SO…
YOU THINK YOU DON’T NEED A UNION?

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MOST UNION CARRIERS HAVE PROGRESSIVE SICK LEAVE POLICIES.

EMPLOYEES ACCRUE 1 SICK DAY PER MONTH OF EMPLOYMENT UP TO AS MUCH AS 110 SICK DAYS. IN SOME CONTRACTS, LIKE THE NORTHWEST IAM AGREEMENT, THERE IS NO LIMIT.

WE EMPLOYEES AT DELTA HAVE ONLY 7 DAYS OF SICK TIME A YEAR NO MATTER HOW MANY YEARS OF SERVICE OR SENIORITY.

AT NORTHWEST AIRLINES MOST IAM REPRESENTED EMPLOYEES HAVE ACCRUED HUNDREDS OF HOURS OF SICK TIME AS WELL AS OJI TIME.

DELTA SICK TIME OR PPT DAYS AS THEY ARE CALLED, HAVE TO BE AVAILABLE FOR EACH ABSENCE OR YOU DON’T GET PAID FOR THE FIRST WEEK OF ANY ILLNESS OR INJURY OR SHORT TERM DISABILITY.

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THINK AGAIN!

TURBULENCE IN THE SKY…

…BUT PILOTS FIND SMOOTH AIR WITH...
GUARANTEED HEFTY RAISES THROUGH NEW AGREEMENT


The news around the airline world couldn’t be worse. We have been hit with the worst kind of bad news that has had a profoundly devastating effect on all airlines and nearly every airline employee. The combination of a slowing economy and the steep rise in fuel prices has brought the airline industry to its collective knees.

Each day brings more news and one gets the feeling that this could be the most profound and challenging event that this industry has ever faced. Virtually every carrier has announced plans to lay off workers; American is letting 6,800 go, Comair is cutting 8% of its workforce, Northwest is setting aside 2,500 employees — the list goes on and on.

Delta, as we know, has lured over 4,000 employees to participate in early-out programs and the sensible betting is that there will be more forced lay-offs in the very near future. Cities are just now being told of their fall schedules and the news is grim at best.

Our pilots, however, seem to be fairing a tad bit better than the rest of us. In late June the two pilot groups of Delta and Northwest reached a tentative agreement on a joint contract guaranteeing them pay raises that will reach as high as 18% over a 4 year period. Both pilot groups have agreed to submit to binding arbitration to ensure that this agreement becomes finalized. Apparently it pays to have a contract and a powerful union standing in your corner!

Then there is us.

"At Will" Employment as Defined by Delta Air Lines Management

"Just as all personnel may resign their employment with Delta at any time and for any reason they choose, Delta may terminate the employment relationship at any time if Delta concludes that such termination is appropriate."

(From the June 12, 2008 Delta Human Resources Administrative Action Guidelines)

Yes, we are at-will employees. We can choose to terminate our relationship with Delta at any time but more importantly, Delta can terminate their relationship with each of us without our input or permission; for any reason, including a bad economy or lack of continued interest in having us around.

Unfortunately, many of us are going to experience the at-will clause sometime early this fall.

With the increased costs of paying our pilots along with the steep rise in the price of fuel, money will have to be extracted from somewhere; layoffs are a foregone conclusion and only the depth of the cuts are the unknown commodity.

Farming out cities will probably once again become a possibility and this time ticket and gate agents will begin to feel the pressure. They have been largely left unscathed in Delta’s past cuts, but look for that to change given the tight economy and our desperate situation.

Our counter-parts at Northwest are experiencing lay-offs but they know the process and have rights guaranteed to them through their contract; slip leave rights and call back rights as well as bumping opportunities should they have to leave the city they are living in. We, however, only have a vague idea of what might happen and no guarantees that should we be laid off, we can ever come back.

Let’s keep signing those union cards and get real representation like our pilots have. Wouldn’t that be nice!

Note: Please check out a new blog; www. res2res.blogspot.com. This site is for reservation agents from both Delta and Northwest who want to communicate with each other during this merger process.

INDEPENDENCE DAY

PATRIOTISM TAKES ON MANY FORMS
SHOWING LOVE OF COUNTRY IS NOT ALWAYS OBVIOUS

We celebrate today the beginning of our nation; the birth of freedom for a new country delivered from bondage and unfair taxation through years of spilled blood and struggle. An idea really that over time became the beacon of freedom and fairness; a bastion of equality and equal rights that the rest of the world admired and envied; copied and in some quarters, despised.

We take pride and give thanks this day for what we as a nation have sacrificed in struggles and lives lost in subsequent wars and battles throughout our history to keep our freedom and independence; to preserve our democracy and our constitution.

This is a day to celebrate and to rejoice in our love of Country and show our pride and patriotism. A great Day for all Americans, wherever we come from or however long we have been here. A country that has been and should always be a welcoming beacon for all those who love freedom and these great ideals. “Give me your tired, your poor, your huddled masses yearning to breathe free.." has meaning to all Americans and to most of the world who admire our past decency, democracy and sense of fairness and equal justice.

