5TH week vacation coming back?

[Kev3188]

I will say that if someone has been laid off by DL, even in a RTW state, and they have no documentation in their Pfile of any problems for 15 or more years and there is no concrete evidence of wrongdoing, they need to see a lawyer.

RTW doesn't apply here. This story is about the possible consequences to remaining at will vs. being represented (just cause).

These guys shouldn't have to see a lawyer; their employer should've done right by them. That also means they have to come up with the money to pay for one, etc.

'Course had they been represented, they would already have access to legal counsel as part of their union membership.

 

[WorldTraveler]

but what you and I and a union (real of potential) doesn't know is that there wasn't illegal activity involved here.

Even if the "charge" was bypassing security personally or with objects or any other charge doesn't mean there has to be a conviction in order for there to be proof that something wrong was broken.

You know full well that there are cameras everywhere at airports. It is hard to believe that these two suddenly became targets of DL's wrath after years of flawless performance reviews.

If there really were violations of FAA procedures, then a union isn't going to have anymore success than a lawyer would.

Taking on someone's cause without knowing the full story is a dangerous proposition at best. I still would challenge you to find out the actual outcome and keep us posted.

If there really is a case, then a lawyer should have no problem recovering their lost salary plus court costs - and the likelihood is that DL would settle the case if they didn't have firm evidence.

 

[Kev3188]

No charges, no arrests. Period.

 

[700UW]

Our colleague Jonas Birkis, was recently terminated from his job of many years.

Why you ask? Oh well please allow us to tell you.

You see one day Jonas’ brother made a tweet. (HIS BROTHER NO LESS) His brother tweeted he was going to be playing drums at a concert and that he was flying to the event.

Well the Ministry of Corporate Information was reading Jonas’s brothers “Tweets”
(READING THE BROTHERS TWEETS) and determined the brother was in violation of the pass travel policies using his travel for personal gain.

Well his tweet never indicated, he was to be compensated for the event, only that he was to playing drums in Nashville after visiting his mother in Chicago. Nevertheless, based on only a “Tweet” and the information contained in a pass travel record he is terminated.

Ah, but wait – what about a coaching, loss of pass privileges, or probation. Oh and here is the best part. Not only did he go from zero to terminated , he, IS DENIED THE COVETED “CRP PROCESS.” Yes, he, has been denied the CRP process and has been sent directly to the EOC phase. This is outrageous. How’s that for your direct relationship? When advised about his status with the CRP, the gatekeeper told him; and we quote “legal council would be an unneeded expense.”

Therefore, we have now gone from “Who’s your friend? Who’s your buddy?”
“To, who are you?” in less than 10 seconds.

Jonas's direct relationship built on outstanding service of 16 years of, dependability and loyalty, dissolved as if a castle built out of sugar cubes when exposed to “hot water.” - Do you see the irony there?

DO YOU?

That can’t be right there must be more to the story……

Oh there is. You see Jonas is an outspoken UNION supporter. He is a supporter of his coworkers’ right to representation and a seat on the board. He volunteers for the union visibility tables and has been responsible for having coworkers sign cards indicating his coworkers would like to vote again.

He supports justice and equality for all of his coworkers not just those favored by their individual masters.

Jonas has stood his ground on many occasions upholding his unionist principles all while being an outstanding flight attendant. Did you get that part? “all while being an outstanding flight attendant.” Additionally, Jonas WAS NOT - PMNW,- he was an original “corporate baby.”

It seems despite the fact; Mr. Birkis had an outstanding record of customer service, and had no real previous dependability issues, and had been nothing but an asset up until this point - well - corporate has decided to terminate him.

To us it seems like he was let go because he was an outspoken union supporter.

You have to ask yourself – “Why is the company reading his brothers TWEETS” and if they are doing this to his brother, what are they reading of yours?

Are they reading your neighbors Facebook page and tweets? Are they monitoring what you read on the internet, is corporate busy looking up the sites you go to on the web?

If corporate is capable of doing this to Jonas what will or can they do to you?

Let us ask you something. Do you still not want a union? Do you still think you don’t need a legal representative with you during a management meeting? Do you still feel your manager has your back when the hot water is being poured over your sugar cube castle?

If that is truly the case well, you may want to reread this topic again until the message sinks in.

While we may not have a union, currently we do have the ability to help Jonas out.

Jonas now has to pay for an attorney.

We are asking you to help Jonas today by donating funds to pay for his defense attorney.

If this were you, we would bet you would want the help as well.

Please choose from the following amounts: $5 $10 $15 $20 $25 $30 $35 $40 $45 $50 $100

Follow the link at the bottom to donate – pay pal is secured, quick and convenient

Remember this:

If we had a union this issue would not exist today and we would not have to think about how much to donate to help Jonas out.

If you donate $45.00 this amount could have been your monthly union dues and now you can see how your dues would assist others rather than line the pockets of those in charge.

In a union, there is no severance agreement no stock options to trade just good will and the satisfaction of a job well done.

