Delta Ramp Workers Organizing Committee

2011-04-02T17:33:00.004-04:00

FOR CAMPAIGN UPDATES VIEW THIS WEBSITE: http://www.takingbackourfamily.com/ .

2011-01-16T18:07:00.003-05:00

Smoke & Mirrors
How words are used to fool you

Below is a caption of the exact text from a Delta bulletin dated January 7, 2011:

“Let us be extremely clear. Delta is committed to completely aligning the package of pay, benefits and work rules for all Delta employees. We want all of our employees to enjoy the generally higher Delta standard. That is how we have transitioned every other workgroup, including most recently our office and clerical employees. However, we have said repeatedly that we will not “cherry-pick” pay and benefits items. You must look at the package in its entirety, which includes all elements of pay, benefits and work rules. To make one-off changes without being able to equalize the full package is just not fair to all employees."

Now let us be extremely clear. Delta’s idea of ‘completely’ aligning pay and benefits means they intend to eliminate pension, more vacation, more sick pay, OJI pay, better overtime and holiday pay, a real grievance process, and a voice with a vote in our futures. In return, Delta will modestly increase hourly rates of pay that simply do not equal the value of the take-aways. Importantly, the money is never guaranteed and is subject to decrease at the whim of management as Delta’s history has proven.

The history of being union is quite a different story. When we bargain we do cherry pick (that’s why Delta fights so hard against us employees having a voice). We are able to bargain what is important to us, not have it dictated to us. We are able to get the money AND the benefits. Need an example? Just look at the pilots. Think they would give away their benefits and subject their pay to the risk of no guarantee? Never.

Why should we?

We will have another chance to get the best of all worlds – higher pay and better benefits – all secured in a contract. When it comes time to vote for the IAM again just look past the smoke and mirrors and remember Delta’s own words.

2010-12-24T14:42:00.004-05:00

REMEMBER...
It pays to be in the Union!

A Christmas message copied from the IAM
and reprinted here

IAM Status Report

December 24, 2010 - While the IAM’s certification to represent pre-merger Northwest Ramp, Passenger Service and Stores employees ended following the results of the initial representation elections at Delta Air Lines, the IAM has not stopped fighting on behalf of our former members. As the National Mediation Board (NMB) investigates Delta’s widespread illegal interference that prevented employees from voting in fair elections, the Machinists Union continues to protect the interests of pre-merger NWA employees.

Lump Sum Payment

The IAM has successfully convinced Delta that it is required to comply with Exhibit J of the Equipment Service Employee and Stores Clerk (ESSC) contract (the Black Book) while the IAM’s charges are investigated. The Machinists Union negotiated Exhibit J to require Northwest Airlines to pay its IAM-represented Ramp and Stores employees a $13 million payment on December 31, 2010 in exchange for the sacrifices they made during Northwest’s bankruptcy.

Delta Air Lines will make that payment on December 30, 2010, which is the last payroll prior to the agreed upon date of December 31, 2010. Only pre-merger Northwest employees who were covered by the Northwest Black Book are eligible to receive this payment. The Union negotiated these benefits and fought to make sure you receive them. This is a prime example of the benefits of belonging to the Union.

Although Delta has determined the method of distribution without consulting with the IAM, the Machinists Union will not take any action that would slow the distribution of the $13 million to eligible employees.

Pensions

Delta Air Lines informed the IAM National Pension Plan (NPP) that it would no longer fund the negotiated pension plan for pre-merger Northwest IAM members. The IAM fought for its members and after much correspondence between the IAM, the IAM National Pension Plan and Delta Air Lines, Delta agreed to continue funding our former members’ pensions pending the outcome of the NMB’s investigation and possible re-run elections. Another benefit that proves it pays to be in the Union.

If the final result of the NMB’s investigation or any re-run elections fails to re-instate the IAM as the collective bargaining representative for a particular classification, Delta’s payments into the NPP will end for employees in that classification – also ending the accrual of future pension benefits for those employees.

Grievances

The IAM has proposed to Delta that we jointly address grievances that were pending prior to the elections and that they be handled with the NMB Grievance Mediation Services. We also proposed to arbitrate outstanding discharge cases. Delta has not provided a response as of this date.

The IAM will keep you updated of any additional progress we make in dealing with Delta Air Lines.

We got the ESSC employees their 13 million dollars, we are protecting your pensions, we are pursuing your pending grievances. If there is a re-run election and the employees do not vote to keep the Union, we will no longer be able to fight to get you these kinds of benefits.

Remember, it pays to be in the Union.

2010-12-01T17:41:00.000-05:00

IT’S THE LAW
Did Delta Violate It?

“The Railway Labor Act (RLA) states that elections shall be free from interference, influence, or coercion. It is unlawful for a carrier to interfere with the organization of its employees.”

These words were sent to each one of us as voters in the representation election for the ramp. Each one of us also witnessed Delta forget about running an airline and concentrate all of it’s resources on interfering, influencing and coercing us to vote a certain way. Promise of a raise? Darn powerful influence. Threat of charging for passes if the union gets in? Mighty fine coercion. Forcing employees to read anti-union postings on DeltaNet? No surer way to interfere with the employee’s decision making.

The discussion is supposed to be between employees to determine if they want to bargain collectively and have the protections of a legally binding contract or if they want to continue to be at will employees subject to the whims of the employer. The employer is not to play a role in that discussion or decision making.

You be the judge. Did Delta violate that principle of law?

There may be no way to remove the poison from the well. Is there a way to erase Delta’s influence from the minds of the voters? Who knows?

One thing is for sure. We deserve the chance to determine our own futures without interference, influence, or coercion from the carrier – Delta Air Lines. It’s the law.

We demand the IAM take the necessary actions to protest this injustice and try to get us a fair say and a fair vote.

2010-11-25T16:18:00.002-05:00

THINK IT'S OVER?
Not a chance!

The vote for dignity and respect at Delta came closer than any other vote Delta has had for the ramp in its history. There were only some 500 votes out of about 14,000 that separated victory now or victory at the next step in the process.

Every single person working at Delta Air Lines, yes votes or no, witnessed the interference Delta perpetrated during the election process. It would be irresponsible not to challenge this unfair manipulation by Delta and we fully expect the IAM to protest this on our behalf.

The loss of pension, vacation, sick and injury coverage, justice on the job, superior overtime rules, and cheaper insurance with better coverage are some of the things lost with the last vote count. But, there will be another chance to revive these things.

A challenge brought to the National Mediation Board is sure to result in some form of relief for us as Delta ramp employees. We can save these things, get the higher pay Delta has dangled as a bribe and secure it all in a guaranteed contract.

Think we are giving up? Not a chance!

What Have The Unions Ever Done For Us?

2010-11-13T17:51:00.000-05:00

2010-11-07T12:47:00.000-05:00

Then and Now

A PMDL union supporter from ATL sent us a stack of anti union Delta literature from the last ramp organizing drive. This took place in 2000. The anti union campaign was very similar to the Delta campaign being run now. The Transport Workers Union, who ran the union campaign in 2000, was attacked for collecting union dues, being ineffective and for being outsiders. The Company touted their “direct relationship” and their ability to watch out for their employee’s interests.

What we found most interesting was Delta’s commitment to INDUSTRY LEADING pay and benefits in 2000. Delta says in one of their 2000 leaflets, “Wages, benefits and conditions of employment at Delta lead the airline industry.” In another flyer dated January 13, 2000, Delta says, “Delta is delivering on its commitment to strive to keep Delta’s top-of-scale compensation the best in the industry.”

Industry Average

Those days are gone. Today, Richard Anderson commits the airline to maintaining industry average. Today, the only ones who enjoy industry leading compensation are Delta executives.

In the years since the election, wages and benefits plummeted. This of course began to change in 2007 once workers started organizing again to gain union representation.

New Hiring

Delta says in 2000 in their leaflets, “New jobs are being created at a near record pace.” Delta added thousands of ramp workers to make sure voting rolls were padded for the vote. Delta has employed this strategy again by adding thousands of Ready Reserve workers over the past 2 years. Delta does have a problem now, because most Ready Reserve workers support the IAM.

Retirees

Delta also made promises to watch out for their retirees and those ready for retirement. They said, “Right now Delta has the flexibility to work through issues without third party intervention.” In reality retirees were pummeled by Delta; frozen pensions, elimination of retiree medical benefits, elimination of eligibility for any defined benefit pension plan. The promised protection simply wasn’t there because retirees had no written guarantees. They had no voice at the table.

Today Delta has raised PMDL workers’ wages to industry average. PMDL workers are once again enjoying the fruits of Delta’s efforts to keep their workers non union. History says this will be a short lived phenomenon without a guaranteed, legally binding union contract.

Even Delta’s commitment to keeping their workers at average wages is being undercut as we watch. Mergers at United-Continental and Southwest-AirTran will undoubtedly drive the standard upward in the coming months. This will benefit every Delta worker if we have a union. A raised industry standard will help all of us bring in a contract that will deliver us to a career job again.

Vote YES Detroit (DTW)

2010-10-24T10:43:00.000-04:00

IAM Delta - Stand

2010-10-22T19:08:00.000-04:00

2010-10-14T22:45:00.002-04:00

Countdown To Representation
Fleet Service Vote Begins Today!

At will employment Vs Union Contract

1. Delta Human Resources Manual first three lines reads as follows:
“This section of Delta’s Human Resources Practices Manual sets forth the terms and conditions of employment. Delta reserves the right to amend these terms and conditions of employment at any time for any reason. Just as all personnel have the right to resign their employment with Delta at any time and for any reason they choose, Delta may terminate the employment relationship with any employee at any time and for any reason.”

Versus …

2. The current IAM PMNW Fleet and Passenger Service Agreement Article 1, page 1, states:
“The purpose of this agreement is, in the mutual interest of the company and of the employees, to provide for the operation of the services of the company under methods which will further to the fullest extent possible the safety of air transportation, the efficiency of operation and the continuity of employment under conditions of reasonable hours, proper compensation and reasonable working conditions.”

We believe these few sentences speak volumes. We believe the choice is obvious, also, as to which work environment and work philosophy you would want to be involved with. These are real life choices that involve your future at Delta. The message, tone and philosophies could not be in starker contrast to one another.

It pays to vote union, VOTE IAM!

2010-10-13T15:55:00.000-04:00

Countdown To Representation

One Day Until Fleet Service Vote!

Retiree Medical

According to a Delta informational sheet dated 12/01/2009, the monthly rate for PMDL retiree medical insurance for the Gold HRA is $624.47 for employee only. For PMNW - IAM retirees the rate for PPO Option B is $195.83. This represents a savings of $5743.68 per year for IAM represented retirees. For employee and spouse the Gold HRA retiree rate is $1248.94 per month. The retiree rate for PPO Option B for employee and spouse is $422.74. This is a savings of $9904.40 per year for an IAM retiree and spouse. Ed Bastian stated publicly that Delta will not continue to subsidize retiree medical if employees lose IAM representation. For employees that desire to retire before their 65th birthday Retiree Medical is not an option, its a necessity!

It pays to vote union, VOTE IAM!

2010-10-12T10:27:00.003-04:00

Countdown To Representation
Two Days Until Fleet Service Vote!
Ready Reserve

Pro union workers are not against Ready Reserve workers. We are against a category of worker that receives no benefits and no seniority for the time they put in. Whether a Ready Reserve worker is someone waiting for a permanent position or a Teacher who wants a second job, they deserve seniority, sick pay, OJI pay, vacation accruals and a pension. Ready Reserve employees should have a defined path to get a full time or permanent position, instead they are sent home when their bid is over or they reach the cap number of hours allowed. A union victory with 30,000 IAM members at Delta will be the spring board for a rising industry standard. The future for Delta workers should include benefits for all workers, including Ready Reserve. Our belief is that there should be no difference between any Delta workers except for the number of hours worked. That’s a future worth fighting for!

It pays to vote union, VOTE IAM!

2010-10-11T18:03:00.002-04:00

Countdown To Representation
Three Days Until Fleet Service Vote!

Long Term Disability Insurance

IAM represented PMNW employees get 66% of their pay compared to 50% for PMDL, when on LTD. PMDL employees also have to wait 3 extra months before they can collect LTD (6 months compared to 3 months). IAM represented PMNW employees can receive up to 3 years of benefits with possible extensions, while PMDL employees receive 6 months of LTD with possible extensions. When you return to work from LTD you position will be kept availible with IAM negotiated LTD. This is not necessarily true if you are PMDL. For airline employees trying to secure income until the day of retirement, IAM negotiated Long Term Disability Insurance is a must!

It pays to vote union, VOTE IAM!

2010-10-10T16:38:00.002-04:00

Countdown To Representation
Four Days Until Fleet Service Vote!
IAM National Pension Plan

An IAM contract offers a safe, secure defined benefit pension plan with 50 years of performance. The plan is not subject to the volatility of the stock market in the same way a 401k is and currently has approximately $7.3 billion in assets. It is the 6th largest multiemployer pension fund in U.S. with over 1,750 contributing employer locations. No need to set extra money aside each paycheck, negotiated employer contributions fund the plan. Don't gamble with your retirement, secure it with the IAM National Pension Fund.

It pays to vote union, VOTE IAM!

2010-10-09T18:35:00.002-04:00

Countdown To Representation

Five Days Until Fleet Service Vote!

Work Rules

IAM members who frequently get paid an extra $9 per day for Off Schedule Lunches understand the value of a defined contract. This work rule can add as much as $2,000 per year to their paychecks. IAM members also have the security of knowing overtime is handed our according to equalization of hours and not favortism. Want to pick up or trade away hours? Trade policy with the IAM contract allows all ramp employee classifications to trade with each other.

It pays to vote union, VOTE IAM!

2010-10-08T16:20:00.006-04:00

Countdown To Representation

Six Days Until Fleet Service Vote!

On The Job Injury

IAM PMNW workers who are injured on the job have far more protection than their PMDL counterparts. PMNW employees receive 100% of their pay from OJI accruals, unlike PMDL, who receive 66%. With serious injuries PMDL workers must wait 26 weeks before they can receive Long Term Disability compared to 12 weeks for PMNW. LTD can last up to 3 years for PMNW. PMDL only gets 6 months on LTD.

It pays to vote union, VOTE IAM!

2010-10-04T14:14:00.000-04:00

2010-09-24T13:22:00.000-04:00

The Poor Peasant

King Richard rode into the village with great fanfare. The King’s Widget flapped on the Royal Flag of Deltonia as clouds of dust were raised behind 50 horsemen. This visit was unusual because the village was a unionista stronghold.

The villagers gathered in the town square waiting for the King to speak. “My fellow Deltonians, I hope today finds you well”, said the King. “Many of you are considering how you will vote in the coming election. Will we remain a family and a Kingdom or will we become a republic, ruled by outsiders who know nothing of you or your problems. I promise you our direct relationship will only grow.”

An Extra Acre Of Land

The crowd grew restless. King Richard continued, “To prove my good intentions, I promise that if the unionistas are defeated the very next day I will give each of you an extra acre of land.” “But will we get title to that land? Will there be a guarantee the land will remain ours?” shouted one peasant. “Silence” shouted the King. “You need no title. You have a direct relationship. That has always been good enough.” “You are a liar” shouted another peasant. “You have stolen our land before.”

With that, the King wheeled upon his horse and gave the command to leave the town. Several peasants were knocked to the ground in the ensuing melee.

That night John, a poor peasant, paced the floor of his hut long after his family had gone to sleep. John was desperate. Without more land his family would be ruined. He had been depending on a unionista victory to bring land reform and relief from the King’s tax collectors. But now he began to wonder. The King had said he would get more land the day after the unionistas were defeated. He could feed his family and return to the dignified life he had known in the past.

Remember The Past

The next morning when the rooster crowed he shook his wife, Rebecca, awake. He told her he was planning to vote for the King in the election. She looked at him in disbelief. “Do you have no memory of the past?” she said. “Do you not remember when the King said, ‘Give me 10% of your crop for 3 years and I will return more than the value to you with interest.’ And when the time came for repayment, what happened” she cried. “He said he would not pay us. It was only the intervention of the Great Court that got us anything.”

“Without the title, the promise of land means nothing. He could take it from us tomorrow” said John’s wife. “We need a voice and the strength of thousands to guarantee our future. We will get the land and with the title but we have to stay strong, stay united” she said. “The lure of the King’s promise made me lose my sense. I know what you say is true.” said John. Rebecca said, “The King will have many tricks in the coming weeks to distract us. We need to keep our eye on the day when the decision will be ours, not the King’s.”

2010-09-17T13:17:00.001-04:00

Questions and Answers

1-Does Delta offer a superior Long Term Disability Plan to that enjoyed by IAM members?

No. IAM members get 66% of their wages, as compared to 50% for PMDL. IAM members have a 12 week waiting period to receive LTD. PMDL employees have a 26 week waiting period. The superior accruals of PMNW employees allow them to weather the waiting period more easily than Delta employees. IAM members can get 3 years of LTD. PMDL employees get 6 months of LTD. If an IAM member is injured at work and goes on Light Duty, that time counts toward the LTD waiting period. PMDL employees have no Light Duty Program. PMNW employees continue to have subsidized health insurance while on LTD. Not true for PMDL.

2- Is it true that PMDL employees do not get raises while they are on a disciplinary level (administrative action)?

Yes. An employee on administrative action will only get a raise after they are off of a level. In addition, they are not eligible to bid to another station, or job classification. If they are subject to displacement from their position due to a reduction in force, they cannot bump and must take a lay off if they are on a level.

3- How do PMDL employees receive overtime?

According to Performance Leads and ALA who have visited from ATL, PLs try to distribute overtime as fairly as possible. However, there is no overtime board to keep track of OT hours worked. There is no requirement that all employees be kept within 30 hours of the average and no financial penalty to the Company for failure to distribute OT evenly. Overtime opportunities have generally been fewer for PMDL because of the increasing use of Ready Reserve. The Company and the IAM meet at least once a month in each station to make sure OT is distributed fairly. PMDL employees receive OT for hours worked over 40 in a week. PMNW receive OT for hours worked above 8 in one day. PMDL employees do not enjoy extra pay for Off Schedule Lunches, No Lunches or insufficient rest.

4- Do PMDL employees have an OJI Plan?

Yes, but it is not comparable to what PMNW employees have. Once an employee exhausts all their own sick and personal time they are eligible for Worker’s Compensation at 66% of pay. They can also keep health insurance in force if they pay 100% of COBRA rates.

PMNW employees accrue 12 days of OJI per year with no cap. This gives an employee 100% of pay, health insurance at 15% of COBRA rates and vacation, sick, OJI and pension accruals continue. Unlike Delta, when the employee is ready to return to work their job is waiting for them for up to 2 years.

5- Do PMDL employees get subsidized retiree medical coverage?

No. Delta has made it clear this will go away if the IAM loses. IAM members who retire before age 65 can save $3,000 per year for individual coverage and $6,000 per year for employee and spouse.

Join a Union

2010-09-09T14:19:00.000-04:00

2010-09-02T09:39:00.002-04:00

Managing The Peaks and Valleys

The airline industry has seasonal operation fluctuations. To manage these peaks and valleys, the IAM and Northwest Airlines negotiated the Special Leave Incentive Program or SLIP Leave. A SLIP Leave allows senior workers to voluntarily take a layoff with unemployment compensation. Additionally, workers on SLIP Leave continue to have medical insurance. They continue to accrue vacation, sick and OJI time. They accrue pension credits and seniority. They keep their flight benefits. Junior workers get to stay on the job and keep all their benefits. It is a win for all workers in the station.

This stands in stark contrast to the approach Delta has for managing seasonal downturns. Delta simply sends Ready Reserve workers home when their bid is over or they reach the cap number of hours allowed. This group of disposable workers gets no seniority toward a pay progression. They have no clear and defined path to get a full time or permanent position. They get no medical benefits, no vacation, no OJI, no sick pay, no long term disability – nothing but an hourly wage.

Delta commends themselves for the fact that they don’t lay off their employees. But this is not actually true. They simply use Ready Reserves to absorb the shock of seasonal downturns. Is this the best way to deal with the cyclical nature of our industry – on the backs of the most junior employees? We think using SLIP Leaves is the better way. It is guaranteed in our union contract.

Retiree Medical

According to a Delta informational sheet dated 12/01/2009, the monthly rate for PMDL retiree medical insurance for the Gold HRA is $624.47 for employee only. For PMNW - IAM retirees the rate for PPO Option B is $195.83. This represents a savings of $5743.68 in one year for IAM represented retirees.

For employee and spouse the Gold HRA retiree rate is $1248.94 per month. The retiree rate for PPO Option B for employee and spouse is $422.74. This is a savings of $9904.40 per year for an IAM retiree and spouse. Ed Bastian stated publicly at a 2009 Town Hall Meeting that Delta will not continue to subsidize retiree medical if the IAM loses.

2010-08-25T12:59:00.001-04:00

Adventures In Deltonia
The Tide Turns

In every town square throughout the Kingdom the bells were ringing. Many of the inhabitants of Deltonia flooded into the streets in wild jubilation. The Great Court had announced their decision. Henceforth all elections held in Deltonia would be decided only by those who vote. This meant that those who refrained from voting, for whatever reason, would no longer be counted as a vote for the King. Democracy might be at hand.

Bad News For The King

But not everyone shared the jubilant mood. Inside the Castle in Atlantia there was weeping and gnashing of teeth as the news was announced to King Richard. Sir Earl Michael of Campbell was weeping on the Royal floor and paused only long enough to shout at the Court Jester, who was snickering in the corner.

And the bad tidings did not stop. Several weeks later the Great Court found that the Court’s Leadership Team (CLT) had interfered with an election in the village of Simtechia. The Unionistas had long petitioned the Great Court to find that King Richard was not following the rules of the Court. At long last they found that the King had offered land to the peasants as a reward for refraining from voting. The King’s henchmen, said the Great Court, had had secret meetings with some of the peasants to persuade them. The Great Court said the election must be rerun.

And there were still more bad tidings for the King. It was clear that as the election came closer, more and more of the residents of Deltonia wanted to find out for themselves just what it was that the Unionistas stood for. Every day more Deltonians signed petitions requesting the Great Court to schedule an election.

The Message

The Unionista message was simple. “Our experience with King Richard was not a good one. We believe we can protect our families and our land best when we stick together and when our rights are guaranteed in writing. Although we do not trust the King, we trust the Lords of Wall Street who tell King Richard what to do even less. They care for nothing but gold and their actions are ravaging the land.”

The King’s Counterattack

In desperation the King turned the entire force of his Kingdom against the Unionistas. When Unionistas entered new towns to bring news of their cause, the King’s henchmen turned them away. Town criers were instructed to make announcements favorable only to the King. The King’s newspaper, Ye Olde Deltanet, carried stories each day to convince his subjects that disaster would befall them were they to vote for the Unionista cause. King Richard issued veiled proclamations to the populace suggesting they must vote NO, against democracy, in the coming election. “The Royal Family can best take care of your interests” said the King.

It appeared certain that a vote would occur before snow covered the fields. The Kingdom was abuzz with anticipation. The Unionistas knew that victory was within their grasp.

2010-08-18T13:28:00.000-04:00

THE SHELL GAME

NOW YOU SEE IT; NOW YOU DON’T!
DELTA IS UP TO THEIR OLD TRICKS

Ah! The art of the promise! Promises are like a guy who plays the field. You know the type; that sweet talker who tells every girl that comes along she is the ‘only’ one for him. Every one knows how that generally turns out.

My Delta friends, we are dealing with some very talented orators, gifted in the art fooling eager and hungry employees who are hurting for monetary help and improved benefits. They will promise you anything if you just buy into their talk about our magnificent future; our Family and our “culture”, whatever that entails!

We’ve all seen the con-artists who have the three half-shelled walnuts with a pea under one of them. All you have to do to get rich is guess which shell the pea is under. You always lose because of the slight of hand and the art of deception.

Delta has honed this skill over the years to one that is admired in board rooms and private clubs for the ultra-rich who run this country. Let me describe what I know about how good they are at it. In 2008 when we finished our merger and received equity shares we were told that 15% or 15 shares of the total value of the new carrier would be divided up among the employees and management. This would be determined by the price of the stock.

The 11000 combined pilot group got an agreement through their negotiators to receive 5.88 of the 15 shares; the management team (700) would receive 3.5 shares with another 1.62 shares to be given to future new managers and the rest of us or about 60,000 employees would divide up the rest of the shares which if you can do the math came out to only 4 shares.

You see, the ones who were under contract (pilots) and some of the top managers took over two thirds of the money.

In 2007, the last time we got profit sharing the division of monies was approximately along the very same breakdown. Yep! The rich getting richer and those under contract receiving exactly what they knew they would get under their iron-clad agreement. We got the measly leftovers.

