If you vote for representation from the Association of Flight Attendants you will all have straight reserve!
Are your eyes wide open yet?
Because that sentence is ludacris! Read this again....ludacris! You will decide what you want.
Why don't we go ahead and breakdown the straight reserve system and the ADAY system and which would benefit the combined Delta group the most.
Currently at NW, the bottom 15% or so at every base sit on straight reserve 18-20 days per month.
Currently at DL, depending at the base between 25%-55% have 3-9 Adays a month.
So which is better and which would we most likely have if we gain representation?
Well, we know for a FACT that the current Aday system at Delta was implemented as a part of a cost cutting structure...it saved Delta money compared to a straight reserve system.
Picture this...
Delta flight attendants are at the table with management negotiating for a contract...
The flight attendants say " We'll stay on a version of the Aday system but we want something else in return". Or the company will say " Ok, we can switch over to the straight reserve system but we are going to need to take something back because this costs us more"
Which do you think is more liktely to happen?
If you picked the first scenario then you're probably right!
Delta Aday system
In NYC, only the bottom 25% have Adays...they range from 6-9 Adays per person per month.
In ATL, the bottom 55% have Adays...they range from 3-6 Adays per person per month. (most have 3 Adays)
All other bases have about the bottom 50% with 3 Adays.
3 Adays currently have a 14:15 guarantee if not used, prior to the "threat" of a union it was only $73.00 per day!
Instead of having a system thats designed by management to please them best, why don't we have a system that acknowledges seniority and also allows the newer folks to have a life as well!
We know that Delta must have a certain amount of people on-call everyday to facilitate the operation, overall that number seems to be about 1/2 the base with 3 Adays.
Instead of someone with 22 years having the same amount of Adays as someone with 2 years, would a stepped Aday system work best? This way you have to look forward to something as you gain seniority?
How about this...
Bottom 8% have 9 Adays
Next 9% have 6 Adays
Next 8% have 3 Adays
So overall, Delta has the same amount of staffing on-call. However only the bottom 25% of a base needs to have Adays compared to the bottom 50%.
Would Northwest be for it?
Absolutely, the bottom 15% have a full month reserve now...so they would be all for it. The top 75% would not be affected by it so if the rest of the contract is good they will definetely support it. Who would be negatively impacted? Those between 16%-25% from the bottom would have 3 Adays.
Would Delta be for it?
Absolutely, those between 25%-50% from the bottom would go from having 3 Adays to none and would be for it, those in the top half are once again not affected by it. Those 16%-25% from the bottom would still have 3 Adays. Who would be negatively impacted? Those from 0% to 16% would go from 3 Adays in some bases up to 9 Adays, in other bases this is already the case. Either way a vast majority of the work group would be positively impacted by this change.
What if we could also negotiate a higher guarantee for every set of 3 Adays? Instead of 14:15, make it the trip average for the base. In most cases between 16-17 hours.
This is what the flight attendants at the "new" Delta can accomplish, but only if they have a voice.
If they somehow believe the empty promises management makes, they will simply be at the mercy of corporate America. Please don't let this happen.
Wednesday, January 28, 2009
Wednesday, January 21, 2009
What does a direct relationship really mean?
LIFE AT DELTA AIR LINES
SLC had an ATL turn which sits for about 2 hours. It is on a 767-400. About the second week of Nov., a seven person crew flew it into ATL. During the flight one of the flight attendants was picking up newspapers and magazines in the cabin and a passenger gave the f/a Brad, a magazine (NOV Real Simple). In it, as the passenger pointed out was an ad from Yellowtail wine that consisted of a card like the kind you get for B-days with music and lights. The pax said,” Isn’t this cool?”
Brad proceeded to take the card apart, to see how it worked. Being the curious one he is, he got it down to the little battery at some little wires. He stuck it on the cabin light panel in the aft of the aircraft. During the flight, off and on, they played the tune and lights.
When they got off the plane in ATL, Brad forgot to take the gadget down.
They went to their next gate. The Flight Leader, George, got a call on his cell phone from the OCC (Operation Control Center) to come back to the gate w/others. They were met by the FBI and IFS supvs. They were told that they had to evacuate the aircraft and call the bomb sniffing dogs. (In reality, they only had two or three pax on board when then had to “evacuate”). The FBI discussed the situation and decided that they were not going to file charges. The flight attendants were all warned and told not to do something stupid like this again. That should have been the end of it…but Delta wanted to make an example of these 7 flight attendants.
The 7 flight attendants were all taken downstairs to individual supv. rooms and told to write a statement and sign it as to what happened. I don’t know about you, but I don’t think they can do that anywhere but here at Delta without having representation of some sort. So there they sat in a room by themselves writing what they thought was their side of the story. They were then put back in a group and yelled at by an ATL ex-police woman who is now an IFS supv. in ATL.
They were not “talked” to but yelled at. It was demeaning and unprofessional. After all of this, they had been pulled off of their return flight home and had missed the last flight to SLC that evening. They would be given rooms and were told they would deadhead out the next morning (with no pay).
The next morning, they were met at the aircraft by ATL IFS supervisors who checked off each f/a as they boarded the aircraft. There was no deviation allowed. They were required to be on that aircraft. The reason is that they were met by SLC IFS Human Resource supervisors and Base Manager in SLC.
They were all escorted to the supervisor’s offices, where they were individually talked to about the offense…even those who had not even seen the gadget. They were each told that they would have to surrender their badges and parking cards and they would be escorted individually off the premises and suspended without pay until further notice. When asked when that further notice might be, they were told that it was pending on the FBI’s decision to file charges. (Since the FBI had already stated that they were not going to file charges…it was apparently not the truth, they already knew that the FBI was not going to press charges. They had no idea how long they would be suspended. Most were also told not to talk about this since it would only hurt their case.
This is the month before Christmas, so Christmas was looking pretty dismal at this point. If you have ever been in this position, you realize that you really don’t know if you will or will not have a job in a few weeks/months.
About 10 days later, the Magnificent 7 were all individually scheduled to meet with management. When several of them asked if they could bring a lawyer, close friend, husband or another flight attendant into the room for the discussion, they were all told “no”. They could not tape the discussion either.
They were individually disciplined most with permanent warning letters in their files. Two were placed on 6 months probation with final warning for those 6 months and then a warning notice for four years. George, the flight leader was one of these two…just because he was the flight leader. Now doesn’t that want to make you embrace this Flight Leader program?
Brad was given a final warning notice. He can make no mistakes in the remainder of his 30 year career (if he stays that long). He was suspended though the remainder of Nov. without pay. No formal charges were filed by the FBI or other Government agencies involved.
And just in case you think there is actually a “policy” that states how long a “warning” letter can stay in your file…there isn’t. They will pull out letters from 10 years ago to make a case for termination against you. The rules change at management’s whim.
Not to excuse the severity of the situation, but…these were all great flight attendants who were having fun. They all had 25+ years of service. They never thought that they would ever be called into the office for anything. They are just good workers. They have hundreds of customer compliments letters. None of them thought that the actions of another flight attendant would have any bearing on their behavior or work record.
Anyway the punishment should fit the crime.
Could you have been a commuter on this flight and also been found responsible since you didn’t say anything or see the gadget? Maybe there was a commuter on the 4R jumpseat.
The moral of this story is; you are guilty just by being on the aircraft. Even the f/a in f/c who never even made it to the back of the plane was suspended.
If we had had representation, they would have never been able to even question them without a union rep present. There is no “unpaid suspension”. It is paid, which then requires the company to expedite the investigation. Warning letters can be purged. The list goes on.
Want a union now?
SLC had an ATL turn which sits for about 2 hours. It is on a 767-400. About the second week of Nov., a seven person crew flew it into ATL. During the flight one of the flight attendants was picking up newspapers and magazines in the cabin and a passenger gave the f/a Brad, a magazine (NOV Real Simple). In it, as the passenger pointed out was an ad from Yellowtail wine that consisted of a card like the kind you get for B-days with music and lights. The pax said,” Isn’t this cool?”
Brad proceeded to take the card apart, to see how it worked. Being the curious one he is, he got it down to the little battery at some little wires. He stuck it on the cabin light panel in the aft of the aircraft. During the flight, off and on, they played the tune and lights.
When they got off the plane in ATL, Brad forgot to take the gadget down.
They went to their next gate. The Flight Leader, George, got a call on his cell phone from the OCC (Operation Control Center) to come back to the gate w/others. They were met by the FBI and IFS supvs. They were told that they had to evacuate the aircraft and call the bomb sniffing dogs. (In reality, they only had two or three pax on board when then had to “evacuate”). The FBI discussed the situation and decided that they were not going to file charges. The flight attendants were all warned and told not to do something stupid like this again. That should have been the end of it…but Delta wanted to make an example of these 7 flight attendants.
The 7 flight attendants were all taken downstairs to individual supv. rooms and told to write a statement and sign it as to what happened. I don’t know about you, but I don’t think they can do that anywhere but here at Delta without having representation of some sort. So there they sat in a room by themselves writing what they thought was their side of the story. They were then put back in a group and yelled at by an ATL ex-police woman who is now an IFS supv. in ATL.
They were not “talked” to but yelled at. It was demeaning and unprofessional. After all of this, they had been pulled off of their return flight home and had missed the last flight to SLC that evening. They would be given rooms and were told they would deadhead out the next morning (with no pay).
The next morning, they were met at the aircraft by ATL IFS supervisors who checked off each f/a as they boarded the aircraft. There was no deviation allowed. They were required to be on that aircraft. The reason is that they were met by SLC IFS Human Resource supervisors and Base Manager in SLC.
They were all escorted to the supervisor’s offices, where they were individually talked to about the offense…even those who had not even seen the gadget. They were each told that they would have to surrender their badges and parking cards and they would be escorted individually off the premises and suspended without pay until further notice. When asked when that further notice might be, they were told that it was pending on the FBI’s decision to file charges. (Since the FBI had already stated that they were not going to file charges…it was apparently not the truth, they already knew that the FBI was not going to press charges. They had no idea how long they would be suspended. Most were also told not to talk about this since it would only hurt their case.
This is the month before Christmas, so Christmas was looking pretty dismal at this point. If you have ever been in this position, you realize that you really don’t know if you will or will not have a job in a few weeks/months.
About 10 days later, the Magnificent 7 were all individually scheduled to meet with management. When several of them asked if they could bring a lawyer, close friend, husband or another flight attendant into the room for the discussion, they were all told “no”. They could not tape the discussion either.
They were individually disciplined most with permanent warning letters in their files. Two were placed on 6 months probation with final warning for those 6 months and then a warning notice for four years. George, the flight leader was one of these two…just because he was the flight leader. Now doesn’t that want to make you embrace this Flight Leader program?
Brad was given a final warning notice. He can make no mistakes in the remainder of his 30 year career (if he stays that long). He was suspended though the remainder of Nov. without pay. No formal charges were filed by the FBI or other Government agencies involved.
