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We need a clear sick policy and here's why

As Delta Flight Attendants, we have no real sick policy.

Our company policy states: “As Delta expects employees to report on time every day they are scheduled, Delta has not designated a specific number of occurrences or days of absence or tardiness that requires an unacceptable evaluation or administrative action.”

When it comes to sick time, we don't have a separate leave policy at Delta.  We're unique when it comes to that, but not in a good way.

Unionized Flight Attendants at other airlines have a clear and detailed sick time policy and separate sick leave banks to utilize.

Will we be disciplined after one sick call or after five? It's unclear and determined by your FSM and/or Base Management.  That uncertainty is intended to keep us isolated and scared to utilize our benefits, and legal rights.

Management then complains about so many of us using our legal right of FMLA. It’s not our responsibility to cover management’s poor planning. We are humans who get sick.

We need a clear sick policy and the ability to hold management accountable when they attempt to shift blame. Sign a card, wear your AFA pin, and join our campaign.

Did you know? Flight Attendants originally rarely qualified for FMLA due to our unique schedules. Since our hours of work don’t equate to a normal 40 hour work week, it was virtually impossible to meet the minimum work hours originally established under the Family Medical Leave Act. AFA got to work on a legislative solution to correct this injustice. In 2009, after being deluged by Flight Attendant letters and actions coordinated by AFA, the Senate passed S. 1422 with bi-partisan support - mirroring an earlier adopted House bill - and on December 21, 2009, President Obama signed the FMLA Flight Crew Technical Correction Act into law.

In solidarity,
Your Delta AFA Organizing Committee