Each and every raise we as non-contracted Delta employees have gotten over the last 20 years has eventually been taken away. Even worse, when we did get a temporary raise we would always have some other benefit diminished; (55 sick days a year down to 7, frozen pension, cash balanced pension disappearing, less holidays, HMO’s taken away, increase in prescription costs, insurance deductible and out of pocket increases, loss of over time pay when using ppt days, two weeks of vacation taken away, limits on OJI time, etc.)

This is how it works at Delta; every penny put in the left pocket will be removed from the right pocket simultaneously. That’s what our past has been without a union negotiating for us. Without a contract we really have nothing but flowery promises and temporary improvements that aren’t real when you look at Delta’s past history and talented “walnut” manipulators.

Seeing the truth for some is difficult especially if you have blinders on. Those of you who have been here for awhile know our past and need to let our new hires and Ready Reserves understand what their life at Delta will be like without a contract. It’s not a future your family can live with.

2010-08-13T10:21:00.002-04:00

A Lifetime Pension
or A Lifetime of Work

Today most workers in the United States are depending on their 401k accounts to provide them with a secure retirement along with Social Security. That is a big problem according to a PBS Frontline news broadcast in 2006. Here’s why.

1.To maintain a moderately comfortable existence in retirement, Frontline says a worker needs to have 80% of their pre-retirement income available after they stop working. For a worker who was making $40,000 per year, this would mean putting away nearly half a million dollars if they live 15 years after retirement.

2.Middle class workers almost never put this kind of money away. Jack Vanderhei of the Employee Benefit Research Institute says that in 2006 (before the financial crash) a majority of 401k participants had enough to last them 6 years after retirement. The Federal Reserve says that the average family savings in a 401k account is $29,000. To retire in comfort a worker would have to put around 17% of their pay into a 401k for 30 years. Boston College Professor, Alicia Munnell says less than 10% of Americans put in the maximum allowable.

3.Market volatility has devastated retirement accounts of millions of workers. National Semi Conductor retiree Winson Crabb told Frontline his 401k went from $120,000 to $52,000 because of market downturns. He was forced to return to work.

4.Workers are not trained to be investors, says Munnell. They are unlikely to know how to track market trends or shift investments. No corporate executive would allow the average baggage handler to handle their investments and yet that is what they are asking workers to do for themselves.

5.These accounts leak. Workers tend to use their 401ks as a “rainy day” fund or in emergencies. This means that over 50% of these accounts get degraded over time.

6.401ks have fees; investment, handling and maintenance fees. These fees are often as high as 3%. Often the employee is unaware of these fees.

7.The Pension Benefit Guarantee Corporation (PBGC) provides insurance for all Defined Benefit Pension Funds (like the frozen Northwest and Delta pensions). There is no insurance on 401ks. Employees are on their own.

In 1974 84% of an employee’s retirement, on average, was paid for by their employer. Today that figure is 49%. Corporations have been successful in shifting the burden of retirement from the company to the worker.

Delta’s pitch to workers has been: take charge of your future, own your own savings plan, get free money from your employer. But this rhetoric hides the fact that workers who have only a 401k will likely be working until they are no longer physically able or they die. Delta executive bonuses have kicked workers’ retirement to the curb.

There is an alternative. PMNW workers belong to the IAM Pension Plan. It’s safe, secure, guaranteed until you die and Delta pays 100% of the contribution. When we win representation, PMDL workers can enjoy the same benefit.

2010-08-08T12:28:00.008-04:00

DELTA
Stop Interfering In Our Election!!

The National Mediation Board has said in an official bulletin that, “The Carrier (Delta Air Lines) is not permitted to influence, interfere or coerce employees in any manner in an effort to induce them to participate or refrain from participating in an election should there be one.”

Here is the reality:

1- Delta has instructed employees that they must vote no in our upcoming election.
2- Delta regularly uses Deltanet and other Company resources to induce employees to vote against unionization.
3- Delta has not allowed thousands of employees to hear the positive aspects of unionizing.
4- Delta has promised raises and other incentives to persuade employees to vote against unionizing.

Let Them Know This Is Our Election
Let Your Voice Be Heard

NoWayAFA

2010-08-01T22:34:00.000-04:00

2010-07-27T18:03:00.003-04:00

ONE MAN’S DELTA JOURNEY

A TESTIMONIAL FROM BRUCE K. CHURCH

Way back in the late seventies I had the pleasure of meeting the right woman and eventually marrying her. A few years later we had an insurmountable marital difficulty and divorced; although she loved me, she just couldn’t stand me! I never married again and have no children. When you have the right woman and screw it up why try again?

Why would I divulge this life story? I tell the truth; a quality that isn’t always well accepted.

I’m about to tell all of you the truth and some of you won’t take it well; you are working for a management team and a philosophy that is not employee friendly. You are toiling for individuals that only care about themselves, their wages and bonuses; their survival, not yours.

My story is simple. I have always advocated for my fellow employees. It is in my nature and that is the only reason I have involved myself in every union organization attempt during my career at Delta Air Lines. I was never looking for union positions or power. I knew that I had a unique situation to risk it all and take them on (being single with no children). I felt a duty to champion good people and our union cause. I also knew that eventually Delta would move against me; an at-will employee in a ‘right to work’ state (right to be fired for no reason!)

Even when there was no union activity I wrote dozens of support letters to management both locally and corporately when employees were being disciplined or terminated. Over the years many employees approached me because they knew I would back them; they knew I had good standing because of my work ethic. They knew of my silent, behind the scenes advocacy for minority and women’s issues in the work place.

Management did not always appreciate my ‘interference’ with what they perceived to be their domain. One director snapped at me while in his office; “what business is this of yours!” My reply was that anything that negatively affected one of our good workers affected all of us collectively.

Delta’s approach is to generally attempt to talk employees away from union efforts by playing the “individuality” card. “Pull yourselves up by your own boot straps” they say; “you don’t need to pay someone else to take care of you.”

It is a lonely feeling to be ‘cut out of the herd’ by Delta and have little or no say in what they plan on doing to you regardless of ones’ guilt or innocence. They rarely differentiate between the two.
Delta attempted to put me through hell during most of 2009; a story that does not need to be told here. Suffice it to say that they used my writings and personal e-mails taking many of them way out of context to attempt to prove a false premise. They did this on purpose trying to intimidate me to stop the writings and the support I gave to other employees. Their intimidation did not work on me and never will.

Some of their efforts were so ridiculous and blatant that one had to wonder of the intellectual capabilities and real motivations of those doing it. I fought back by filing complaints with internal company sources (Equal Opportunity) in Atlanta; this was a mistake. They protect their own. Here’s some advice for all of you without union protection; take your complaints to outside sources, especially the United States Dept. of Labor. Delta abhors having complaints filed officially against them to the government. In past years Delta Air Lines has been ranked as one of the most complained about companies in America by their own employees. (The “Family” is dysfunctional!)

Yes, I made a few minor mistakes and after they fired me on January 12, 2010, they found out just how tough I could get with my writings!

The purpose of this testimonial is not to whine. I am doing just fine and will not return to Delta. I want this airline to succeed. I see our upside and it is in its fine people. The management philosophy is misguided and misdirected. Delta promotions are not based on background, intelligence or abilities but on blind, unquestioned loyalty to the “culture.”

This approach has damaged middle management to the point of incredible incompetency. They view themselves, right down to the PL position, as the chosen few. They regard most of us as an impediment to their success and think of almost all of us as a temporary problem to be removed from time to time.

They want you to be on your own and to think that you are safe within the “family” enjoying their “culture.” They want you to believe that they will be fair in any disciplinary action and that you need no representation when you are alone with them in their office.

This culture is designed to fool you and to use you as their ATM when they make decisions that negatively impact our financial well being. The only way to protect us from their roughshod mistakes is to get a contract that can’t be cherry picked when the going gets tough.

The economy might stay stagnant for quite some time and the happy talk is nothing more than a delaying tactic for when the other ‘shoe’ inevitably drops on all of us should we mistakenly turn our backs on our best salvation; unionization.

I wish all of your success and strength and I will be with you all the way!

Bruce K. Church

2010-07-19T08:35:00.000-04:00

THE DEEP END OF THE POOL

BEING ‘SAVED’ IS A RELATIVE TERM
DELTA NEEDS COMPETENT PROFESSIONALS

Some of my most fond memories in life are those I spent with family going to public swimming pools. What fun it was to smell the chlorine and splash with strangers in the shallow end of the public pool knowing that all were safe because of the care demonstrated by the municipality and the vigorous lifeguards on duty.

We felt safe because we were safe! We had a city that wanted to provide fun and frolic for the citizenry and a publicly paid for facility that allowed all people no matter their situation to be equal and share in the fun of wetness.

What I also noticed was that the talented swimmers and divers knew their abilities and limitations. Most people didn’t venture into the deep end of the pool; they stayed in the shallow end and frolicked with strangers and new friends. It was an experiment in human contact and public exposure; it was a tremendously mutually rewarding experience in relating with one another. I loved it and miss those early moments of my life and the interaction of human beings.

Right now at Delta we are being asked to venture in to the deep end of the pool on an almost daily basis; we are told that professionals line the shore and are there to rescue us in case we get in over our heads. Don’t be fooled by this propaganda. The folks who ask you to swim into the deep end of Delta have no skills in rescuing others or even care about whether or not you can navigate the waters. They only care about themselves and the instructions they receive from their handlers.

They want you to trust them even though they can’t swim professionally themselves; they ask you to vote against the unions that have offered their assistance and they expect you to believe every word they say.

I have been in the deep end of the pool with these novices and I can tell you of their real intentions. They have no skills in saving drowning swimmers. They might not even paddle out to help you if you run into conflict with the Delta waters. Even if they do show interest in your problems and venture into the water, chances are that they will push you under just to save themselves.

What we will accomplish through unionizing this airline beyond our own monetary needs is that we will force competency on to those who have little or no skills. The ‘lifeguards’ that have been hired by Delta to watch over our rights and benefits have no real experience or even desire to help individual employees with their problems.

After a union victory our difficulties will change almost overnight. Have faith my friends and know this; swimming in the deep end of the pool at Delta will no longer be a hazard to you life with the competent over watch of the union. The union ‘lifeguards’ actually have skills and care about whether or not you can back stoke your way to safety.

2010-07-08T09:37:00.004-04:00

At Will Employee Status is Explained by
New Jersey Employment Lawyer Steve Cahn

2010-07-01T18:54:00.002-04:00

Ben Hirst and the IAM

Last week we spoke of Richard Anderson's management philosophy which included maintaining a close relationship with the unions and their leadership. Mr. Anderson believed that having an open and fair relationship with the unions was a key element to the Company's success. Today we will share Delta's General Counsel and Senior VP Ben Hirst's view on union and the IAM's role in the airline industry.

Mr. Hirst also worked at Northwest Airlines, under Richard Anderson prior to hiring on with Delta. Mr. Hirst's title then was Senior VP of Corporate Affairs. He was a key member of the Richard Anderson management team. Here are some excerpts from a speech he gave at one of our IAM District 143 Conventions.

While addressing over 100 union delegates who were in attendance, he asked the question "Why should we care about the union movement?" He then answered his question as follows: "Well, the union movement supports a decent standard of living for its members, supports job security, which in my opinion is in the Company's interest and not just the interest of individual employees... job security provides stability in a work force [and] is a very important element in delivering a product like ours and doing it in a very safe way. Because of this, you have to associate unions with family stability."

He went on to say, "Unions, because of their ability to bargain for decent wages, support not only individuals... but also the local economies." Mr. Hirst also stated, "Unions stand for safety in the workplace. That is a point I make in Washington again and again and again."

He concluded by stating, "I think at the end of the day unions stand for human dignity because they represent people coming together and standing up for themselves in an environment which sometimes is brutal enough to overlook the importance of individuals. So I tell you where I come out on all of this is that the union movement is a very good thing. I learned that in a hard school."

The IAM couldn't agree with you more, Mr. Hirst.

2010-06-25T20:39:00.002-04:00

Management Philosophy

On January 6, 2000 the Chief Operating Officer for Northwest Airlines, Richard Anderson issued a memo entitled "Management Philosophy". There was a subheading of 'Keep In Your Top Desk Draw', referencing the fact that the memo should be used as an important guiding document.

The memo goes over the need for management to be honest in dealings with employees, the need to recognize good performance, holding people accountable for reaching goals and providing candid, respectful feedback to employees and colleagues.

Included in the memo was the following paragraph: "In addition we must maintain a close relationship with our unions and their leadership at all levels. We must have an open and fair relationship with our unions, as they are important to our success. All parties must abide by the terms and conditions of the applicable collective bargaining agreement. We should expeditiously settle grievances, preferably at the local level and always be candid and direct in our dealings with labor officials. Our operation will only run well if we have good relationships with our people and work together with their collective bargaining representatives."

2010-06-18T10:20:00.000-04:00

CORPORATE GOVERNANCE

CORPORATIONS HAVE ONLY ONE MASTER
MONEY AND GREED GUIDE THOSE WHO MAKE DECISIONS

The last two months have caused all Americans to recoil at the devastation that is occurring in the Gulf of Mexico because of the tragic oil spill that continues unabated. We are all devastated by the destruction of our environment and the damage that has been done to a region of our country that is vital to all of us. Our fisheries have probably been permanently damaged and a way of life for millions of workers has been put on hold.

Everyone knows that a large percentage of the seafood that Americans consume nationwide comes from the gulf and we all understand the calamity that this industry has already suffered. What about the related industries; tourism, processing, airlines, etc? All of us fear that this unnatural disaster will destroy the financial lives of millions of American workers and their families’ financial future.

What is disturbing is BP’s answers to the troubling questions posed to them since the outset of this man-caused disaster. Their CEO has been quoted by various news outlets saying some of the most outlandish and disturbing comments that have angered Americans and most of the rest of the world.

His cavalier responses to questions posed by reporters have been less than honest or even accurate. He has stated that this spill is not an environmental disaster but a minor problem. His assessment of the flow rate of spill was initially only 1000 barrels a day or 42,000 gallons. His company’s accident response plan was fabricated and made out of whole cloth in an apparent hastened way to save money. He insisted that his multi-national conglomerate company had a plan in place to deal with a spill ten times larger than the one now occurring and he wished that “he could have his life back” and felt inconvenienced by the whole affair.

In other words; he is plays fast and loose with facts! Why? The whole world is watching and he is dealing with the most powerful nation in the world. Why would he convolute the truth and tell unabashed lies to America about the situation?

He does this because his primary responsibility as a CEO of a major international corporation demand that he show loyalty to those who hired him and pay his salary; to those who buy shares in BP. He is merely standing up for the people who lavished upon him the lifestyle that he so sorely misses when he wished he had his exorbitant lifestyle back. He is representing those who hired him not those who suffer from the mistakes his enormous company has made.

What does this have to do with us and Delta Air Lines? Ask yourselves what do you think the Delta Board of Directors and Richard Anderson would do in a similar situation?

They have only one loyalty and that is to keep the price of stock high in order to bring value back to those who allow our upper management team to continue their lavish existence. When Richard Anderson tells employees not to unionize because he will take care of all of them without representation, do you really believe him? His primary responsibility is to those who pay him, not to those who successfully process passengers every day. Promises of the past will quickly be forgotten during downturns and unforeseen problems that are always presenting themselves in the ever changing airline environment.

We need, now more than ever, representation as employees of the largest airline in the world (for now!). We cannot rely on those who would lie to the world about what they have done just to continue their enriched lifestyle. We would all “like our life back” and the only way to ensure that happening is to unionize Delta and have competent representation through the IAM going forward. Victory will gain us permanency and stability; it is the only way.

2010-06-11T13:22:00.002-04:00

These are real life choices that involve your future at Delta.

The message, tone and philosophies could not be in starker contrast to one another.

1. Delta Human Resources Manual first three lines reads as follows:
“This section of Delta’s Human Resources Practices Manual sets forth the terms and conditions of employment. Delta reserves the right to amend these terms and conditions of employment at any time for any reason. Just as all personnel have the right to resign their employment with Delta at any time and for any reason they choose, Delta may terminate the employment relationship with any employee at any time and for any reason.”
Versus …
2. The current IAM PMNW Clerical, Office, Fleet and Passenger Service Agreement (COFPS Contract) Article 1, page 1, states:
“The purpose of this agreement is, in the mutual interest of the company and of the employees, to provide for the operation of the services of the company under methods which will further to the fullest extent possible the safety of air transportation, the efficiency of operation and the continuity of employment under conditions of reasonable hours, proper compensation and reasonable working conditions.”

We believe these few sentences speak volumes. We believe the choice is obvious, also, as to which work environment and work philosophy you would want to be involved with.

You decide!

If you decided the second option is the answer, then you need to sign an election request card today. It provides you with the opportunity to petition the National Mediation Board to hold an election to decide union representation issues. Without an election, the first option is the best you can expect.

2010-06-04T09:07:00.000-04:00

Growing Older

For airline workers who are growing older, or if you plan on working at Delta for more than a short time, having a union is an absolute necessity. Here’s why:

Pension #1 – IAM union workers have no Social Security offset on their frozen Northwest pension, as PMDL workers do. The December 9, 2008 edition of Red Tales, available at www.redtalesonline.com, explains how a 30 year union employee makes $386.55 more per month in retirement than a 30 year PMDL employee because the IAM worker has no Social Security offset.

Pension #2 – PMNW IAM members are part of the IAM National Pension Plan, a safe, secure defined benefit pension plan. It is 95.6% funded and rated in the top level “Green Zone” by the U.S. Government. It pays benefits for as long as you are alive after retirement. This is not true for a 401k, which could run out if you live too long after retirement. In addition, the IAM Pension is not subject to the volatility of the stock market as a 401k plan is. The IAM Pension currently pays $45.22 per month per years of service.

Retiree Medical – PMNW IAM members who are retired save around $3,000 per year when compared to PMDL retirees for employee only medical insurance. For employee and spouse the saving is nearly $6,000 per year. If you retire at age 62 you would save $18,000 by age 65 when Medicare begins.

OJI Pay – Airline workers’ bodies get beat up over the years. Many PMNW IAM members have over a year of OJI pay accrued by the time their bodies give out (accrued at 12 days per year). This allows them full pay, full benefits and a real safety net when their knees, backs and shoulders wear out. PMDL employees don’t have a comparable benefit accrual. PMNW workers also generally have more sick accruals than PMDL. This comes in handy as you age or become seriously ill.

Growing Old In Service – Our contract allows workers with 25 years of service and age 55 to perform light duty work when they are unable to perform all functions of the job.

Long Term Disability Insurance – PMNW employees get 66% of their pay compared to 50% for PMDL, when on LTD. PMDL employees also have to wait for 3 more months before they can even collect LTD (6 months vs. 3 months). PMNW employees can receive up to 3 years of benefits with possible extensions, while PMDL employees receive 6 months of LTD with possible extensions. If you return from LTD your position will be available for you if you are PMNW. This is not necessarily true if you are PMDL.

2010-05-24T16:15:00.004-04:00

Then And Now

On May 5, 2008 Delta V.P., Mike Campbell said of NMB member, Linda Puchala, “She enjoys broad support among the airline industry and labor community…we urge the Senate to confirm Puchala as soon as possible.”

On January 10, 2010, the ATA, of which Delta is a leading member, urged Puchala to disqualify herself from making a decision on the rule change because of bias toward unions. Which is it, Mike?

NMB Makes Rule Change

After nearly half a year of receiving public comment, deliberation and crafting a final opinion, the National Mediation Board decided on May 10 to change union representation election rules. Elections held after June 10 will not count those who don’t vote as votes against a union.

During the public comment period the Board received 24,962 submissions. Over 23,000 of these were in favor of the change, including over 200 U.S. Representatives and Senators from both parties.

Delta Air Lines Corporate Leadership Team has been a virulent opponent of this democratic measure which would bring airline election rules into line with every other election held in the United States. Deltanet was filled with letters and memos opposing the rule change, quickly after the decision was made.

Their opposition can be summarized in the following points:
1- The NMB does not have the legal authority to make the rule change.
2- The rule has been in place for a long time.
3- It will be nearly impossible for workers to vote a union out once it is certified.
4- A minority could force the majority to belong to a union.

Each of these objections was clearly answered in the NMB’s decision.
1- Last year the Supreme Court ruled specifically, in Federal Communications Commission vs. Fox Television Stations, 129 Supreme Court 1880, 1881 (2009) that Federal agencies have the right to make and change their rules. The NMB also noted that Congress intended the Board to have final say in union representation elections.
2- Many unjust rules, laws and institutions stay in place for a great many years, slavery and segregation, to name a few. This is simply not a sensible argument. The Board noted, as well, that the rule was in place "not on the basis of legal opinion and precedents, but on what seemed to the Board best from an administrative point of view." Because of technology and communication advances that allow all employees to be informed about the election process, there is no longer the risk that "an informed minority will overwhelm an oblivious majority’, the Board said.
3- The NMB said, "Currently, an individual employee or group of employees who no longer desire to be represented by a union must solicit a showing of interest from their fellow employees and file an application with the Board." The group, if successful would then decertify the union. The Delta Ground Pilot Instructors just recently did this and were then outsourced to Delta Global Services.
4- The Board said, "The current rule is contrary to common standards of democracy where the outcome of an election is determined by a majority of those who vote." Those who oppose the union need simply to vote.

No longer will indifference, inertia or fear dictate whether employees are able to unionize or not.

2010-05-17T11:47:00.000-04:00

REACHING THE BOTTOM

BEING THE WORST IS NOT ALWAYS AN UNPLANNED STRATEGY
MANAGEMENT GOAL IS TO ERASE ALL PAST MEMORY

Some corporate goals are so hard to reach sometimes that failure seems like an unavoidable outcome. At Delta, management teams are asked to plan what they want to accomplish; some are ‘guided’ to search and reach for lofty scenarios and they are encouraged to look at KPI’s (Key Performance Indicators) to assist them in successfully obtaining their objectives at year’s end. Whether it is department goals or city goals; individual supervisors or managers are ‘directed’ to map out what they feel they should accomplish and then design a road map or plan to accomplish their end game.

It all sounds good but the “devil is always in the details!” What if the whole strategy is sabotaged to begin with? Could it be that the middle management hasn’t a clue as to what upper management’s goals really are? Perhaps the people at the top have no interest in the long term viability of the company and are just on property to extract personal wealth? It has happened before. It is happening now at many companies and it will continue to happen in the future.

Delta Air Lines has reached the bottom. We have sunk effortlessly all the way to the rocky base without much outside assistance. How could that happen?

It was easy; that was the plan. Delta top management has no interest in any of us. Just look at your wages, benefits and your health safety net. The real plan is to get rid of permanent employees; employees with past memory of the good old days. Just reading this blog will tell most casual observers that young employees are Delta management’s most loyal supporters. With very few exceptions, Delta die hard supporters are new.

They don’t know any better and they only have a view of America the ‘average.’ They are too young to remember the better days when corporations provided a quality service because of long serving and motivated employees who were adequately compensated with fair wages and benefits.

We have gone through two decades of declining prosperity and the young don’t have an imprinted memory of “America the Beautiful.” We older employees are remise in our duties when we don’t remind our younger employees what this country is capable of. We do not have to sit idly by while thieves and corporate raiders strip us of our strength and dignity. We can right this ship and indeed, it is our duty to do so.

Let’s force excellence on Delta by unionizing this carrier from top to bottom!

Delta management’s goal is to create a temporary workforce that renews itself approximately every 24 months. It should be obvious even to the most diehard Delta supporter that the Ready Reserve program is our future without a union and a contract. How many more long serving employees can we afford to lose who know the real truth?

Delta’s strategy is to elongate the voting process and blame the delays on the unions. Each time a 30 year employee leaves they take with them the truth and knowledge of what this airline was in the past and what it should be now and in the future.

We can no longer allow this to happen. It is incumbent on all of us to remind the new employees how important is the job that we do. Our passengers deserve better. We all know it. The Union way is the excellent way.

2010-05-12T12:08:00.003-04:00

Machinists respond to NMB rule change

The National Mediation Board (NMB) today published in the Federal Register its final change to rules governing representation elections conducted under the Railway Labor Act. The complete ruling is posted on the NMB web site. http://www.nmb.gov/

“Thousands of Machinists Union members and hundreds of members of Congress told the NMB that it was time to end its 75-year practice of imposing a viewpoint on people who, either by choice or by chance, do not participate in representation elections,” said IAM General Vice President Robert Roach, Jr. “IAM attorneys will evaluate this new rule to determine its impact on several upcoming elections in the air and rail industry.”

