Management's Version of "Due Process" for Delta Flight Attendants

SCENARIO 1 - DISCIPLINARY “PROCESS:” THE DELTA WAY

You get an email from an FSM requesting you “stop by the office” before your next trip. Management refuses to share the purpose of the meeting. Immediately your fight-or-flight endorphins kick in: “Why the cloak and dagger? Am I being punished or praised?” You’re stressed, wondering what could possibly compel a pre-flight meeting, who’s going to be there, and what the outcome might be.

You commute in on an earlier flight, approach the duty desk, and are led to a conference room where four (FOUR!?) men and women in business attire are already seated. The door closes behind you, the silence is deafening. You’re told to sit, as they have a few questions for you…

You are the sole witness, as the meeting is not recorded and no one is present to support you. And you don’t have any guidance outside the meeting to help you address any negative outcomes.

SCENARIO 2 - DUE PROCESS: THE AFA WAY

You receive notice that an investigation is underway regarding a passenger disruption on January 21, 2026, flight #3108 DTW-SFO during boarding near 2L. You are told you’re welcome to bring your union representative with you to a meeting at a date and time convenient to all parties.

You call your AFA rep, who explains that the burden of proof lies with the company—not the flight attendant—in any situation that may result in disciplinary action. You discuss everything you recall about that flight.

At the agreed upon time, your representative meets you outside the office, counsels you on best practices, assures you they will avoid speculation and stick to the facts, and you walk into the conference room together, with the power of your legally binding contract.

Honestly, HOW can anyone prefer scenario 1? Just reading it causes anxiety! All alone, defenseless and uninformed, facing corporate scrutiny and interdepartmental oversight.

“It can’t happen to me! I’m a model employee!” Plenty of former Delta Darlings would disagree, as hindsight is 20/20.

This is your livelihood! Time to protect it. Sign an AFA card today, and let’s begin our journey toward workplace justice.