobs safely and correctly. Just that Mgmt. gets their bonuses. God help all of us. Pensions are gone, Dignity is getting harder to hold onto. Who cares whether United survives or not.

January 5, 2007

I have one thing to say to all of you dedicated UAL employees, DON'T BE! I had 18 years there as an Aircraft Mech. I quit and am working for a cargo company as an Aircraft tech. The best move I ever made. Only today I got pissed after over one month of feeling great, why did I get pissed? A friend of mine from UAL emailed me something about the big guys selling their shares and for some reason just getting that email and remembering UAL got me pissed. UAL sucks and just thinking about that place is a big downer. For all of the pilots who still fly as if they own UAL... you destroyed that company with all your greed during the ESOP and the contract after the ESOP. And God forbid the rest of us wanted a piece of the pie, you shoved it up our asses by helping the company move the planes. How fast you jerks forgot about us, You got yours didn't you? I hope UAL is around for a long time, so all of you can spend your money in counselling Get out and enjoy life. I never want to read about UAL again. UAL is like battered wife syndrome.

January 2, 2007

I am a 10 year employee of UAL. I can remember it like it was yesterday how excited I was back in 1996 when I was doe-eyed 19 year old and got hired to work for United. They were the biggest and best airline in the world then and I was very proud of my new job. I was hired as a CSR in Las Vegas.

Of course as CSR's, we were supposed to be able to do all jobs in the station but in LAS, management didn't like it that way. Management had their favorite people, mostly senior, that they wanted working ticket counter and gates while everyone else was forced into the bagroom or ramp. So I was always working ramp in Vegas. As a 19 year old C-scale employee, I would run around like crazy working my butt off to do everything I possible could for a measly $7.28 an hour. I vividly remember the old-timers telling me back then to give it some time and after UAL screws me enough that I would stop running around like that. How right they were!

I transfered to DEN RAMP in 1998 after 2 1/2 years in LAS so I could get full time because back then in Vegas, it took at least 10 years seniority to get full time and we were always told it would never happen. Lo and behold, right after I left they made a bunch of people full time and I would have been one of them. So I work in Ramp Service now in DEN where the culture is so much different that LAS. In DEN, we hardly ever saw any supervisors, they almost never messed with us and working there was almost a joy. Compared to LAS, it was a joy because LAS is just a joke. I hated DEN though because it was boring to me and I wanted out. I moved in with my buddy and fellow co-worker in DEN who had gone there a few months before I did from LAS. He talked me into the move. While in DEN I wanted to put transfers in to LAX where we both had another friend working. I talked my buddy into it and after 8 months in DEN, we both got transfers to LAX.

LAX is a complete joke. Like most places, in LAX we are always short-handed and supervisors are all around us like a bunch of ignorant parasites telling us what to do. The only thing positive I have to say about LAX is that a Ramp employee gets the opportunity to learn a lot of things and do a lot of other things that we would never get to do in DEN because of seniority. In DEN, it took seniority to work widebodies or get upgrade lead. In LAX, because of the low seniority there, I was doing all that stuff rather quickly and I learned a lot. I became one of the best leads out there even though I never actually made lead but I could do everything great. I loaded and got widebodies out faster and accurately better than almost anyone.

Sorry to get keep going on & on, but in 2003 I injured my back. I have been out of work ever since. My friend has also been out on injury although his wasn't as bad as mine. I know I am not going to get any sort of job back at UAL because of my condition and I have come to terms with that. But what I have witnessed go on at UAL from 2000 up until now is just a travesty. In a million years, I couldn't imagine a more worse run company. They have screwed people from top to bottom and gotten away with it. With what UAL has done, they should be investigated in the way Enron was for a lot of what they did. I know of a lot of B.S. that went on and shouldn't have. Our union, the IAM, is just as much to blame as UAL is. They are in bed with UAL and the IAM bends over every time UAL tell them to. What a pathetic example of a union.

Anyway, I am planning on making sort of a documentary about what went on at UAL through the years because this story must be told to the public who has no idea. Sometime this year, I will be looking for people to tell me their stories about how UAL screwed them and go into detail about it with Q & A sessions on camera with me. Anyone that has been wronged by UAL and want to tell their stories can contact me and perhaps we can set something up. People need to know what went down. My hope is that if I can get the film made and get enough people to see it that it will stir up lots of controversy and maybe an investigation will be launched against UAL. It's a longshot but I have to get this story out to the people. So any interested employees or former employees please contact me.

Ed: The writer can be contacted by email to tripxcore@aol.com.