Under the NMB’s previous election guidelines, 50+1 of eligible voters in an election were required to participate in the election in order for the NMB to certify a union. Anyone who did not cast a vote was automatically considered to have voted against union representation. In contrast, union representation elections conducted under the National Labor Relations Act, as well as all other public elections, are decided by a simple majority of those who actually cast a ballot.

The NMB’s new rule will take effect 30 days after being published in the Federal Register.The Machinists Union is the largest air and rail union in North America, representing more than 130,000 workers covered by the Railway Labor Act. More information about the Machinists Union is available at http://www.goiam.org/ and http://www.IAM4Delta.org

2010-05-04T10:11:00.002-04:00

Executive Compensation
Why Do We Care

“Corporate pay packages have gotten out of control. It has become a salary derby out there.” Former Delta CEO, Gerald Grinstein in 2007 after refusing post bankruptcy bonuses. -USAToday

We don’t begrudge Delta executives being well compensated, especially if that compensation comes with greatly improved service or financial health. What is clear from the figures displayed below is that compensation increases for top Delta executives had nothing to do with service or financial health. The CLT simply used their employees as an ATM machine. Bankruptcy was used as a business tool at both Northwest and Delta to reach into the pockets of employees and take out millions. This was lost vacation, lower wages, slashed benefits. That is why we care.

2005
Gerald Grinstein - CEO-$382,207

2006
Gerald Grinstein – CEO-$343,402
James Whitehurst – COO-$417,370
Ed Bastian – CFO-$443,369
Glen Hauenstein - EVP-$388,675
Joseph Kolshak – EVP-$386,675
Total for 2006 - $1,979,698

In early 2007 Delta emerged from bankruptcy. The figures below give a clear idea of what Richard Anderson means when he refers to bankruptcy as a business tool. Dramatically increased executive compensation accounts for a significant portion of what employees were forced to give back.

2007
Richard Anderson – CEO-$11,296,759
Ed Bastian – President &CFO-$10,298,340
Mike Campbell – EVP-$6,380,261
Glen Hauenstein – EVP-$7,333,300
Lee Macenczak – EVP-$5,939,836
Total for 2007 - $41,248,496

2008 was similar to 2007.

There were large increases well down into the executive ranks.
All figures from projects.ajc.com.

2010-04-29T09:36:00.001-04:00

A FAMILIAR ODOR

EVERYONE NOTICES WHEN THE WIND CHANGES DIRECTION
WHAT’S IN THE AIR ISN’T ALWAYS PLEASANT!

Our senses are what bring us pleasure in life. Whether it is the joy we derive from a warm touch or seeing one of nature’s great works of art formed by millions of years of wind and weather and the erosion of time. Life is made more enjoyable by emotionally experiencing, tasting, seeing, hearing and touching the world around us.

Oh, and let’s don’t forget the one sense that brings all the other senses into focus; the smell and aroma of things. Who can forget how the first spring morning smells just after a light sprinkling of rain; the tulips and their light fragrance with the cleansed air that arrives just as the rain stops.

I love a well prepared meal from an exotic part of the world and can usually guess what country the food originated from just by the fine smell of it when I enter the restaurant or kitchen where the food is prepared. Memories come flooding in from my past vacations and experiences garnered from the aroma of each dish.

Yep, it’s the smell of things that causes us to remember our past and cherish the memory of the lives we have lived.

Smells can define our mood as well. Some smells can bring back unpleasant memories and periods of our lives. Other aromas remind us of sporting events or exciting experiences we might have had; whether it be little league football or baseball and the fresh cut grass or the perspiration from exerting one’s self in the pursuit of victory. We have all had these moments in our lives that we enjoyed and pleasant aromas can open the floodgates of our memories causing joy and happiness to filter back into our minds and lives.

Some smells cause other memories. At the SL International Airport there is a not so pleasant smell that most workers experience from time to time. When the wind shifts out of the North where the Great Salt Lake is located and the hard blow brings in a Northwest storm the lake can churn up and bring back the lingering smell of our past pioneer heritage. The Lake is so salty that everything that was dumped into it over the millennia is still pretty much there and quite pickled. The lake bottom gives up its smell during these times and it is not nice.

There is another smell that comes to the tarmac on occasion. A hundred years ago there was a pig farm close to the airport. The land has been reclaimed and turned into pasture acreage but every so often you can still smell the long since departed pigs. Some smells never go away no matter the work or weather. It is a uniquely disgusting experience to smell remnants of the distant past especially if it concerns pigs!

There is an attempt right now to repackage the same old product we have received in the way of pay and benefits. Richard Anderson and Human Resources under the tutelage of Mike Campbell have had their ‘cooks’ and ‘artisans’ retooling and reshaping the image of the lousy pay and benefits that we have experienced over the last decade. Don’t be fooled by how they have made things seem, look, feel and for that matter, taste!

The false visual image they have carefully constructed is nothing more than a façade analogous to cheap furniture with doors and drawers that don’t actually open or function. It is all designed to be pleasant to the eye but gives no real help or sustenance.

Long serving Delta employees have learned to lift up their noses to the changing winds and take a long hard pull of the true smell of what’s coming. The winds have finally changed direction and you will know the product they are peddling by the distinct aroma that is blowing in. Believe me my friends; it’s probably not tulips that you smell!

2010-04-21T08:41:00.002-04:00

Ready Reserve Notes

Fact #1 – This program is growing rapidly, as Delta seeks to improve their financial performance on the backs of Ready Reserve workers. Here is what Delta’s Vice President of ACS Stations, Carol Zupancic, said in a March 4, 2010 F.I.T. conference call. “We have grown over the last 18 to 24 months to over 3,000 Ready Reserve when before that we have had less than one third of that.”

Fact #2 – Without union representation Ready Reserve will continue to grow. Zupancic says in the same conference call, “We’re moving toward managing with hours and I think that will give the station managers a lot more flexibility to manage the operation.” What she means by this is Delta will give station managers the ability to staff with as many Ready Reserve as they want, as long as they cover the hours needed for station operations. Without a union contract that specifies percentages of part time and full time workers that can be used, the Company is free to do what they want.

Fact #3 – In recently insourced Delta stations the Company is utilizing large percentages of Ready Reserve workers, according to IAM members in those stations. These employees, who have no health benefits and accrue no seniority, vacation, sick, OJI or pension, are cheaper to employ than outsourced workers. That is why Delta is opening up a number of stations. Delta also hopes these increased numbers will affect the union representation election in their favor.

Fact #4 – Ready Reserve’s primary function is to provide the absolute cheapest labor available, not to manage peaks and valleys of operations. Listen again to what Zupancic had to say. “In ATL flights are going in and out of gates all day long. There really is no such thing as peaks and valleys that you would have in other locations.” This means from an operational standpoint nearly all ramp jobs in ATL could be full time benefited positions. Yet Delta employs over 1,000 Ready Reserves in ATL because of their desire for the cheapest labor possible.

Fact #5 – The Ready Reserve Program is bad for all workers at Delta, whether full time, part time or Ready Reserve. Unquestionably, Ready Reserve creates a revolving door workplace. This destabilizes the job. That’s not good for business. In a customer service industry like ours, we believe the passenger benefits when employees are invested in their jobs and see the possibility of a long career.

Fact #6 – Pro union workers are not against Ready Reserve workers. We are against a category of worker that receives no benefits and no seniority for the time they put in. When the IAM wins the election we will negotiate to make sure the only difference between Ready Reserves and other employees is the number of hours worked. Whether a Ready Reserve worker is some one waiting for a permanent position or a firefighter who wants a second job, they deserve seniority, sick pay, OJI pay, vacation accruals and a pension.

Fact #7 – Delta is moving quickly to WalMartize our industry. That’s not good for anybody, except shortsighted executives who aim to line their pockets. This process can be stopped, but only with a union contract.

For more information visit www.iam4delta.org

2010-04-13T11:58:00.003-04:00

IAM's Progress at Delta Strikes a Nerve

The IAM Transportation Department led a week-long, nationwide organizing blitz of Delta Air Lines workers that was so successful the airline’s CEO resorted to the threat of arrest in hopes it would impede the organizers’ progress. He was wrong.

More than 100 organizers from the Transportation Department, Grand Lodge Organizing Department, Southern Territory, Districts 141, 142 and 143 and a half-dozen Local Lodges nationwide engaged thousands of Delta workers through personal visits to their home and by telephone. More than 2,500 homes were visited in Delta’s home city of Atlanta alone.

“Locals in Detroit, Memphis, Minneapolis and Seattle reached out to thousands of Delta workers to answer their questions about the Machinists Union and the election process,” said Transportation Coordinator Jay Cronk. “Teams of IAM organizers visited Delta workers throughout Atlanta, New York and Salt Lake City. In an overwhelming majority of cases, Delta workers welcomed the opportunity to speak with IAM representatives outside of their workplace. Delta’s use of fear and intimidation to prevent employees from learning about the IAM at work is widespread, but at home the employee is in charge and they are open to hearing what the IAM has to offer.”

Some issues repeatedly raised by Delta workers included how Delta managers question workers seen speaking to union representatives, why Delta refuses to allow the IAM access to workers and how union literature is routinely destroyed by management.

Another measure of the IAM’s success is Delta’s response. CEO Richard Anderson urged employees to call the police if they felt threatened by the IAM trying to speak with them. The IAM received no reports that anyone took this advice or felt threatened. To the contrary, many people reported that they felt relieved to be free to discuss the union for the first time.

“The IAM will speak with every Delta employee who has questions about the Machinists Union,” District 143 President Stephen Gordon. “We are not intimidated one bit by Delta’s threats. In fact, so many Delta workers we visited signed the election request cards necessary to hold an election we intend to expand the home visit program to additional cities.”

More information about the IAM's campaign at Delta is available at http://www.iam4delta.org/.

2010-04-06T13:36:00.000-04:00

LEAVING WITH A SMILE

LOSING A JOB BUT FINDING A MISSING SOUL
I SHOULD HAVE LEARNED MORE OF YOUR NAMES!

The odds are that very soon Delta and I will be parting company. Actually it was their idea but I had a lot to do with it. They no longer see value in my contribution to the operation and I can’t ignore their lapses in integrity anymore. I am not bitter or mad; there is no anger or anyone to blame. It is a divorce long in the making. For quite some time now I have been on auto pilot, cruising from plane to plane doing my job but not enjoying how below average we have become.

Some days you have to walk quit a ways to find anyone who cares the way they should about what we do. That’s no way to behave but Delta seems satisfied with less and we seem ready to not disappoint them. It is obvious that Delta management is calculating how bad the service can get before the customers leave us. A temporary workforce affords Delta the luxury of not spending too much on us and they are getting what they pay for.

My city has 10 people who are indispensible. One or two are even management. If all ten stayed home on the same day we would have to shut down. Management has been promoted to levels they cannot perform at so they make supervisors do their jobs. Trouble is that this leaves the workers without sufficient direction and guidance. Implosion might be inevitable.

Had it not been for some very competent people entering my life in October of 2006 I would have already left. We invited the IAM to help organize us on the ramp into a union and they restored our dignity. They gave me back my vigor and my voice and they allowed me to use my College education. This was something Delta never asked for or even wanted.

After school for some reason I aimed low in life and eventually found myself working for Delta. I always worked hard and gave an honest days work but I don’t think Delta noticed. It didn’t seem important to them and they never challenged anyone to excel. It is not in their DNA. They don’t expect much from their workers and it shows. This is a sad commentary on a company that used to be great and has so much potential upside.

But chin up everyone. I have been extremely impressed with the Northwest people I have met. They are good, hard working agents who care about this business. The union is them. You will find that out soon and will be impressed with their work ethic and professionalism. We desperately need an infusion of what they have. It is exactly what we lack. Focus! They know where they’ve been and what they’re up against. They will not abandon each other. In other words; the union is here to stay!

Thanks also to all my Delta friends and especially those who find me tedious. I enjoy all of you and loved making some of you occasionally uncomfortable.

This was never about any one individual and so I won’t thank the bald headed friend who helped me regain my life and purpose. You are all magnificent people. I might not have learned all of your names but I appreciated every one of you; Delta and Northwest. After graduation I left the University of Utah in 1977 not even bothering to stick around to put on the cap and gown and receive my diploma.

Thanks for allowing me to finally take that walk and fulfill my promise. Union now; union yes.

Bruce K. Church

2010-03-27T21:37:00.002-04:00

How Wages Are Set

In the movie "Grapes of Wrath" starring Henry Fonda, farmers from Oklahoma are driven off the land by drought and the Great Depression. They go to California on the promise of jobs picking fruit in the orchards. When they arrive they are met at the orchard gates by others like themselves who are protesting. They are protection because the orchard owners have cut the price paid per bushel by 3 cents. The protesters appeal to the new arrivals not to go into the camp. Desperate, the new arrivals go in, only to have the price per bushel cut again. A new group goes in at the lower rate. They don't have a union. But they need one.

John L. Lewis, the most well known leader of the United Mine Workers, put this concept a different way. He said, "I fight for the union because I don't want to have to work for what the most desperate man in the land will work for." In a nut shell, the purpose of a union is for workers to defend themselves against the competition owners of airlines, orchards or factories try to force us into with each other.

Wages in the airline industry historically have been high because of a high rate of unionization. Competition between workers has been low. Each time a union contract became due, workers at that carrier would leap frog workers at other carriers. A few percentage points at a time wages would go up year after year. Even a non union carrier like Delta saw wages go up to keep pace with workers at union carriers.

Airline owners and executives began to seriously develop the idea of bankruptcy as a business tool after 9/11. Michael Levine, a Northwest Vice President in 2003 explained that bankruptcy or the credible threat of bankruptcy must be used to force concessions on workers who were resistant. Workers were stampeded with job blackmail. If you want a job at all, you have to vote for a contract that guts you financially, said the airline executives. The leap frog pattern was reversed. The race to the bottom was in full swing.

Airline workers have recovered mentally from the blows of the first decade of the 21st Century. We know that concessions only breed more concessions. We are poised to regain what was lost in bankruptcy. More than ever before, airline workers know that we can not allow one group to be used against the next.

There is still one big threat to our ability to rebound. If the largest airline in the world is non union, that airline will set industry standard and drive it downward. Some have called this the WalMartization for obvious reasons. Other airline workers will be forced to compete with that standard. Of course, the opposite can be true. If we are victorious in our union drive, the stage is set to restore our jobs to career jobs.

Wages are set by one thing; our ability to stick together.

2010-03-17T10:35:00.002-04:00

It Doesn’t Have To Be This Way

In July of 2008 Thomas Kochan, Co-Director of the Institute for Work and Employment at the MIT Sloan School of Management warned of problems ahead. He was testifying before the U.S. House Committee on Education and Labor on the effect of the Northwest-Delta merger.

Kochan said, “If the labor and employee relations issues that will confront the merged organization are not addressed satisfactorily prior to or as a part of the merger process, the merged organization will experience intense and prolonged labor management conflict over organizing rights and representation and in negotiations of labor agreements.”

He says further, “They [Delta] should work with the existing unions at Northwest… and should identify how they are going to manage the representation process so that there isn’t a prolonged conflict.”

If Delta does not take a positive approach toward resolving representation issues, Kochan predicts “a workplace culture fraught with tension, bitterness.”

Wrong Path

Unfortunately, in the 20 months since Kochan testified, Delta has embarked on a path that has convinced many PMNW employees and PMDL employees that they are not a valued part of building the largest airline in the world.

PMNW and PMDL employees who are prounion have both experienced intense scrutiny and hostility from Delta management. Delta has made it difficult for the union message to be heard. Deltanet has become a daily purveyor of an anti union message. There is no pretense of neutrality. Many PMDL employees are nervous to even be seen discussing the question of representation.

Bonuses, raises and stock payments to executives have exploded in the last 2 years. At the same time, Delta management has refused to give PMNW employees raises, at first saying our contract prevented this. They then reversed themselves saying that they could but would not. PMDL did receive raises, including a promise of more after the union vote. There have been few who did not see through the use of “money on a string”. This was a move clearly intended to sway the vote.

Kochan describes a different way to proceed and we hope that Richard Anderson can reverse course and stop the damage that is being done to our airline. The MIT professor says 3 steps should be taken:

1- The Company and the union should negotiate Rules of Conduct for the representation campaign that would allow a neutral atmosphere to be established.
2- Both parties should meet to discuss how a positive workplace culture can be established.
3- Both parties should engage in discussions on a long term compensation plan and should redesign union management processes for contract negotiations to avoid protracted conflicts.

Kochan says having a union “is not a luxury and it isn’t something that is only appropriate in good times. It is even more important during stressful times, during difficult times. The evidence is very clear that over a long period of time that represented employees fair much better than non represented employees during difficult times, during times of recession.”

2010-03-11T13:07:00.000-05:00

CORPORATIONS GAIN ‘HUMAN’ STATUS

SUPREME COURT RULING ENDANGERS ALL WORKERS
LOGOS NOT JUST FOR NASCAR ANYMORE!

Recently the Supreme Court ruled 5 to 4 that corporations had the same free speech rights as individual American citizens and could give unlimited amounts of money to the political candidates of their choosing. This controversial ruling was roundly criticized across the country as the worst ruling in nearly a century.

The ramifications of this are startling to workers in America for many reasons. Never mind that American workers have been losing ground for decades as benefits and wages have been slashed and curtailed. This decision will allow companies to basically decide who gets elected and who doesn’t. They already have tremendous influence as the rules are set up now but this ruling will completely tip the balance.

To those of you who counter that the same benefit is afforded other entities such as unions; you should understand that many companies have almost unlimited capital to utilize in the buying and peddling of influence in the political arena. Unions are not for profit organizations that represent employees when dealing with these very same corporations; they simply don’t have the money to out bid the vastly richer business world.

Think about it! Those politicians who traditionally represent the middle class; who stand up for the rights of workers will be targeted by unlimited funds and chased out of office. Never mind your politics, if you are an average worker toiling in a large American Corporation; companies will use their money to ‘buy’ politicians that will pass laws aiding these very same companies to keep their money.

If you think your pension sucks now, wait a few years. If you feel that your medical premiums are more than you can bear; don’t hold your breath in getting help from the next elected congress. If you are a temporary worker chances are you will always be a temporary worker.

The next time you turn on C-SPAN to watch your favorite congressman or senator rail about a particular subject dear to him or her don’t be surprised if what is coming out of their mouths is complete garbage bought and paid for by someone with deep pockets such as Wal-Mart!

Congressman Alan Grayson of Florida said it best recently on a ‘pundit’ network when he wondered what this ruling might mean. He described the future in very bleak terms. Will Senators now take the floor of the senate wearing logos of the corporations they represent looking much like NASCAR race car drivers?

In the near future as debate rages passionately on the floor of the house will a congresswoman take out her favorite candy bar or beverage and tout its advantages over other products? These folks are already influenced enough and the work the country needs done is mired in stalemate.

We in our Delta Air Lines union campaign need to understand that this year might be our last chance to win our union struggles as corporations wield their mighty monetary power and influence. We must grasp this moment of opportunity to win this union fight before the ‘logo’ people sell us all down the drain (O)!

2010-03-03T20:55:00.001-05:00

HOW TIMES HAVE CHANGED

We were cleaning out desks and sweeping away cobwebs the other day and came across a piece of memorabilia. It was a memo from Richard Anderson, then Chief Operating Officer of Northwest Airlines, from January 6, 2000. The memo was entitled "Management Philosophy" and had a subheading of "Keep In Your Top Desk Drawer", an obvious reference to its importance and the need to use the memo as a key guide to behavior.

The memo goes over the need for management to be honest in dealings with employees, the need to recognize good performance, holding people accountable for reaching goals and providing candid, respectful feedback to employees and colleagues.

What we found most interesting was the following paragraph:

In addition, we must maintain a close relationship with our unions and their leadership at all levels. We must have an open and fair relationship with our unions, as they are important to our success. All parties must abide by the terms and conditions of the applicable collective bargaining agreement. We should expeditiously settle grievances, preferably at the local level and always be candid and direct in our dealings with labor union officials. Our operation will only run well if we have good relationships with our people and work together with their collective bargaining representatives.

We were startled to read this. How had things drifted so far over the last decade. Dial the clock forward 10 years. Anderson has become the point man for an assault on the very concept of unionism, collective bargaining and the right of employees to have an independent voice in the workplace. He touts the direct relationship between employees and management. No need for the middle man, he says. Of course this is really just code for - We want to have the ability to dictate terms to our employees so we can increase the use of Ready Reserve, the revolving door and the throw away worker, driving down the cost of labor.

Anderson has decided to attach himself to an ideology that is bad for this airline, bad for our customers and bad for the employees. It is the same odeology that led to the economic meltdown of the United States and is step by step taking away the dream of a secure future for working class Americans.

2010-02-26T11:41:00.001-05:00

Adventures In Deltonia
The Tide Turns

The merging of the Northwest Kingdom and Deltonia was progressing. King Richard’s dream of the largest Kingdom in the world was taking shape. But there was still one pesky detail that had to be taken care of.

The ideas of the unionistas were spreading. Every day brought news from the provinces of more Deltonians embracing the unionista cause. This had to be crushed. Richard held council with Prince Bastian and Earl Michael of Campbell. They called the Court’s Leadership Team (CLT) into session.

Money and the promise of land had always worked in the past to divide the peasants and allow King Richard to squash the peasant uprisings. When the artisans, mechanics and guilds of the Northwest Kingdom had shown signs of rebellion, Richard had showered them with gifts and praise. “You are better than the rest of the peasants and I will give you each 1,000 golden ducats to show how much I think of you” he had told them. They began to believe they were better and when the time was right he turned others against them and then chopped off their heads.

The Earl Michael of Campbell came up with what they thought was a clever plan. “We will tell the Deltonian peasants we will grant them each 9.4 acres of land in October when the harvest is done because we care so much about them. Then we must tell the unionistas they will each get the same 9.4 acres of land, but only if they give up their swords and shields. Once disarmed we can do with all of them as we please. There will be no land in October.” At this the CLT laughed uproariously and they broke into song.

There was much debate in the Kingdom over the King’s proposal. A few were taken in by the ruse. “I can finally have enough to feed my family” said one poor peasant. Many others understood it for exactly what it was. “Without our swords and shields and our unionista ideals” they said, “we will be defenseless against the King – the very same King who has chopped off the heads of peasants in the past without a thought. In October there will be no land” they said.

King Richard and his CLT were dismayed. Not only had the ruse not worked, it had made the unionistas stronger, as more and more peasants saw through the plan. The time was rapidly approaching when Deltonia would become a republic and the reign of King Richard would be broken.

[This story is fictional. Any similarity between the characters and events portrayed here and real people and events is strictly coincidental.]

2010-02-19T08:11:00.001-05:00

Pay Raise

It turns out that Delta can give contract employees a raise even though they are under a union contract. In his Weekly Update for February 10, 2010 Vice President Gil West says, “The IAM has stated that nothing in the IAM contract prevents Delta from giving a raise to IAM represented employees. And that is true.”

In his February 4, 2010 Memo Richard Anderson said, “…we have also continued to honor the packages of pay, benefits and work rules provided for in contracts still in place in workgroups where representation has not yet been resolved.” Implied in this statement is the idea that if a 9.4% raise were given to contract employees it would be a contract violation.

While we appreciate Gil West’s ability to admit what is true, we are confused by his logic. He says, “But Delta will not make costly improvements to one part of the contract when we are prohibited from aligning the rest of the package…” But Gil, you have just said you plan to make a costly improvement to the pay of pre merger Delta workers.

This raises 2 questions. Does this mean that if pro union workers lose the election you will cut the benefits of pre merger Northwest workers? Is the total compensation package of PMNW employees superior to PMDL employees?

The unmistakable answer to both of these questions has to be yes. Gil West goes on to say, “…it must be treated as a whole as separate work rules and benefits have a cost which must be considered when determining pay.”

So, finally we have arrived at the truth. The superior sick, OJI and vacation accruals, the superior pension, medical benefits, Long Term Disability benefits, work rules and job security of the IAM contract are worth a lot of money. Additionally, the truth is that if the union loses these things will be taken from PMNW employees.

Of course, this also means that if the union wins, the new combined group will be in a strong position to align the pay and benefits upward – the best of both worlds. That is what we are fighting for.

Two Different Approaches

Years ago the IAM negotiated a program called the Special Leave Incentive Program (SLIP Leave) [A23 of the Equipment Service Stock Clerk Contract]. During times when Northwest needed to reduce its workforce, SLIP Leaves were offered.

This allows senior workers to voluntarily take a lay off with unemployment compensation and continue to have medical insurance, vacation accruals, OJI accruals, pension credit and flight benefits. Junior workers can stay on the job and keep all their benefits. It is a benefit for all affected.

