Your opinion please...

[Welcome_Aboard]

I’m not a CO employee but I’m curious about something. Here’s a hypothetical situation (but could very well become reality) and question for the CO F/As.

Suppose CO and Delta really do merge. There are probably close to twice the number of DAL F/As compared to CO F/As. Most of us know that there are groups that have been trying to gather enough signature cards to bring union representation to the DAL F/As. One was the TWU (until recently) and the AFA is still trying. The majority of DAL F/As do not want a union on the property. There could (?would?) be a vote to decertify the IAM.

Continental has the reputation of treating their employees very well. But Delta also has that reputation…even if part of their management’s motivation is to keep unions out.

Suppose CO F/As were given an immediate pay raise matching Delta’s F/As salaries and benefits.

Here’s the question…

Would you, a CO F/A, feel comfortable not having a union if you were compensated at DAL F/A levels and also retained a good working relationship with management?

Think about it and give an honest answer.

[CO757]

What procedures does DL have in place to allow f/a's to dispute a step of discipline or a letter being placed in your personnel file that is less than kind?

How does management show you they are trustworthy?

[LOE188]

1.)What happens if I get treated the same way that delta treated the portland f/a for not testing positive to anything in her drug test. You know the girl that drinks alot of water that is also a language speaker and that has been with delta 7 or more years.?
Her urine comes out negative so delta fires her! thats what unions are for.
2.) You get capped for flying every quarter. The glamour days are gone and some of us like having the choice to make money. You dont have to be senior just a line holder.We get no cap and can fly what we please! Yes even if its a 180 hours month. I like the freedom of buying a new car and paying it off in a year.
3.)With regards to pay. One dollar more an hour and being capped will not pass at CAL. The new CAL is also an airline made up of former airline employees. This is why CAL is so strong, we like comming to work and we like working together.I am ex-PAN AM. We all get treated with respect and dignity here. Regardless of race and sexual preference.

[AH]

While I doubt that we will ever merge, I would like to address some of your concerns. Hopefully, this information will help.

1) It is doubtful that you would get treated in the same way. Delta has made some changes in the drug testing procedure to try to prevent this from happening again. Of the 11 people that were terminated, all of the ones that were terminated for having dilute samples were offered their jobs back with back pay. Some have returned; some are out pending resolution of their lawsuits.
Additionally, I believe that the DOT has also now allowed us to split the sample and test at a different lab for an added safguard.

2) I agree with your assessment of the quarterly max. We do not like it either and we are trying to get it changed.

Here is information on the quarterly max. The quarterly max at Delta is set up so we fly 85, 85, 85 over a three month period for 255 per quarter. Sometimes the max is lifted so we can be scheduled for up to 300 hours per quarter if we pick up days when the max is lifted. Since you are rightfully concerned about your ability to maintain your earnings if you end up under a Delta system, I have included our current pay rates to help you decide where you would fall.
First, figure your base pay
Start $1475.00,After 6 Mos.$951.00,After 1 Year $1023.00,After 2 Years$1114.00,After 3 Years$1205.00 After 4 Years$1324.00,After 5 Years$1586.00,After 6 Years $1669.00,After 7 Years $1715.00,After 8 Years $1761.00,After 9 Years$1818.00,After 10 Years$1868.00,After 11 Years$1955.00,After 12 Years$2149.00. Note: We cap out at 12 years. However, for every year after 9, you will receive longevity pay of 6 dollars per month for every year over 9. This maxes out at 60 dollars per month at 18 years.
Second, after computing your base pay, you then multiply your hourly rate times every hour that you fly over 50. For example, if you fly 80 hours, you will multiply your hourly rate times 29 and add the total to your base pay. This will give you your monthly salary.
Here are our hourly rates.
Start (probationary F/A \’s are paid the reserve guarantee of 72 hours), After 6 Mos. $26.46, After 1 Year $28.35, After 2 Years $31.26, After 3 Years $33.80, After 4 Years $ 37.41, After 5 Years $45.18, After 6 Years $47.12, After 7 Years $48.41, After 8 Years $49.80, After 9 Years $51.35, After 10 Years $52.79, After 11 Years $55.40, After 12 Years $60.31

Example:. You are an eight year flight attendant who flies 80 hours per month.
Total monthly pay = (Hours over 50 x rate) + base pay.
(29 x$49.80) =1,444.20 (your pay for your flight hours over 50)
$1,444.20 +$1761.00 = $ 3205.20 (total monthly compensation w/o premium pay or expenses)
$3205.20 x 12 = 38,462.40 per year
We also get premium pay for flying at night, international, language and leadership.

Once again, I doubt that we will merge. I hope that these numbers are helpful to you.

[LOE188]

Thank you AH for the information. I also agree with you that a merger is out of the question. Analyst seem to think that a CAL buyout with Deltas shareholdersis the way to go.
The pay scale info appears attractive. Yet Deltaafa.org says: "Delta lacks far behind other airlines when it comes to various pay premiums";
Holiday Pay
Galley Pay
Night Flying Pay
International Flying Pay
Language Pay
Per Diem
Deltaafa.org also states that you rank #4 overall of all amjor carriers with reference
to pay.If I had your pay scale with my union
contract at my airline. I would be very happy. That would of made my 10 hour turn yesterday much more fun.

[LOE188]

Plese excuse all the typos...I am in a hurry.

[AH]

Here are the pay premiums that you mentioned.

Holiday Pay - Don't have it - the company counters that we have three days paid trip drop of something they call authorized leave. We can use it anytime during the year (as long as they are granting it that day) However, there is a growing movement to try to squeeze holiday pay out of the company.

Galley Pay Don't have it except on international where the person working the BusinessElite (same as BusinessFirst) galley gets $3.00/hour. With that exception, we do not have a galley bid position at Delta. People sign up where they want to work at briefing.

Night Flying Pay $0.25/hr

International Flying Pay $2.00/hr

Language Pay $1.50/hr

Per Diem $1.85 hr domestic/ 2.00 hr international - note the hour is time away from base not flight hour.

We also have leadership premiums ranging from $6.00/hr international A to somewhere around $1.50/hr for the little airplanes.

I am not sure how we rank overall pay wise, but be careful when using the Deltaafa.org website for a resource. AFA has been trying to organize us unsuccessfully for 6 years and they are sometimes loose with their interpretation of the facts. This is most evident when they feel that they have an issue that can get them more authorization cards. Currently, that issue is seniority protection in the event of a merger.

Once again, I hope that this information helps.

Cheers,
AH

p.s. A 10 hour turn? I would be positively evil after that much time in one duty period.

[LOE188]

Thank you AH once again for the information.

I have to agree with you with regards to AFA in general. They like some unions are only interested in $$$Dues. The more they have the better. But some unions do work for their
"Clients".

With regards to 10 hour turns. They go very senior and I was lucky to pick one up. Remember that CAL has a lot of F/A's that commute.CAL has had many bases closed. It is one of the New Continentals operating strategy to create maximum flying out of fewer Hubs. We call it "Fly to Win" at TWA for example they call it "Focus cities". I enjoyed my turn. I had a great crew and nice customers.

Analyst's are saying that if CAL where to buy DAL some bases and Hubs would be affected. Some analyst point out that CLE would fold into CVG and DFW into IAH. But I would doubt under these new proposed Mega-Carriers(UAL/U and AMR/TWA) that CAL would just give or sell these OPS to another carrier. I dont see DAL doing the same if the situation where to be turned around.I know that Southwest would just love CLE and AMR would give us Millions so they could have a monopoly in DFW. I do not see this happening.

Once again thank you for all the information.