Management “Solutions” Won’t Work, But We Know What Will

Delta management is on a tear in an attempt to demean and demoralize our workgroup for problems they created. It’s clear that management’s goal is to point fingers and divide us as Flight Attendants in order to distract us from holding them accountable. Gaining the power to negotiate for fair working conditions will allow us to do our jobs effectively.

• Flight Attendants are burnt out because:
  • there is no actual sick policy or sick leave.
  • there are no reroute protections for lineholders or A-Days.
  • management failed to assess the impact of awarding hundreds of PLOCs.
  • management reduced our flexibility by changing our pay schedule to biweekly — forcing us to work more often to earn a steady paycheck and benefits we need.
• Flight Attendants don’t pick up or fly high because management effectively eliminated our incentive pay last year.
  • For April, management conveniently stopped one hour short of the schedule value that would trigger our incentive Monthly Override Pay.
• Holidays are not worth flying because our holiday pay falls behind our competitors and decreases in value as we get more senior.
• And finally, with every email, it becomes clearer that management does not respect our value as Aviation’s First Responders or even recognize us as humans.

Management’s “solutions” will not fix the problems they’ve created. Delta management thanked us yesterday “for all the feedback and different perspectives.” Today, despite our input and "direct relationship," management disregarded our concerns and proceeded with the threatened '"solution" simply because they have total control—and can—without a union. Our concerns remain unaddressed.

We’re Flight Attendants. We know how to fix the problem because we’re the ones living this every day. With our Delta AFA union, we will negotiate:

• A real sick policy with separate sick leave so Flight Attendants know where they stand and can feel comfortable taking our earned sick time without fear of retaliation.
• Reroute protections so everyone is more protected and the operation is more rationally covered during IROPs.
• Holiday pay that recognizes our time at work on holiday(s) no matter our seniority
• A year-round incentive program that cannot be arbitrarily turned off by management
• Legally-binding work rules and the respect that comes with a contract and a voice in our workplace.

Management comes and goes. We are the constant. Whether it’s 35,000 feet in the air or on the ground, we’re the ones who look out for each other.

Sign a card, wear your AFA pin, talk to your coworkers. It’s time for our workgroup to be respected, and for a contract for and by US.

In solidarity,