Delta has had a different approach to seasonal downturns. Ready Reserve workers are simply sent home. This group of disposable workers gets no seniority toward a pay progession, no medical benefits, no vacation, OJI, retirement, no long term disability – nothing.

Is this the best way to deal with the cyclical nature of our industry – on the backs of the most junior workers. We think not.

2010-02-12T12:01:00.002-05:00

DELTA’S YO-YO RATE OF PAY

‘BACK TO THE FUTURE’ FOR PAY AND BENEFITS
DELTA’S PLAYBOOK HASN’T CHANGED IN 20 YEARS!

I got looking at the newly proposed pay restoration and had to laugh a good hard belly laugh. It got me thinking and I visited my old pay stubs from 20 years ago. They looked familiar to what’s happening right now. I had just come off of two years of ‘catching up’ to Delta’s rate of pay after working for another airline and was finally enjoying being a full member of the ‘Delta Family.’

Delta’s top-out rate of pay for ACS personnel the last month of 1989 was 3036 dollars a month. That was pretty good pay for back then and we seemed happy to be getting it, especially considering the rest of our benefits package wasn’t too shabby either. In the latter part of 1992 we received a modest 5% raise. All were happy, until of course, during the first part of 1993 when they took it all back.

But happy day, in February of 1996, they gave it back again. Yep, you guessed it! The same 5%! In mid 1997 they decided to give us another 5% and we wondered if it was because of the union talk that was starting to build. Here we were 10 years later making 3391 a month and happy again but getting dizzy from the rollercoaster ride that constitutes Delta’s rate of pay.

In 1998 we got busy signing union cards and quite coincidentally, our pay took the biggest jump it had ever done in my entire career at Delta. We received a 7% raise and jumped to $3664. Many of us knew that Delta was simply playing the game and trying to blunt the union efforts. As a matter of fact many ‘fence sitters’ would approach us union organizers and quietly thank us for our efforts; they knew who was actually pushing the money agenda and it wasn’t Delta. We finally topped out at $3772 in the year 2000 and so did our union efforts. We continued on for a couple of years but the steam had been taken out of our campaign and we knew it.

The first week of 2005 brought the first downward yo-yo after the union work went silent. Of course it was inevitable! We moved back to familiar territory and our monthly pay rate dropped to $3394. Later that same year in November of 2005 we moved to another low point in our pay careers; $3040 a month. Yep back to the future. We had arrived back to 1989, going nowhere fast without a contract. The really bad thing about this trip down memory lane was that most seemed to have forgotten our history on Delta’s ‘fun land ride’ up and down the pay scale.

In late 2006 we contacted the IAM for help in organizing a union at Delta and quite by magic, a few months later our pay started up the old familiar trail and we received a modest bump up of just over 5%. Most Delta employees now know the entire history. When we are involved in making a case for ourselves and our fellow employees by utilizing the forces and power a union can muster, our pay is enhanced. When we sit back and act placid and powerless we barely receive little more than a few platitudes or maybe a hot dog now and again. This seems to be enough for the apologists who don’t know Delta’s real pay history. Yep, take a trip down memory lane with one of us who has the actual pay stubs so that you will know exactly what you’re going to make in 10 years without a union backing you and providing a contract in your hands!

Chances are, if you are lucky enough to still have a job, you will top out at what we topped out at 20 years ago and that’s not progress!

Vote For Your Future, Vote IAM!

2010-02-08T08:16:00.003-05:00

BAIT AND SWITCH…

….IS AN OLD DELTA FAMILY TRADITION!

Here I am sitting at home and I hear about the new raise that Delta is announcing for all non-contract employees. It reminds me of a similar raise Delta announced many years ago back in 1997. They described it as a 10% raise for everyone and of course it wasn’t to happen for awhile. Details to follow, they said and we all cringed knowing that the “devil is always in the details” when it comes to ‘happy talk’ at Delta Air Lines.

When the raise appeared on our paychecks we weren’t amused that the raise was only 5% and many complained about being told one thing and given another. Delta responded that the raise included the initial 5% that we had been given back in 1996. “How could we have not understood that,” they said?!

Yep! You just have to get everything in writing with these guys; a contract would take away the shenanigans by these very talented double speak artists. What Delta wanted everyone to forget was that we had been given a 5% pay cut in 1993; therefore the announced 10% raise was, in reality, only 5% over a considerable period of time going backwards in history.

It should also be noted that we were beginning, back in late 1997 to explore the possibility of attempting to organize a union at Delta. Our efforts exploded into a frenzy of effort in 1998 and carried on well into 2002.

Just as is happening today, the money is offered up when employees show a spine and speak up for themselves. One reason Delta prefers a quick turnover in workers and utilizes more and more Ready Reserves is that there is no need to explain past practices when it comes to pay history. New workers are happy with any kind of raise and don’t share the same memories those of us who have been here for the duration share.

Delta’s pay history has always been to give a little when unions are active and take it back and then some when the activity winds down. They will never deviate from this bad habit until we break them of it. Getting a contract with everything defined is the only way to deal with the ‘bait and switch’ pay promises utilized historically by this company.

It should be blatantly obvious to all who are paying attention that announcing a substantial raise for non-contract personnel only and then delaying the pay for 8 months is a tactic to weaken the union efforts. It is an error on Delta’s part to think that this will weaken the Northwest workers; it has had the opposite effect and will only steel their resolve to keep the IAM and AFA.

Pre-Merger Delta employees who are watching these maneuvers should know that the money coming to them is a product of the long hours those of us who have worked the union cause have put in. Delta management should equally know that the money they now offer some of us but not all will be the beginning point of any contract negotiations that will take place in the future. Thank you Delta for providing an initial bargaining foundation to base our future efforts on!

For those of you who do not understand the delay in implementing the pay restoration, you only need to look at our past to understand our future. Richard Anderson is calculating when the vote might take place and is attempting to bribe those of you who haven’t made up your minds on whether you will vote or not. He is offering you cash to buy your vote. We say take it and then vote for those who really provided you the money.

Vote union yes!

2010-02-05T12:21:00.004-05:00

General Vice President Robert Roach Jr. sends letter to
Richard Anderson on Delta union employee raises

Yesterday, February 4, 2010 you issued a letter stating that the October 2010 pay raises would only be provided to non-contract employees. One reason you gave for not providing it to contract employees was that you contend you "have continued to honor the packages of pay, benefits and work rules provided for in the contracts still in place in workgroups where representation has not yet been resolved." Yet, the lAM has already advised you that there are no restrictions in the IAM-NWA collective bargaining agreements preventing raises above the minimum amounts listed in the contracts. Indeed, in 1999 when you were CEO of Northwest Airlines, you had no problem raising the wages of IAM-represented Mechanic and Related employees in the middle of a representation dispute. Therefore, you are certainly aware that you can apply these raises to contract employees as well.

To be clear, in the event that there is any lingering misunderstanding, the lAM's consistent position· is that there is nothing in our collective bargaining agreements that prohibits management from raising our members' salaries above the minimum rates set forth in those contracts.

If you are serious about bringing standards up for all your employees, these raises should apply to all employees - contract and non-contract alike, notwithstanding your gamesmanship of announcing these increases, which do not take effect until eight months from now, on the first full day of representation voting for Simulator Technicians.

Sincerely,
Robert Roach, Jr.
General Vice President

2010-01-30T11:06:00.000-05:00

Values and Faith In Business

For many Americans morals and values in business would seem more and more to be a contradiction in terms. But Thrivent Business Leaders Forum has invited Delta CEO, Richard Anderson to be their guest speaker on this very topic here in MSP on April 7.

In fact, in some areas Delta and Richard Anderson do exhibit moral leadership. Delta’s actions around the disaster in Haiti are commendable. Other charitable campaigns that Delta has undertaken are appreciated.

Morals are defined by the dictionary as “conforming to a conception or system of right behavior”. This means that Richard Anderson’s or Delta’s morals must be examined from more than just their charitable activity. The Corporate Leadership Team’s actions toward their workers is equally, if not more important.

After the mechanics and cleaners strike at Northwest Airlines was broken in 2006, management replaced aircraft cleaners with workers making half what union workers had been making. In late 2009 Delta decided to replace those aircraft cleaners in MSP with workers from Delta Global Services that were hired at minimum wage, $7.25 per hour.
As any adult in the United States knows, including Richard Anderson, it is impossible to live on this wage. This wage consigns the worker to poverty, to a life of constant insecurity, to a life working 2 and 3 jobs just to scrape by. But Delta Air Lines proceeded with their plan because it drove down costs and made them more competitive. A neutral observer could not classify this as moral behavior.

We can see the same pattern with the spreading use of Ready Reserve. It gives Delta the ability to have a supply of “just in time workers”, a spigot they can turn off and on as they need. They can lower labor costs dramatically at the expense of the Ready Reserve worker.

Many corporations, including Delta are expanding the use of “disposable workers”, workers who get no retirement benefits, no medical insurance and no future. Again, no neutral observer could classify this as moral behavior.

Of course, the CLT’s answer to this is – “To remain competitive we need to constantly reduce costs. We must be able to employee labor at the lowest cost otherwise we will lose our competitive advantage and we won’t make money.” Similar arguments were used by industrialists to justify child labor at the turn of the 20th Century. This is not a moral argument or a presentation of faith, but a business argument.

If Richard Anderson feels that he is forced to make less than moral decisions because of the pressure of the marketplace, we would be happy to join with him to fight in Congress for industry regulation that would stabilize wages at a liveable level. Then airlines could compete based on customer service and efficiency, not on a race to the bottom for their workers. That would be moral and ethical.
___________________________________

To make reservations for Richard Anderson’s appearance at the Thrivent Business Leaders Forum go to thrivent.com/businessleadersforum. The forum will take place from 8AM -8:40AM on April 7. Q and A to follow. The event will be held at 625 4th Ave S. in downtown Minneapolis. Please attend.

2010-01-26T15:54:00.001-05:00

NO CHOICE LIMITS GOOD HEALTHCARE!

OUR HEALTHCARE PROGRAM IS LESS THAN YOU KNOW!
UNITED HEALTHCARE PLAYS A MINOR ROLE

There has been much said and printed about the dismal product that UHC offers to the country in regards to healthcare coverage. Some have said that the company ranks 39th out of 41 current health insurance providers countrywide. Well, technically that statement is true, however; it doesn’t tell the entire story regarding the state of Delta’s health safety net.

You see, we aren’t really covered by UHC. They only administer Delta’s healthcare program. Delta is exactly what many in America have fought against during this current health insurance debate nationally. Delta is self-insured; Delta is a single payer entity. What does that mean? When you pay your monthly premiums to Delta for healthcare, the money doesn’t go to a health insurance company (UHC). It goes directly to Delta Air Lines.

When Delta gives all single employees ‘free’ coverage for the first $500 dollars of expense a year, it isn’t really free! You actually paid delta $70 dollars a month or $840 dollars to them directly for the privilege of having $500 returned back to you! Sounds like a well run scam to me!

But wait, there’s more; much, much more! It only appears that one is afforded many options when making yearly decisions concerning health insurance. Silver, Gold, comprehensive dental and on and on; trouble is that they all originate from Delta and any discrepancy that you might encounter and challenge is not the fault of ‘some insurance company’ but designed exactly by Delta for the explicit purpose of costing you more and saving them as much as they can squeeze out of you.

Many have wondered why UHC is so difficult to deal with when you make a call to them about a bill. Well, don’t ask them, they didn’t design the program or parameters that the agents you talk to over the phone are governed under; Delta did. They are simply screwing you because Delta has told them to do so. It a magnificently well thought out method of blaming others for your denial, all the while saving money for your Delta executives. Trust me, they are cashing in big off of your families’ medical hardships.

The real frustrating part of the process is what happens when you appeal a decision by the ‘boiler room’ of UHC people trained by Delta to deny you help. They will tell you that they don’t work for Delta and you will have to talk to Delta Air Lines to appeal a denial. Yep! You’re catching on now. You get to appeal decisions made by the outside contractual firms trained by Delta to Delta themselves; the very same folks who are screwing you in the first place!

Wow! Guess what? You always lose and they always win. Money comes flying out of your pocket back into their pockets. That’s why they designed this well thought out money making plan in the first place.

The only way to protect your family from this medical arrangement is to unionize and have better choices; better avenues of appeal and more peace of mind in the process. It is a simple choice; trust them or trust someone with a proven track record. It’s a no brainer!

2010-01-22T15:58:00.003-05:00

Disposable Worker

Delta has tried to portray the Ready Reserve Program as a win-win for the company and the worker. It’s just a convenience for some workers, they say. It’s not a threat to anyone. An article in the January 18, 2010 edition of Business Week, not exactly a friend of the working class, shreds these ideas to pieces.

“Peter Cappelli, Director of the Center for Human Resources at the University of Pennsylvania’s Wharton School, says the brutal recession has prompted more companies to create just-in-time labor forces that can be turned on and off like a spigot. ‘Employers are trying to get rid of all fixed costs,’ Cappelli says. ‘First they did it with employment benefits. Now they’re doing it with the jobs themselves. Everything else is variable.’ That means companies hold all the power and ‘all the risks are pushed on to employees.” (Business Week)

This is exactly what is happening at the new Delta. It is a future that has arrived with a vengeance. Delta has used the insourcing of stations such as SFO to dramatically lower labor costs by using a large percentage of Ready Reserve workers on the ramp. In that station there are 25 fulltime permanent ramp agents, 5 part time permanent ramp agents and 58 Ready Reserve workers. Over 66% of the workforce is temporary, with no health benefits, no accrual of seniority, no vacation time, no sick time, no OJI time, no pay progression.

For ticket agents in ANC the figures are similar: 12 permanent workers and 28 temporary. In SLC, a major hub for Delta, there are 227 Ready Reserves on the ramp. In addition, there are approximately 260 full time permanent and another 260 part time permanent, according to Delta baggage handlers in that station. Hub workers are not immune. Downline stations are not immune. The ramp, stores, ticket counter and reservation centers are not immune.

The Business Week article also points to the role of unions in combating this process and to their role generally in setting wages and benefit levels.

“But while unions covered 36% of private sector workers in 1953, the figure plunged to less than 8% by 2008. ‘Today, working conditions are set either by trends in the global economy or by non union firms in the U.S.,’ says Harley Shaiken, a professor at the University of California at Berkeley who specializes in labor issues. ‘Today that role is played by WalMart, with very different results’ says Shaiken.” (Business Week)

This is what is meant by the WalMartization of the airline industry. A victory for Delta against the IAM will mean an even greater expansion of the use of disposable workers and the imposition of lower wages and slashed benefits for those who hang on to permanent employment. This is the inescapable message of the Business Week article.

On the other hand, a union victory with 30,000 IAM members at Delta will be the spring board for a rising industry standard. This future will include benefits for all Delta workers, including Ready Reserve. Our belief is that there should be no difference between any Delta workers
except for the number of hours worked. That’s a future worth fighting for. To read the full text of the Business Week article go to businessweek.com and type disposable worker into the search box.

2010-01-19T10:06:00.003-05:00

KNOW YOUR RIGHTS UNDER THE LAW

Your right to form a union, to organize your workplace, is protected by Federal Law. The Railway Labor Act is the law governing labor relations in the airline and railroad industries. Under the law, employees have the right to determine who their representative will be, without influence, interference or coercion from their carrier, its officers or agents.

Rule § 1205.2 The Employees' Bill of Rights, of the National Mediation Board provides as follows:

The provisions of the third, fourth, and fifth paragraphs of section 2 are by law made a part of the contract of employment between the carrier and each employee and shall be binding upon the parties regardless of any other express or implied agreements between them. Under these provisions the employees are guaranteed the right to organize without interference of management, the right to determine who shall represent them, and the right to bargain collectively through such representatives. This section makes it unlawful for any carrier to require any person seeking employment to sign any contract promising to join or not to join a labor organization. Violation of the foregoing provisions is a misdemeanor under the law and subjects the offender to punishment. (emphasis ours)

-You have the right to join the union and to ask others to join.

-You have the right to attend union meetings and to ask others to attend.

-You have the right to wear a union pin on the job so long as it does not carry a controversial slogan or violate company policy or uniform requirements.

-You have the right to hand out union leaflets on your own time.

-You have the right to assist in, and encourage others to support, the union, so long as such efforts do not interfere with your work or violate posted company policy.

These guidelines are intended to assist you in understanding your rights, and to ensure that you stay within the legal bounds for such protected activity. While at work you can discuss the union just the same as you can talk about family, the weather, the latest sports scores or industry news. Like any other conversation, it should not interfere with work duties.

Organizing activity, like soliciting your co-workers to sign an IAM representation card, must be limited to nonwork times and in non-work areas. In other words, before and after work, crew lounges, break rooms, and other non-work areas at the airport are okay for such activity, unless the company has specific, non-discriminatory rules in place that prohibit such activity. Any other location away from work is fine.

Supervisors must not intimidate, coerce or interfere with you in any way for conducting such organizing activity. If this happens to you please report it to an IAM representative. Do not be confrontational or insubordinate, if you are given a direct order by a supervisor or company representative to cease certain union organizing activity, comply with that order and inform the IAM immediately.

It is illegal for the company to favor one union over another, or for one union to be given greater access or fewer restrictions for organizing activity. Again, report any such favoritism to an IAM representative.

While you are engaged in organizing activity never interfere with another employee in the performance of her or his work duties or cause a disruption in the work place. If someone does not want to talk about the union simply end the conversation politely and walk away.

What Employers and Supervisors Cannot Do During an Organizing Drive!

Your rights in a union organizing drive are protected by the Railway Labor Act, the federal law that governs labor relations in the airline and rail industries. Management must respect your rights.

-They cannot tell employees that they will fire or punish them if they engage in union activity.

-They cannot lay-off or discharge any employee for union activity.

-They cannot bar employee union representatives from soliciting cards or membership during non-work time, in non-work areas.

-They cannot ask employees about confidential union matters, for example, whether you have signed acard, etc.

-They cannot ask the employees about whether they support the union or a union representation election.

-They cannot ask employees how they intend to vote.

-They cannot threaten employees or coerce them in an attempt to influence their vote, or to prevent them from voting.

-They cannot tell employees that existing benefits will be discontinued if the employees vote for a union.

-They cannot promise or give employees promotions, raises or other benefits if they vote against the union.

-They cannot prevent you from casting your vote.

-They cannot know how you voted.

If you feel that your rights are violated at any time during the IAM organizing campaign, contact your IAM representative immediately.

The International Association of Machinists and Aerospace Workers
9000 Machinists Place
Upper Marlboro, MD 20772
www.goiamnow.org
1-800-998-3554

2010-01-12T22:58:00.003-05:00

What’s Wrong With This Picture

A new Government Accountability Office report shows that 10 large companies dumped their underfunded pension plans into the laps of taxpayers, even as executives received huge retirement packages. Reliance Group Insurance underfunded its pension by $121 million then dumped it onto the U.S. Government. They then gave their top management $70 million in salary, bonuses, benefits and retirement. It is a trend that is all too familiar today.

It is a trend that is evident in the airline industry as well. Seekingalpha.com, a website for investors, reports that the remaining 5 legacy airlines lost a total of $4.6 billion in 2008. The top 25 executives collectively received $90 million in compensation, treating the airlines as their personal ATM machines.

Delta Air Lines net loss for 2008 was $503 million, excluding special items. Of the six largest airlines, Delta had the highest executive compensation ratio of total operating revenue. They were second, behind US Airways, for executive compensation ratio of total employee wages and benefits.

Quality at Delta is slipping at the same time. USA Today has reported the results of the well respected Zagat Survey for 2009. Out of a possible 30 points, Delta scored 11 for customer satisfaction. Midwest Airlines scored 21 for first place. Tim Zagat, CEO of Zagat Survey, says, "The bad news is that the major domestic airlines are becoming more and more like Greyhound busses in the sky." We can see this process unfolding at Delta.

Revolving Door Employment Policies

An important part of this process is the implementation of "revolving door" employment policies by Delta. By bringing in more and more Ready Reserve, Delta makes this a less and less desirable job. If Delta has a work force that quits before it gets to top wages, that never reaches full vacation accruals and never retires, it keeps labor costs extremely low at the expense of their workers. This also has a direct effect on customer service. We believe workers that are well paid and invested in their jobs provide the best customer service. Southwest is a good example of the excellent customer service that comes with an industry leading union contract.

Winning the representation election is key to our ability to reverse these trends. Without a union we will not be able to stop Walmartization at Delta or in our industry. With a union we get to negotiate a new contract and begin the process of making this a career job again.

2010-01-05T08:14:00.001-05:00

Third Party?

You’ve heard it all before.

“The Union is an outside third party that comes in and makes promises, ruins relations between employees and employers and might just destroy the company. Oh, and by the way, you, the employee gets charged a fee for this service.” This refrain is repeated over and over by the U.S. Chamber of Commerce, the National Association of Manufacturers and of course Delta Airlines. It is part of their ‘union avoidance’ program.

They make it sound like it’s not a very good deal. In fact, they want you to think, who in their right mind would vote for such an arrangement? Of course – none of it is true.

Who are these nameless third party people who swoop in to collect money and ruin things? They are an imperfect group to be sure. Let’s start with shop stewards. They are baggage handlers, ticket agents, stock clerks, clerical workers, simulator technicians and reservation agents. They are your coworkers. You elect them. If you want, you can run for the position.

What do these individuals do? If you are having trouble with a coworker, they might be the ones who help resolve the conflict. If you are at your wits end because of a child who is addicted to drugs, your steward might be the one helps you find a drug treatment program. Problem with a manager, attendance, payroll or safety issue? Your shop steward will get involved if you ask and is trained to find solutions. How much do they get paid? Nothing. Stewards are all volunteers who work right next to you.

Leading the stewards are members of the Shop Committee or Grievance Committee. They are also elected by people you work with, usually for 3 year terms. Again, any member can run for this position. They regularly meet with management to resolve problems and settle grievances. They oversee the activity of the stewards. They make sure union newsletters and reports are distributed. They are the leaders of the union in their station. What are they paid? Nothing. They are paid the same hourly wage as their coworkers. Not exactly outsiders.

General Chairs are above the shop committees. Elected by their coworkers, they are paid by the IAM and work full time for the membership. Their salaries are governed under bylaws voted on by members. They meet with upper management to resolve problems and often have many locations they are responsible for. They also negotiate union contracts beside members from the rank and file. The President of an IAM Airline District Lodge, also elected, oversees the General Chairs and all union activity at their respective carriers like Northwest Airlines, Alaska Airlines, Air Wisconsin, United, US Air, Continental and many more.

Even at the International level, officers are elected. They oversee hundreds of union contracts and hundreds of thousands of members. Before they were elected, they were just like us – machinists, baggage handlers, technicians, clerks and other work classifications.

So these are the ‘outsiders’ that make sure a worker doesn’t have to go it alone against a multi billion dollar, global employer. Sounds more like ‘insiders’ when you know the truth.

The real outsiders? Those are the guys Delta has hired to spread misinformation hoping to sway your decision away from being union.

All we ask is for you to think about it. Who do you trust? Those you work with and have a common stake in your future – or – those hired guns trying to manipulate your decision?

Happy New Year

2009-12-31T20:20:00.002-05:00

Ready Reserve - Good For Who?

In a flyer publish by Delta Air Lines on December 9, 2009 the airline puts forth its arguments defending the Ready Reserve Program. Their arguments boil down to this:

The Ready Reserve Program works for some workers who are looking for some extra cash and flight benefits, therefore, it is a good program. According to Delta.

The Ready Reserve Program allows Delta to deal effectively with changing operational and seasonal demands and saves the airline money, therefore, it is a good program. According to Delta.

We have heard the same arguments made by Delta executives in MSP when $10/hour aircraft cleaners were fired and replaced with $7.25/hour workers. Delta needed 200 cleaners and 300 applied. It works for those employees, we were told. It certainly works for Delta.

Commuter airlines employ large numbers of part time, "flexible workers". Some of these are students, mothers and people with other jobs. The problem is this creates a revolving door, a throw away job. It negatively affects passenger service, safety and the worker in the long run.

Its What's Wrong In America

We believe the Ready Reserve Program (not Ready Reserve workers) is at the heart of what is ailing America. We believe this type of program is key to how Wall Street and major corporations are targeting the middle class or working class. Every worker in America has seen the dramatic spread of part time, temporary and seasonal work. Every worker. Every worker has either felt the effect or had a family member or friend feel its effect. We all know that a part time America doesn't work.

While part time and seasonal work may fit for some, the vast majority of part time, temporary or seasonal workers desire full time jobs with good pay and benefits. At most large companies today, you simply can not get hired as a full time permanent employee. That is certainly true at Delta where you must start off as a Ready Reserve on the ramp or at the counter. It is not some nice convenience. It is a condition of employment!

