Commercial Fixed Wing
Maintenance Powerplant; Maintenance Airframe
Communication Breakdown
Deviation / Discrepancy - Procedural Published Material / Policy
Company Policy; Human Factors
I was involved in two [Company] investigations. My Union Stewards were [Steward A] and [Steward B]; the compliance supervisor / specialist was [Specialist A]. In both investigations I gave very detailed answers to questions from [Specialist A]; including but not limited to [Maintenance Manual] references; pictures; text messages; phone calls covering all the events. [Specialist A] had no interest in learning the details of what happened and what I was offering. [Specialist A] did not ask me any clarifying questions when I repeatedly said that [another] Supervisor was pressuring me standing over me while I was pulling up the paperwork in the [Maintenance Manual] and asking me several times when I was going to sign off the airplane.I was also directly assigned by [my] Manager to go out to Aircraft X and measure a pressure relief door opening; and that this compartment was directly contaminated with deicing fluid. [Specialist A] only asked me questions that were crafted in a way to get to a predetermined conclusion. As I took the time to give detailed and thoughtful answers [Specialist A] was starring; smirking; grinning and insulting me. [Specialist A] also kept saying 'and;' 'and;' 'and' continuously as to insult or berate me every time I would pause in answering a question. It was clear that this meeting was not about fact finding but rather to blame me and berate me.It is my belief that [Specialist A's] behavior undermines the intent of the [our company's safety] program and he is only involved for the sole purpose of protecting [the company]. [Specialist A's] behavior with [our safety program] undermines its purpose and leads to outcomes that mechanics feel pressured and they are too afraid; intimidated; berated or they feel their jobs are on the line for filing and won't file another report. After being in these meetings with [Specialist A] I do believe that this is intent.
I was a Union Representative for [reports] submitted by [Reporter]. During the [Company] process Compliance Specialist [Specialist A] was belligerent; accusative and had no interest in where the facts led. [Reporter] brought up intimidation and harassment by his Supervisor and Manager and [Specialist A] had no questions or interest in that fact of the event. [Specialist A] kept asking [Reporter] if; 'he felt comfortable with Boeing manuals.' I as the Rep asked [Specialist A]; 'why don't you ask if his supervisor standing next to him asking why can't you just sign it off' effected his ability to use the Boeing manual system. He did not ask. [Specialist A's] behavior and tact undermines the purpose of the [safety reporting] program as well as causing employees to be guarded and answer with yes or no answers.Also every time [Specialist A] asked a question and [Reporter] tried to answer with great detail; pictures; numbers and other evidence; [Specialist A] sat staring with a cheshire grin and kept rudely asking; 'and!' every time [Reporter] paused for thought or ended his sentence.[Specialist A] has continued to take a tact of asking leading questions based on preconceived notions of what he thought happened or where he wants the investigation to lead to.If the [company's safety reporting] process is to be successful as designed; [the company] must provide Compliance Specialists that are able to be compliant themselves with the program as the MOU (Memorandum of Understanding) and process is written and intended.
Maintenance Technician reports Air Carrier tries to prevent maintenance personnel from completing safety reports through harassment and intimidation.