News

Questions on Management's New "Voluntary Options"

Delta management told Flight Attendants that our workgroup will be overstaffed by 3,000 Flight Attendants on October 1, if the Payroll Support Program is not extended. Management said at least 3,000 Flight Attendants would need to take other options to "offset the overage."

The options identified are a fly share program, catering or other positions within the company, PLOCs, or fly on/fly off schedules. There are still a lot of details that management has yet to provide. And when management does, there is still no guarantee that the conditions remain the same because there is no contract or Letter of Agreement in place.

If we had legal standing with our own union, as Delta AFA, these are the questions we would ask management. And they would need to work with us on these programs to set terms that we can count on, with options and protections. We would get these questions nailed down in agreement, likely improve the programs management initially proposes, and communicate clearly so Flight Attendants can make good decisions based on the agreements.

For the fly share program:

  • Are we guaranteed a certain line value/hours?
  • How many hours/trips can we pick up?
  • Are benefits still paid the same as we would if we were "full-time"?
  • Do we still accrue vacation as we would if we were "full-time"?
  • Do we still accrue PPT as we would if we were "full-time"?
  • How many hours will be credited for benefits requirements?  

For catering or other positions within the company:

  • Will Flight Attendants be provided complete and accurate job descriptions before accepting a new position in a different workgroup?
  • How does a Flight Attendant return to IFS?
  • Do you still accrue seniority? Will we remain on the IFS seniority?
  • What is the pay?
  • Will we transfer into a pay rate in accordance with our seniority? Company or IFS seniority?
  • What are the physical requirements of the job?
  • How are you scheduled? Can you bid or will you be assigned shifts?
  • How many hours are guaranteed? Is this a reduced hours position?
  • Will you remain in your IFS base-location?
  • Can you choose a different job or will you be assigned by the company?
  • How are the jobs awarded? In seniority order? What seniority company or IFS?
  • How do you access your PPT time? Do you still accrue PPT time?
  • How do you access your vacation time? Do you still accrue vacation time?
  • How is PPT or vacation time converted to an hourly rate on the ground?
  • What is the process to bring people back to their Flight Attendant positions?
  • What's the notification process?
  • Will new uniforms be provided at no cost? What are uniform requirements?
  • Will we be given time to go to Flight Attendant CQ?
  • Do you still have to keep current with your IFS CBT requirements?
  • Are you required to keep your SkyPro up to date?
  • How will discipline be handled? Will that record carry back to IFS?
  • Are we able to contribute to Flight Attendant 401(k) programs while in other departments?
  • Are Flight Attendants taking other employees hours?
  • Where does one job stop and the other start? (Management has indicated that in the event of IROPs Flight Attendants could be pulled.)

For the fly on/fly off program:

  • Do we keep accruing seniority during the "fly-off" months?
  • Are we guaranteed a certain line value/hours?
  • How many hours/trips can we pick up?
  • Are benefits still paid the same as we would if we were "full-time"?
  • Do we still accrue vacation as we would if we were "full-time"?
  • Do we still accrue PPT as we would if we were "full-time"?
  • Will management not contest unemployment on the "fly-off" months?
  • How will KCM be handled during fly-off months?
  • What happens if I have vacation during a fly-off month?
  • How many hours will be credited for benefits requirements?  

And one last question for all these programs: Will management offer a return to normal IFS status for all current Flight Attendants on the seniority list (as of August 1, 2020) if Congress passes the Payroll Support Program extension?

Every single question should be answered before Delta management sets a deadline for Flight Attendants to make these decisions.

Don't Forget: RSVP for the August 20th Delta AFA Town Hall Call >