Ready Reserve Is Unjust

One of the most unjust aspects of the Ready Reserve Program is the inability of those workers to establish seniority. If you are Ready Reserve for a couple of years, you gain nothing in terms of vacation, sick, OJI or pension accruals. You gain nothing in terms of pay progression. Delta CLT, we have to ask you all personally if you think this is just or fair.

It is not that we don't understand the need for temporary workers in the airline industry. At least let the temporary worker build something for the future. There should be no difference between part time and full time, no difference between permanent and temporary except for hours worked. We can't allow Ready Reserves to be treated as second class citizens.

Another problem with Ready Reserve at Delta is the lack of guarantees. The number of hours worked, the pay, the percentage of the workforce that is Ready Reserve can all be changed at the Company's whim. There is only one solution to that problem - a union contract, with written guarantees.

Union workers, union supporters diverge sharply with Delta over the question of Ready Reserve. Our views of the future are very different. Delta believes in the WalMartization of our industry. We believe in a strong and vibrant working class.

2009-12-26T14:23:00.008-05:00

WHERE OH WHERE HAS THE MONEY ALL GONE?

OH WHERE OH WHERE CAN IT BE?
HAS ANYONE LOOKED IN OTHERS' POCKETS?

For years many workers who have incurred on the job injuries at Delta have wondered about Delta's policies and potentially illegal practices regarding payment of OJI claims. Or should we say inadequate and partial payments! We have written on this subject more than once and no answers from Delta have been forthcoming.

Each state has quasi governmental entities that are tasked to oversee and run Workers' compensation Funds (WCF). The states have rules and laws that are supposed to be adhered to and Delta hires outside contractual firms to govern and make sure that no laws are violated. ESIS is the agency that Delta has hired to administer the various state programs.

The trouble is that each state can be just a little different in how they interpret how much money one gets during injuries and when payment begins. It takes careful scrutiny and planning to understand the complexities of each state's laws. Or, maybe not!

Maybe its just easier to use one simple plan and overlay it to all the states, especially if it saves Delta money. It seems that it doesn't matter to Delta that employees in many States are being robbed blind because of this practice and years of questions and inquiries by confused and unsure employees have gone unanswered until now.

Somebody has finally had enough. Delta does not pay the first week of any illness (Sedgwick) or injury (ESIS). Employees must use their own PPT time (sick allotment) or vacation time if PPT time is used up in order to be paid the first week of an OJI.

Never mind that many states' WCF programs don't function this way. In Utah, for instance, the first 3 days are unpaid unless the injury extends over 14 days. These days DON'T have to be consecutive. After the OJI exceeds the first 14 days, all days are covered... but not by Delta.

Apparently Georgia WCF rules don't force payment the first week so Delta simply ignores other state regulations and laws and takes advantage of Utah and other states' employees keeping their first week of pay while on OJI. Guess what! Somebody is finally looking into this obvious larcency and people are starting to think reimbursement is possible.

Can you imagine how much money this could add up to over all these years of ignoring employees' pleas for accuracy and fairness? Somebody knew about this treachery and somebody decided to keep quiet.

We wonder where all the money went? We wonder whether some states participated in any collusion with Delta in this act of deception and how much potential embezzlement took place within our company. We hope for an accounting soon but we're not patiently waiting for justice and fairness; we are currently taking a look for ourselves and working toward justice!

We wouldn't have this problem if we had the protection of an IAM contract. At Northwest all employees accumulate 8 hours of OJI time a month, 12 months a year with no top out limit. All on the job injuries are paid by Northwest from day one with no hidden delays and the company is tasked with collecting their end of the reimbursement from the outside firms that handle WCF claims for the various states. No hassle and little pain, other than the injury, of course.

This is the way all employees should be treated when injured. If there is any haggling to do, its done by the union and the complany. Employees have few worries other than their rehabilitation!

2009-12-21T18:25:00.004-05:00

10 Things you Won't See On Deltanet

1. The victory of Compass Airlines flight attendants to unionize on November 18, 2009.

2. The decision by Japan Airlines executives to forego their pay in December to help the airline get through hard times.

3. The dollar abounts that Delta is paying anti worker law firm, Ford and Harrison to assist in keeping unions from winning representation elections.

4. The dollar amounds that Delta executives are receiving for cashing out Delta stock.

5. The fact that Delta management has no problem with outside third parties (like Sedgewick CMS, ESIS and others) dealing with their employees and delivering terrible service.

6. Delta executives asking to debate union leaders in front of employees so they can make an educated decision on whether or not union representation is right for them.

7. The fact that Delta's health care provider, United Health, has one of the worst customer satisfaction ratings of any provider, according to Consumer Reports.

8. Delta executives asking their managers to follow their own advocacy policy - especially since "it's the right thing to do".

9. Delta executives allowing employees to have a fair representation election with "laboratory conditions".

10. The fact that Delta says it wants a quick resolution of representation issues, blames the IAM for delays and then does everything in its power to delay the election for Fleet Service workers (baggage handlers).

2009-12-16T18:13:00.001-05:00

DELTA TESTIFIES AGAINST EMPLOYEES

DELTA ONLY CARRIER TO VOICE NMB RULE CHANGE OPPOSITION

Many airlines have looming union election battles to face in the very near future yet all airlines except Delta stayed away from the December 7th hearings held by the National Mediation Board (NMB). How could that be and what would be the motivation for Delta to seemingly stand alone to fight against their own employees’ wishes and rights to unionize?

All other carriers seem to better understand the Railway Labor Act and the specific sections within the law that adamantly restrict carriers from interfering with their own employees’ right to organize into a union if a majority so choose.

Under section 152 of the RLA it stipulates; ….No carrier, its officers, or agents shall deny or in any way question the right of its employees to join, organize, or assist in organizing the labor organization of their choice, and it shall be unlawful for any carrier to interfere in any way with the organization of its employees,…..

This section of the RLA act seems clear and could be an indication as to why only Delta chose to attend the hearings held by the NMB and have their surrogates and Trade entity allies join them in voicing opposition to the voting rule change. Further in section 151a under General purposes, the RLA states:

…to forbid any limitation upon freedom of association among employees or any denial, as condition of employment or otherwise, of the right of employees to join a labor organization, (3) to provide for the complete independence of carriers and of employees in the matter of self-organization….

We don’t question Delta management’s right to have voiced an opinion to the NMB about the pending rule change on union vote counting but we do question the tactics and attempted workplace intimidation that they have employed throughout the Delta system to discourage, curtail and ultimately thwart union activity among the employee groups.

Their tactics are completely unlawful if the sections quoted above are to be followed and adhered to. Many supervisors are still having loud conversations against unionization and they are constantly throwing union literature into the garbage in break facilities during break times almost as soon as the material is passed out.

Potential candidates for promotion have been asked about their views on unionization and told that “you are either with us or against us” and having a view that is union neutral or friendly will preclude any consideration for advancement at Delta. These are clear violations of the RLA and must be discontinued and reported.

The decision to unionize or not join a union should be undertaken by the employees themselves. The company is NOT supposed to take an active role in the debate. Using the company Internet, the Delta Net to campaign and disseminate one-sided information concerning this process is at best propagandist and at worst, illegal.

We call on Delta to stand back and allow their employees to make this monumental decision independently of coercion from management or at least, supply the Delta Net to employees who have a union leaning view. This access should be uncensored and unaltered.

We ask Delta Air Lines to simply follow their own principles on union representation. We quote: “We encourage all Delta and Northwest people to have an open mind and get the facts before forming an opinion on an issue that will profoundly affect their future career.” ALL THE FACTS!

2009-12-14T08:33:00.006-05:00

THE GHOSTS OF DELTA PAST

The following is a ‘real’ story that will actually happen on Christmas Eve. The setting takes place inside Richard Anderson’s bedroom as he and his wife are preparing to go to sleep.

Mrs. Anderson: Honey, you have mail on the internet. Want me to read it to you?

Richard Anderson: Yes dear.

M. A.: It is from Ms. Angel and it is to inform you that you will be visited by 3 ghosts in the night. She goes on and on about this union stuff and your treatment of your employees. I do hope they won’t be loud, I’m tired and I have an appointment with my masseuse in the morning. Please try and keep the noise down. I hate it when you take your work to bed with you.

R. A.: Yes dear. Good night, honey. By the way, why are you making your masseuse work on Christmas? I thought I was the only scrooge in the family. (Ha! Ha! From both)

Later that night as they are both sound asleep ghost no. 1 appears in the form of former Delta CEO C.E. Woolman and taps Richard on the shoulder to wake him up and take him for a ‘past’ viewing of how life was for Delta employees years ago.

R. A.: Do we really have to do this. I’ve got a full day tomorrow and I don’t actually care how good your employees had it in the past. Besides you never allowed your workers to go union so what’s the beef? I thought you would be proud of what I am doing and how rich I am becoming? Look at you! You’re dressed poorly for an ex-Chairman and wrapped in red tape. Why?

C.E.: This is ‘damaged equipment’ tape that we use in the airline business to wrap around baggage cans that have holes in them. You’d know that if you spent some more time with workers. The other ghosts in heaven make me wear it as a practical joke for hiring Ron Allen. We didn’t fear the unions because we paid top wages and benefits to NOT die for. Our employees were actually union. They just didn’t know it and that’s the way we motivated them to excel. Time for me to go you have another visitor.

Richard goes back to bed only to be visited once more by someone he knew well. Someone that he betrayed; a good man; Gerald Grinstein.

G.G.: Time to wake up Richard, I have somewhere to take you; something to show you.

R.A.: You’re not dead, what the hell are you doing in my ‘Christmas dream’ and for that matter, my bedroom!

G.G.: We don’t have enough dead CEO’s so I’m filling in. Besides, the way you and Bastian stabbed me and Whitehurst in the back, I should be dead! Now shut-up and float with me to SLC to see what you’ve done to them. There are hundreds more Ready Reserves who make lousy wages and have no benefits. Look at them standing in line to sell their plasma and blood. Not to mention the ‘other’ bodily fluid they sell. Also look at the snow on the ramp and all the bald tires on the equipment. Everything is falling apart and you 5 Delta top execs are some of the highest paid in Georgia. You know what I made my last year as Delta’s CEO? $344,000! That’s it. You greedy bastard! Now go back to sleep, you have a visitor coming.

Richard doses off one more time only to be tapped on the shoulder by another well known figure from his past; Wal-Mart founder Sam Walton.

S.W.: I’m going to take you to your future my boy. I’m here to congratulate you on a fine first beginning. We are all talking about you where I’m at down there and couldn’t be more proud. Getting people to work for nothing is the goal I always strived for; the image we built around the world off the backs of real slaves in far off countries who gave their all so that Americans could have cheap clothes and things. Let me show you my dream for you; float with me and see what your sneaky, conniving plans will bring!

As they floated over the Atlanta airport Sam showed Richard all the newly painted planes and the old workers. On the outside was the familiar Wal*Mart logo freshly painted. Inside the planes were very old workers who looked gaunt and hungry.

R.A.: Wow! I always wanted this as our future and it really does happen?! Are the old workers inside the planes called greeters and where are all the flight attendants?

S.W.: Those are the flight attendants, stupid! They have to work until they are ninety because they have no benefits, no medical insurance and no retirement; you saw to that. Great job! All it took was the deltanet and a few well written half-truths. You really are a master at manipulation; a true wordsmith. A pied piper leading the numbskulls to their financial doom. Good job my son, good job. Now go back to sleep and dream good dreams.

Richard crawled back into bed and snuggled up to his wife feeling, all in all, pretty good about what his Christmas Eve had brought him. He quickly fell to sleep cuddling his sweetheart closely.

Mrs. Anderson: Ohhhh, Richard you seem a little excited!

R.A.: It is Christmas Eve dear ;)

2009-12-09T15:26:00.002-05:00

Words From Your IAM Leadership
Robert Roach Speaks Before The N.M.B

Representing more than 115,000 airline and railroad workers, Robert Roach addresses the National Mediation Board regarding a possible change in the way union elections are conducted under the Railway Labor Act (RLA). Below are clips from Robert's testimony.

"As the National Mediation Board's (NMB) largest stakeholder, we strongly support the proposed change to make union representation elections more in keeping with our nation's democratic principles."

"The current election process has been in existence since the creation of the NMB in 1934. Opponents argue that if the process was broken it would have been fixed many years ago. But sometimes it takes government a very long time to correct mistakes."

"The federal government did not guarantee women the right to vote until 1920, 131 years after the U.S. Constitution was ratified. Although some states conferred limited rights earlier, there were no nationwide constitutional protections until the 19th Amendment. There was fierce opposition to allowing women the right to vote, with ridiculous reasons ranging from 'women really don't want to vote', to 'it would lead to our nation's collapse'. Today, society finds these bigoted excuses offensive. Denying women the right to vote was wrong. People who opposed women's suffrage were wrong. But it still took more than a century for the government to correct it."

"African-Americans were denied the right to vote even longer. While the voting rights of former slaves were recognized by the federal government in 1870 through the 15th Amendment, it was nearly another 100 years before the government finally fixed the process of voting to ensure it was fair to people of all races. It was not until 1965's Voting Rights Act that the government finally outlawed discriminatory voting practices and afforded all citizens a fair voting process. There was violent opposition to granting African-Americans the same rights enjoyed by other citizens. Denying Americans their right to vote because of their race was wrong. Those who opposed eliminating racial prejudice in voting practices were wrong. But it still took 176 years, a Civil War and a massive nationwide civil rights movement for the government to correct it."

"Under the current NMB election process, people who do not participate in an election are considered to have voted against union representation. It doesn't matter why they didn't vote. They may have wanted a union but were unable to cast their ballot. But the government, without regard to a person's true desire, counts them as voting against union representation. They may have even decided not to participate in the election for religious or other personal reasons. However, the government does not allow them to abstain. It counts them as voting 'no.' The U.S. government is impermissibly imposing a viewpoint on a select group of its citizens."

"The carriers and their representatives are opposed to air and rail voters' rights for the same reason people were opposed to voting rights for women and African Americans- they are afraid to upset the status quo and lose the advantages they enjoy at the expense of others. Airlines have enjoyed an advantage in union organizing campaigns for decades. The new rule will not suddenly give unions an edge in elections, as some claim. It will only take the advantage away from the carriers - leveling the playing field to ensure that every voice is heard. It will simply allow workers who participate in an election to vote for a union or vote against a union for the first time."

"The NMB should reject a process in which the government imposes a viewpoint on its citizens. It should support a process where each person has the opportunity to choose for themselves if they want to vote 'yes' or 'no', and those who abstain from the voting for whatever reason do not influence the outcome of the election. If our government had not modified its election rules, 2/3rds of today's NMB and the current President of the United States would not be eligible to vote in public elections I would not be eligible to vote." "It is time for the NMB to change its election rules"

2009-11-29T18:33:00.003-05:00

DELTA'S DILEMMA

DELTA MANAGEMENT FACES MONUMENTAL TASK
THE IRONY OF A CHANGED ELECTION PROCESS

Just a few short months ago Delta management was on the precipice of successfully talking the National Mediation Board into changing a long held union election process into a format that virtually assured them of endless and perennial union election victories. They had lobbied and somehow talked the previous board into changing the vote tabulation process that was already stacked heavily in their favor, to a 'super majority' status, thus ensuring no union victory.

Fast track to today and the board under different political realities, has taken the initial step to end the un-democratic and un-American practice of allowing transportation companies to have all of their votes a lock and have submitted a change of rules to a much more democratic process. My how quickly the landscape can change! When the comment period ends in early January and the board reviews the pleadings and salutations from all involved and concerned, union supporters are hopeful that the rule change will stand and elections eventually held.

We look forward to competing on a level and fair playing field and feel comfortable about our chances even with the continued interference with our right to organize by management trained supervisors and union busters.

We think we know Delta's next moves and are happy with the potential upside our employees might enjoy from them. Look for a modest raise or two for most in the next month or two because they now must reach out to those they took for granted all these many years.

The votes they already had banked are no longer a lock and now they have to campaign like the rest of us who want representation. It's exciting times again for our younger employees who quite frankly have been ignored by Delta management. There was really no reason, especially in a foul economy, where many are competing for any available job, to give them anything at all. Now they have to; actually they are forced to act.

Here come the goodies! How else can Delta motivate individuals who rarely vote in general elections, to vote in an obscure union election that, in their minds, would have had little impact on their lives? This is an ironic reversal of fortune and changes the entire dynamic going forward.

All employees, but especially newer employees have almost over night, become powerful and necessary. This should translate into money almost immediately and all should find a union supporter or organizer and give him or her a hug! There's no doubt that your future good fortune is almost entirely because of their hard work.

There is still much to do and we encourage all to continue to renew authorization cards; they are only good for 12 months. Keep up the pressure and continue to work hard for our customers and our future. Victory is near and the winds of change and permanency are blowing friendly.

2009-11-17T19:45:00.007-05:00

Injustice – Delta Style
The Story of Rodney Carpenter

Until June 29 of this year Rodney Carpenter was a ticket agent for Delta Air Lines. He did a 6 year bid in PBI and 1 year in HNL. During that time, he was elected by his coworkers to be their representative on the Delta Forum, Delta’s powerless version of an employee association. He received numerous commendations for customer service and was seen by his fellow employees as someone who would go to bat for them and for the passenger.

In 2006 he transferred to MSP. Shortly after that his troubles began. He began to come into regular conflict with Laura Peihl, a Performance Lead (PL). Because of this conflict, he contacted Delta Human Resources to make a complaint about her. Soon she demanded that he meet with her in her office. Carpenter sought a witness to go with him believing Delta policy allowed this. When he came back without one, Peihl and another PL demanded that he withdraw his complaint against her. When he refused, she asked for his badges and sent him home for 4 days without pay.

When he returned he was given a Final Warning Letter for allegedly threatening the other PL. He requested that the security tapes showing this incident be made available. Another PL refused, saying that if he pursued this he would be fired. Needless to say, Rodney kept an extremely low profile for awhile. He was, however, recommended by his station manager for the Delta Chairman’s Award. Rodney was absolutely committed to customer service despite his problems at work.

Trouble began again when Peihl became the acting station manager. She called Rodney in for a disciplinary letter for attendance. During this time he had been working large amounts of overtime and extra shifts to help cover gaps in the schedule. On three different occasions Rodney met with Peihl to ask that he be allowed to work just his own shift. She made it clear this would not be acceptable.

Peihl also became aware during this time that Rodney was a supporter of the union. His own experience over the last 2 years had convinced him that workers needed a voice. In fact, he helped set up a meeting after work to discuss the union issue with coworkers. The meeting was to occur on June 29 at 9PM. Rodney was suspended that day without pay for missing 2 hours of a shift he had picked up. He has since been terminated, although he has still not been informed in writing of his status.

While we cannot guarantee that Rodney would be employed if he had a union backing him up, the bullying he experienced would not have been allowed. We know he would have had a union steward with him every time he met with Peihl. We know that he would have received pay while on suspension. We know he would have had 3 different steps or hearings, with representation, to ascertain the facts. We know he could have had his case arbitrated before a neutral third party. We know heavy pressure would have been brought on management to rein in Peihl. We know this story illustrates what Delta means when they talk about a “direct relationship”.

DECISION FROM UNEMPLOYMENT JUDGE:

“The unemployment law judge found Carpenter’s first-hand testimony to be more likely than the vague evidence submitted by the employer. The evidence shows that the bulk of Carpenter’s absences were due to illness and outside his control…” “…The available evidence fails to show that Carpenter either clearly displayed a serious violation of the employer’s expectations or clearly displayed a substantial lack of concern for the employment. Carpenter was discharged for reasons other than employment misconduct.”

2009-11-10T19:24:00.002-05:00

Meet Rick Marcus

Rick Marcus was a safety instructor. He returned $4,000 to a passenger who was frantic because of their loss. He was impeccably honest. He was a member of the Continuous Improvement Team, had perfect attendance in 2007 and 2008, had commendations for making sure bags were not misconnected, had 13 years with Delta Air Lines in MCO. Rick Marcus was a career airline worker who made sure Delta was consistently one of the preferred airlines in the world.

Until April 15, 2009. On that day Rick was suspended and began what he describes as a slow descent into Hell. A coworker came up to him while his crew was onloading an international flight. The other worker’s manner was threatening, so Rick put his hands up to defend himself. Rick still isn’t sure why his coworker approached him this way.

What he is sure of is that he was called into his manager’s office and told he would be suspended for a day or two. After two days he called to make sure he was to report the following day. “You are suspended until further notice”, he was told. He was given a number for a Human Resources Representative in Atlanta. Between April 21 and May 5 he called 6 times. Finally, on May 6 the HR Rep. told him his case was going before the Workplace Violence Committee. He was also told it would be 4 to 6 weeks for a decision to be rendered with 6 weeks being the max. 7 and then 8 weeks passed and still no word.

Rick had no paycheck, no unemployment, no response. Finally, June 12 brought an email from HR saying he would have a decision shortly. He was called into the station that day by the acting station manager and told he could resign or be fired. He chose to appeal and was told it would be 6 to 8 weeks before any decision would be made, making the Delta process become 16 weeks of waiting and wondering with no support.

In the meantime, he filed for unemployment. The judge found the discharge to be unjustified and Delta appealed that decision and then failed to appear at hearing. Delta HR finally called him in September to say they thought his termination was justified. He remains unemployed in a bad economy. He has still not received a written termination notice.

We talked to a half dozen of his coworkers to make sure his story had the ring of truth. It all added up. Rick’s only flaw at work, according to those who worked with him every day, was that he got impatient with those who would not pull their weight.

After investigating, we believe Rick. But even if we didn’t, we know Rick didn’t get some things that he would have had he been a member of the IAM. He would have had the right to “due process”. He would have had the right to 3 different hearings with union and company reps. He would have had the right to arbitration where his case would have been heard by a neutral third party. Time limits for decisions would have been defined by a union contract.

Rick was never a big union man. He is now.

2009-11-06T21:49:00.000-05:00

WE’LL TELL YOU WHAT COLOR YOUR SHIRT IS!

DELTA’S VERSION OF THE ‘TRUTH’ RUNS COUNTER TO THE FACTS
A ‘DIRECT RELATIONSHIP’ OFTEN ENDS IN ABRUPT ‘DIVORCE’

A few months ago a disciplinary hearing was held in a Delta city very similar to the one you are about to read. Only the names and details were slightly changed to protect the idiots involved!

Director Ben Dover: Mr. Chapel, we have called you to this hearing to discuss your ‘unprofessional’ conduct and writings. We take all disciplinary action kind of seriously and need you to understand the severity of your situation. If you have a recording device you must turn it off. Later in the day, we will decide what you really said to us and don’t want an actual recording of the facts to get in the way of our ‘truth.’

Agent Chapel: What situation?

Corporate Security head Al Wakyu: Don’t play dumb with us, I have a phone book and know how to use it! It won’t even leave a mark. First let me tell you how smart I am and how easily I can break you. You’ll be crying for your momma in minutes!

H R Specialist Kinda Mannish: Lighten up Al! Stop rolling up the phone book and calm down. Mr. Chapel understands what this is all about. His writings offend so many of us at Delta and the facts he presents don’t match the version of the ‘truth’ we tell our agents. It’s vital for our future that the ‘truth’ that we ‘package’ and spoon feed to our employees not be challenged, especially by actual facts. It makes us look like… well…like we are liars and stuff. I am so offended by people like Mr. Chapel who won’t accept the big picture….

Director: Ms. Mannish, you’re wandering again. Please try and stay focused! What we do here today will determine Agent Chapel’s future and we need to concentrate. Agent Chapel please confess to your misdeeds right now in writing. We will tell you what to write and you will find us to be very helpful in that regard. Do what we say and the ‘truth will set you free.’

Chapel: I want an attorney and a witness. I’ve got nothing to say to you idiots! Bite me!

Al Wakyu: Let me smack the SOB!

Director Over: It’s time for you to leave, Al. We’ll take it from here (door slams!) What’s it going to be Mr. Chapel? We’re waiting on your confession. I have already had it written for you; please just sign it so we can all go to lunch (minus you) on the corporate credit card. You’ll feel better; it’s kind of like Confession. I’m not Catholic but that’s what I hear.

Chapel: Are you people for real? How on earth did we ever make money! So this is what it means to have a ‘direct relationship’ with Delta management?! I’ll tell you what! You can read my answer to your silly accusations on the blog tomorrow.

