Narrative:

Departed the gate with multiple complex MEL items including first officer airdata issues. During taxi out had an additional first officer map display inoperative (nd). I made multiple announcements describing our situation (computer issues) and what we were doing to correct the problem along with possible delay descriptions. I was immediately contacted by a flight attendant informing me several passengers wanted to deplane. Flight attendant described a deadheading pilot was attempting to talk 'her down.' I asked to be kept informed. After unsuccessful resets we returned to the gate. An additional MEL was added and we departed. After a postflight self review I was fatigued and should have called in fatigued before departure. Looking back I should have called in fatigue on day one of this pairing. I had an airborne turn back to due to an autobrake failure. This is an international destination yet contract language calls it domestic. International challenges are different and unique. How can the challenges be addressed if proper language is not allowed? Is it just to save a few bucks in pay rates? It is dishonest and therefore fatigue inducing. What else is not being honestly addressed?cause=====there has been an ongoing hate and discrimination campaign being conducted against former pilots by the larger air carrier over a final and binding seniority integration ruling. The campaign includes management placating to the larger group and the most disruptive group with actions such as discrimination in training. The larger group of pilots have identified caribbean flying as premier flying and should only be done by their pilots only. In the article they describe how former smaller carrier pilots should be denied training in extended overwater. Pilot training management is colluding with this work place discrimination goal by denying training and this policy is continuing the discrimination at this time. This is a fatigue inducing policy. I spoke with a fellow pilot whom has contact with a bod member at the new airline. There is more concern with integration of reservation systems and other technical systems than human factors such as pilot integration. Already I am getting information from a college friend at the new airlines' union that a hate and discrimination campaign is in the works against the smaller carrier's pilots because it has worked so well for former group of pilots that has achieved upgrades for new hires before any of our pilots with 15 years or more of seniority. The goal is described as making our bases a shrinking island/ghetto (a 'ghetto' referencing the jews of wwii whom were isolated from society). The discrimination tools and tactics from the centric management is now being used by the new airlines management. The discrimination and hostile working environment continues against smaller airline's pilots. It is talked about in every flight deck. It is a distraction. Work place discrimination is a safety and security threat (tem) and a fatigue inducing policy. More than 80% of all aircraft incident/accidents resulting in fatalities are not caused by catastrophic failures from airframe or power plants but directly related to human factors. Suggestions===========currently the nmb is playing politics. The process for ending the reign of a criminal based union has been delayed far longer than the normal past practice. Initiate a political action campaign similar to what was done when the da opposed the merger without just cause. I suggest a management sponsored 'grass roots' merger supporters contact elected representatives concerning nmb political objective delay. Second; end the discrimination policies and practices of previous management; such as segregated training practice. One example is denying pilots from extended overwater training. Fire the poi for endorsing/ignoring discrimination policies and practices. Third; petition for law enforcement and intelligence agencies in union/management collusion surveillance. I am calling the former union a criminal organization with just cause. They intimidate; threaten and harass management and rank and file members similar to organized crime tactics used organized crime syndicates.fourth; read the book 'hijacked' to better understand how seniority integration led to mental illness ultimately resulting in a pilot attempting to hijack and murder hundreds. The book details how management and co-workers failed to identified markers of mental illness. The 'wingman' program is a step in the right direction. Placating to mental illness displays just because it is the easiest path due to larger group is a safety and a security threat. It impacts our country. It is a national security concern. Resolve seniority now and do not allow this sensitive issue to fester and/or to profit from it. (Real union busting)fifth; deadheading crewmembers need to be on the dispatch release. I need to know my potential threats and/or assets are. There is potential this event was induced by the larger carrier-centric mischievous conduct. I noticed a crew that did not acknowledge my greeting. In addition; I brief my crew to share with me any concern (open communication). My announcement regarding computer resets caused 5 people to deplane from my flight according to the flight attendant. Yet; not a single comment or feedback of what was the offensive or concerning statement. Was this another mischievous conduct against an inferior small airline captain by a larger airline-centric crew (DH or active)? I am an ongoing union representative candidate. I listen to pilots' complaints. It appears the safety and security concerns of the smaller carrier's pilot group is again being ignored and appears the new management is the same as old management. This is fatigue inducing. I strongly support professional picketing; petitioning and protesting issues including lobbying elected representatives over workplace harassment concerns (safety and security tem including fatigue inducement policies) more investigations are needed.in my 30 years of flying passengers (including a defunct airline) I have never had any complaints/concerns regarding my announcements. I was compliant with fom in telling the passengers the truth while assuring them that safety and security is a number one priority of our airline.

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Original NASA ASRS Text

Title: A Captain of an airline in the process of merging discussed the physical and emotional drain as a result of what he feels is illegal and discriminating behavior by the other airline's pilots and Management against his former airline's pilots.

