I’ve been a Delta flight attendant for 4 years, and I’m thrilled to be part of organizing our union.

The need is clear. Flight Attendants at Delta shared story after story of outrageous demands by management: people who have been rerouted three times, or calls coming in at 2 and 3 in the morning to move trips up by as much as 12 hours, or Flight Attendants placed in scheduling nightmares after commuter flights are canceled without any support. Other airlines with contracts can’t even contemplate these situations.

Operational meltdowns aren't unique to Delta, but because we don't have a contract, Delta management does have the unique ability to throw our scheduling “rules” out the door for “the needs of the operation."

California state law requires employers based in the state to provide breaks during a work shift that are sufficient for accessing a meal and breaks for physiological needs. Flight Attendants who were based in California sued Virgin America and won first in federal district court and subsequently at the U.S. Court of Appeals for the 9th Circuit.

Without exhausting potential solutions, the Bernstein v. Virgin America ruling from the Court of Appeals suggested some ways a carrier could comply with the statute, including:

Every airline has a system to cover last minute Flight Attendant staffing in the event of operational issues, sick leave, or other unplanned events. Most airlines call this “Reserve,” but at Delta we call it “A-Days” with the unique feature that no one has a schedule of pure A-Days. Management loves to threaten Flight Attendants by saying if we vote for our Flight Attendant union we’ll lose A-Days and be on straight reserve.


Over the past weekend, representatives from 18 airlines represented by AFA met in Las Vegas for the 49th annual AFA Board of Directors (BOD) Convention.

Three Delta AFA Flight Attendant activists – Christina, Tamara, and Tiffany – represented our campaign at the meeting to talk with Flight Attendants around the industry about our organizing campaign. They came away filled with enthusiasm and solidarity.

On Feb. 14, Delta employees like us received a $1,250 “profit sharing” payment for 2021…even though Delta lost money in 2021.

In his letter announcing the payment, Ed Bastian told us “our people drove this success, which is why we were happy to announce this morning a special profit-sharing payment for all eligible employees."

We'll take the money. But is that really why we received this payment? Or did Ed and the rest of the C-suite have another reason? Or maybe $11.4 million reasons?

I’m a Seattle-based Flight Attendant, and I’m about to celebrate my 8-year anniversary at Delta.

In college, I studied commercial aviation and air traffic control. Most of my professors and guest lecturers had been active in aviation, and many shared stories about how important it had been for them to have a union and a contract.

Next month, I will celebrate my eighth anniversary with Delta.

At least, I was supposed to. Now I don’t know whether I’ll be able to work safely, thanks to the purple and gray uniforms and Delta’s unclear and inconsistent policies.

Delta management announced this evening that Flight Attendants will be paid for boarding. It seems they are feeling the heat. Keep going! Every improvement they add now will get locked in when we vote for our union because they can’t retaliate and take it away.

This new policy is the direct result of our organizing—and a desperate attempt to prevent their other new boarding policy (D+40) from creating the kind of anger that it deserves.

At our Delta AFA Virtual Town Hall on Tuesday, April 19, we were joined by Jaz Brisack, a barista from Buffalo who helped lead Starbucks Workers United’s first win and sparked a national movement.