Director Over: What happens in Delta hearings is secret; if you write about them we will get you eventually. Stuff your facts, your desires and your dreams for a better working environment for all Delta employees! It’s important that we maintain control by keeping facts from our workers. Our ‘truth’ however skewed, gives people false hope and we are the best at supplying that! And that’s the truth!

Chapel: I’ll be passing out pamphlets chuck full of facts long after most of you are sent packing. Long live the union cause and those who risk all to bring real truth and accurate facts to those who will decide.

Director Over: You don’t get it, do you Chapel? What color do you think your shirt is today?

Chapel: You can see that I have on a blue shirt! You people are strange.

Director Over: Actually everyone in this room except you will say that you have on a red shirt. That’s what we will put in the report. There are no witnesses except us and no other proof. Our word is the ‘truth.’ We can and will destroy you and others with whatever version of our ‘truth’ we decide to write. That’s how we at Delta have always done our business and by keeping out the unions we will ensure that facts and equal treatment don’t enter in to Delta’s world.

Chapel: The vote is coming and folks like you won’t survive the scrutiny that will follow! Enjoy your power while you can.

2009-10-30T12:47:00.003-04:00

Machinists Withdraw Delta Fleet Service Single Carrier Application

Reprinted from http://www.iam143.org/

The International Association of Machinists and Aerospace Workers (IAM) today withdrew the single carrier application it filed with the National Mediation Board (NMB) on behalf of Delta Air Lines' and Northwest Airlines' fleet service employees on August 13, 2009. The withdrawal is in response to Delta's insistence that fleet service representation issues be resolved at the same time as passenger service and office & clerical employees, whose single carrier applications have yet to be filed.

"Delta and Northwest have spent the last three months vigorously litigating their position that the IAM cannot submit an application for fleet service employees separately from the office & clerical and passenger service employees," said IAM General Vice President Robert Roach, Jr. "But Delta and Northwest are not yet a single carrier for representation purposes in the office & clerical and passenger service classifications. If the three separate crafts or classes must be investigated simultaneously, as Delta and Northwest insist, then the two carriers are not yet a single transportation system for fleet service either and the IAM must withdraw its application."

"The two airlines have also repeatedly and falsely accused the Machinists Union of not caring about the employees for which we have not yet filed a single carrier application," continued Roach. "Based on Delta's efforts to poison the mindset of employees, none of the employees can have a fair election at this time. The IAM looks forward to filing single carrier applications for fleet service, office & clerical and passenger service classifications when the taint of Delta's conduct has dissipated and each of those groups on Delta and Northwest are functioning as a single transportation system for representation purposes."

A ruling by the NMB that the two carriers are operating as a single carrier for a particular classification must occur before union representation issues can be resolved for that classification. The IAM's previous single carrier applications for Delta and Northwest flight simulator technicians and plant protection employees are not affected by the withdrawal of its fleet service application. The IAM will also file for stores clerks separately when both Northwest and Delta stores groups are operating as a single carrier for purposes of representation.

2009-10-26T08:21:00.003-04:00

PRODUCT NOT PACKAGING!

DELTA’S MANAGEMENT FOCUS IS STYLE OVER SUBSTANCE
EUPHEMISMS ARE DESIGNED TO FOOL THOSE NOT PAYING ATTENTION

Politicians of all strips are often guilty of masking a bad idea with a good slogan. We as a nation are seemingly enamored with a catchy phrase and rally around inspirational slogans.

A truly bad idea can often times be run right down the middle of America if the name of the ‘product’ being sold to the public is strong enough or has dazzle and roles off the tongue with pizzazz and style.

Who can argue with a military campaign called “Operation Just Cause” or question a military strike using phrases such as “smart bombs” or “precision bombing.” We all know that the world is just a bit more complex than the simple descriptive vernacular that the worlds’ various militaries might use or governments might decide to engage in.

Can you image what might have happened to the popular support of our last war had the politicians or generals decided to name the campaign “Operation Never Ending” or “Engagement Poorly Planned?”

We in the union campaign are often accused of being the purveyors of bad news or gloom and doom by our detractors who call us names because we don’t rally around Delta’s management team and support the ‘product’ by being loyal to those who do the ‘packaging.’

We take issue with that description of our efforts and want all Delta employees to know that we support our management team when they have good ideas and include all of us in the successful implementation of their plans. We happen to believe that a well compensated and adequately benefited employee makes for a dedicated and loyal ‘soldier’ in our battle to compete with the other carriers. We know that union employees all around the airline world are partners in the process of providing a product that flyers and customers are willing and glad to buy.

We cringe when our management team uses slogans and euphemisms to mask an ever increasing inferior product and only question them when they don’t tell the truth about the value unions have provided carriers and passengers over the years in the airline world.

It’s just a simple fact that the more you take care of your employee the more likely your customer will be happy. Again, Southwest is a gleaming and shining example of the ‘product’ matching the ‘packaging.’ Their passengers know what is being offered and they are hardly ever disappointed in the final result.

When Delta tells its employees to give our “unique culture” a try for a year without the ‘burden’ of unions getting in the way of a “direct relationship” between management and employees, this is the worst example of bad packaging masking the truth. No union has ever stopped a single employee from approaching any manager with a request or question.

The truth is that Delta wants a direct relationship without unions so that they can change, alter or amend downward our benefits and pay as they see fit without interference or answering to anyone. Did we mention also to be able to terminate our relationship with the company without cause on a moment’s notice? That is the ‘unique relationship’ that Delta wants to maintain with you. Let’s don’t let them fool us with catchy slogans and phrases; let’s unionize and by doing so, strengthen our airline with measurable results not meaningless words!

2009-10-16T09:22:00.001-04:00

CHICKENS DON’T CARE

WIN AND LIVE TOGETHER OR DIE ALONE
OUR FUTURE REQUIRES LOOKING AFTER ONE ANOTHER

Years ago when I was a young adult living in the South Pacific I was invited to a chicken dinner. When I arrived for the evening dinner I was surprised to find out that part of the preparation for the meal was for me to pick out a couple of plump birds for the plucking.

Picking out a couple of ‘hapless victims’ was the easy part; dispatching them was a bit more challenging but necessary and with some regret I did the dirty deed. What I noticed about those chickens that weren’t chosen taught me a lesson in ‘chicken nature.’ As long as they weren’t picked up to be plucked, they didn’t seem to care much what happened to their fellow chickens.

They were oblivious to the whole ritual. I think back to those chickens each time Delta says that sacrificing some will save us all. Each time Delta has closed cities or done away with departments and jobs over the years, the thinking from fellow Delta employees has always been the same; well, at least I still have a job! We don’t seem to care or even worry when jobs go away and we walk away from the ‘night’s meal’ glad we weren’t on the menu.

Here’s one almost certain fact; sooner or later we will be served up on a platter if we think we can survive Delta’s managerial miscues and future plans individually. We will be sacrificed and those left to carry on will breathe a sigh of relief and probably won’t care about us. It is a weakness of the Delta workforce and one that has been exploited for decades by our management team.

To survive this economy and this aggressive and money gluttonous management team requires that we change our thinking and our individual survival instincts and strengthen our position by starting to care about each other. Our perspective shouldn’t be thinking about keeping our individual jobs but in realizing saving a department through unionization will likely secure all of our futures and our collective jobs.

The ‘unique culture’ that Richard Anderson talks about and inherited is our almost serene and silent compliance to whatever Delta management dictates. This ‘attribute’ that most Delta employees seem to have in their DNA is a major collective character flaw going forward and this CEO will exploit our ‘culture’ to achieve victory and then not risk another union fight in the future by moving against all of us should we lose this union campaign.

We win now or no matter how you feel about unionization; no matter your loyalty to the Widget or how you vote in the coming election we will all be scooped up and ‘served’ for dinner.

He has done it in the past when he could and was only stopped by strong unions with iron-clad contracts in the past. This management team will not differentiate between those that supported them and those that didn’t. The ramp will be completely farmed out or forever changed into jobs no one with a family and obligations can afford to keep. It’s time to care for one another; don’t be a chicken! Let’s unionize!

2009-10-11T13:46:00.003-04:00

Seniority Is Everything

For union members at NWA seniority rules almost all aspects of our work lives. It determines when we take our vacations, what jobs we do, whether we get a promotion or whether we get a new job in a new city. Seniority is literally the glue that holds the union together. It is the fairest way of deciding questions in the workplace.

Seniority cuts across favoritism. Without seniority, management gets to decide who does what job. Favoritism is toxic to building a culture of solidarity in the workplace. Favoritism creates an atmosphere friendly to management, to deal making, to worker back stabbing worker to gain some favor. It can tip the balance of power in favor of management quickly. It creates fear.

Although overtime is not regulated by seniority, but by equality of distribution, it is another example of regulation that favors workers. Our union stewards and Shop Committee carefully monitor overtime to make sure that it is distributed with reasonable equality. At the end of the year, the Company must pay money to those workers who did not get an opportunity to work OT. Imagine if overtime was handed out at the whim of a manager, as opposed to an overtime list.

At Delta Air Lines (subject to change at any time) seniority does determine some conditions of work, such as vacation and work area. But many questions are totally in management hands; promotions, station to station bids, overtime, whether you work in a bin or on transfers. Pretty important stuff.

This is not to say that deals are not cut between management and workers at NWA. Sometime workers are passed over for overtime illegally. Sometime managers try to use needs of service to justify any action they want. And we fight those actions on a regular basis. We try to create a culture of fairness and solidarity.

Seniority (as opposed to favoritism) plays a key part in creating an atmosphere where we are not afraid of managers. Read what Brian Vaughn, a 20 year ramp worker at Delta, had to say to his coworkers at Delta about his visit to our ramp in MSP several months ago.

He said, “I have to admit that it was a little unusual for me to talk about union stuff without some form of management telling me to leave the break room and take my union literature with me. But not in a union break room. I spoke freely. I answered any questions asked. And the guys and ladies at NWA were not afraid to ask anything. They weren’t afraid of the big bad supervisor. IT WAS BEAUTIFUL!!!! You will enjoy seeing the same thing!!!! There is a whole different world coming your way.”

Richard Anderson and friends don’t think this is beautiful. They think a “direct relationship”, where they hold all the cards and we hold none, is beautiful.

Vote Union, Vote IAM

2009-10-03T11:07:00.002-04:00

A Fairy Tale?

Once upon a time, a long time ago, in the far away Kingdom of Deltonia, lived the mighty King Richard, descended from the House of Lorenzo. For years Richard and his Court had schemed to bring Deltonia and the Northwest Kingdom under his reign, thus bringing him and his henchmen untold riches and power.

Finally he was successful. But to consolidate his power he had to bring the people of the Northwest Kingdom, known as unionistas, under control. Over the years they had developed a tradition of speaking their minds and enjoyed democracy. By uniting together they had even gained the right to bargain with the Royal Family for higher wages and more benefits.

Once the merger of the Kingdoms was complete, the people of Deltonia began to notice disturbing changes under the rule of King Richard. In the past, they had been ruled by more benevolent kings who had given them much of what the unionistas had so that certain ideas would not become popular in the Kingdom. The cause of the unionistas began to take hold. Some, who spoke openly in favor of these ideas, were banished from the Realm. In spite of an atmosphere of fear and intimidation the unionista cause grew stronger.

Elections for King were possible in Deltonia. But the King had enforced a strange law, used in no other land, which proclaimed that all citizens who did not vote were counted for the King. This law made it almost impossible to unseat the King. To make matters worse, the King told his subjects they should not vote. In this atmosphere many simply sat the elections out.

Many thought the law was unfair, so the Great Court was petitioned for a change. You see, in most other lands decisions were made by those who chose to participate, not by a King and not by those who stayed silent.

King Richard became furious. He accused the unionistas of trying to undermine the Kingdom and of consorting with Dragons. He said it was unfair to change the rules because they had been in force for so long. Most in the Kingdom knew King Richard was angry because his total control was being threatened. If the rules were changed it was a near certainty the unionistas would win and he would have to share his wealth and power with all the people.

The Great Court listened to the arguments made by both sides. On the one hand were the unionistas, thousands and even millions of them who knew that the request for a change was fair and would advance the cause of democracy. On the other hand were the Kings of Unitedalia, Americana, Mesabaland, Comaironia. They resisted with all their might. If the unionistas were successful, they believed, the very foundation of control would be eroded.

In the end the unionistas prevailed against great odds. The laws were changed. The election was won and King Richard was forced to share power and wealth with his people. In the next several years many other Kingdoms followed suit. And they lived happily ever after.

2009-09-25T12:48:00.002-04:00

Bring the NMB Rules Into The 21st Century

On Wednesday, September 23, 2009, Richard Anderson (along with the airline industry's lobbying arm, the Air Transport Association) issued a statement vehemently condemning any change in the National Mediation Board's Election Manual to provide that a union winning the majority of votes cast in a representation election be certified as the representative of the craft and class.

This is not a radical concept. Each of us should ask: Why then are Delta Air Lines executives and their lobbyist so upset and concerned about having the majority of the votes cast determine the winner? In fact, this is the way every union election is run outside of the railroad and airline industries. It is also the way every election in the United States is run at the municipal, state and federal levels. It is the American system of democracy, so why has Richard Anderson publicly opposed this issue?

Delta is desperately fighting the Rule change because in the past Delta Air Lines has poured millions of dollars into suppressing the vote of their employees to avoid unionization at all costs, and they were successful at it. In past elections, they directed their employees to tear up or mutilate their ballots and simply not vote. Their blatantly antidemocratic conduct was rewarded, and they beat back several organizing drives under the current outdated NMB rule. The rule is unique in America and maybe the world—because to be certified an airline union must not only win a majority of the votes cast, but more than 50% of the employees in the craft and class must have voted or there will be no union, no matter how many votes the union received. The Rule is outdated and unfair for all of us.

It is amazing that the executives at Delta Air Lines would demonize labor for asking that the rule be changed. Delta executives must have a short memory. About a year ago, the very same executives at Delta Air Lines petitioned the NMB to change the rule to make it even more difficult for a union to win certification. They urged that the Rule be changed so that in order for a union to win representation it must get a "super majority," or what it called more than a substantial majority. Suddenly, Richard Anderson has the gall to criticize the IAM, AFA and all of transportation labor for proposing a rule that would, in fact, make the process more democratic for each of us.

The NMB's policy was first applied nearly 75 years ago but is no longer valid in the modern age. In 1934, the NMB began to apply the rule in the railroad industry but acknowledged that there was no real legal basis for it. With today's multiple and nearly instantaneous means of electronic communications, along with the NMB's own electronic voting, its rationale has gone the way of the steam engine. It is the position of the AFL-CIO's Transportation Department, as well as dozens of other labor organizations, that the Board's policy must be updated to meet the realities of the 21st century and restore democracy to the process. Accordingly, we have joined with all other unions in the transportation industry to ask the NMB to change its policy as set forth in their Election Manual to provide that the union that obtains a majority of the votes cast in a representation election shall be certified, as occurs in every other industry, including the public sector. This is the American way. It is time to level the playing field for ALL working men and women in the aviation industry.

In solidarity,

Stephen M. Gordon

President/Directing General Chair

2009-09-19T12:13:00.007-04:00

THREE QUESTIONS TO ASK YOURSELF

If you are a Delta employee who will be eligible to participate in one of the upcoming union representation elections, there are some critical questions you should ask yourself.

Question No. 1: Why does Delta management try so hard to discourage
you from receiving our literature and signing an authorization card
requesting the NMB to hold an election?

Have you noticed that many coworkers won’t take our information or sign
an authorization card simply out of fear that Delta management will find
out? Employees see managers and performance leads bullying
coworkers when they find out that union literature or even simple
discussion exists in the work place. They will snatch information right out
of someone’s hand. They tell employees union discussion is not allowed
anyplace nor anytime on the Delta property, including lunch and break
time. This is a violation of federal law. They speak out of the other side
of their mouths, though, and tell you it is important that you make an
informed decision and union representation is ultimately your choice.
Additionally, the company posts daily, on their web site, every slanted
statement, erroneous fact and negative piece of propaganda about the
union. You can read that on company time and company property any
time you want, though.

Question No. 2: Why does Delta separate pre-merger Northwest and
Delta employees into separate break rooms where it isn’t necessary to
do so?

It appears that limiting contact limits the ability of employees from having
civil, healthy and intelligent dialogue about union representation.
Management fears that once you hear the truth about union
representation from coworkers who are actually represented by a union,
you just might want what that membership has to offer.

Question No. 3: What does Delta management fear most about a union
representation election?

The answer, in a word, is control. Winning a union representation
election is the first step towards a collective bargaining agreement where
you have a voice and a vote on wages, benefits and work rules. A union
and a contract bring fairness and dignity to the job. A union and a
contract prevent management from having total control in your future.
Remember, what happens at work doesn’t just impact the worker, it also
impacts the worker’s family.

Help yourself and your family.
Sign a union authorization card today.
When The Time Comes, Vote Union … Vote IAM!

2009-09-08T11:33:00.001-04:00

Standing Up For the Middle Class

We thought some concrete statistics about average wages, livable wages and starvation wages would be useful in the debate about union versus “direct relationship”. These questions come up frequently on the ramp and various blogs.

What does it take to raise a family of four on a “no frills budget” in Minneapolis or Atlanta? According to the Minnesota Jobs Now Coalition, composed of churches, unions, community groups and businesses, the annual figure is $60,000. Jobs Now Coalition did their study for Minnesota, but according to Cost of Living Wizard (swz.salary.com) ATL and MSP have nearly identical costs of living. DTW and SLC are 8% lower. Cities in the Northeast and West Coast are 10% to 50% higher.

What exactly does Jobs Now mean by “no frills budget”? This includes food cooked at home, rent or mortgage, heating, electricity, water, gas, transportation, health insurance premiums, childcare or school expenses, taxes, clothing, phone and minor household maintenance items.

It does not include education or training beyond high school, debt payments, life insurance, retirement, savings, vacations, pets, movies, gifts, restaurant meals, hobbies, or big ticket items such as washers, dryers or refrigerators. It truly is a Spartan budget that allows no room for emergencies, many family activities or the future. A combined wage for two adults and two children of $60,000 puts that family at the bottom of the middle class. This is the income range many topped out Delta and Northwest baggage handlers find themselves in.

For those in the first few years of their “airline careers”, bridging the gap from poverty to a “no frills lifestyle” means working 2 or 3 jobs or working every scrap of overtime they can get. If minimum wage had kept pace with inflation over the past 30 years, it would be $9.80 per hour (U.S. Bureau of Labor Statistics). This gives a clear idea of what we are facing.

We are at crucial point in all of our working careers. Delta’s stated plan is to give us “industry standard”. Delta has described industry standard to mean industry average. Guess who will control industry average without a union…that’s right, Delta. As the largest airline in the world, it will not take long to bring the industry average down to poverty levels for all airline workers. The goal if being union…to be industry LEADING! That in a nut-shell is the difference between having a union and not.

The economic survival of our families depends on a large majority of us standing up and saying we have had enough. We have had enough of the “race to the bottom”. If we stand up now and vote union we can turn this into a “career job” again.

Don’t settle for standard – don’t settle for average! Join the union effort and demand the best!

2009-09-02T08:41:00.000-04:00

DELTA WAGES WAR AGAINST ITSELF

DENYING EMPLOYEES FAIR WAGE AND BENEFITS WILL DESTROY ALL
NOT ALLOWING OPEN DEBATE IS A TRAIT OF ‘TYRANTS AND BULLIES’

Any of us who have had the extreme discomfort of having ‘issues’ come up while employed at Delta know of the potential loneliness that can accompany all employees who seek help and answers from this management team and this current structure.

Many of you who have ‘crossed over’ now from Northwest might have had the displeasure of dealing with one or more of these outside ‘structures’ that were set up, designed and carefully crafted, not to aid employees, but to deny, delay and roadblock our most ‘valued asset,’ our workers, the help that we need when illness, injury or calamity occur.

The bottom line is that exactly; the bottom line. Every decision made concerning you or whatever your problem might be is ultimately designed to save Delta money by denying you help. What is sad about this obvious decision that was made a few years ago when essential components of this airline were split off and given to outside firms to manage is this; anything that damages individual employees, damages us as a whole.

If enough damage is done; we are done. Many of us see the accumulated damage piling up and the inevitable result of pulling off individual fingers to ‘save the hand.’ It doesn’t work and it never will.

Delta workers grew up in a different environment where insurance and help as well as quality advice were a given; every employee had the calming knowledge that a very effective employee ‘safety net’ was in place and functioning on all cylinders. This fed the machine of positive results and we were a fairly magnificent work force; NO MORE!

Delta will roadblock you if and when they can should it mean a savings to their bottom line; as an employee, you are no longer considered a quality asset, but a commodity that is expendable if they can figure a way to keep the ‘engine’ barely sputtering without you.

Delta has also road blocked any fair or equal voice of this process by stifling debate and will probably and eventually pay a heavy price for self-imploding, if they haven’t already.

Until Delta regains their sanity or brings in ‘enlightened’ management it is essential that we band together for protection and for the knowledge that what is in a contract is enforceable! Let’s have an open debate about the past destruction of our individual parts! How about that?

At the end of the day, we will all be here longer than any ‘blue-blooded’ aristocrat manager whose shelf life is less than two-day old bread. Why believe people who can hardly walk because of the additional weight they are carrying of our money stuffed in their pockets.

The vote is coming! The vote is coming! The vote is coming!

2009-08-24T12:14:00.002-04:00

The Ready Reserve Program

The following was posted on a pro-management website for the purpose of union busting. "What will happen to the Ready Reserves if the IAM wins? It sounds like they will become the sacrificial lambs in this battle. For all the IAM's talk of job security, they will probably cause a lot of folks to lose their jobs. Think twice, Ready Reserves, before you sign those union cards. Stick with Delta and you will have a chance to go full time if you so desire. The IAM has referred to Ready Reserves as a cancer. Delta considers you a valuable asset, as they do all employees."

Pro-union workers are not against Ready Reserve workers. We are against the program. Ready Reserve workers are exactly the same as Full and Part Time Permanent workers. They want a career job with good pay and benefits. There are no second class citizens in the IAM.

Is it wrong to believe that all Delta workers should be accruing vacation time, sick time, OJI time, pension credits and Long Term Disability? Shouldn't Ready Reserves be allowed to trade with any other worker in their classification? Should they be sent home if they reach 999 hours worked in a year? The Ready Reserve Program is all about lowering labor costs at the employees expense.

Make no Mistake. The Ready Reserve Program creates a revolving door that impacts every employee and destabilizes all our jobs. Reports from ATL confirm that large numbers of Ready Reserve workers have quit in the past few weeks. Delta new hire training rooms will fill up so more can be brought in.

With a union, permanent employment with full benefits and job security will be guaranteed by a union contract. Every union member will get to vote on that contract. That is the future union workers have in mind for those who are Ready Reserve. That is how we can stop the revolving door.

2009-08-13T14:34:00.000-04:00

Finish Line In Sight
IAM Files For Union Election

Miles into the Boston Marathon runners reach the top of Heart Break Hill. Many participants drop out before they reach the top. But for those who have not, the finish line is now in sight. Five miles left to go. Time to marshal every bit of energy you have left to sprint to the end.

Today the IAM filed with the National Mediation Board for a union representation election. We have reached the top of Heart Break Hill. The finish line is in sight. It is time to sprint with every bit of energy we have. For Delta and Northwest workers alike it has been a marathon: months, even years of talking union to coworkers, collecting union authorization cards, participating in rallies, union open houses, unity parties, wearing buttons, t-shirts and stickers, distributing literature, refusing to believe Company propaganda. The effort of thousands of Northwest and Delta workers has put us in a strong position to win a union representation election at the new Delta.

The stakes couldn’t be higher. In the United States today a battle is raging over the question of whether common people like baggage handlers have the right to a career job with a secure retirement and good benefits. Must we accept a WalMartized, revolving door future? Are the Richard Andersons and Ed Bastians of the world the only ones who deserve a secure future? The Delta representation election is on the forefront of that battle.

Expect that everything will pick up speed. Expect that Delta will sharply intensify efforts to blunt the organizing campaign. Know what your rights as a union supporter are. You have the right to talk union and distribute union material in non work areas at non work times. This means break rooms and lunch rooms during breaks, lunch and before and after work are acceptable.

Respect other’s rights to opposing opinions. We want a civil discussion, one where everyone feels comfortable getting the information they need to make an informed decision. This has to go both ways.

If we stay strong and focused the WalMartizing of our jobs can be stopped. We have the power to do that.

2009-08-07T15:47:00.002-04:00

Union Representation Issues

Last week the flight attendants union (AFA) filed with the National Mediation Board for a union representation election. Several newspapers reported that an October election was likely. On the same day, July 27, IAM General Vice President, Robert Roach Jr. requested a meeting with Delta CEO, Richard Anderson to discuss the airline’s business plan as it relates to IAM represented crafts and classes. This type of meeting is generally seen as an important precursor to filing for a representation election.