Narrative: Departed the gate with multiple complex MEL items including First Officer airdata issues. During taxi out had an additional First Officer Map Display inoperative (ND). I made multiple announcements describing our situation (computer issues) and what we were doing to correct the problem along with possible delay descriptions. I was immediately contacted by a flight attendant informing me several passengers wanted to deplane. Flight attendant described a deadheading pilot was attempting to talk 'her down.' I asked to be kept informed. After unsuccessful resets we returned to the gate. An additional MEL was added and we departed. After a postflight self review I was fatigued and should have called in fatigued before departure. Looking back I should have called in fatigue on day one of this pairing. I had an airborne turn back to due to an autobrake failure. This is an International destination yet contract language calls it Domestic. International challenges are different and unique. How can the challenges be addressed if proper language is not allowed? Is it just to save a few bucks in pay rates? It is dishonest and therefore fatigue inducing. What else is not being honestly addressed?Cause=====There has been an ongoing hate and discrimination campaign being conducted against former pilots by the larger air carrier over a final and binding seniority integration ruling. The campaign includes Management placating to the larger group and the most disruptive group with actions such as discrimination in training. The larger group of pilots have identified Caribbean flying as premier flying and should only be done by their pilots only. In the article they describe how former smaller carrier pilots should be denied training in extended overwater. Pilot Training Management is colluding with this work place discrimination goal by denying training and this policy is continuing the discrimination at this time. This is a fatigue inducing policy. I spoke with a fellow pilot whom has contact with a BOD member at the new Airline. There is more concern with integration of reservation systems and other technical systems than human factors such as pilot integration. Already I am getting information from a college friend at the new airlines' union that a hate and discrimination campaign is in the works against the smaller carrier's pilots because it has worked so well for former group of pilots that has achieved upgrades for new hires before any of our pilots with 15 years or more of seniority. The goal is described as making our bases a shrinking island/ghetto (a 'Ghetto' referencing the Jews of WWII whom were isolated from society). The discrimination tools and tactics from the centric Management is now being used by the new airlines management. The discrimination and hostile working environment continues against smaller airline's pilots. It is talked about in every flight deck. It is a distraction. Work place discrimination is a SAFETY and SECURITY threat (TEM) and a fatigue inducing policy. More than 80% of all aircraft incident/accidents resulting in fatalities are not caused by catastrophic failures from airframe or power plants but directly related to human factors. Suggestions===========Currently the NMB is playing politics. The process for ending the reign of a criminal based union has been delayed far longer than the normal past practice. Initiate a political action campaign similar to what was done when the DA opposed the merger without just cause. I suggest a Management sponsored 'grass roots' merger supporters contact elected representatives concerning NMB political objective delay. Second; end the discrimination policies and practices of previous Management; such as segregated training practice. One example is denying pilots from extended overwater training. Fire the POI for endorsing/ignoring discrimination policies and practices. Third; petition for law enforcement and intelligence agencies in Union/Management collusion surveillance. I am calling the former union a criminal organization with just cause. They intimidate; threaten and harass Management and rank and file members similar to organized crime tactics used organized crime syndicates.Fourth; read the book 'Hijacked' to better understand how seniority integration led to mental illness ultimately resulting in a pilot attempting to hijack and murder hundreds. The book details how Management and co-workers failed to identified markers of mental illness. The 'Wingman' program is a step in the right direction. Placating to mental illness displays just because it is the easiest path due to larger group is a SAFETY and a SECURITY threat. It impacts our country. It is a national security concern. RESOLVE seniority now and do not allow this sensitive issue to fester and/or to profit from it. (Real union busting)Fifth; deadheading crewmembers need to be on the dispatch release. I need to know my potential threats and/or assets are. There is potential this event was induced by the larger carrier-centric mischievous conduct. I noticed a crew that did not acknowledge my greeting. In addition; I brief my crew to share with me ANY concern (open communication). My announcement regarding computer resets caused 5 people to deplane from my flight according to the Flight Attendant. Yet; not a single comment or feedback of what was the offensive or concerning statement. Was this another mischievous conduct against an inferior small airline Captain by a larger airline-centric crew (DH or active)? I am an ongoing union representative candidate. I listen to pilots' complaints. It appears the SAFETY and SECURITY concerns of the smaller carrier's pilot group is again being ignored and appears the new management is the same as old management. This is fatigue inducing. I strongly support professional picketing; petitioning and protesting issues including lobbying elected representatives over workplace harassment concerns (SAFETY and SECURITY TEM including fatigue inducement policies) More investigations are needed.In my 30 years of flying passengers (including a defunct airline) I have never had any complaints/concerns regarding my announcements. I was compliant with FOM in telling the passengers the truth while assuring them that SAFETY and SECURITY is a number one priority of our airline.

Data retrieved from NASA's ASRS site and automatically converted to unabbreviated mixed upper/lowercase text. This report is for informational purposes with no guarantee of accuracy. See NASA's ASRS site for official report.