And just in case you think there is actually a “policy” that states how long a “warning” letter can stay in your file…there isn’t. They will pull out letters from 10 years ago to make a case for termination against you. The rules change at management’s whim.
Not to excuse the severity of the situation, but…these were all great flight attendants who were having fun. They all had 25+ years of service. They never thought that they would ever be called into the office for anything. They are just good workers. They have hundreds of customer compliments letters. None of them thought that the actions of another flight attendant would have any bearing on their behavior or work record.
Anyway the punishment should fit the crime.
Could you have been a commuter on this flight and also been found responsible since you didn’t say anything or see the gadget? Maybe there was a commuter on the 4R jumpseat.
The moral of this story is; you are guilty just by being on the aircraft. Even the f/a in f/c who never even made it to the back of the plane was suspended.
If we had had representation, they would have never been able to even question them without a union rep present. There is no “unpaid suspension”. It is paid, which then requires the company to expedite the investigation. Warning letters can be purged. The list goes on.
Want a union now?
Sunday, January 18, 2009
Pro-union means anti-Delta?
This is what Delta management is banking on. The people of Delta Air Lines have for most part given decades of their lives to their company. I say "their" company because it truly is, the company is the hard working people that ensure a smooth operation and that customers keep coming back. In the long history of Delta Air Lines, flight attendants have chosen to remain union free mostly due to the fact that management realized the importance of front-line employees, and paid them a premium for the services they rendered.
In the 1980's Delta Air Lines faced one of the many economic hurdles that have shaped this company and this industry. To show their support, the employees of Delta Air Lines donated thousands of dollars each to buy the company its very first B-767. This goes to show you how close the relationship between the company and its employees was.
Unfortunately with the change in economic times, deregulation, and a new generation of management...the respect that the employees received from management and the premium in benefits and wages has been flushed down the drain.
The number one priority of the new management team at Delta is not to take care of the employees, but simply to ensure the stockholders receive a premium on their investment and that the executives pocket as much as possible.
For the past decade or so the most prosperous airlines has been Southwest, some say because of its fuel hedges and some say because of its rapid expansion. Contrary to most, Southwest leaders have constantly recognized its employees as the biggest reason for its success. Southwest today, is what Delta was a dozen years ago.
Southwest is heavily unionized, and Southwest leaders are able to work swiftly with the elected union officials to resolve issues and address concerns. Its what I like to call the "perfect marriage".
This idea that supporting union representation is dumbfounded! The current Delta leaders want it to be a race to the bottom and realize that with a collective bargaining agreement that won't be the case, and they might be forced to paying that premium which Delta employees once enjoyed.
When someone tells you that being pro-union means being anti-company, please ask them...
1. Are all the pilots anti-company
2. Are all the dispatchers anti-company
3. Are all the meteorologists anti-company
4. Are all of our executives anti-company
That's right folks...all of the above belong to a union. If they can have a union and enjoy industry leading contracts, why must we settle for Industry Standard Pay?
As the premier global airline, we also deserve premier wages and benefits. Not industry standard pay and sub-par benefits.
DOT and BTS reports should be out soon with 2008 employee wage data. After reviewing the information for the first 3 quarters of 2008, I must tell you that Delta employees rank near the bottom in ALL areas when compared to other major airlines. No management, I don't consider a comparison between Delta flight attendants and Air Tran flight attendants to be equal. Delta flight attendants provide a much different service compared to Air Tran outside of safety.
Who do I consider our competitors?
1. American(APFA)
2. Southwest(TWU)
3. United(AFA)
4. Alaska(AFA)
5. Continental(IAM)
You might even be able to add Hawaiian to that list because they operate a lot of long haul flights, and is also represented by the Association of flight Attendants.
Recently flight attendants from two other airlines decided that the Association of Flight Attendants would be the best choice to help pave the way for a bright future. I hope that those of you that support the Association of Flight Attendants ensure that everyone you know has the correct facts. For those of you that are still undecided, I hope this blog offers some insight as to what is really behind the management lies.
If we would receive less compensation under a collective bargaining agreement wouldn't Delta want its flight attendants and other labor groups to unionize?
Less money paid out means more money stays in-house.
So why is Delta spending millions of dollars hiring union-busting firms and spreading lies?
I know the answer, however its up to you to find out.
In the 1980's Delta Air Lines faced one of the many economic hurdles that have shaped this company and this industry. To show their support, the employees of Delta Air Lines donated thousands of dollars each to buy the company its very first B-767. This goes to show you how close the relationship between the company and its employees was.
Unfortunately with the change in economic times, deregulation, and a new generation of management...the respect that the employees received from management and the premium in benefits and wages has been flushed down the drain.
The number one priority of the new management team at Delta is not to take care of the employees, but simply to ensure the stockholders receive a premium on their investment and that the executives pocket as much as possible.
For the past decade or so the most prosperous airlines has been Southwest, some say because of its fuel hedges and some say because of its rapid expansion. Contrary to most, Southwest leaders have constantly recognized its employees as the biggest reason for its success. Southwest today, is what Delta was a dozen years ago.
Southwest is heavily unionized, and Southwest leaders are able to work swiftly with the elected union officials to resolve issues and address concerns. Its what I like to call the "perfect marriage".
This idea that supporting union representation is dumbfounded! The current Delta leaders want it to be a race to the bottom and realize that with a collective bargaining agreement that won't be the case, and they might be forced to paying that premium which Delta employees once enjoyed.
When someone tells you that being pro-union means being anti-company, please ask them...
1. Are all the pilots anti-company
2. Are all the dispatchers anti-company
3. Are all the meteorologists anti-company
4. Are all of our executives anti-company
That's right folks...all of the above belong to a union. If they can have a union and enjoy industry leading contracts, why must we settle for Industry Standard Pay?
As the premier global airline, we also deserve premier wages and benefits. Not industry standard pay and sub-par benefits.
DOT and BTS reports should be out soon with 2008 employee wage data. After reviewing the information for the first 3 quarters of 2008, I must tell you that Delta employees rank near the bottom in ALL areas when compared to other major airlines. No management, I don't consider a comparison between Delta flight attendants and Air Tran flight attendants to be equal. Delta flight attendants provide a much different service compared to Air Tran outside of safety.
Who do I consider our competitors?
1. American(APFA)
2. Southwest(TWU)
3. United(AFA)
4. Alaska(AFA)
5. Continental(IAM)
You might even be able to add Hawaiian to that list because they operate a lot of long haul flights, and is also represented by the Association of flight Attendants.
Recently flight attendants from two other airlines decided that the Association of Flight Attendants would be the best choice to help pave the way for a bright future. I hope that those of you that support the Association of Flight Attendants ensure that everyone you know has the correct facts. For those of you that are still undecided, I hope this blog offers some insight as to what is really behind the management lies.
If we would receive less compensation under a collective bargaining agreement wouldn't Delta want its flight attendants and other labor groups to unionize?
Less money paid out means more money stays in-house.
So why is Delta spending millions of dollars hiring union-busting firms and spreading lies?
I know the answer, however its up to you to find out.
Saturday, January 17, 2009
AFA facts and fiction!
This is from my dear friend Danny Campbell, he has worked closely with AFA, Richard Anderson and the rest of the Northwest leadership that will now be a the new Delta...
AFA is in a fight for it's life. Or more correctly put a fight for OUR money! $6,480,000 a year to be accurate! When you add NWA's $4,320,000 per year comes to a lot of money!
My response: Actually, AFA is in the best financial shape it has ever been in - due to the fact that we have the largest membership we have had in many decades. So, the statement that we are in the 'fight for it's life" is not accurate. Regardless of the financial condition of AFA, organizing new members under the protective umbrella of AFA has little-to-nothing to do with dues income. Think about this; AFA is a 'non-profit' organization, so when it's membership grows only two things happen; 1.) The additional funds brought in go directly to services for those new members and 2.) The larger we are as a national union of flight attendants, the stronger and louder our voice is at the bargaining table and in the halls of Congress. Here is a correlation for you -- for nearly 10 years I joined the Christian Children's Fund and sponsored a girl named "Maria" from Central America. It would have been very cynical of me to view the CCF as motivated by 'greed' - because my contribution of $30.00 per month was needed to provide the services for Maria. Membership in AFA is founded on the same principle. However, ironically, new members (like Delta FAs) wouldn't pay ANY dues until they are working under their first legal contract (negotiated and voted on by Delta FAs). So, the reality of the situation is that all "existing" AFA members would be paying for you - and I think it would be hard to call all of us greedy or financially motivated, don't you think?
But what are they offering us the pre-merger Delta Flight Attendants? Nothing we don't already have!
There are many important things that Delta FAs do not have. And I am sincere when I tell you that some of them you had better consider securing for yourself - now that you have Anderson is a majority of NWA exces at the helm of our new carrier. Among the top is a "Scope", Labor Protective Provisions" and "Job Security Covenant". These guys have a long history of moving our industry into the global "race to the bottom" - and attempted to outsource nearly 45% of our jobs at NWA (to low paid workers in several foreign countries). It was our contract and AFA's power on Capital Hill that stopped them. Without AFA (or a contract), we (you and I) are going to be completely vulnerable to this at the world's largest carrier - and we may very well find our seniority list cut in half over the next few years - and 1,000's of our FAs on the unemployment line. Trust me - having worked with Anderson, I know his "vision" for our industry.
AFA Claims that they will protect our jobs. - Truth,is when a airline decided to furlough, there is nothing that can be done about it. Examples - UAL, and USA. When ATA went belly up, and stranded F/A's who had paid into AFA for years, called for help, the response they got was " We don't represent ATA any longer"!
Your statements are not accurate or well researched. Let's discuss these one at a time... First, the United AFA contract has a wonderful 'furlough' avoidance protection. It requires that United can't furlough ANY FA on the seniority list unless it first lays off "all" flight attendants in Singapore and Bangkok. Secondly, the United, NWA and USAirways AFA contracts all have fantastic contract language spelling out exactly furloughs and base closures take place. Because of this language, we often have the leverage to secure "voluntary" leaves that prevent ANY involuntary furloughs. For example, I negotiated a voluntary leave program with Richard Anderson in 2001 (around 9.11), that saved over 2,400 NWA FAs from being laid off. This package provided; continued medical/dental coverage, passes, no disruption in retirement accrual and the Company further agreed to not contest unemployment benefits for those who took the voluntary package. Finally, your statement about ATA is not true. I have many friends that worked for ATA, and they were extremely proud and appreciative of how AFA stood by them when ATA ceased operations. AFA continued to help them with several legal issues, contractual obligations the company had and even provided personalized EAP and job replacement help to them.
AFA Claims to protect our jobs from outsourcing. - Explain why and how NWA Pacific has foreign based nationals?
