Delta AFA Flight Attendant Hotline 4/30/2007

Today is Monday, April 30th and this is an updated hotline message for all Delta Air Lines flight attendants. SLC based flight attendant and AFA supporter, Paul Tanner reporting...

Unsecured Gestures vs. Legally Binding Contract

Over the past few weeks, I have talked to many of my peers about the changes in our jobs that are occurring at a rapid pace. The obvious consensus is that most of these changes are positive -- and why wouldn't they be since we have suffered the deepest cuts in the industry and we have shown that we are serious about obtaining a legal contract as members of the Association of Flight Attendants?

Our exit from bankruptcy will put us in a very competitive position and the company has responded to many of our calls for change. For example, tomorrow we will receive a lump-sum payment and shortly thereafter we will be getting a stock package. There will also be increases to our pay and our work environment throughout the summer. While we credit management for trying to address these issues, we have learned a valuable lesson over the past several years. Without a labor contract, whatever is granted can be just as easily taken away. In an industry that is know for its harsh financial cycles -- now is the perfect time for us to obtain permanent contractual protections that can be built upon for our future security. Let us be prepared by building a strong platform for the next downturn in the airline industry which most analysts predict will take place again sometime in the next five (5) years.

The cash lump sum and stock distribution we will receive are one-time payments with no guarantee of future rewards. They are a small payback for the hard hit that all Delta employees took at the beginning of bankruptcy. The stock can not begin to replace the complete dissolution of the ESOP portion of our 401(k). While welcome, it certainly does not restore what we have lost throughout this bankruptcy.

The increases in pay are a start to returning to the industry-leading level of years ago. As we all know, in-flight took a bigger pay-cut than many departments in September of 2005 and an additional pay cut in the Sharon Wibben experiment called “Finding A Better Way”. Our holiday pay is completely dismal compared to ground personnel. We still haven’t heard of any thoughts of returning to pay protections allowed crewmembers at other carriers -- particularly those with an AFA negotiated contract. Night pay, International pay, 1 for 2 duty guarantee, and 4:45 a day guarantees are not even blips on the horizon at Delta flight attendants.

If management is now in a position to begin restoring some of our losses, why can't we get them in writing? Having our workrules written in a legally enforceable contract would help to have the new work environment stay around after the management team moves on, as management teams seem to do. If these changes are so good, why not leave a legacy for the flight attendants that lasts longer than the latest update to Fly Right? Having a contract negotiated between management and the flight attendants ensures that the important needs of both groups are met. A vote for a contract is not a vote against management; it is a vote for the future of flight attendants -- our future.

The M-Word Again.

I hate to keep banging the merger drum, but last week the subject came up again. Vaughn Cordell, Chief analyst for AirlineForecasts talked to John Wordell on MarketWatch. He mentioned that as soon as the current economic cycle in the airline changes, a merger seems inevitable. And guess which airline he picked as the most likely? That’s right, good old Delta. This is the point where I remind you that without a union we have no seniority or job protections in the event of a merger. AFA guarantees our seniority in their constitution when the merger is between AFA carriers. Moreoever, Scope and Labor Protective Provisions which are written into a flight attendant contract are enforceable -- management promises are not.

There is another common misconception among some of our peers that I would like to clear up on today's hotline. It appears some Delta flight attendants believe that the sheer size of a flight attendant group, or the surviving management team are the sole deciding factors over decisions made during a merger transaction. This is a FALSE belief which can be hazardous to our future. The provisions of a collective bargaining agreement and the procedures established in a union constitution provide the strongest protections Delta flight attendants can have in a merger -- particularly if the merged company is a large carrier already represented.

It’s Been a Year Already?

When did you last sign a card? Can you remember the exact date? If you are having a hard time with that question then it’s probably best that you sign another. Cards are only good for one year and then another must be signed. We here at Activist Central are spending a lot of time and resources getting expired cards re-signed. Please help us out by sending in a new card if you suspect it has been even close to a year. This allows us to focus on Operation Recruit. You can help us with our campaign by contacting us at deltaorganizing@deltaafa.org, or my personal email at afa4dal@mac.com.

We encourage you to subscribe to JoinTogether by sending an email to jointogether@deltaafa.org and to visit the Crew Lounge discussion forum at www.ItsTimeDelta.net.

This concludes the hotline message. This message will be updated next week or sooner if necessary. In the meantime, take care of each other out there on the line.

-- To Listen To The Hotline, Call 1-800-424-2401, Press 1 Then 720 # --

Association of Flight Attendants-CWA, AFL-CIO
501 Third Street, NW
Washington, DC 20001
202-434-1300

Delta AFA Hotline: 1-800 424-2401, press 1, then 720#