Showing patriotism takes on many forms and has multiple meanings to a variety of Americans. Some of us show our love of Country by obvious methods such as wearing lapel pins displaying flags, emblems or other patriotic symbols in our yards or having bumper stickers with slogans emblazoned across our cars or rear windows; all well and good acts of showing love and patriotic zeal.

There are other ways to stand up for America and her values; to enrich the lives of our fellow citizens both new and old as well as strengthening our democracy and the heart and soul of our country. Those that toil for others whether it be in doing voluntary work for the poor and needy or serving in the military in dangerous places around the world honor us and make us all proud. We give thanks for all those that have volunteered to give of themselves and their time both in obvious ways and the more obscure ways.

This country is about so much but we are nothing without each other and the strength we derive from within. This land has been strong for so long because of the power and decency of its people and the solid, giving nature of the American Family.

Anything that strengthens family ultimately enriches and enhances our future and our constitution. We cannot prosper and stand strong without families that continue to produce our future leaders and citizens; diplomats and warriors, we need them both.

A strong and vibrant middle class has always defined our power and our compassion; our ability to provide the world with stability and leadership. Strong families produce good citizens and a base for continuing our prosperity and world leadership.

We who have decided to unionize Delta are cognizant of the importance of the family and dedicate ourselves to helping Delta realize that offering a living wage with benefits that enhance life serves not only Delta’s family but America’s families; ultimately strengthening our company and our country. Let’s show our patriotism today by loving our country through strengthening each of our own families. It’s the American thing to do.

MYSTERY POET DELIVERS ANOTHER GEM!


To our retirees:



If baggage could build a stairway...

And tugs could drive a lane...



I'd make my way up to mahogany row...

And bring you guys back again...



They say-anything is possible, if you put your mind to it...

But if you ask me right now if anything, I think Delta airlines blew it...



They had a chance to thank you, for your hard work for goodness sake...

But couldn't fit it into the budget for a delicious retirement cake...



Just a bunch of posters, lied out across some tables...

With expensive destinations, printed out across the labels...



Everyone had a chance to sign them, some had names on front and back...

But when the off-set comes to get ya, those posters won't mean jack...



We will carry on with out you, and our fiscal woes will be arranged...

But here at Delta-as you know, some things never change...


unknown author

WHERE ARE THE TRANSITION TEAMS?

MORE WORDS FROM THE TARMAC
ARROGANCE OF MANAGEMENT SHOWING THROUGH

Delta and Northwest’s two CEO’s have proudly proclaimed that our “merger is moving toward a successful completion this year, once approved by the U.S. Department of Justice.” As a matter of fact, Richard and Doug have stated that “a group of 25 divisional and departmental merger integration teams made up of more than 300 leaders from each airline has been hard at work for weeks.”

Here’s our question. Where are they? Has anyone met any of these people or are they primarily only available to Justice Department officials and major investors or movers and shakers? Why no interaction with frontline employees who would actually make the integration and merger process successful? This course of action shows upper management really does think we are insignificant.

Fortunately many of us are not waiting to formulate or initiate “synergies” (Delta’s favorite word) with our counter-parts at Northwest. Recently a group of Delta ramp workers was invited to join Northwest workers in Minneapolis to experience the annual IAM picnic. Literally hundreds of Northwest ramp workers were able to ask direct questions and answer inquiries about benefits, pay, work rules and disciplinary practices. The process was informative and extremely beneficial to both entities.

Quite frankly we Delta employees were impressed with our counter-parts at Northwest and look forward to creating the largest airline in the world with the most powerful and dedicated collective bargaining unit in the airline industry. Guess what Delta…we are not insignificant!

We saw no weaknesses in Northwest workers’ determination to move back in the direction of top pay and they look forward to being able to improve our sick time, medical and OJI processes more in line with the quality benefits that IAM has helped Northwest employees enjoy.

Mr. Anderson was recently quoted as saying that “even today, when you compare our wages and benefits with Northwest, they’re higher.” Mr. Anderson obviously is either misinformed or misleading the people he is communicating with. Yes, Delta employees make approximately 15 cents more an hour than our Northwest colleagues (a difference that evaporates when health-care contributions are considered) but all other aspects of our benefit package pales in comparison to Northwest’s benefits.

We deserve the truth in this process and see no reason to have our leaders continue to misrepresent the facts to our two work groups, investment community and governmental officials. We deserve equitable treatment, clarity and transparency during this merger process and warn our friends at Northwest to not fall for the rhetoric or empty promises that will surely be coming their way as this merger dynamic hastens.

Speaking of fairness and equitable treatment; recently in SLC a random drug and alcohol test was administered to a supervisor on the p.m. shift. He was found to be drunk on the job and protocol required that he be removed from the property and his management team notified, both in SLC and ATL. What is disturbing, however, is that after some time away from work, he is now back as a supervisor. What is unfair is if it was one of us, the likelihood of keeping our job would be minimal or nonexistent.

We all believe in second chances and redemption but this goes beyond the pale of common sense and managerial protocol. How many workers have made similar mistakes only to be terminated by Delta? We can think of many.