The foreign nationals at NWA are part of a 1952 Bilateral Agreement with Japan. In other words, they were here long before we had the ability to negotiate our worklives. However, over the last several bargaining processes, we have negotiated solid language that restricts their use to a small box (by longitude and latitude) that covers the pacific rim. Additionally, we have secured "US based" FAs on all of those flights. 10 years ago, the only US based FA on those aircraft was the Lead/Purser. However, in our 1999 contract, we secured an "additional" position on all these routes - and it has been our goal to eventually negotiate ALL the positions as part of our contract. Now, if Delta FAs reject representation, all our work will be unraveled - and the new Delta (run by the old NWA) will be free to replace us all over the globe.
AFA Claims that they will preserve ALL of our benefit's and improve upon them. - If AFA is voted in, they will have to negotiate for everything. EVERYTHING!
Simple put, that is not how negotiations work. Here, watch this for an explanation; Is it true negotiations begin from 'scratch'? (click the underlined text)
AFA claims to be equal and wants to represent us all. - AFA's perspective on the world is outdated and tilted to a old fashioned purely date of hire system. Examples - When AWA purchased the failing USA, they were both AFA airlines. Both had to merge the seniority lists based on date of hire. Was that fair? No! Number 1 at AWA on the combined list dropped way down to a much lower seniority level. When AWA tried to change the way the two lists were integrated, they were not able to as they had agreed as part of being a AFA airline to restrict them selves to a obsolete date of hire mentality.
What is ironic about your statement above, is that in our current merger, the Delta FAs are the more senior group (i.e, you would be the USAirways FAs in the scenario you cited). Because we (NWA) FAs are the more junior group, it is "me" that stands to lose more seniority in a "date of hire" integration. I would think the Delta FAs would be advocating for date of hire - because if the case goes to arbitration, I think a 'ratio' process of integration is going to benefit the NWA FAs.
Such benefits as Adays and the Delta Jump seat policy would ALL be up for negotiation! Look at AFA airlines as how they do reserve. The outdated and cost prohibitive formula of the bottom 10% being stuck on straight reserve!
Simply put, if the majority of the Delta FAs like the Aday system, then that's what they would support in negotiations, right? Remember, you have the majority of members and therefore the majority of votes FOR or AGAINST any proposals or tentative contract. It is the "members" at a particular carrier who decide things like jumpseat policies or reserve systems.
AFA claims a contract will make work rules enforceable. - Yes they will. but a two way street. Right now at Delta we enjoy a certain amount of flexibility. We have FSM's and base managers, and even Joanne Smith herself that you can talk to and get things done. Our Delta culture allows us to stand up and say "hey this is silly", and it allows for us to have changes made to our rules.
And, with a legal contract and membership in AFA, none of that changes. We still have the ability to deal with workplace issues one-on-one with our management and we have people like Julie Showers who serve in the exact same capacity as Joanne Smith. The only difference is that if we can not get justice with the one-on-one, we have another legal means of submitted the dispute for resolution. And, because we have that means, it gives us more leverage with the one-on-one relationship. I suspect we get a lot more things done for ourselves under the "one on one" relationship at NWA because our management knows we have the power and legal right to process issues. Delta FAs do not have this right or power.
We have a set of rules. The Fly Right Book. Is it prefect? No! But take look at the work rules at AFA airlines. and you will find loopholes, and exceptions for IR-Ops jsut as we have.
I have done a very careful study of the workrules at Delta and compared them to our NWA contract. Personally, while I like a few aspects of things at Delta, your day-to-day operations give you little-to-no resolution process and the most alarming thing I have found is that you aren't given the tools to research whether your seniority or Flight Right rules are being violated. At NWA, we have full access (and a seat at the table) in the selection of flying, the publishing of bid packets, the bidding process, the resolution process, trip swaps, upward adjustments, etc...etc... There is no part of the process that is not transparent and we have the full ability to ensure that we are each being treated fairly and in accordance with our contract.
Most AFA airlines jumpseating is based on seniority, not he first come first serve system that Delta Flight Attendants have enjoyed for many years! Do you want to be wating for a jumpseat trying to get home knowing that you could be 'bumped" off that as well?
Not true. Our AFA contract provides that jumpseats can be booked 10 days in advance - and it is not based on seniority. Again, however, we have transparency in the process and can even see what "time" one of us booked the jumpseat if we both book one 10 days in advance. Then, if there is no jumpseat booked within the 1 hr prior to departure, it is again first come, first served.
AFA also has stated in their constitution/bylaws that if after being represented by AFA, you publicly speak out or negativelyly about AFA they reserve the right to have you terminated from the company! Do you want to be represented by a orginization that opposed the first amemdment right to free speach?
That is frankly a silly argument that the "anti-union" law firms hired by company's like Delta make. It has absolutely no merit or truth to it and is nothing but a scare tactic. Watch this for further clarification; Is it true AFA can fine us for violating our contract?
In closing, I hope you enjoyed your holidays and I wish you the very best in the new year.
Warm Regards,
Danny Campbell, NWA Flight Attendant 18 years
dgcampbell@comcast.net
AFA is in a fight for it's life. Or more correctly put a fight for OUR money! $6,480,000 a year to be accurate! When you add NWA's $4,320,000 per year comes to a lot of money!
My response: Actually, AFA is in the best financial shape it has ever been in - due to the fact that we have the largest membership we have had in many decades. So, the statement that we are in the 'fight for it's life" is not accurate. Regardless of the financial condition of AFA, organizing new members under the protective umbrella of AFA has little-to-nothing to do with dues income. Think about this; AFA is a 'non-profit' organization, so when it's membership grows only two things happen; 1.) The additional funds brought in go directly to services for those new members and 2.) The larger we are as a national union of flight attendants, the stronger and louder our voice is at the bargaining table and in the halls of Congress. Here is a correlation for you -- for nearly 10 years I joined the Christian Children's Fund and sponsored a girl named "Maria" from Central America. It would have been very cynical of me to view the CCF as motivated by 'greed' - because my contribution of $30.00 per month was needed to provide the services for Maria. Membership in AFA is founded on the same principle. However, ironically, new members (like Delta FAs) wouldn't pay ANY dues until they are working under their first legal contract (negotiated and voted on by Delta FAs). So, the reality of the situation is that all "existing" AFA members would be paying for you - and I think it would be hard to call all of us greedy or financially motivated, don't you think?
But what are they offering us the pre-merger Delta Flight Attendants? Nothing we don't already have!
There are many important things that Delta FAs do not have. And I am sincere when I tell you that some of them you had better consider securing for yourself - now that you have Anderson is a majority of NWA exces at the helm of our new carrier. Among the top is a "Scope", Labor Protective Provisions" and "Job Security Covenant". These guys have a long history of moving our industry into the global "race to the bottom" - and attempted to outsource nearly 45% of our jobs at NWA (to low paid workers in several foreign countries). It was our contract and AFA's power on Capital Hill that stopped them. Without AFA (or a contract), we (you and I) are going to be completely vulnerable to this at the world's largest carrier - and we may very well find our seniority list cut in half over the next few years - and 1,000's of our FAs on the unemployment line. Trust me - having worked with Anderson, I know his "vision" for our industry.
AFA Claims that they will protect our jobs. - Truth,is when a airline decided to furlough, there is nothing that can be done about it. Examples - UAL, and USA. When ATA went belly up, and stranded F/A's who had paid into AFA for years, called for help, the response they got was " We don't represent ATA any longer"!
Your statements are not accurate or well researched. Let's discuss these one at a time... First, the United AFA contract has a wonderful 'furlough' avoidance protection. It requires that United can't furlough ANY FA on the seniority list unless it first lays off "all" flight attendants in Singapore and Bangkok. Secondly, the United, NWA and USAirways AFA contracts all have fantastic contract language spelling out exactly furloughs and base closures take place. Because of this language, we often have the leverage to secure "voluntary" leaves that prevent ANY involuntary furloughs. For example, I negotiated a voluntary leave program with Richard Anderson in 2001 (around 9.11), that saved over 2,400 NWA FAs from being laid off. This package provided; continued medical/dental coverage, passes, no disruption in retirement accrual and the Company further agreed to not contest unemployment benefits for those who took the voluntary package. Finally, your statement about ATA is not true. I have many friends that worked for ATA, and they were extremely proud and appreciative of how AFA stood by them when ATA ceased operations. AFA continued to help them with several legal issues, contractual obligations the company had and even provided personalized EAP and job replacement help to them.
AFA Claims to protect our jobs from outsourcing. - Explain why and how NWA Pacific has foreign based nationals?
The foreign nationals at NWA are part of a 1952 Bilateral Agreement with Japan. In other words, they were here long before we had the ability to negotiate our worklives. However, over the last several bargaining processes, we have negotiated solid language that restricts their use to a small box (by longitude and latitude) that covers the pacific rim. Additionally, we have secured "US based" FAs on all of those flights. 10 years ago, the only US based FA on those aircraft was the Lead/Purser. However, in our 1999 contract, we secured an "additional" position on all these routes - and it has been our goal to eventually negotiate ALL the positions as part of our contract. Now, if Delta FAs reject representation, all our work will be unraveled - and the new Delta (run by the old NWA) will be free to replace us all over the globe.
AFA Claims that they will preserve ALL of our benefit's and improve upon them. - If AFA is voted in, they will have to negotiate for everything. EVERYTHING!
Simple put, that is not how negotiations work. Here, watch this for an explanation; Is it true negotiations begin from 'scratch'? (click the underlined text)
AFA claims to be equal and wants to represent us all. - AFA's perspective on the world is outdated and tilted to a old fashioned purely date of hire system. Examples - When AWA purchased the failing USA, they were both AFA airlines. Both had to merge the seniority lists based on date of hire. Was that fair? No! Number 1 at AWA on the combined list dropped way down to a much lower seniority level. When AWA tried to change the way the two lists were integrated, they were not able to as they had agreed as part of being a AFA airline to restrict them selves to a obsolete date of hire mentality.
What is ironic about your statement above, is that in our current merger, the Delta FAs are the more senior group (i.e, you would be the USAirways FAs in the scenario you cited). Because we (NWA) FAs are the more junior group, it is "me" that stands to lose more seniority in a "date of hire" integration. I would think the Delta FAs would be advocating for date of hire - because if the case goes to arbitration, I think a 'ratio' process of integration is going to benefit the NWA FAs.
Such benefits as Adays and the Delta Jump seat policy would ALL be up for negotiation! Look at AFA airlines as how they do reserve. The outdated and cost prohibitive formula of the bottom 10% being stuck on straight reserve!
Simply put, if the majority of the Delta FAs like the Aday system, then that's what they would support in negotiations, right? Remember, you have the majority of members and therefore the majority of votes FOR or AGAINST any proposals or tentative contract. It is the "members" at a particular carrier who decide things like jumpseat policies or reserve systems.
AFA claims a contract will make work rules enforceable. - Yes they will. but a two way street. Right now at Delta we enjoy a certain amount of flexibility. We have FSM's and base managers, and even Joanne Smith herself that you can talk to and get things done. Our Delta culture allows us to stand up and say "hey this is silly", and it allows for us to have changes made to our rules.
