ADAYS, will they stay or will they go?

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.