Stepping the supervisor down would have been a preferable solution. We wonder now how many disciplinary actions taken by this supervisor are tainted due to his past problems and misconduct and call upon Delta to review all employees that have been terminated or harshly treated during his watch. We wonder about the managerial decision making processes that arrived at such an arrogant conclusion in keeping him in management and ask for a review of job status for all those involved in making this determination. We ask that any one of us receive the same commitment to retaining our employment under the same circumstance.

If ever there was a more glaring example and reason to have an advocate such as the IAM standing with us and by our side we cannot think of it. Union now!

SO YOU THINK YOU DON’T NEED A UNION?

At Delta Air Lines our pensions were frozen NEVER TO GROW AGAIN. Many long term employees didn’t even vest any pension at all. Most Delta employees don’t know that our frozen, under-funded pensions have SOCIAL SECURITY OFF-SETS.

Social Security off-sets mean at retirement age when you get a check from Social Security, Delta takes from your pension HALF OF YOUR SOCIAL SECURITY MONEY!

At IAM represented Union carriers, THERE ARE NO SOCIAL SECURITY OFF-SETS. At Northwest, pre-bankruptcy retirements are still in effect.

IAM has also negotiated new IAM pensions for many of the carriers they represent. This National Pension Fund Plan is growing and independent from the carriers. It is protected and fully funded.

WE AT DELTA HAVE HALF OF A FROZEN PENSION AND OUR UNION REPRESENTED FRIENDS HAVE TWO PENSIONS!! WHO DO YOU THINK IS BETTER OFF?

Example:

Delta Employee

Pension...............................$1,000
Social Security....................$1,000
Total...................................$2,000

Minus Off-set....................$ (500)

Take Home........................$1,500

2nd Pension? (Guaranteed Money)............NO
401(k)? (At Risk Money)............................YES

Northwest Employee

Pension.............................$1,000
Social Security..................$1,000
Total.................................$2,000

Off-set....................NONE

Take Home.......................$2,000

2nd Pension? (Guaranteed Money).........YES
401(k)? (At Risk Money).........................YES

THINK AGAIN!

AN INDUSTRY IN TURMOIL

OTHER CARRIERS SHELVE MERGER PLANS
ECONOMY AND FUEL COSTS PUSH DOMESTIC CAPACITY CUTS


You can’t go a day anymore without reading another announcement from one of the legacy carriers about domestic growth cuts and job loss. Delta has recently announced that domestic capacity which was to be reduced by 10% in the fall will now be slashed additionally to 13%. Northwest has increased their cuts from 5% to nearly 10% and these figures are fluid and moving constantly. Looks like ‘consolidation’ is coming faster than first thought.

A barrel of oil is hovering around $135 with airline crude actually moving closer to $160 a barrel. Something more has to give and it would be nothing more than ‘pie in the sky’ not to point out the pitfalls facing all airline employees this fall.

We involved in the union effort at Delta want employees to brace themselves for severe layoffs later this year and think that the dialogue about merger should include some hard truths about manpower needs and cutback eventualities.

The L.A. press is reporting that flights in and out of Delta’s LAX mini-hub are going to be slashed by 13%. Not long ago this city was projected to be the future gateway to Asia for Delta. With the merger just around the corner, those plans have dissipated into thin air. Nobody seems to be talking about manpower needs or potential job loss and layoffs beyond the voluntary early-out programs that have already taken place.

Delta has pledged to honor all of Northwest’s union contracts until a vote can be held among the employees to determine if they survive. Until then, Northwest employees cannot be cut from cities that they domicile in currently, according to the terms of their contract. One of those cities is LAX. We Delta employees, on the other hand, have no such guarantees or written agreements. We can be leveled out of the city we are in quickly and with no means of appeal or review. We have no one to look after our welfare and no way to question decisions made by our superiors.

Our only ‘comfort’, if you can call it that, is the hollow promise being made through company mail and DeltaNet. Delta has repeatedly stated that: “Frontline employees of both airlines will be provided seniority protection through a fair and equitable seniority integration process, as the airlines are combined….The Company also expects no involuntary furloughs of U.S. frontline employees as a result of this transaction.”

There will come a time soon enough where a full time Delta agent can no longer hold a line in the city he or she lives in. In the past, leveling has taken place and the process by which people are allowed to move to other job openings has been implemented. Choices are limited and decisions are made by others concerning who is and is not allowed to take a position elsewhere. The process is not open or equitable and no independent oversight is permitted. Who knows whether or not one is treated fairly or bypassed because of decisions made by managers? This kind of process would never take place in a union environment. A system-wide seniority list would be available and manpower movement would be transparent and reviewable.

Do we really want to be left exposed with no protection other than the ‘goodwill' of some boss or station manager who gets to decide whether or not they want us working for them? A union contract would simplify the process and make the difficult experience of displacement above-board and open; fair and truly equitable. Not just a promise but a written guarantee of decent treatment. That’s not just the union way; that’s the American way of doing business. Fill out your IAM Authorization card before it’s too late!