And, with a legal contract and membership in AFA, none of that changes. We still have the ability to deal with workplace issues one-on-one with our management and we have people like Julie Showers who serve in the exact same capacity as Joanne Smith. The only difference is that if we can not get justice with the one-on-one, we have another legal means of submitted the dispute for resolution. And, because we have that means, it gives us more leverage with the one-on-one relationship. I suspect we get a lot more things done for ourselves under the "one on one" relationship at NWA because our management knows we have the power and legal right to process issues. Delta FAs do not have this right or power.
We have a set of rules. The Fly Right Book. Is it prefect? No! But take look at the work rules at AFA airlines. and you will find loopholes, and exceptions for IR-Ops jsut as we have.
I have done a very careful study of the workrules at Delta and compared them to our NWA contract. Personally, while I like a few aspects of things at Delta, your day-to-day operations give you little-to-no resolution process and the most alarming thing I have found is that you aren't given the tools to research whether your seniority or Flight Right rules are being violated. At NWA, we have full access (and a seat at the table) in the selection of flying, the publishing of bid packets, the bidding process, the resolution process, trip swaps, upward adjustments, etc...etc... There is no part of the process that is not transparent and we have the full ability to ensure that we are each being treated fairly and in accordance with our contract.
Most AFA airlines jumpseating is based on seniority, not he first come first serve system that Delta Flight Attendants have enjoyed for many years! Do you want to be wating for a jumpseat trying to get home knowing that you could be 'bumped" off that as well?
Not true. Our AFA contract provides that jumpseats can be booked 10 days in advance - and it is not based on seniority. Again, however, we have transparency in the process and can even see what "time" one of us booked the jumpseat if we both book one 10 days in advance. Then, if there is no jumpseat booked within the 1 hr prior to departure, it is again first come, first served.
AFA also has stated in their constitution/bylaws that if after being represented by AFA, you publicly speak out or negativelyly about AFA they reserve the right to have you terminated from the company! Do you want to be represented by a orginization that opposed the first amemdment right to free speach?
That is frankly a silly argument that the "anti-union" law firms hired by company's like Delta make. It has absolutely no merit or truth to it and is nothing but a scare tactic. Watch this for further clarification; Is it true AFA can fine us for violating our contract?
In closing, I hope you enjoyed your holidays and I wish you the very best in the new year.
Warm Regards,
Danny Campbell, NWA Flight Attendant 18 years
dgcampbell@comcast.net
Friday, January 16, 2009
Why is it so important to have representation?
Another article that discusses why its imperative for Delta flight attendants to have representation.
Delta merger will likely trigger new collective bargaining
Delta Airlines announced last week its intent to pursue a merger with Northwest Airlines. (The carrier’s intent to pursue a combination was inferred from its hiring last year of Richard Anderson, former CEO of Northwest Airlines.)
Standard & Poors Rating Service expressed the concern that a combination could lead to higher labor costs if collective bargaining agreements established in bankruptcy were reopened for bargaining (“Potential Delta Merger Could Lead to Higher Labor Costs”). Under the proper reading of the Railway Labor Act, that will occur with the pilots of the two carriers, and, if other employee groups vote in favor of a union, the surviving carrier will have to engage in bargaining for a new agreement with those employee groups as well.
Delta is nonunion in all “crafts or classes” covered by the RLA except for pilots. In contrast, NWA has unionized employees in all of its large employee groups. Delta’s merger with NWA could trigger “representation disputes” under Section 2, Ninth of the Act before the National Mediation Board for all crafts or classes except mechanics and related employees. (The Northwest mechanics and related are represented by the Aircraft Mechanics Fraternal Association, which presided over a staggering reduction in M&R headcount at NWA; from over 10,000 to approximately 1,000.) The NMB requires that a labor organization have a showing of at least 35% of employee support among the combined employee groups in order to trigger an election (i.e., if the combined employee group was 10,000, the union representing one of the pre-merger employee groups would need at least 3,500 employees in that pre-merger unit.)
The pilots of both Delta and NWA are represented by the Air Line Pilots Association (5,800 at DAL and 4,500 at NWA). A certification by the NMB of ALPA for the combined pilot group would be a formality.
The Association of Flight Attendants (AFA-CWA) represents the flight attendants at NWA and has tried unsuccessfully to win representation elections for the Delta flight attendants. The NWA flight attendant group is likely large enough (over 7,000) to trigger a representation election when combined with the nonunion Delta flight attendants. The Delta FAs are lower paid than the flight attendants at NWA.
The ramp employees (who handle baggage and various services outside the terminal “on the ramp”) and customer service agents (who work in the terminal and at reservation centers) of NWA are represented by the International Association of Machinists. Delta’s employees in those categories are nonunion. The IAM also likely represents enough employees at NWA to trigger a representation election among these combined employee groups.
The combination of Delta and NWA mechanics, however, will not result automatically in a representation election because the NWA mechanics & related group is too small to constitute 35% of the combined unit. If AMFA or another union collected 35% election authorization cards among the mechanics & related of the combined unit (that would require a substantial number of cards from Delta mechanics) it could file with the NMB to trigger a representation election. It is very unlikely that AMFA could do so, however, as its reputation is in tatters in the industry due to its loss of thousands of jobs at Northwest and Alaska Airlines.
The representation process triggered by a merger would be as follows:
once the two carriers conclude the merger transaction (including compliance with the merger protections for NWA employees provided in the various collective bargaining agreements at NWA), a union seeking to represent the combined unit (it would be the incumbent NWA union almost certainly) would file a “single carrier” application with the National Mediation Board. This would trigger an investigation by the NMB to determine if the two formerly independent air carriers (Delta and NWA) now are integrated operationally and for labor relations purposes into a single system. If such an integration has occurred, then the NMB would find that a new, combined “single” carrier exists (that the carrier might continue to be called “Delta Airlines” or “Northwest Airlines” does not matter for representation purposes).
the NMB would then give any labor organization (including an incumbent) two weeks from the finding of a single carrier to submit a “showing of interest” of at least 35% support from employees of the combined unit to trigger an election. An incumbent union can meet this showing based on the fact that its pre-merger representation constitutes at least 35% of the combined unit.
If either the incumbent or another union meets this showing of interest, the NMB will conduct a representation election among the employees of the combined employee group. If the union prevails in that election (by receiving 50%+1 votes of all eligible employees in the unit), then the NMB will issue a new certification of representation for the combined unit.
So what does this all mean for a Delta merger triggering new collective bargaining? Once the NMB issues a certification of representative for the new combined unit of the single carrier, Section 2, Ninth of the Railway Labor Act, requires the company to bargain with the certified representative over rates of pay, rules and working conditions for the unit. The carrier cannot attempt to impose a collective bargaining agreement from an old unit onto the new representative. (In the case of Delta, it has no collective bargaining agreements for most of its employees.) As the U.S. Court of Appeals for the District of Columbia Circuit found in AFA v. USAir, a representative cannot be bound to an agreement negotiated by another representative. Further, since representatives are certified on a carrier-by-carrier basis, any merger of two carriers into a single carrier necessarily creates a new representative. To permit one representative to bind the newly-certified representative would mean the employees effectively have two representatives. This is contrary to the express language of the RLA which provides for only one certified representative. As the court of appeals noted, you can no more have two representatives for an employee group than “you can have two men on second base.”
The newly-certified representative would bargain in its own right for a contract and that may mean new terms in the agreement. Where the same union represents employees on both carriers, the negotiations may take the form of “contract amalgamation”–negotiating to combine the terms of the two labor agreements in an acceptable way. For a merger involving Delta, however, bargaining would essentially be from scratch, since most of the larger employee groups are now nonunion, again except for the pilots.
Such bargaining will undoubtedly lead to improvements in terms and conditions of employment whether in contract amalgamation by the pilots or in negotiations for a new agreement to cover the combined union/non-union employee groups. Both Delta and NWA cut employee pay and work rules significantly while in bankruptcy. A combination of carriers is sold to the public, Wall Street and Congress as creating a more financially healthy and competitive carrier. Well, a carrier with more money and a stronger competitive position should have better labor contracts, too. That certainly will be the employees’ position if they are wise enough to vote for a union representative. If, however, they unwisely choose the nonunion course that most Delta employee groups apparently favored for many years, they will learn to their disappointment (as Delta employees did in its bankruptcy) that terms and conditions will be imposed by their carrier without bargaining and with regard only to reducing labor costs to the lowest level available–and then they will watch as only the pilots improve their situation.
Delta merger will likely trigger new collective bargaining
Delta Airlines announced last week its intent to pursue a merger with Northwest Airlines. (The carrier’s intent to pursue a combination was inferred from its hiring last year of Richard Anderson, former CEO of Northwest Airlines.)
Standard & Poors Rating Service expressed the concern that a combination could lead to higher labor costs if collective bargaining agreements established in bankruptcy were reopened for bargaining (“Potential Delta Merger Could Lead to Higher Labor Costs”). Under the proper reading of the Railway Labor Act, that will occur with the pilots of the two carriers, and, if other employee groups vote in favor of a union, the surviving carrier will have to engage in bargaining for a new agreement with those employee groups as well.
Delta is nonunion in all “crafts or classes” covered by the RLA except for pilots. In contrast, NWA has unionized employees in all of its large employee groups. Delta’s merger with NWA could trigger “representation disputes” under Section 2, Ninth of the Act before the National Mediation Board for all crafts or classes except mechanics and related employees. (The Northwest mechanics and related are represented by the Aircraft Mechanics Fraternal Association, which presided over a staggering reduction in M&R headcount at NWA; from over 10,000 to approximately 1,000.) The NMB requires that a labor organization have a showing of at least 35% of employee support among the combined employee groups in order to trigger an election (i.e., if the combined employee group was 10,000, the union representing one of the pre-merger employee groups would need at least 3,500 employees in that pre-merger unit.)
The pilots of both Delta and NWA are represented by the Air Line Pilots Association (5,800 at DAL and 4,500 at NWA). A certification by the NMB of ALPA for the combined pilot group would be a formality.
The Association of Flight Attendants (AFA-CWA) represents the flight attendants at NWA and has tried unsuccessfully to win representation elections for the Delta flight attendants. The NWA flight attendant group is likely large enough (over 7,000) to trigger a representation election when combined with the nonunion Delta flight attendants. The Delta FAs are lower paid than the flight attendants at NWA.
The ramp employees (who handle baggage and various services outside the terminal “on the ramp”) and customer service agents (who work in the terminal and at reservation centers) of NWA are represented by the International Association of Machinists. Delta’s employees in those categories are nonunion. The IAM also likely represents enough employees at NWA to trigger a representation election among these combined employee groups.
The combination of Delta and NWA mechanics, however, will not result automatically in a representation election because the NWA mechanics & related group is too small to constitute 35% of the combined unit. If AMFA or another union collected 35% election authorization cards among the mechanics & related of the combined unit (that would require a substantial number of cards from Delta mechanics) it could file with the NMB to trigger a representation election. It is very unlikely that AMFA could do so, however, as its reputation is in tatters in the industry due to its loss of thousands of jobs at Northwest and Alaska Airlines.