Delta Executive Vice President, Mike Campbell responded with several dates this week for such a meeting. He also “called on the IAM to expedite the resolution of union representation issues for the combined work groups.”

Delta has been in a hurry to have elections for groups represented by the IAM take place since the winter of 2008. This was long before many single carrier issues were resolved.

But Delta’s haste makes no sense to us. If, as Richard Anderson has said, Delta’s wages and benefits are generally superior to those guaranteed in an IAM contract, why be in a hurry for an election? If the union loses, those poor IAM/NWA workers would have to be brought up to Delta standards. From a business stand point this would drive labor costs up. If the union wins there would also be a clamor to bring those poor Northwest workers up to standard, again raising costs.

We have a hunch as to why Delta would want an election before the two airlines were truly one carrier. As the airlines are combined, Delta and Northwest workers have had a chance to compare notes. Many Delta workers have become more familiar with what they might gain with a union and Northwest workers are keenly aware of what they stand to lose without one. A quick election would have short circuited this process, putting Delta in a better position to defeat the union.

We know a union contract guarantees things Delta workers would love to have and the overall package tilts heavily in favor of union workers. Here is some of what we see as the union advantage:

1-System Seniority with guaranteed bidding, bumping and recall rights.
2-Superior safety net if injured or sick-OJI, Sick and Long Term Disability.
3-Superior Health Benefits, with strict caps on premium increases.
4-Guaranteed IAM Pension, with lifetime payments upon retirement.
5-Subsidized retiree health benefits.
6-No outsourcing of work to contractors during course of contract.
7-Work rules to guarantee overtime after 8 hours, extra pay for working through lunch, etc.
8-Limits on part time percentages, no Ready Reserve.
9-Workers are not “at will” employees. IAM members have guaranteed legal rights to “due process”.
10-An organization to back us, so we don’t have to go up against “Corporate America” alone.

2009-08-03T14:04:00.003-04:00

A CHARMING, WELL SPOKEN TRUTH-BENDER!

DELTA TO SPEND MILLIONS ON UPCOMING UNION BATTLES
PREPARE TO BE ‘DAZZLED’ WITH DISTORTED INFORMATION

In the very entertaining movie, ‘Thank You For Smoking,’ actor Aaron Eckhart plays the role of the Vice President of the Academy of Tobacco Studies. This ‘institute’s main purpose is to disprove the link between smoking cigarettes and lung cancer. Aaron Eckhart (Nick Taylor) is an affable, likeable and extremely charming and gifted talker. Not surprisingly the Institute’s main funding comes from Big Tobacco.

When he appears before a Senate hearing to argue against placing the skull and crossbones on cigarette packages, you can’t help but like him and his skilled approach as he debates and testifies before the Senate committee. His charm and wit are mesmerizing. He almost makes one feel good about smoking and dying of lung cancer.

Yep, having a skilled orator and wordsmith is worth its weight in gold. Nick Taylor (Aaron Eckhart) reminds me of someone else I have met, someone I have listened to before a packed audience, someone who is also charming and engaging. Richard Anderson can hold a crowd with his words; he can elicit broad smiles and outbursts of spontaneous applause.

He makes promises almost as quickly as he seems to make new friends. Industry standard pay and “looking into doing away with the social security off-set” on our frozen Delta pensions are just a couple of his quick retorts in front of eager Delta employees.

And folks, he doesn’t mean a word of it! A charming, well-spoken, smooth truth bender!

Just ask your Northwest colleagues about what he promised to them while he was their CEO and what he actually ended up trying to do. Thank goodness most of them were protected by iron-clad union contacts. Their bankruptcy took much from them but without the IAM standing with Northwest employees they would have lost so much more.

Did you know that early retirees at Northwest receive medical insurance for $35 dollars a month until Medicare kicks in? We get nothing!

In the coming weeks be prepared to be dazzled with very highly paid lobbyists hired by Delta to tell you about the ‘evils’ associated with unionization. Before they are done with us we will think that the lies they tell us will have some basis in truth. They will be charming and smooth just like ‘Nick Taylor’ and Richard Anderson and they will have low level company apologists standing in the corner with them espousing the same convoluted rhetoric.

Just remember, union members make on average 30% more than non-union workers with much better benefits that can’t be changed on a whim because of the signed contracts; the same kind of contracts that Richard Anderson and Ed Bastian have and wouldn’t dream of working for anyone without!

Having a charming, well-spoken leader translates into nothing concrete without a written contract. When is a lie not a lie? When enough people are convinced that the hollow promises and dressed-up distortions are true.

This is our last great hope to improve our future and the stability of our families. Don’t be bamboozled by the spin doctors and snake-oil salesmen. Stand up, sign the authorization card and vote union.

2009-07-28T17:04:00.004-04:00

ITS A NUMBERS GAME
SMALL INVESTMENT TODAY, BIG PRICE TO PAY TOMORROW

“One of the very noticeable ways that management is reducing the “yes” votes on the NWA side is the hiring freeze that has been in effect for the last 6 months or more. My station and every other station where I know people have been working shorter.” From a recent deltaramp.blogspot post.

We have been noticing the same thing; reports that the overtime checkbook at NWA is wide open with double time being given out like candy at many stations. On the one hand, this represents financial rescue for many Northwest workers, many of whom are making up for income lost when spouses and partners are laid off or who face other financial challenges.

But does it represent a conscious strategy by Delta to defeat the IAM? We do know that MSP, DTW, MEM, SFO, PHX, BOS, BWI, ATL, ORD, and DEN are all working short handed and OT is plentiful. We know that hiring hasn’t happened in months. These stations represent over 90% of the baggage handlers at Northwest, so one would have to say this is a system wide phenomena. This approach does keep the number of IAM members down.

We also know that Delta is opening up positions on the ramp to Delta employees in some stations where work had previously been outsourced. PHX, DFW, ORD, SFO and PDX are among them. In fact, workers are being hired off the street by Delta in some of these locations. It is also a fact that Northwest ramp employees with bids into these stations are not being allowed to bid on these jobs.

Delta says it is opening up outsourced stations partly to allow employees who might otherwise be laid off to bid to and open position. We are all for this. We want all Delta and Northwest employees to keep their jobs. But it makes absolutely no sense to prevent NWA baggage handlers who want to go to one of these stations from bidding there, especially when Delta is hiring off the street. In SFO 67 Ready Reserve employees are being hired to work the ramp. Nothing prevents Delta from using NW baggage handlers to help do the work in that station.

2009-07-22T14:08:00.001-04:00

THE LAST COMPETENT AGENT

PROFESSIONALISM REQUIRES LONG SERVING EMPLOYEES
DELTA MOVES AGAINST ITS OWN VIABILITY AND FUTURE

Some years ago Delta began a process designed to de-emphasize competency and efficiency. Training in various departments was made simpler, easier if you will. Requirements to, let’s say, become an ALA or agent in charge of loading and unloading aircraft was simplified. No longer did agents need to understand manual weight and balance or dripping of in-op fuel gauges should and aircraft have fuel tanks that had inoperable measuring devices or computers screens that had gone blank or shut down.

Delta wanted to be able to have their ‘professionals’ less burdened with knowledge. Even the process within the computer weight and balance systems moved much of the responsibility from agents at plane side to ‘operational’ agents away from the aircraft.

Everything began to be dummied down for the intellectually inferior. Why?

Well, many of us have a theory about what our future holds. Having less people understanding the complete picture of what it takes to turn an aircraft ultimately requires fewer competent people at planeside. The less everyone needs to know, the easier it is to replace employees who, to the company, seem to have become a financial burden.

Think about it. Finding a way to have the kiosk check in a passenger or the computer determine the quickest and most efficient way to load an aircraft takes the guess work and the intelligence out of the process. We have a management team that is looking for a way to have an eternal revolving door employee workforce; People who need minimal training and can be cheaply replaced over night.

Delta is close to successfully obtaining their goal of cheap, easily replaceable working men and women and we stand by and allow them to get away with it by not organizing quickly enough.

They will finish us soon enough should we not vote in union representation but don’t kid yourselves; their process of replacing us either way began years ago. Right now less and less people are performing essential duties that no one else seems capable of doing.

In some cities there are fewer and fewer employees that multi-task each morning doing everyone else’s job because the skills have gone out the door. Supervisors are relying more and more on an ever dwindling resource that is disappearing and retiring at record levels. Some cities have reached ‘critical mass’ and the tipping point is fast approaching where learned knowledge essential to our stability and viability will be forever lost.

We call upon all Delta experts to realize the danger this airline faces with an ever increasing incompetent middle management and ask them to maintain your present positions until we can win this union campaign.

We will one day again arise and become the airline we once were with the help of our competent Northwest colleagues and ask all professionals to hang in there and await the coming union victory.

2009-07-13T17:49:00.006-04:00

The following is a repost from http://www.redtalesonline.com/

Race To The Bottom

In 2005 aircraft cleaners at Northwest Airlines made over $19.00 per hour with good benefits. NWA management had a plan, long in the making, to break the union to which cleaners belonged. Management brought in an airline contracting company, G-2, to replacethe cleaners. These cleaners made less than the union cleaners, $10.00 less per hour to be exact and no benefits.

Now these cleaners are being told they will not have a job by September. Delta Global Services will be taking over. They have been told they may reapply for their jobs. The new hourly wage? $7.75 – no benefits. Many have already told DGS they must move on because their families would starve if they accepted that job.

The same process has been repeated across the country for both Northwest and Delta baggage handlers. Good paying jobs with good benefits are lost to contracting companies in the down line stations. Now this work is being given to Regional Handling Services. Guess what? Jobs that had been low wage are going even lower.

Every worker in the U.S. has some sense that a “race to the bottom” is taking place. We see it all around us: contracting out, Ready Reserve, higher percentages of part time. With a contracting economy, we know employers will try to accelerate this process. While having a union cannot always stop this process, it is the only way workers can battle back and win. Without a union there is simply no bottom in the “race to the bottom”.

2009-07-10T19:38:00.002-04:00

NARCISSISM ISN’T JUST ALL ABOUT ME

SELFISHNESS IS A DELTA ‘FAMILY’ TRADITION
DO WHAT I SAY NOT WHAT I DO!

Narcissism is defined by most dictionaries as “undue dwelling on one’s own self or attainments.” We have had ample opportunity lately to view narcissistic conduct from a whole host of politicians. Most of these individuals were well known national figures who had preached about ‘family values’ and the need to be above indecency and ‘sin’ in order to hold and keep public office.

The fact that so many of these powerful men strayed so far and fell so hard in an array of embarrassing actions speaks volumes to all of us who attempt to live decent and honest lives. Narcissism is alive and well in America! People of power don’t seem to think that they have to abide by the same set of values and norms that most people find acceptable. They never seem to learn and allow their influence and power to cloud their own judgment and personal conduct.

Growing up in the Delta family has taught me much; especially how to spot a phony. One of my first memories of Delta ‘family values’ came early and shocked me to the core. Supervisors were told that ‘living in sin’ without the benefit of marriage was unacceptable in the Delta family and those doing so would have to choose between that type of lifestyle and staying in Delta management. No kidding! Some people actually ran out and got married in order to keep their management title.

I was never comfortable with the mixing of personal morals and company business and saw the meddling as counter-productive and overly judgmental.

Most people have business ethics and personal moral guidelines that they live by and that should seldom intersect. Personal lifestyle and public business conduct need to be separate; the most successful business people never violate ethical and business codes of conduct. They never allow relationships to seep in to their work environment and successful companies are very hard on those management individuals who break codes of conduct.

Not Delta! The old adage of ‘do what I say not what I do’ is alive and well throughout Delta’s world. My Northwest friends should brace yourselves for some of the most outlandish and over-the-top conduct you will ever see. I thought I’d seen it all until I witnessed a few years at Delta.

From the very top, through the middle and right down to the beginnings of management you will find the worst kinds of breaches of professional conduct and you will be expected to not notice. Most American corporations wouldn’t stand for the shenanigans that you are all about to be exposed to.

The Delta Family is a dysfunctional family that is in need of counseling and professional help. Many of us have a theory as to why things have gotten so ‘Peyton Place’ at Delta and it has much to do with the fact that there is no counter-balance to intervene; to help expose the powerful who make decisions about employees without the benefit of being challenged.

There is a power vacuum that needs to be filled; individuals in management who have run rough shod over unrepresented employees need to be called out and reigned in. Very rarely do those in management who take advantage of other employees in personal or sexual ways ever get exposed for their inappropriate advances or misconduct.

We will be a more professional airline when we demand professionalism from those in charge; when we vote in the IAM and have a sounding board to bring complaints in front of. Delta narcissists beware! You are being watched and your day is coming.

2009-07-02T11:59:00.000-04:00

A UNION SAVED MY JOB

As I recall, in February of 1987 on the SLC tarmac the weather was even colder than the normal winter season. Fortunately I had the luxury of working in the Western Air Lines Commissary and had a heated truck to work out of. Life was good. We were hard working, busy employees and we knew that we gave value every day to our airline and our customers.

The pace of our work was frenetic and no time could be wasted. We hustled from plane to plane and galley to galley restocking the continuously depleted supplies in a fashion that appeared to be well choreographed. Every second counted and time was always an enemy. We hurried, sometimes way too much. We couldn’t help ourselves; our dedication to the task was paramount and sometimes safe practices took a back seat in those days.

We were young and thought of ourselves as ‘bullet-proof.’ On one such day our two man truck was dispatched to the rear door next to the left engine to resupply the coach section; unfortunately we were sent to the wrong plane and it was departing, not arriving. The plane was about to push and in those days there were no wing walkers and panic set in. The plane would have pushed into our truck so we hurriedly backed out and clipped the flaps causing major damage.

It was all caught on tape and Western Air Lines was not happy. I was the driver and I moved the vehicle without a guide, given the situation, I felt that I had no choice.

They decided to fire me and they brought in the big guns to get it done.

The union stepped in, went to work and represented me with vigor and professionalism; they left no stone unturned and treated me like a man on death row. Their skill level was remarkable and I was both stunned and amazed at their preparation and verbal dexterity. They both surprised me and made me proud to be part of such a proficient organization.

They saved my job. No doubt about it. Did I deserve to be canned? Given the facts and mitigating circumstances; firing me would have been unjust.

What do you think would have happened to me had the merger already taken place and the union was no more? I have seen Delta in action and you never know whether or not the evidence is sufficient for termination. It generally depends on what mood they are in as to whether or not one gets fired. Sometimes it takes no evidence at all and other times the mostly guilty walk. It matters who you are and who you know.

I have sat in on hearings with and without representation and believe me, having a mouth piece with skills is much more preferable.

Why would anyone not want that kind of ‘on the job’ insurance? Do you know what the ironic part of all this is? The union official who saved me later became a Delta Manager and then moved on to one of those contractual firms in SEA.

He was let go because of damage done by his workers who had no representation!

2009-06-27T14:03:00.003-04:00

INDUSTRY STANDARD or INDUSTRY LEADING?
OUR CHOICE IS COMING

The Delta Corporate Leadership team is fond of talking about their commitment to setting our wages at "industry standard" by 2010. "Industry Standard" is an interesting term. It implies solidness, fairness, and something you can depend on, like the "Gold Standard".

The Gold Standard is also the term that one might use to describe the "industry leading" bonuses, stock options and wages Richard Anderson, Ed Bastian and others have given themselves during the 3 years since emerging from bankruptcy. Despite tenuous economic times and then a head long downward dive they immediately took care of their own financial needs. The money was found.

We hope the money will be found to compensate us for having built the world's largest airline. We know that crisis lies ahead. It always does in the airline industry. We know that the past was riddled with crises: 9/11, SARS, the Gulf War, oil prices, swine flu, fare wars. Through all of this, Delta and Northwest employees have provided excellent passenger service. Even the admitted mistreatment of employees and "mistakes" by Delta and Northwest executives has not impacted what we deliver day in day out. Of course these "mistakes" had a great impact on our standard of living.

Our fear is that the upcoming stream of crises will be used to set the industry standard lower. The biggest airline in the world will be able to set standards on many different levels, much like WalMart does. Our fear is that the industry standard will include an ever higher percentage of Ready Reserve, part time work and a brutal revolving door. We are not interested in having the flexibility of 3 part time jobs. Having a "career job" is something that Richard Anderson is very interested in having, but is he interested in his employees having the same?

We know that the best way to get to industry standard and industry leading is by sticking together, by being well organized to defend our economic interests. Just ask the 5,000 IAM represented workers at Southwest Airlines who will top out at $26.61/hour with excellent benefits. Now that's a career job. That's industry leading and its guaranteed in writing.

2009-06-19T18:54:00.002-04:00

A TEN DOLLAR AN HOUR CHOICE

DECISION TIME IS RAPIDLY APPROACHING
COLLEGE FOR THE KIDS OR FOOD STAMPS FOR ALL

This long and seemingly endless union campaign has brought many of us to make a determination that life without struggle or challenge has little meaning or usefulness. We all want to make a difference in what we do and accomplish in our day to day lives; everyone seeks affirmation in each move we take and every task we involve ourselves in.

This union campaign is drawing near to a conclusion. We are approaching the kind of numbers that are required to win. We do not rejoice in obtaining our goals but merely breathe a bit easier knowing that our fellow workers are listening and responding to our admonitions and warnings.

Our management team is reacting as we expected; they are sounding the warning signs of the economy and preparing all for layoffs in the fall. We are not surprised and have consistently maintained a stream of honest assessments about where we stand. People are going to lose their jobs this year; more, we think, if we don’t unionize.

Recently the announcement was made that the world’s airlines would lose 9 billion dollars this year, up from an original estimate of just over 4.7 billion. This is the kind of news that our rich, over-compensated leaders will use to dampen any hope or aspirations for fair and just compensation for us going forward.

Our management team which will in all likelihood not last much longer, will direct us to take no action because of the economy and will warn about ramping up expectations for better pay and benefits; they will say that there is no money. They will appeal to our fears and worries and warn against greed; the same greed that they wallow in and in which they lavish their families with excesses. They have no shame!

The choice is easy; it is a ten dollar and hour choice. If you believe the apologists and company hucksters, then we must accept what is offered and given. We must not unionize and have our wages negotiated. They have no internal compass or understanding of what causes success and sustained growth. We will either make 20 plus dollars and hour next year or be heading for 10 dollars and hour in our very near future.

The choice is up to us; all of us! We get to decide and we have to make that decision very soon. Which outcome would you like in your future? Listen to the propagandists that warn against taking care of our families or embrace the IAM’s doctrine of no one left behind.

It’s time to decide and we must not fear those who use the economy as a crutch for being weak. Idiots destroyed our current American economic system. Don’t be an idiot!

Vote Union!

2009-06-12T17:36:00.000-04:00

RIDING ON HALE-BOPP’S TAIL

A SUCKER BORN EVERY MINUTE IS A GROSS UNDER ESTIMATION!
MOST PEOPLE NEVER SEE OR SUSPECT OTHERS’ DISHONESTY

Over a decade ago a new comet was discovered and named Hale-Bopp after the individuals who first brought it to the world’s attention. Phenomenons from space usually garner world wide interest and all types take notice.

One group who called themselves Heaven’s Gate saw the comet’s coming as a sign that the earth was about to be ‘recycled’ or destroyed and took action. In 1997 when the comet drew close with a unique tail made up of dust, gases and sodium, the cult dressed up in jump suits, black and white Nikes and prepared to hitch a ride on the comet’s tail away from earth.

Apparently this required them to commit suicide by drinking a Phenobarbital vodka drink and somehow beam themselves up to meet the comet. I wonder how that all worked out for them?

Anyway, we are a world that believes in all kinds of different stuff.

Yes, there are crazies out there but there are also very persuasive individuals who can talk anyone into anything. Bernie Madoff talked some of the most sophisticated, rich and financially astute people out of 50 billion dollars and never invested a dime of it. Not even the SEC seemed aware of his charade. How can that happen?

People want to believe the apparent good works of others and everyone likes a successful investor with fantastic returns. We all are a little greedy and this causes us to look beyond our own common sense.

Every day another scheme is uncovered and we all marvel at the stupidity of our fellow human beings, thinking that no one could pull the wool over our eyes. You want to bet?!

It has been happening to Delta employees for years and no one seems to mind or even raise a voice. We act like sheep every time another new CEO graces us with his presence and takes us for a financial screwing. We roll over and act as if we are powerless and the actions are inevitable.

Richard Anderson is only the latest ‘come and go’ executive to visit us with promises and talk about how wonderful we are. Millions upon millions of dollars of our pay cuts and benefit reductions have gone directly in to his pockets. We say nothing and wait for our ‘industry standard pay,’ while his cronies fatten their own wallets with bonuses and retention pay incentives.

You know, we kind of deserve what is happening to us because of our lack of action and organization; we wait for justice instead of demanding fairness and even handedness. We lack spine.

We have choices; we can wait and hope that we are ultimately taken to a place atop the industry in our benefit and pay package, which is as likely to happen as a comet returning and hitching us a ride to happier life, or we can take matters into our own hands by having the IAM do the negotiating for us. The choice is easy for me and hopefully should be for all of us. Hoping, waiting and wishing for good and happy endings is not a strategy, not one that pays, anyway.

Let’s don’t be one of those ‘suckers’ born every minute. It is time for action. It’s time for the IAM.

2009-06-05T21:44:00.004-04:00

RED TALES SPECIAL EDITION

June 5, 2009

RECENT FLYERS DISTRIBUTED BY NORTHWEST AND DELTA MANAGEMENT HAVE ATTACKED THE CREDIBILITY OF THE IAM AND REDTALES NEWSLETTER

READ THE FACTS

FACT 1 – The May 20, 2009 issue of Red Tales reported that 22 TPA baggage handlers were getting laid off and that employees in FLL were getting laid off.

FACT 2 – We reported this based on eyewitness accounts of both Delta and Northwest baggage handlers in TPA. Delta Manager, Gene Angel in TPA gave briefings in break rooms as early as May 8 outlining a reduction in force and Delta’s plans to achieve this reduction. Junior employees were given a choice between permanent positions in 4 stations, temporary positions in some other stations or being laid off to the street in TPA.

FACT 3 - We checked this with multiple sources on several different occasions, as we do with every fact in Red Tales, precisely because we know that Delta will attack our credibility if we misstep.

FACT 4 – On May 21 Northwest management in MSP disputed our facts, so we checked again. Our sources in TPA reported that Delta management had changed their tune and were now saying that no one would be forced to the street. We absolutely stand by our account of the facts.
____________________________________________________________________________________________________________________________

Delta, as evidenced by its own flight schedule, has reduced flights in TPA and FLL. When flight schedules are reduced in the airline industry this quite often leads to a reduction in force, also known as lay offs or a reduction in the number of hours worked through leaves, etc.

Lay offs and reduction in force are part of the airline industry. When these occur, IAM members fare better than non union employees because we have guarantees outlining our seniority rights. We have more choices and better choices because of our contract. Delta won’t provide written guarantees to baggage handlers or agents outlining rights to system wide bumping rights by seniority, 5 year recall rights to your home station and job security rights without a union forcing them to. Why, because Delta always reserves the right to change the rules…at any time. And they have put that in writing.

Very simply put – we believe that Delta changed its decision to eliminate these Florida jobs after we shined the light on this situation. The fact that there is a union drive has helped save these jobs…for now. Delta has attacked the credibility of the IAM and Red Tales to take focus off the issues. Expect more of this. It is part of the “union avoidance” play book. Help save these jobs and more – support your IAM union drive!!!

2009-05-29T13:05:00.001-04:00

AMERICA DOWNSIZED

AMERICANS ASKED TO LOWER FUTURE EXPECTATIONS
ASSAULT ON WORKING MEN AND WOMEN IS JUST BEGINNING

I’m certain that everyone has noticed that the essential and favorite foods we buy daily now come in smaller containers or packages. The last time I purchased a candy bar out of a vending machine not only had the price gone up but the size of the bar was considerably smaller. At first I thought my eyes were failing or my hands had gotten bigger. Nope, I and everyone else were being screwed!

I don’t know what makes me more upset; the price gouging and smaller packages or the fact that we were expected to not notice. How dumb do they think we as consumers have gotten? Or maybe they watched as the bankers and mega-financial institutions, mortgage companies and ‘asleep at the wheel’ politicians mishandled and pillaged the monies of all economies with hardly anyone noticing and figured if we didn’t understand that kind of a global ponzi scheme, shrinking 2 quarts of ice cream to a quart and a half all the while charging the same amount would be child’s play.

