Decision Maker

Doug Parker

  • Chairman and CEO, American Airlines

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Petitioning Doug Parker

Demand American Airlines care about passenger and crew safety and security #PowerofCaring

Every day, millions of us board airplanes for millions of reasons. We have a realistic expectation that when we do, the airline we choose is doing all it can to reduce risk and keep us safe and secure. A great many of us choose American Airlines with that very expectation. Yet, these are the scary truths: American Airlines is currently sending the jobs of its maintenance workers outside the U.S. to low-bid, third-party providers who are often unregulated or less-regulated than work completed by its own employees. American Airlines is also outsourcing the work of facilities maintenance, fleet service, logistics and other ground support jobs to low-bid, third-parties in the U.S., and is pushing for employee contracts that would increase outsourcing even more. During bankruptcy, American Airlines outsourced the process of aircraft cabin security inspections to a third-party, low-bid vendor with extremely high turnover rates.  American Airlines is seeking to outsource the critical process of de-icing its aircraft to third-party, low-bid vendors at select hub locations—work currently performed by its own dedicated and experienced fleet service workers.   These jobs that American Airlines wants to outsource are the work of highly skilled and dedicated professionals who are responsible for ensuring the planes we fly on are fit for flight. So, why does American Airlines want to outsource this critical work? We believe it to be for the same reason it crams more seats onto already overcrowded airplanes—the elimination of good American jobs provides its executives with even more profits. The impact of outsourcing can be devastating. Scarcely regulated maintenance and repairs can lead to: Lack of structural integrity and inferior parts Increased mechanical malfunction and failure rates Increased flight delays and inconvenience Increased risk for passengers and crew Loss of American jobs can lead to: Direct negative impact on local and nationwide economies Loss of quality of life for AA employees and their families  American Airlines claims that it’s operating in the best interest of the public, consumers, and its employees. Yet, it continues to ask for concessions—including health benefits and medical costs, retirement packages, and jobs—designed to increase profits, but could also increase risk. The employees of American Airlines care about your safety and security, and we know you do as well. Don’t you think American Airlines should care too? Discover the #PowerofCaring by telling American Airlines that you support its employees in their pursuit of change. By signing this petition, you are: Calling upon American Airlines to agree to stop outsourcing to third-party vendors both in the U.S. and abroad; Calling upon American Airlines to allow its employees to recapture previously lost work; Calling upon American Airlines to increase the hiring of skilled aircraft and facility mechanics, material logistic, fleet service and other ground support workers in the U.S.; Calling upon American Airlines to reinstate previously-held benefits packages to its employees; and Calling upon elected officials to submit legislation that addresses the homeland security risks, and erosion of passenger and flight crew safety, caused by the increase in aircraft maintenance, logistics, and fleet service outsourcing. Learn more at AAShouldCare.com.   This campaign is supported and paid for by TWU Locals 501, 502, 505, 507, 510, 512, 513, 514, 529, 567, 568 and 591.

Transport Workers Union
26,122 supporters
Closed
Petitioning Doug Parker

Enough, the Employees at AA have had enough

To: The Leadership at American AirlinesFrom: The Frontline Employees RE: Elevate Training The results of the recent Employee Survey are proof that the issues at American Airlines are not the result of the Employees, but rather, Management. This is nothing new, nor is it news to the throngs of Employees who have been here for years. Frontline Employees have had a front row seat to witness Management mistakes and errors and paid for them out of our own pockets. Not only were the results unfavorable towards Management, but they couldn't even be correctly delivered without the Employee's stepping in to correct the misinformation that Management distributed. For years, Management has made poor decisions, allowed the Airline to fall into bankruptcy, and steadily degraded the culture of our Company. Since the merger, the devolution has spiraled out of control; IT issues, uniform issues, scheduling problems, cultural degradation, and contractual violations have ruled the day. As we watch the Mechanics fight for a contract, all other Unionized workgroups on the property can clearly see that the Employees do not come first. While the courts try to settle the issues regarding the Retiree Travel D2R status, we see that the Employees do not come first. The knowledge that Employees are suing the Company for workplace harassment that was disregarded by HR proves to us that Employees do not come first. While many of our Coworkers are forced to stay away from the Uniforms due to proximity issues, we see that Employees do not come first. While computer glitches and errors cause us needless hours of attempts to access training and scheduling programs, we know the Employees do not come first. Instead of fixing the problems that are plaguing the Airline, Management has chosen to force us to train more. Management wants the Employees to waste more of their valuable time to learn how to apologize for the mistakes that Management created in the first place. Poor decisions by Management have left the Employees lives in shambles. We have had years of apologizing for Management errors and certainly do not need any more training in this area. Breaking things that were working perfectly fine to begin with, frustrating not only the Employees but our Customers, and all the while, patting themselves on the back for a job well done. Management only deserves kudos for destroying everything that was good about the Airline and completely eradicating Employee morale. The Frontline Employees are not the ones who should be receiving more training; if anyone needs more training it is Management themselves. Management needs lessons in listening, how to actually manage and not dictate, allow Employees to be a part of the process, and how to run a World Class Airline. The Frontline Employees of this Company respectfully ask that Management take some of their valuable time to learn that the first step in fixing a problem is not to place blame and fault on others but to accept their own shortcomings. Stop asking us to apologize and fix the issues. The Employees are at a boiling point caused by constant frustration. We want Computer Programs that do not crash, Uniforms that do not cause health issues, Contracts that are negotiated in good faith, assistance when dealing with Cultural Issues, Respect for our time, and Respect for the good work we do everyday despite the problems we are handed. Our Travel Benefits have been degraded, our Pensions frozen or taken away, Retiree healthcare lost, and our work lives are in complete turmoil. We have paid the price for managements errors. We have given enough. Asking us to train more to learn to apologize for Management's poor decisions is yet another poor decision on Management's part. It's time for Management to answer for their own errors. The Employees have done their part. Until Management fixes the problems they have created, we believe that no more of our valuable time off should be wasted on training that we could have written ourselves. Fix the problems before you ask us for anything else. We gave at the office! Respectfully,  The Hard Working Frontline

Kiri Wirth
2,330 supporters