The representation process triggered by a merger would be as follows:
once the two carriers conclude the merger transaction (including compliance with the merger protections for NWA employees provided in the various collective bargaining agreements at NWA), a union seeking to represent the combined unit (it would be the incumbent NWA union almost certainly) would file a “single carrier” application with the National Mediation Board. This would trigger an investigation by the NMB to determine if the two formerly independent air carriers (Delta and NWA) now are integrated operationally and for labor relations purposes into a single system. If such an integration has occurred, then the NMB would find that a new, combined “single” carrier exists (that the carrier might continue to be called “Delta Airlines” or “Northwest Airlines” does not matter for representation purposes).
the NMB would then give any labor organization (including an incumbent) two weeks from the finding of a single carrier to submit a “showing of interest” of at least 35% support from employees of the combined unit to trigger an election. An incumbent union can meet this showing based on the fact that its pre-merger representation constitutes at least 35% of the combined unit.
If either the incumbent or another union meets this showing of interest, the NMB will conduct a representation election among the employees of the combined employee group. If the union prevails in that election (by receiving 50%+1 votes of all eligible employees in the unit), then the NMB will issue a new certification of representation for the combined unit.
So what does this all mean for a Delta merger triggering new collective bargaining? Once the NMB issues a certification of representative for the new combined unit of the single carrier, Section 2, Ninth of the Railway Labor Act, requires the company to bargain with the certified representative over rates of pay, rules and working conditions for the unit. The carrier cannot attempt to impose a collective bargaining agreement from an old unit onto the new representative. (In the case of Delta, it has no collective bargaining agreements for most of its employees.) As the U.S. Court of Appeals for the District of Columbia Circuit found in AFA v. USAir, a representative cannot be bound to an agreement negotiated by another representative. Further, since representatives are certified on a carrier-by-carrier basis, any merger of two carriers into a single carrier necessarily creates a new representative. To permit one representative to bind the newly-certified representative would mean the employees effectively have two representatives. This is contrary to the express language of the RLA which provides for only one certified representative. As the court of appeals noted, you can no more have two representatives for an employee group than “you can have two men on second base.”
The newly-certified representative would bargain in its own right for a contract and that may mean new terms in the agreement. Where the same union represents employees on both carriers, the negotiations may take the form of “contract amalgamation”–negotiating to combine the terms of the two labor agreements in an acceptable way. For a merger involving Delta, however, bargaining would essentially be from scratch, since most of the larger employee groups are now nonunion, again except for the pilots.
Such bargaining will undoubtedly lead to improvements in terms and conditions of employment whether in contract amalgamation by the pilots or in negotiations for a new agreement to cover the combined union/non-union employee groups. Both Delta and NWA cut employee pay and work rules significantly while in bankruptcy. A combination of carriers is sold to the public, Wall Street and Congress as creating a more financially healthy and competitive carrier. Well, a carrier with more money and a stronger competitive position should have better labor contracts, too. That certainly will be the employees’ position if they are wise enough to vote for a union representative. If, however, they unwisely choose the nonunion course that most Delta employee groups apparently favored for many years, they will learn to their disappointment (as Delta employees did in its bankruptcy) that terms and conditions will be imposed by their carrier without bargaining and with regard only to reducing labor costs to the lowest level available–and then they will watch as only the pilots improve their situation.
Airline Pay Scales
Delta (NO UNION)
Start $20.26
After 1 year $21.07
After 2 years $22.51
After 3 years $24.35
After 4 years $26.83
After 5 years $28.85
After 6 years $33.97
After 7 years $35.07
After 8 years $36.04
After 9 years $37.37
After 10 years $38.41
After 11 years $40.24
After 12 years $43.57
No overtime pay!
Alaska Airlines (AFA)
1st 6 mos. $17.76
2nd 6 mos. 18.60
2nd year 21.20
3rd year 22.51
4th year 24.93
5th year 26.25
6th year 27.56
7th year 29.46
8th year 31.27
9th year 33.49
10th year 35.81
11th year 38.21
12th year 44.06
13th year 45.24
14th year 46.35
15th year 47.51
16th year 49.05
17th year 50.42
Continental Airlines (IAM)
Hours 1-75
1st 6 mos. $19.50
2nd 6 mos. 19.50
2nd year 22.78
3rd year 24.06
4th year 25.95
5th year 27.84
6th year 32.30
7th year 34.32
8th year 36.18
9th year 37.54
10th year 39.44
11th year 40.65
12th year 42.67
13th year 44.27
14th year 46.12
15th year 48.15
16th year 50.00
Over 75 hours
1st 6 mos. $24.50
2nd 6 mos. 24.50
2nd year 27.78
3rd year 29.06
4th year 30.95
5th year 32.84
6th year 37.30
7th year 39.32
8th year 41.18
9th year 42.54
10th year 44.44
11th year 45.65
12th year 47.67
13th year 49.27
14th year 51.12
15th year 53.15
16th year 55.00
American (APFA)
Hours 1-70
1st year $20.24
2nd year 21.98
3rd year 23.81
4th year 25.04
5th year 27.97
6th year 32.32
7th year 34.95
8th year 36.83
9th year 38.37
10th year 39.89
11th year 41.20
12th year 42.65
13th year 43.83
14th year 44.90
15th year 46.00
Over 70 hours
1st year $23.28
2nd year 25.28
3rd year 27.38
4th year 28.80
5th year 32.17
6th year 37.17
7th year 40.19
8th year 42.35
9th year 44.13
10th year 45.87
11th year 447.38
12th year 49.05
13th year 50.40
14th year 51.64
15th year 52.90
Southwest (TWU)
Hours 1-90
1st 6 mos. $22.86
2nd 6 mos. 23.15
2nd year 25.37
3rd year 27.21
4th year 29.44
5th year 31.84
6th year 36.30
7th year 38.37
8th year 40.33
9th year 42.72
10th year 45.22
11th year 47.52
12th year 50.87
13th year 54.43
14th year 57.57
Hours 90+Receives an additional $5.00 per hour
All of these carriers have a contract, now do you understand why management doesn't want Delta flight attendants to have a contract?
Start $20.26
After 1 year $21.07
After 2 years $22.51
After 3 years $24.35
After 4 years $26.83
After 5 years $28.85
After 6 years $33.97
After 7 years $35.07
After 8 years $36.04
After 9 years $37.37
After 10 years $38.41
After 11 years $40.24
After 12 years $43.57
No overtime pay!
Alaska Airlines (AFA)
1st 6 mos. $17.76
2nd 6 mos. 18.60
2nd year 21.20
3rd year 22.51
4th year 24.93
5th year 26.25
6th year 27.56
7th year 29.46
8th year 31.27
9th year 33.49
10th year 35.81
11th year 38.21
12th year 44.06
13th year 45.24
14th year 46.35
15th year 47.51
16th year 49.05
17th year 50.42
Continental Airlines (IAM)
Hours 1-75
1st 6 mos. $19.50
2nd 6 mos. 19.50
2nd year 22.78
3rd year 24.06
4th year 25.95
5th year 27.84
6th year 32.30
7th year 34.32
8th year 36.18
9th year 37.54
10th year 39.44
11th year 40.65
12th year 42.67
13th year 44.27
14th year 46.12
15th year 48.15
16th year 50.00
Over 75 hours
1st 6 mos. $24.50
2nd 6 mos. 24.50
2nd year 27.78
3rd year 29.06
4th year 30.95
5th year 32.84
6th year 37.30
7th year 39.32
8th year 41.18
9th year 42.54
10th year 44.44
11th year 45.65
12th year 47.67
13th year 49.27
14th year 51.12
15th year 53.15
16th year 55.00
American (APFA)
Hours 1-70
1st year $20.24
2nd year 21.98
3rd year 23.81
4th year 25.04
5th year 27.97
6th year 32.32
7th year 34.95
8th year 36.83
9th year 38.37
10th year 39.89
11th year 41.20
12th year 42.65
13th year 43.83
14th year 44.90
15th year 46.00
Over 70 hours
1st year $23.28
2nd year 25.28
3rd year 27.38
4th year 28.80
5th year 32.17
6th year 37.17
7th year 40.19
8th year 42.35
9th year 44.13
10th year 45.87
11th year 447.38
12th year 49.05
13th year 50.40
14th year 51.64
15th year 52.90
Southwest (TWU)
Hours 1-90
1st 6 mos. $22.86
2nd 6 mos. 23.15
2nd year 25.37
3rd year 27.21
4th year 29.44
5th year 31.84
6th year 36.30
7th year 38.37
8th year 40.33
9th year 42.72
10th year 45.22
11th year 47.52
12th year 50.87
13th year 54.43
14th year 57.57
Hours 90+Receives an additional $5.00 per hour
All of these carriers have a contract, now do you understand why management doesn't want Delta flight attendants to have a contract?
Thursday, January 15, 2009
Northwest Airlines List Of 101 Ways To Save Money
After Northwest management wanted to ship their jobs to Asia, after they took paycuts and benefit cuts, and after they still received their hefty salaries and bonuses...
Northwest management came out with this list, and gave it to its employees... (don't laugh too hard)
Northwest Airlines List Of 101 Ways To Save Money
1. Set your thermostat to 64 and turn it down to 60 at night.
2. Use the phone book instead of directory assistance.
3. Use coupons at the grocery store.
4. Carpool.
5. Ask for generic prescriptions instead of brand name.
6. Do your own nails.
7. Rent out a room or garage.
8. Replace 100 watt bulbs with 60 watt.
9. Make long distance calls at night and on weekends, instead of mid-day, mid-week.
10. Throw pocket change in a jar and take it to the bank when it's full.
11. Always grocery shop with a list.
12. Buy spare parts for your car at a junkyard.
13. Go to museums on free days.
14. Quit smoking.
15. Get hand-me-down clothes and toys for your kids from family and friends.
16. Meet friends for coffee instead of dinner.
17. Request to get interest on a security deposit for your apartment.
18. Take a shorter shower.
19. Write letters instead of calling.
20. Brown bag your lunch.
21. Make your own babyfood.
22. Use public transportation.
23. Drop duplicate medical insurance.
24. Buy old furniture at yard sales and refinish it yourself.
25. Apply for scholarships and financial aid.
26. Exercise for free-walk, jog, bike, or get exercise videos from the library.
27. Form a baby-sitting cooperative with friends and neighbors.
28. Buy your clothes off season.
29. Go to a matinee instead of an evening show.
30. Share housing with a friend or family member.
31. Hang clothes out to dry.
32. Do not use your calling card.
33. Volunteer two hours a month for reduced cost food through the Share Program.
34. Change the oil in your car yourself regularly.
35. Get pre-approval from your medical insurance company before undergoing any procedures or tests.
36. But 'no frills' vitamins.
37. Take a date for a walk along the beach or in the woods.
38. Make cards and gifts for friends.
39. Shop in thrift stores.
40. Have your water company do an audit so you are not charged sewage fees for water used in your garden.
41. Refinance your mortgage.
42. Grocery shop on double coupon days.
43. Trade down your car for a less expensive, lower maintenance one.
44. Convert your cash value life insurance to term.
45. Shop around for eyeglasses.
46. Don’t be shy about pulling something you like out of the trash.
47. Recycle.
48. Move to a less expensive place to live.
49. Use low flush toilets or water saving devices in the tank.
50. Drop unneeded telephone services like call forwarding or caller ID.
51. Buy fruits and vegetables in season.
52. Avoid using your ATM card at machines that charge a fee.
53. Bicycle to work.
54. Shop around for auto insurance discounts for multiple drivers, seniors, good driving records, etc.
55. Ask your doctor for samples of prescriptions.
56. Borrow a dress for a big night out. or go to a consignment shop.
57. When you buy a home negotiate the sales price and closing costs.
58. Turn the hot water heater down and wrap it with insulation.
59. Never grocery shop hungry.
60. If you qualify, file for Earned Income Credit.
61. Shop around for prescriptions including mail order companies (Medi-Mail 800-331-1458, Action Mail Order Drugs 800-452-1976, and AARP 800-456-2277).