We as American consumers and workers are being mentally manipulated by the powers to be to accept diminishing expectations in our lives. Our cars, homes, vacations, pay, benefits and heavens knows what else are shrinking and we are being conditioned by those who make the rules (and the food!) to get used to it and take our medicine (in reduced dosages) like grown up men and women.

We’re all for reducing over consumption and participating in conservation and sane approaches to our environment while working smarter and more effective. Let’s all join in making the world cleaner and greener; in reducing waste and limiting our ruinous excesses.

But don’t tell us that workers are to blame for the condition of the world’s economy. Our current crop of gluttonous leaders, politicians, bankers, financial pundits and ‘water carrying’ prognosticators have done most of the damage and reaped huge windfall profits from their deceptive practices.

It’s amazing how a very few well placed, powerful people can do so much damage to the world’s economy in such a short time. Many of them will eventually end up in jail, hopefully. We, however, must not listen to those who want us to share in the blame or participate by not protecting ourselves as we go forward.

We are convinced that part of the argument Delta will present in the near future for not unionizing will be the weakness in the world economy. They will say that there is no money for better benefits and improved pay. The apologists who parrot Delta’s predictable rhetoric have already begun the attacks. Many of these people are fellow employees who worry about keeping what they have and don’t think or concern themselves with the tomorrows.

We say to all of us that without a union in our future, keeping what we already have will be impossible. Maintaining our current job status with Delta will be improbable and receiving the future promised ‘industry standard pay’; total pie in the sky.

We now have the labor friendly NMB we needed and wanted; our petition for an election through the IAM is just within reach. As summer’s hot days begin to wane; our new future could be beginning. Don’t let the worries and fears of others allow that future to be downsized any farther. Victory is in sight and the fun has just begun. If you haven’t signed your IAM card, do it TODAY! In solidarity, victory will be attained.

2009-05-25T02:13:00.000-04:00

JUST REMEMBERING

HONORING OUR BRAVE MILITARY MEN AND WOMEN
REMEMBERING OUR LOVED ONES WHO HAVE PASSED

Memorial Day is a solemn day, one filled with thoughts and feelings of those who have gone before us; our relatives and honored Armed Service men and women who have paid the ultimate price for our families and beloved Country.

I don’t possess the written eloquence to pay sufficient homage and thanks to those who have given so much including their lives; they have my endless respect and admiration.

I was just remembering those in my family who passed way too soon and quite often I find myself wondering what kind of world it would be if these fine human beings had stayed just a while longer among us. We all have friends and relatives who left us early; everyone can relate to a life seemingly not fully lived and cut short.

We should all give thanks for the heroes among us who served our Country and our families with dignity, silent strength and giving souls. God has filled his ‘pantry’ with some of the world’s most precious creations; we miss them all.

I quite often find myself thinking back to better days at Delta and wonder what might have been had we had a more steady hand at the helm during trying times and financially difficult junctures in our history.

I was just remembering how hassle free my medical benefits used to be and fondly recall being able to visit my medical practitioners easily receiving the medicine and help I needed without delay or obstacles.

I remember making a decent living, being able to pay all my bills on time and having enough left over for relaxation and recreation. I looked through the old pay stubs the other day and was stunned at what I used to make 10 years ago.

I remember having Delta agents who I could call should a problem arise with pay or health issues and wish those days would have never ended. There is really no reason beyond our own missteps and incompetence that we couldn’t have that kind of work life again. Recessions and bad economies come and go and in the past they didn’t turn the boat over and cause us all to swim for shore. Why should now be any different?

What we are missing currently is a steady hand and voice to help protect what we still have and build upon what we most desperately need. This Memorial Day let’s pay our respects to those who have left and gone to their rewards; let’s concentrate on building a foundation that will supply us who remain the kind of memories one can look back upon with pride and inner strength.

I was just remembering how good it used to be and know with a little hard work and perseverance we will have that kind of justice in the workplace again. Let’s do it together. The IAM is willing to be that voice and will show us the way to find our deserved place on top of the airline world in pay, benefits and customer satisfaction.

2009-05-21T14:00:00.003-04:00

Seniority In Real Life
The following is reprinted from Red Tales, a weekly newsletter
of the MSP ESSC Shop Committee

In Tampa, Florida 22 Delta baggage handlers positions are being eliminated. If they worked under an IAM contract, as we do at NWA, they would be allowed to use their seniority to go to any station they could hold. The choice would not be up to the Company. It would be up to the individual. They could bump any baggage handler that was junior to them anywhere in the system. The Company would have to provide them with a list of junior employees. If they decided to stay in Tampa and be furloughed, they would have 5 years of recall rights based on seniority.

No Contract- No Recourse

But Delta baggage handlers don’t have a union contract. Delta has provided these baggage handlers with a list of 4 stations where the Company says they can go. Some of these employees would like to go to Atlanta, where they have family. Unfortunately, even though there are many junior employees in ATL, that station was not one of the choices given to them. They are simply out of luck. Delta decides how you can use your seniority. If they decide to take the lay off and stay in TPA, they have no ironclad recall rights. Delta decides if they come back on recall.

Ft. Lauderdale

In Fort Lauderdale, Florida Delta employees are also being laid off. According to Delta workers, permanent employees are being laid off, but Ready Reserve lines will be increased in that station. Delta can do this because there are no rules governing the percentages of Ready Reserve that can be used in a station. There are no rules that govern how many full time or part time employees must be used in a station. Even if there were, without a union contract they could be changed by Delta at any time. Once these FLL employees leave that station they have no right to recall to that station. The only way they can return is by applying for an open position there in the future.

Favoritism

At Northwest Airlines managers sometimes try to evade seniority rights by extending temporary bids for their friends, by putting their favorites on special projects, by rescinding bids when they don’t get the person they want. Occasionally managers try to avoid recalling laid off employees they don’t like. But they usually don’t get away with it because employees who have been harmed by favoritism have recourse. They have a contract with very specific bidding, layoff and recall procedures. They have an organization backing them up to enforce their rights. Delta workers have no recourse when they are harmed by favoritism. None.

Bidding Delta Style

In Memphis, Tennessee several Delta ticket agents, who had been full time, were recently forced to part time. During their summer job bid, the Company decided they did not need as many full timers. When the time came for these employees to bid, there were no full time lines left. Just like that they would no longer get full time hours. Delta does not have to keep a defined ratio of part time to full time. No contract, no guarantees, no recourse.

2009-05-14T00:34:00.002-04:00

EXPERIENCE MEANS NOTHING TO DELTA

DELTA MOVES TO TRIM SENIOR PILOT RANKS
AIRLINE AND ALPA SAYING LITTLE ABOUT DETAILS

Chesley B. Sullenberger had over 40 years flying experience as he began his takeoff out of LGA. By now hitting a flock of birds must have been routine for him and quite frankly, most pilots with any experience.

What wasn’t routine was having both engines quit and being dead in the sky. What happened next was pure professionalism and experience taking over as Capt. Sullenberger or Sully as he is known by his friends, calmly and almost serenely maneuvered the powerless A320 into position to land on the Hudson River.

His voice was calm with no emotion or apparent fear and he put the craft down with hardly a ripple or splash, saving all lives; just another days work for a semi-old former Air Force veteran. A pilot with 29 years experience flying for US Airways, 57 years old; a man with experience.

Delta announced today the need to trim their older pilot ranks because of overstaffing and is to begin incentive packages to entice many older pilots to retire. The economy is to blame with looming cutbacks in staffing needs on the horizon.

So why not do what most companies do in downturns? Why not furlough junior pilots? Why? The rogue element that has taken over Delta since Jerry Grinstein’s departure is all about the green; money, their money. Safety means nothing to these people. Oh sure, they know the rhetoric about safety but not the substance of it.

How could they? Look at what they have done to our ranks on the ramp, one of the most dangerous working environments in the world. On the ramp all it takes is one agent not paying attention to a push out and someone dies. As a matter of fact someone already has in our history; twice.

Seemingly, Delta doesn’t care. They have had two programs to trim away experienced (better paid) employees from our ranks. The thinking is anyone can work the ramp. Yes, and anyone can learn to fly. But who wants to board a plane with a junior pilot who might not be up to par.

I’ll take a man like Sully any day. By the way, I prefer working an aircraft with senior employees; their bones might creak and their backs are sore but they know what they’re doing and they are reliable, on time and generally knowledgeable.

This is not meant to denigrate our young employees but experience takes time. We have many fine, hard working new agents, however, the job is much more complex than it appears on the ramp and safety comes with long serving experience; the kind of knowledge that Delta has been trying to get rid of for years.
Their greed is trumping the public’s safety. We need to stand up to this stupidity by unionizing through the IAM. All of us including the flying public will ultimately benefit. The only losers will be the greedy, temporary top officers of the company. Not a problem!

2009-05-09T17:59:00.004-04:00

Questions From The Front Line

A pro-union ACS in ATL has been talking to some of the Ready Reserves in that station about what questions concern them most. Some experienced IAM workers were asked to take a shot at answering these questions.

How important is it for the IAM to negotiate the following issues into a future contract?

Ensuring Competitive Wages and Full Time Positions - We want to make this a career job again. That means higher starting wages and knocking time off of the ten year top out. It also means bringing Northwest workers up to Delta wages and moving up from there. The pilot's contract has set the bar. They get around 4% increase per year in their contract. That is a good place to start.

Equal Benefits for F/T, P/T and Ready Reserve - IAM members would be very unlikely to agree to a contract which includes the Ready Reserve program. It's not a good deal for any worker. It helps to create a 'revolving door' job. The Ready Reserve program destabilizes every job. Permanent employment with higher percentages of full time positions, that is what we are after. As far as benefits go: the only difference between full time and part time should be the number of hours worked.

Affordable Health and Dental Care - The IAM would take the best from both plans. Coverage for IAM members in most cases is somewhat better than for Delta workers, so we would want coverage equalized upward and increased for all workers.

Reestablishing a Company Funded Pension - Right now Northwest workers participate in the IAM National Pension Fund. Northwest Airlines contributes 95 cents per hour per employee into that fund. A joint board of union and management representatives oversees the health of that fund, guaranteeing substantial pension payments for retiring workers. It is fully funded at 114%. Delta workers would be included in the National Pension Fund when workers vote on and ratify a contract. The IAM would also seek to increase the contribution from Delta. Delta, once fully merged, will be the biggest airline in the world. They would like to set the industry standard for wages, much like Walmart does in retail. And they would like to do it without interference of organized workers. The result would be the Walmartization of all our jobs. Lets stand together with the IAM to give ourselves a voice and secure our future.

Our Voice…Our Delta…Our Future…Vote IAM

2009-05-05T23:40:00.000-04:00

ATTENTION DELTA SUPERVISION!

NEW NATIONAL MEDIATION BOARD TO BE CONFIRMED SOON
VIOLATIONS OF NMB REGULATIONS AND LAWS WILL BE REPORTED

Those of us who have involved ourselves in union campaigns of the past know that politics play an important if not essential role in the outcome of each and every one of these spirited campaigns.

Elections have consequences and winners are rewarded while losers reform to regroup and battle again during the next election cycle. The National Mediation Board (NMB) which oversees union campaigns in various work environments is a ‘political entity’ that is comprised of 3 individuals made up of a majority of the party in power. This is done on purpose because elections are meant to reflect the ‘will of the people’.

The people have spoken and a more labor friendly government has taken control of the country.

What does this mean to all of us involved in the efforts to either unionize or thwart the effort at Delta? There’s about to be a ‘new sheriff’ in town who is going to be more sympathetic to workers and their grievances.

During the flight attendants failed effort to unionize Delta Air Lines, the board was way more business friendly and chose not to take up any complaints, legitimate or otherwise that came before them. This will not be the case this time around. All 114 submitted violations last year were ignored by the board.

We who work the ramp and cargo have been saving the violations that we have witnessed recently and will submit them when the new NMB board takes office after being ratified by the Senate.

We want all management at Delta and especially the Supervisors who have been sent to Delta ‘boot camp’ about what is and is not legal in a union drive to know that we are watching you and yes, in some cases recording and video taping you when you hold anti-union meetings. We know that you consider recordings to be against Delta policy. We don’t care because you will never know which one of us surreptitiously recorded you.

Our complaints will be well documented and have teeth. You might want to ask a union organizer what is and is not legal. We happen to know that Delta has not told you the complete truth because, after all, throwing one or all of you ‘under the bus’ doesn’t take any skin off of their noses. You are simply cannon fodder to be used and sacrificed.

Delta will simply shrug their shoulders and tell the NMB the violation was done by a rogue supervisor who has now been replaced. It has happened in the past!

The biggest violation is coercion and the second biggest is removal of union information from break room tables and facilities. We have many of you dead to rights already; don’t think that Delta will back you should the government tap you on the shoulder and show you the evidence against you.

Telling people that they could lose benefits and pay if they sign a union card or vote union is an act of coercion. Don’t be caught doing it. It is a VIOLATION OF THE LAW! We will record you doing it and we will ask that you be stepped down from your positions in management or worse.

Delta has posters plastered all over their walls saying that they; “respect its employees’ right to decide”. They further state that, “we will always stick to the facts”.

Destroying union material doesn’t respect your right to decide, it tramples on your ability to compare and judge which is best for you; it’s like getting up in the dark of night during a heated local election and removing your neighbor’s political lawn signs that disagree with you and your candidate. They are being childish and acting afraid. If we catch you being ‘ un-American’, we will go after you legally, count on it!

2009-05-01T17:40:00.000-04:00

SWINE FLU TO SAVE DELTA’S BACON!

PANDEMIC COULD ‘WIPE OUT’ THE NEED FOR LAYOFFS
BEAN COUNTERS REVEL IN THE GOOD FORTUNE OF WORLD-WIDE DISEASE

Imagine Delta’s luck at having a pandemic come on the scene just when Delta was facing the grim task of laying off thousands of young employees. Mike Campbell, Executive Vice-President of Human Resources late Friday was quoted as say that, “the timing of this tragedy couldn’t have come at a better time!

“We were beside ourselves with worry about not being perceived as credible with our workforce going forward” uttered Mike Campbell. “We had told virtually everyone in the financial world that we were done setting aside our own employees just to balance the books and the future looked bleak for us to fulfill that promise.” What good fortune we were handed with an outbreak of such medical devastation.

“What is even more gratifying is that this potential disease, with no known antibodies, is targeting the very demographic that we would have had to begin to dismiss later in the year; the 20-30’s, and 40 year age grouping.” “Sometimes you just get lucky, shouted Mike, in his weekly rally to his base!”

In related news, Sedgwick CMS, which handles Delta’s long and short term disability, as well as sick time allotments, has issued a statement concerning the current medical emergency.

“We want all employees to know that this potential pandemic has its origins in the animal kingdom and therefore cannot be considered a human-born disease. All employees who feel sick and think that they need to stay home should seriously reconsider their decision and know that Sedgwick CMS has a financial obligation to protect the well-being of Delta and their interests and we will consider any claim away from work to be fraudulent and without merit.”

“After all, didn’t this whole thing start with pigs?”

Ed Bastian, in his weekly update to Northwest employees reiterated his loyalty and love for all Northwest employees and stipulated that should any employee experience discomfort with the current health climate in America, all they would have to do is wait 30 days and submit a ‘claim of concern’ with the department that handles such inquiries and should you survive that long, someone would get back to you; probably.”

“We want all employees to know that we have their best interests at heart”, stated Richard Anderson, during a hastily formed news conference in the late afternoon on Friday, the 1st of May. “We feel your pain, but please don’t approach too closely to tell us your sad stories, said Dick through a heavily gauzed facial mask he had dawned just before his speech in front of a half-dozen pre-screened employees in Doctor Miles Snowden’s office. Doctor Snowden who has helped terminate hundreds of sick Delta employees in the past was especially grateful for the opportunity of making a difference in the lives of those who really matter to Delta; the bosses and their families. “You can’t imagine what it means to a medical practitioner to be able to save lives of those who really matter; the people who made sure that my home and my family lived in comfort and style. God bless America, and the rich who deserve her compassion.

2009-04-26T23:02:00.001-04:00

THE FAÇADE OF FALSE OPPORTUNITY

MOVING NOW CAN BE HAZARDOUS TO YOUR FINANCIAL HEALTH
BE CAREFUL BEFORE ACCEPTING ‘OPENINGS’ IN OTHER CITIES

Much has been made about the recent e-bid shifts being offered in newly opened cities around Delta’s system. Many agents are talking like agents of old planning to check out new environs in far off places and contemplating selling the house and moving the family.

Don’t be in too big of a rush to make such a potentially life altering decision without knowing what you are getting in to. Many of these cities are places that Delta closed during our 7.5 reductions and these cities have opportunities mainly because Northwest currently has ramp staffing in them. Many of these cities are out west where the IAM was able, during difficult negotiations with Northwest, to save these spoke cities from the chopping block of reduction during Northwest’s bankruptcy.

Northwest dearly wanted to close these 37 smaller stations to ‘save money’ and the IAM helped prevent that outcome.

Northwest has a system-wide seniority list and they are intimately aware of exactly how many lines, both full and part-time exist in each of their 40 cities. When moving, everyone is aware of what does and does not exist and the exact ratios of full to part-time in each city.

Having an IAM contract that spells out these facts helps give employees peace of mind when they make life adjusting decisions.

We at Delta, on the other hand, have no such guarantees. We don’t own our own seniority; Delta decides what our seniority means and how ultimately we can use it. There is no system-wide roster and your seniority is only good in the city you domicile in. We know of many employees who have accepted moves in the past only to find when they got to their new city that things had changed and no full-time line was available.

How can this happen? There are no guarantees, no written contract and no kept promises. You get what you get and the ratios and roster numbers can be changed up or down in a moment’s notice. No kidding!

When you accept a shift you better ask tough questions about how many employees in that city are out on OJI or medical leave. When they come back your full-time status could be affected.

Now, how can we all make life a little more stable than what it is currently under Delta’s rules? Voting in the union will help ensure that these new cities that have been provided to us through the IAM’s past negotiation diligence and expertise stay open.

There is no other way to make sure that when you move, your job, peace of mind and families’ financial welfare will be looked after and protected; having a contract stabilizes the hard decisions that we all have to make from time to time. The IAM is here to be that stabilizing force in all of our lives. Sign a card and vote union yes!

2009-04-22T12:37:00.002-04:00

Executive Compensation
Who Cares?

This blogspot has raised the issue of Delta executive compensation several times in the past. We have called attention to the fact that Ed Bastian’s compensation jumped from $443,369 in 2006 to $10,298,340 in 2007. We have told the story of Richard Anderson’s $11,296,759 salary for the last 4 months of 2007. By the way this is more than 900 times the wages of the average topped out Delta employee for the same period. We have reported on the 398,560 shares of Delta stock given to Anderson in January, in the middle of the greatest economic crisis in over 70 years.

To all of this, some of the Delta employees who are against unionization have said on this blog – “Who cares?”

On one level we all agree with that. The average Delta employee might say, “As long as I can make a decent living, have good health insurance, a secure retirement and own a house, who cares how much Richard Anderson makes? If I get a good vacation each year and what I have is not taken from me, then party on, Richard Anderson.”

But, nearly all of us sense that at Delta, like the United States in general, there is a double standard being applied. Middle class Americans hate double standards. The Dallas News reported on Wednesday on a demonstration by hundreds of American Airlines baggage handlers in front of American’s corporate headquarters. It seems they are upset because they have given millions in concessions to keep the airline afloat while executives collect stock payments. At the same time American is refusing to give baggage handlers a decent contract.

Fred Harris, a long time baggage handler attending the rally told the Dallas News, “If they want dedication, if they want sacrifice from us, then we expect the same from them.” Even anti union Delta employees must know in their hearts that we are all paying for the party at AIG, US Bank, Wall Street and Delta. And that’s why, as dedicated Delta employees, we care.

Our Voice…Our Delta…Our Future…Vote IAM

2009-04-17T16:45:00.001-04:00

ATTACK OF THE BORG

INDIVIDUALS DO NOT MATTER TO DELTA
ONLY THE ‘COLLECTIVE’ SHOULD PROSPER

Most of us grew up enjoying fictional movie and T.V. characters by following their exploits and filling our lives with entertainment and water cooler conversation about the latest happenings of our villains and heroes that we all follow in make believe land.

Who doesn’t remember the Star Trek created evil empire known as the Borg. This was a more recent creation of the reincarnation of the original Star Trek series. These evil people-like droids or machines wandered the universe and galaxies destroying worlds and people because that was their only mission. Only the collective mattered, not individuals and destruction and assimilation was their only mission.

How to stop them? They could adapt and counter most moves by mere mortals in minutes if not seconds and suck the individuality out of humanoids. Even the great Captian of the Enterprise fell victim for a time to the needs and wants of the consuming and all world destroying Borg.

Where am I going with this?

Have you read the latest statistics concerning legacy carriers? Northwest was again named the best of them all for 2008. Congratulations to our new partners. Where was Delta ranked? You don’t want to know!

I remember a time during my Western Air Lines day when just before the merger Western had become one of the most effective and efficient airlines in the world. We were known as the fastest hub in the west with 30 minute turn times and baggage connection numbers that were the envy of the world; 2 to 3 miss-handled bags per 3000!

No wonder Delta wanted us. Oh how things have changed. We were a collection of individuals who were motivated to excel and perform. We were union and were competent; much like Northwest. Delta management couldn’t stand our demeanor and quite frankly the way we looked; Long hair, beards and an attitude. We were good and we knew it.

Much like the Borg, with Delta only the collective matters; individuals are sacrificed for the good of the whole. Delta must survive by wandering the airline world consuming and assimilating healthy parts to keep the machine moving forward.

Our rankings and quality assurance numbers over the years have fallen to pathetic lows but we survive by grabbing other airlines and consuming their good works and living off the good health of them until we use them up and move on.

Look at the way individual employees are treated by Human Resources, Sedgwick CMS, ESIS and management. Nothing comes easy to individuals suffering from health issues, OJI claims and personal problems when presented to Delta and Delta’s surrogates. Almost all claims are originally denied in order to keep the whole of Delta financially healthy all the while allowing our employees to individually suffer.

It is an age old debate. Do individuals who are competent, well trained, financially taken care of make for a more successful company than corporations that deny, delay, and cause frequent employee turn over?

Delta has chosen the latter course and we as employees are individually suffering. Unions act as protectors of the individual in workers rights issues as well as quality of life and health. We must all choose; do we make Delta temporarily healthy by denying ourselves good health and a fair wage by voting down the union efforts or do we cause success by giving ourselves an individual quality life; being happy in our work and transferring that happiness onto our customers through the negotiations of the IAM. We will all choose soon enough.

2009-04-10T10:55:00.001-04:00

BIRDS OF A FEATHER
SLC RAMP AGENTS NOW HAVE NORTHWEST EMPLOYEE NUMBERS
MANY WONDER WHEN THEY WILL RECEIVE UNION BENEFITS

The NW Airbuses and the Mesaba regional jets started to arrive in SLC almost the day after the merger was announced. We took over the handling of all Northwest aircraft and the contractors got their marching orders to get lost. Wow! It wasn’t even pretty or cordial.

Does everyone now understand what is going to happen to all of us should the contracts disappear? Delta has no loyalty to anyone. We are just a number to them. The bean counters do not measure the worth or value of accumulated knowledge. They simply see people and workers as a number and a cost. They say to themselves; why pay 500 people top dollar when we can hire Ready Reserve new hires at bottom dollar to do the same job?

Sometimes we must denigrate people who disagree with us. We must ask them what is keeping Delta from dismissing long serving, benefited employees and replacing them with new hires.

Right now…nothing except Northwest’s union contracts. That’s it, period!

There are so many Delta workers around our system who ignore the realities of corporate decisions and prefer to see only what is comfortable to them. You can find them everywhere and they will tell you that what happens elsewhere is merely a move to save money and solidify Delta’s bottom line.

It’s amazing how shortsighted they are and why they don’t understand that any move against one of us is a move against all of us. They don’t see it; especially the workers in Atlanta.

ATL workers know that there is a real and growing threat to the Atlanta hub because of the worsening economy. We hope that Atlanta workers realize that Delta has options beyond Mecca.

Do you know Memphis is waiting to take over half of the connecting traffic through Atlanta? Friends in Atlanta, are you paying attention or are you allowing yourselves to be lulled to sleep by this new outsider management team comprised mainly from ex-Northwest managers?

This is not your airline anymore and your city has no power to save your jobs. You all need to reconsider what unions can do for you should things get messy. You should realize that you have no friends at the corporate level and MSP is not a bad place to situate a head quarters for the biggest airline in the world.

Don’t be duped by this process. Where do you think Richard Anderson’s main home is? It’s not in Atlanta!