62. If you pay for childcare, make use of the dependent care tax credit or your employer's dependent care flexible spending account.
63. Buy, sell, and trade clothes at consignment shops.
64. Shop around for the lowest banking fees.
65. Caulk windows and doors.
66. Iron your own shirts.
67. Plan your weekly food menu before shopping.
68. Buy a good used car instead of a new model car.
69. Purchase all of your insurance from the same company to get a discount.
70. Cut your cable television down to basic.
71. Go to an optometrist for routine vision tests or to change an eyeglass prescription.
72. Buy pre-owned toys and children's books at garage sales.
73. Have potluck dinners with friends and family instead of going out.
74. Use the library for books, video tapes, and music.
75. Inspect clothing carefully before purchasing it.
76. Don't use your dishwasher dry cycle; open the door and let them air dry all night.
77. At the grocery store, comparison shop by looking at the unit price.
78. Make your own coffee.
79. Use old newspapers for cat litter.
80. Shop at discount clothing stores.
81. Skip annual full mouth x-rays unless there is a problem; the ADA recommends x-rays every 3 years.
82. Water your garden at night or early in the morning.
83. Shop around for long distance rates.
84. Hand wash instead of dry cleaning.
85. Grow your own vegetables and herbs.
86. Shop around for auto financing.
87. Donate time instead of money to religious organizations and charities.
88. If you are leaving a room for more than five minutes, turn off the light.
89. Shop at auctions or pawn shops for jewelry and antiques.
90. Keep your car properly tuned.
91. Request lower interest rates from your creditors.
92. Trade in old books, records, and CDs at book and record exchanges.
93. Pay bills the day they arrive; many credit card companies charge interest based on your average daily balance.
94. Buy software at computer fares.
95. Search the internet for freebies.
96. Compost to make your own fertilizer.
97.If your car has very little value, you probably only need liability insurance.
98. Cut the kids hair yourself.
99. Increase your insurance deductible.
100. Buy in bulk food warehouses.
101. If your income is low, contact utility companies about reduced rates.
This was my favorite...
46. Don’t be shy about pulling something you like out of the trash.
Are you kidding me!!!!!!!!!!!!!!!!!
Northwest management came out with this list, and gave it to its employees... (don't laugh too hard)
Northwest Airlines List Of 101 Ways To Save Money
1. Set your thermostat to 64 and turn it down to 60 at night.
2. Use the phone book instead of directory assistance.
3. Use coupons at the grocery store.
4. Carpool.
5. Ask for generic prescriptions instead of brand name.
6. Do your own nails.
7. Rent out a room or garage.
8. Replace 100 watt bulbs with 60 watt.
9. Make long distance calls at night and on weekends, instead of mid-day, mid-week.
10. Throw pocket change in a jar and take it to the bank when it's full.
11. Always grocery shop with a list.
12. Buy spare parts for your car at a junkyard.
13. Go to museums on free days.
14. Quit smoking.
15. Get hand-me-down clothes and toys for your kids from family and friends.
16. Meet friends for coffee instead of dinner.
17. Request to get interest on a security deposit for your apartment.
18. Take a shorter shower.
19. Write letters instead of calling.
20. Brown bag your lunch.
21. Make your own babyfood.
22. Use public transportation.
23. Drop duplicate medical insurance.
24. Buy old furniture at yard sales and refinish it yourself.
25. Apply for scholarships and financial aid.
26. Exercise for free-walk, jog, bike, or get exercise videos from the library.
27. Form a baby-sitting cooperative with friends and neighbors.
28. Buy your clothes off season.
29. Go to a matinee instead of an evening show.
30. Share housing with a friend or family member.
31. Hang clothes out to dry.
32. Do not use your calling card.
33. Volunteer two hours a month for reduced cost food through the Share Program.
34. Change the oil in your car yourself regularly.
35. Get pre-approval from your medical insurance company before undergoing any procedures or tests.
36. But 'no frills' vitamins.
37. Take a date for a walk along the beach or in the woods.
38. Make cards and gifts for friends.
39. Shop in thrift stores.
40. Have your water company do an audit so you are not charged sewage fees for water used in your garden.
41. Refinance your mortgage.
42. Grocery shop on double coupon days.
43. Trade down your car for a less expensive, lower maintenance one.
44. Convert your cash value life insurance to term.
45. Shop around for eyeglasses.
46. Don’t be shy about pulling something you like out of the trash.
47. Recycle.
48. Move to a less expensive place to live.
49. Use low flush toilets or water saving devices in the tank.
50. Drop unneeded telephone services like call forwarding or caller ID.
51. Buy fruits and vegetables in season.
52. Avoid using your ATM card at machines that charge a fee.
53. Bicycle to work.
54. Shop around for auto insurance discounts for multiple drivers, seniors, good driving records, etc.
55. Ask your doctor for samples of prescriptions.
56. Borrow a dress for a big night out. or go to a consignment shop.
57. When you buy a home negotiate the sales price and closing costs.
58. Turn the hot water heater down and wrap it with insulation.
59. Never grocery shop hungry.
60. If you qualify, file for Earned Income Credit.
61. Shop around for prescriptions including mail order companies (Medi-Mail 800-331-1458, Action Mail Order Drugs 800-452-1976, and AARP 800-456-2277).
62. If you pay for childcare, make use of the dependent care tax credit or your employer's dependent care flexible spending account.
63. Buy, sell, and trade clothes at consignment shops.
64. Shop around for the lowest banking fees.
65. Caulk windows and doors.
66. Iron your own shirts.
67. Plan your weekly food menu before shopping.
68. Buy a good used car instead of a new model car.
69. Purchase all of your insurance from the same company to get a discount.
70. Cut your cable television down to basic.
71. Go to an optometrist for routine vision tests or to change an eyeglass prescription.
72. Buy pre-owned toys and children's books at garage sales.
73. Have potluck dinners with friends and family instead of going out.
74. Use the library for books, video tapes, and music.
75. Inspect clothing carefully before purchasing it.
76. Don't use your dishwasher dry cycle; open the door and let them air dry all night.
77. At the grocery store, comparison shop by looking at the unit price.
78. Make your own coffee.
79. Use old newspapers for cat litter.
80. Shop at discount clothing stores.
81. Skip annual full mouth x-rays unless there is a problem; the ADA recommends x-rays every 3 years.
82. Water your garden at night or early in the morning.
83. Shop around for long distance rates.
84. Hand wash instead of dry cleaning.
85. Grow your own vegetables and herbs.
86. Shop around for auto financing.
87. Donate time instead of money to religious organizations and charities.
88. If you are leaving a room for more than five minutes, turn off the light.
89. Shop at auctions or pawn shops for jewelry and antiques.
90. Keep your car properly tuned.
91. Request lower interest rates from your creditors.
92. Trade in old books, records, and CDs at book and record exchanges.
93. Pay bills the day they arrive; many credit card companies charge interest based on your average daily balance.
94. Buy software at computer fares.
95. Search the internet for freebies.
96. Compost to make your own fertilizer.
97.If your car has very little value, you probably only need liability insurance.
98. Cut the kids hair yourself.
99. Increase your insurance deductible.
100. Buy in bulk food warehouses.
101. If your income is low, contact utility companies about reduced rates.
This was my favorite...
46. Don’t be shy about pulling something you like out of the trash.
Are you kidding me!!!!!!!!!!!!!!!!!
What has Northwest management tried to do to its flight attendants?
As I discussed in the previous post, over half of the "new" Delta is composed of ex-Northwest executives.
So what did these people do that should worry the hell out of you, and not give you that warm fuzzy feeling they want you to get!
All you have to do is a quick Google seach. Just type "Northwest flight attendant outsourcing". Are your eyes wide open yet?
Don't want to google it? Thats fine because I did, and this is what I found!
From the Honolulu Advertiser...
"Northwest reportedly plans flight attendant outsourcing"
"Northwest's outsourcing proposal could eliminate the jobs of thousands of the carrier's 9,800 flight attendants"
http://the.honoluluadvertiser.com/article/2005/Sep/21/bz/FP509210328.html
From USATODAY...
"Northwest wants to hire non-U.S. flight attendants for international flights"
"Northwest Airlines wants to replace 30% of flight attendants on its international flights with non-U.S. flight attendants"
http://www.usatoday.com/travel/flights/2006-02-02-nwa-attendants_x.htm
From CNN...
"the company is seeking to give virtually all flight attendant jobs on international flights to lower-paid foreign workers"
"more than 2,000 of its members would be laid off if it lost the right to perform the work the airline now wants to give to non-union flight attendants"
http://money.cnn.com/2005/10/26/news/fortune500/northwest_flightattendants/index.htm
DO NOT FORGET!
So what does the union have to do with any of this?
It was because of the contract the Northwest flight attendants had that prevented all of this from happening. The flight attendants still had to make sacrifices and take pay cuts, but they didn't lose their jobs.
Without a contract, what is there to stop these thugs from doing it again?
Is $21 per paycheck worth a legally binding contract that prevents your job from being outsourced?
I don't think you really need me to answer that question, you're a big boy/girl...think about it!
Remember, "You can put lipstick on a pig, but its still a pig!" - President elect Barack Obama
So what did these people do that should worry the hell out of you, and not give you that warm fuzzy feeling they want you to get!
All you have to do is a quick Google seach. Just type "Northwest flight attendant outsourcing". Are your eyes wide open yet?
Don't want to google it? Thats fine because I did, and this is what I found!
From the Honolulu Advertiser...
"Northwest reportedly plans flight attendant outsourcing"
"Northwest's outsourcing proposal could eliminate the jobs of thousands of the carrier's 9,800 flight attendants"
http://the.honoluluadvertiser.com/article/2005/Sep/21/bz/FP509210328.html
From USATODAY...
"Northwest wants to hire non-U.S. flight attendants for international flights"
"Northwest Airlines wants to replace 30% of flight attendants on its international flights with non-U.S. flight attendants"
http://www.usatoday.com/travel/flights/2006-02-02-nwa-attendants_x.htm
From CNN...
"the company is seeking to give virtually all flight attendant jobs on international flights to lower-paid foreign workers"
"more than 2,000 of its members would be laid off if it lost the right to perform the work the airline now wants to give to non-union flight attendants"
http://money.cnn.com/2005/10/26/news/fortune500/northwest_flightattendants/index.htm
DO NOT FORGET!
So what does the union have to do with any of this?
It was because of the contract the Northwest flight attendants had that prevented all of this from happening. The flight attendants still had to make sacrifices and take pay cuts, but they didn't lose their jobs.
Without a contract, what is there to stop these thugs from doing it again?
Is $21 per paycheck worth a legally binding contract that prevents your job from being outsourced?
I don't think you really need me to answer that question, you're a big boy/girl...think about it!
Remember, "You can put lipstick on a pig, but its still a pig!" - President elect Barack Obama
New Delta aka old Northwest?
You might have heard this before, or maybe you haven't. But how much of the new Delta is really the old Northwest?
The answer is really simple.
Over half of the "new" Delta is composed of ex-Northwest managers.
For example lets look at the Corporate Leadership Team, which makes up the top executives at the "new" Delta.
Richard Anderson(CEO) - Northwest
Ed Bastian - Delta
Richard Hirst - Northwest
Mike Campbell - Delta
Ned Walker - Continental
Mike Becker - Northwest
Steve Gorman - Northwest
Glen Hauenstein - Delta
Hank Halter - Delta
Theresa Wise - Northwest
Total
Northwest 5, Delta 4, Continental 1
Oh, I almost forgot.
Mr. Doug Steenland who was the CEO at Northwest is not on the Corporate Leadership Team, he got an even better spot!
Mr. Doug Steenland (Northwest) is the latest addition to the Delta Board of Directors, and if this doesn't scare you...well, it should!
The answer is really simple.
Over half of the "new" Delta is composed of ex-Northwest managers.
For example lets look at the Corporate Leadership Team, which makes up the top executives at the "new" Delta.
Richard Anderson(CEO) - Northwest
Ed Bastian - Delta
Richard Hirst - Northwest
Mike Campbell - Delta
Ned Walker - Continental
Mike Becker - Northwest
Steve Gorman - Northwest
Glen Hauenstein - Delta
Hank Halter - Delta
Theresa Wise - Northwest
Total
Northwest 5, Delta 4, Continental 1
Oh, I almost forgot.
Mr. Doug Steenland who was the CEO at Northwest is not on the Corporate Leadership Team, he got an even better spot!
Mr. Doug Steenland (Northwest) is the latest addition to the Delta Board of Directors, and if this doesn't scare you...well, it should!
Does unionizing have “risks” for airline employees?
The following was taken from another online blog, it offers some information on the subject. I chose to post it on my blog for you all to read...
Does unionizing have “risks” for airline employees?
Thursday, March 27th, 2008
The Association of Flight Attendants (AFA-CWA) is currently in a representation election seeking to organize the flight attendants of Delta Airlines. An earlier effort failed some six years ago (note: that was prior to the round of bankruptcy labor arbitrage engaged in by Delta and other airlines.)
Delta is again pursuing an anti-union campaign to convince its flight attendants that there are “risks” associated with unionizing (read an article on Delta’s campaign here). It argues, for example, that its unionized pilots were also subject to furlough several years ago. Presumably the point being that their unionized status was “no protection.” (Ironically, the Delta pilots agreed to waive furlough protection prior to Delta’s bankruptcy in an effort to help their carrier avoid bankruptcy. No good deed goes unpunished.) Delta also argues that it provides better pay and profit-sharing to its employees.
So is Delta right?
Unsurprisingly, the answer is emphatically “no.”
Delta has long been known in the industry for a paying a wage premium to its flight attendants in order to stave off unionization while it imposes less favorable work rules than FAs enjoy at other carriers. (Of course, since Delta’s run through bankruptcy, it no longer pays higher FA rates than the average of other major carriers. But it still has the less favorable work rules.) The truth is, it was the leveraging effect of unionized flight attendant groups at other carriers that drove up pay rates at Delta in the past. But Delta FAs did not have the work rules and job protection enjoyed by flight attendants at other carriers.
That latter point is important. Delta flight attendants are “at will” employees and subject to discharge for any or no reason at all. They do not enjoy the protection of a just cause discharge requirement as do unionized flight attendants. In other words, a Delta FA could come to work one day and be out the door with no recourse to an independent decisionmaker.
Further, Delta FAs have no protection for their position or seniority except what management wants to give them. If you have no contract, you have no enforceable seniority right. If the Company wants to slot in a new FA ahead of you with more favorable bidding they can do it.
And nonunion FAs have no enforceable say in their rates of pay, rules or working conditions. The most dramatic example of this was the recent Delta bankruptcy. Delta’s unionized pilots were able to compel bargaining by their employer and ultimately a dispute resolution process in order to determine the structure of concessions from the pilots. The flight attendants, mechanics and other nonunion employees simply woke up one morning to a 25% pay cut and other reductions forced on them by management without any say.
Even Delta’s furlough example is bogus. Delta’s unionized pilots have established furlough rules in their contract that give them rights to exercise in the event of a furlough. Its nonunion employees are subject to furlough however the Company wants to do it. The difference is between having objective and established rules everyone knows in advance versus rules imposed on you by management that suit the Company’s convenience.
The most specious argument made by Delta is its so-called “direct relationship” with its nonunion employees. That is a load of bull. What the airline really means is being nonunion gives it a relationship where it directly and completely controls it flight attendants without any obligation to bargain in good faith or adhere to agreements. It is a relationship that allows unilateral and arbitrary management control over employees.
Like many other airline unions, AFA Master Executive Councils are made up of the flight attendants at the airline in question. A Delta AFA MEC would be run by Delta flight attendants. It would be Delta flight attendants (assisted by the Union) dealing with Delta management. Hmm, that sounds like a direct relationship to me.
The difference is that a collective bargaining relationship between an employer and its employees under the Railway Labor Act is a mutual relationship that imposes obligations on management as well as the employees. Delta would have to bargain and administer a collective bargaining agreement in good faith, not by unilateral action. The Delta FAs would have an established and enforceable contractual relationship that the FAs together (and each FA individually) could require the Company to follow.
Nonunion employees are subject to unilateral, even arbitrary, management action. Unionized employees have the ability to require good faith and fair adherence to agreed contractual terms, freely negotiated with their employer. That’s the difference and its a big one.
Oh, there is risk entailed in the upcoming AFA union vote at Delta. But the risk is only that the FAs might fall victim to this empty Company propaganda and deprive themselves of an equal and enforceable say in their working conditions. I wager, after all the upheaval in the airline industry, including at Delta, that the Delta FAs will recognize they should vote to have a voice in their jobs that can make a real difference for them by organizing themselves under the AFA.
Does unionizing have “risks” for airline employees?
Thursday, March 27th, 2008
The Association of Flight Attendants (AFA-CWA) is currently in a representation election seeking to organize the flight attendants of Delta Airlines. An earlier effort failed some six years ago (note: that was prior to the round of bankruptcy labor arbitrage engaged in by Delta and other airlines.)
Delta is again pursuing an anti-union campaign to convince its flight attendants that there are “risks” associated with unionizing (read an article on Delta’s campaign here). It argues, for example, that its unionized pilots were also subject to furlough several years ago. Presumably the point being that their unionized status was “no protection.” (Ironically, the Delta pilots agreed to waive furlough protection prior to Delta’s bankruptcy in an effort to help their carrier avoid bankruptcy. No good deed goes unpunished.) Delta also argues that it provides better pay and profit-sharing to its employees.
So is Delta right?
Unsurprisingly, the answer is emphatically “no.”
Delta has long been known in the industry for a paying a wage premium to its flight attendants in order to stave off unionization while it imposes less favorable work rules than FAs enjoy at other carriers. (Of course, since Delta’s run through bankruptcy, it no longer pays higher FA rates than the average of other major carriers. But it still has the less favorable work rules.) The truth is, it was the leveraging effect of unionized flight attendant groups at other carriers that drove up pay rates at Delta in the past. But Delta FAs did not have the work rules and job protection enjoyed by flight attendants at other carriers.
That latter point is important. Delta flight attendants are “at will” employees and subject to discharge for any or no reason at all. They do not enjoy the protection of a just cause discharge requirement as do unionized flight attendants. In other words, a Delta FA could come to work one day and be out the door with no recourse to an independent decisionmaker.
Further, Delta FAs have no protection for their position or seniority except what management wants to give them. If you have no contract, you have no enforceable seniority right. If the Company wants to slot in a new FA ahead of you with more favorable bidding they can do it.
And nonunion FAs have no enforceable say in their rates of pay, rules or working conditions. The most dramatic example of this was the recent Delta bankruptcy. Delta’s unionized pilots were able to compel bargaining by their employer and ultimately a dispute resolution process in order to determine the structure of concessions from the pilots. The flight attendants, mechanics and other nonunion employees simply woke up one morning to a 25% pay cut and other reductions forced on them by management without any say.
Even Delta’s furlough example is bogus. Delta’s unionized pilots have established furlough rules in their contract that give them rights to exercise in the event of a furlough. Its nonunion employees are subject to furlough however the Company wants to do it. The difference is between having objective and established rules everyone knows in advance versus rules imposed on you by management that suit the Company’s convenience.
The most specious argument made by Delta is its so-called “direct relationship” with its nonunion employees. That is a load of bull. What the airline really means is being nonunion gives it a relationship where it directly and completely controls it flight attendants without any obligation to bargain in good faith or adhere to agreements. It is a relationship that allows unilateral and arbitrary management control over employees.
Like many other airline unions, AFA Master Executive Councils are made up of the flight attendants at the airline in question. A Delta AFA MEC would be run by Delta flight attendants. It would be Delta flight attendants (assisted by the Union) dealing with Delta management. Hmm, that sounds like a direct relationship to me.
The difference is that a collective bargaining relationship between an employer and its employees under the Railway Labor Act is a mutual relationship that imposes obligations on management as well as the employees. Delta would have to bargain and administer a collective bargaining agreement in good faith, not by unilateral action. The Delta FAs would have an established and enforceable contractual relationship that the FAs together (and each FA individually) could require the Company to follow.
Nonunion employees are subject to unilateral, even arbitrary, management action. Unionized employees have the ability to require good faith and fair adherence to agreed contractual terms, freely negotiated with their employer. That’s the difference and its a big one.
Oh, there is risk entailed in the upcoming AFA union vote at Delta. But the risk is only that the FAs might fall victim to this empty Company propaganda and deprive themselves of an equal and enforceable say in their working conditions. I wager, after all the upheaval in the airline industry, including at Delta, that the Delta FAs will recognize they should vote to have a voice in their jobs that can make a real difference for them by organizing themselves under the AFA.
What does the Delta & Northwest merger mean to its flight attendants?
In the spring of 2008 Delta and Northwest announced plans to merge, creating the "Premier Global Airline". Also the largest airline in the world.
So what does this mean for the employees of Delta and Northwest Airlines? Specifically, its flight attendants.
We know that Northwest airlines comes from a background of being unionized, while Delta has a strong background in believing in that direct relationship with management.
So which is better?
I can't answer that question, that is for you to figure out. Its up to you to get the information and make and educated decision and not an emotional decision. I will help by providing with public information which I hope will assist you in making that educated decision.
So do we keep their unions, do they lose their unions...whats the deal?
Representational issues in the airline industry are governed by the Railway Labor Act.
So who enforces the guidelines of the RLA?
The National Mediation Board(http://www.nmb.gov/)
Under NMB rules, in the event of a merger the employees of the craft or class must submit a request to the NMB to investigate and determine if the two merged crafts or classes now constitute a Single Transportation System (different from Single Operating Certificate).
Once the NMB conducts that investigation, if it determines that the two merged crafts of classes constitute a Single Transportation System, then the union representing that craft or class has two weeks to submit a Showing of Interest from at least 35% of the combined craft or class.
Ok, talking nonsense now. What does that mean?
It means that in this case, once the NMB finds that the Flight Attendant craft constitutes a Single Transportation System, then AFA has two weeks to provide the NMB with a showing of interest of at least 35% of all flight attendants combined.
The Northwest group all counts as part of the 35%, now if them alone don't make up that 35% then the difference can be made up by cards signed by Delta flight attendants within the past year.
When AFA has submitted a showing of interest, then the NMB will set the dates of the vote for the combined group.
In order for AFA to be certified as the Sole Bargaining Agent of Delta flight attendants it must receive 50%+1 of the total eligible votes.
What does 50%+1 of the total eligible votes mean?
You would think that this election would be like any other election on earth but its not.
In regular elections when you elect the Senators, Mayors etc...a majority wins right?
So the person with more votes is the winner, not in this case.
If there are 20,000 total flight attendants at the combine Delta & Northwest, then AFA nust receive 10,001 votes in order to be certified. Thats correct, not voting is considered a "NO" vote.
Is it fair to reward someone who doesn't take the time to vote with a "NO" vote?
If that was the case in regular elections we would have a much different government!
You can't be unsure about this one folks! You are either for representation, or you are against it. If you aren't sure, then you are against it! So get the facts, and make an educated decision!
So what does this mean for the employees of Delta and Northwest Airlines? Specifically, its flight attendants.
We know that Northwest airlines comes from a background of being unionized, while Delta has a strong background in believing in that direct relationship with management.
So which is better?
I can't answer that question, that is for you to figure out. Its up to you to get the information and make and educated decision and not an emotional decision. I will help by providing with public information which I hope will assist you in making that educated decision.
So do we keep their unions, do they lose their unions...whats the deal?
Representational issues in the airline industry are governed by the Railway Labor Act.
So who enforces the guidelines of the RLA?
The National Mediation Board(http://www.nmb.gov/)
Under NMB rules, in the event of a merger the employees of the craft or class must submit a request to the NMB to investigate and determine if the two merged crafts or classes now constitute a Single Transportation System (different from Single Operating Certificate).
Once the NMB conducts that investigation, if it determines that the two merged crafts of classes constitute a Single Transportation System, then the union representing that craft or class has two weeks to submit a Showing of Interest from at least 35% of the combined craft or class.
Ok, talking nonsense now. What does that mean?
It means that in this case, once the NMB finds that the Flight Attendant craft constitutes a Single Transportation System, then AFA has two weeks to provide the NMB with a showing of interest of at least 35% of all flight attendants combined.
The Northwest group all counts as part of the 35%, now if them alone don't make up that 35% then the difference can be made up by cards signed by Delta flight attendants within the past year.
When AFA has submitted a showing of interest, then the NMB will set the dates of the vote for the combined group.
In order for AFA to be certified as the Sole Bargaining Agent of Delta flight attendants it must receive 50%+1 of the total eligible votes.
What does 50%+1 of the total eligible votes mean?
You would think that this election would be like any other election on earth but its not.
In regular elections when you elect the Senators, Mayors etc...a majority wins right?
So the person with more votes is the winner, not in this case.
If there are 20,000 total flight attendants at the combine Delta & Northwest, then AFA nust receive 10,001 votes in order to be certified. Thats correct, not voting is considered a "NO" vote.
Is it fair to reward someone who doesn't take the time to vote with a "NO" vote?
If that was the case in regular elections we would have a much different government!
You can't be unsure about this one folks! You are either for representation, or you are against it. If you aren't sure, then you are against it! So get the facts, and make an educated decision!
What is a Union?
When you think of the word Union what comes to mind?
Some of you might think of a third party that makes decisions for you, some of you might think of job security, some of you might think corruption, and some of you might think respect.
The AFL-CIO is the largest union charter, AFA holds an AFL-CIO charter.
This is how the AFL-CIO defines the word union:
What is a union?
A union is a group of workers who form an organization to gain:
Respect on the job,
Better wages and benefits,
More flexibility for work and family needs,
A counterbalance to the unchecked power of employers, and
A voice in improving the quality of their products and services.
How do people form a union?
When workers decide they want to come together to improve their jobs, they work with a union to help them form their own local chapter. Once a majority of workers shows they want a union, sometimes employers honor the workers’ choice. Often, the workers must ask the government to hold an election. If the workers win their union, they negotiate a contract with the employer that spells out each party’s rights and responsibilities in the workplace.
Does the law protect workers joining unions?
It’s supposed to—but too often it doesn’t. Under the law, employers are not allowed to discriminate against or fire workers for choosing to join a union. For example, it’s illegal for employers to threaten to shut down their businesses or to fire employees or take away benefits if workers form a union. However, employers routinely violate these laws, and the penalties are weak or nonexistent.
What kinds of workers are forming unions today?
A wider range of people than ever before, including many women and immigrants, is joining unions—doctors and nurses, poultry workers and graduate employees, home health care aides and wireless communications workers, auto parts workers and engineers, to name a few.
How do unions help working families today?
Through unions, workers win better wages, benefits and a voice on the job—and good union jobs mean stronger communities. Union workers earn 30 percent more than nonunion workers and are more likely to receive health care and pension benefits than those without a union. In 2007, median weekly earnings for full-time union wage and salary workers were $863, compared with $663 for their nonunion counterparts. Unions lead the fight today for better lives for working people, such as through expanded family and medical leave, improved safety and health protections and fair-trade agreements that lift the standard of living for workers all over the world.
What have unions accomplished for all workers?
Unions have made life better for all working Americans by helping to pass laws ending child labor, establishing the eight-hour day, protecting workers’ safety and health and helping create Social Security, unemployment insurance and the minimum wage, for example. Unions are continuing the fight today to improve life for all working families in America.
What challenges do workers face today when they want to form unions?
Today, thousands of workers want to join unions. The wisest employers understand that when workers form unions, their companies also benefit. But most employers fight workers’ efforts to come together by intimidating, harassing and threatening them. In response, workers are reaching out to their communities for help exercising their freedom to improve their lives.
Some of you might think of a third party that makes decisions for you, some of you might think of job security, some of you might think corruption, and some of you might think respect.
The AFL-CIO is the largest union charter, AFA holds an AFL-CIO charter.
This is how the AFL-CIO defines the word union:
What is a union?
A union is a group of workers who form an organization to gain:
Respect on the job,
Better wages and benefits,
More flexibility for work and family needs,
A counterbalance to the unchecked power of employers, and
A voice in improving the quality of their products and services.
How do people form a union?
When workers decide they want to come together to improve their jobs, they work with a union to help them form their own local chapter. Once a majority of workers shows they want a union, sometimes employers honor the workers’ choice. Often, the workers must ask the government to hold an election. If the workers win their union, they negotiate a contract with the employer that spells out each party’s rights and responsibilities in the workplace.
Does the law protect workers joining unions?
It’s supposed to—but too often it doesn’t. Under the law, employers are not allowed to discriminate against or fire workers for choosing to join a union. For example, it’s illegal for employers to threaten to shut down their businesses or to fire employees or take away benefits if workers form a union. However, employers routinely violate these laws, and the penalties are weak or nonexistent.
What kinds of workers are forming unions today?
A wider range of people than ever before, including many women and immigrants, is joining unions—doctors and nurses, poultry workers and graduate employees, home health care aides and wireless communications workers, auto parts workers and engineers, to name a few.
How do unions help working families today?
Through unions, workers win better wages, benefits and a voice on the job—and good union jobs mean stronger communities. Union workers earn 30 percent more than nonunion workers and are more likely to receive health care and pension benefits than those without a union. In 2007, median weekly earnings for full-time union wage and salary workers were $863, compared with $663 for their nonunion counterparts. Unions lead the fight today for better lives for working people, such as through expanded family and medical leave, improved safety and health protections and fair-trade agreements that lift the standard of living for workers all over the world.
What have unions accomplished for all workers?
Unions have made life better for all working Americans by helping to pass laws ending child labor, establishing the eight-hour day, protecting workers’ safety and health and helping create Social Security, unemployment insurance and the minimum wage, for example. Unions are continuing the fight today to improve life for all working families in America.
What challenges do workers face today when they want to form unions?
Today, thousands of workers want to join unions. The wisest employers understand that when workers form unions, their companies also benefit. But most employers fight workers’ efforts to come together by intimidating, harassing and threatening them. In response, workers are reaching out to their communities for help exercising their freedom to improve their lives.
Welcome!
Hello everyone and welcome to my new blog. I have created this blog for those of you that are undecided about being part of a union or would just like to get information not tainted by corporate America or any other interest group. I am a flight attendant and have been for just under 2 years now.
Prior to being a flight attendant I had the opportunity to work for Southwest Airlines as a ramp agent and member of TWU. Before going to Southwest I was employed by Skywest Airlines (Delta Connection) for about 2 years as an at-will customer service and operations agent.
I am now at my third airline, so I have been around the block and experienced at-will vs contract employment.
I hope you find this blog helpful, and I urge you to send me any comments you might have or any questions you would like answered.
Sincerely,
Simone
Prior to being a flight attendant I had the opportunity to work for Southwest Airlines as a ramp agent and member of TWU. Before going to Southwest I was employed by Skywest Airlines (Delta Connection) for about 2 years as an at-will customer service and operations agent.
I am now at my third airline, so I have been around the block and experienced at-will vs contract employment.
I hope you find this blog helpful, and I urge you to send me any comments you might have or any questions you would like answered.
Sincerely,
Simone
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