Frankly, we don’t feel anyone would begrudge any of us for hiding satisfaction and a job well done under our mattress rather than bags of cash.

Think about it next time we vote, so we don’t have to face this type scenario again.

Or - you can simply do nothing and expect more of the same. If this is your choice well do nothing get nothing - is what I was once told - so there you go.

Thanks for your time I know it's valuable.
 

 

[700UW]

 

[metopower]

Thank God for the profit sharing!Thank God for Obama Care too.

 

[737823]

Pretty sure DL changed the profit sharing policy in response to employee feedback and not wanting less variable compensation. You can't have your cake and eat it too.

Josh

 

[WorldTraveler]

Again, 700, you and this account are basing the whole account based on information that you and they have chosen to present. How do you know that DL was reading his Twitter account and the reason was the personal pass usage?

And DL and every other company makes it clear regardless that they have the right to monitor any personal usage of company communication technologies... that is hardly a DL policy.

Get a smartphone and keep your personal business off of your employers' devices... that isn't hard to figure out.

Except medical costs are going up for everyone. You are delusional if you think that any company is going to absorb real costs that they incur for their employees for an extended period of time.
Medical costs are not vacation time that they can give or take away based on their own policies. Airlines buy medical services just like any non-medical institution.

As for inflation, tell us the raises that DL employees' peers are getting and we'll determine who is ahead.

I believe some of IAM's employees at US have failed to see any contract improvements in well over a half dozen years. But you wouldn't dare put a side by side comparison of pay raises over the past five years at DL vs IAM represented employees at other airlines, now would you? Of course you wouldn't..... so you manipulate what DL employees HAVE GAINED w/o any help from the IAM.

DL employees have ALREADY accrued more profit sharing in the first 3 quarters of 2013 than they did in 2012 DESPITE the lower accrual rate.
Once again, the IAM disinformation machine is doing what it does best - hope that only Kev's low information employees don't know bother to read DLnet or corporate memos which clearly has said how much profit sharing DL employees have accrued.
But I guess they aren't low information employees if it is the IAM that is making the pitch and the DL employees choose to call it a foul ball?

You keep posting and we'll keep showing exactly why DL employees have consistently said they aren't interested in any more unions... and are faring far better w/o them.
 

Thank God for the profit sharing!Thank God for Obama Care too.

difference is that one will make you better off and one will not. Doesn't take a rocket scientist to figure out which is which.

Pretty sure DL changed the profit sharing policy in response to employee feedback and not wanting less variable compensation. You can't have your cake and eat it too.

Josh

Kev has posted that he is one of those people who want more fixed and less variable compensation.

Funny thing is that he is going to get more fixed AND more variable compensation in 2013.

Wanna bet a union couldn't have won that?

 

[Kev3188]

Pretty sure DL changed the profit sharing policy in response to employee feedback and not wanting less variable compensation. You can't have your cake and eat it too.

Josh

 
 
Sure would love to hear where exactly this "employee feedback" was solicited from. The company claims it was from their annual survey... except that it wasn't on there. 
 
Hunh.

 

[Kev3188]

Again, 700, you and this account are basing the whole account based on information that you and they have chosen to present. How do you know that DL was reading his Twitter account and the reason was the personal pass usage?
And DL and every other company makes it clear regardless that they have the right to monitor any personal usage of company communication technologies... that is hardly a DL policy.

Get a smartphone and keep your personal business off of your employers' devices... that isn't hard to figure out.
 
 
 

 
 
It was his brother's account. He was on his way to play a show (for free), using a buddy pass, and made the mistake of giving a shout out to Ma Delta.   Your former employer decided to put 2 & 2 together to get 5... and now a known labor activist is out on the street. Imagine that!
 
Nobody (except you) said anything about inappropriate use of company equipment... 

 

[Kev3188]

 hope that only Kev's low information employees don't know bother to read DLnet or corporate memos which clearly has said how much profit sharing DL employees have accrued?

 
I don't have any employees. 
 
Plenty read DLNet. In ever increasing numbers, they also recognize that the employee website isn't  "news," so much as a constant attempt to message/condition employees, and manufacture opinion. 

 

[topDawg]

I'm only going to argue with the second statement by inserting that they COULD lay you off... but





I'm arguing - with facts - that the evidence clearly shows that DL employees without union contracts have fared better than their peers at other airlines with union contracts.

As much as you want to believe otherwise, American business and now government employers have been very successful in finding every kind of loophole to terminate union agreements and disband unions - and the employees themselves are deciding a union isn't worth it in light of any real protection.

We've recently read of Detroit's bankruptcy and now a large defection of teachers from unions in WI in light of successful gov't attacks on unions.

This is all just years after the airline industry shredded union contracts in BK or with the threat of them.
A company's ability to run a strong business is the most significant factor in helping employees retain their jobs.

It isn't a question of emotions or preference.... if the facts say something, then personal preference and matter doesn't matter.

your facts suck. Always have. I know i have proven wrong time and time again. 
You still haven't shown me how i am benefiting from a hangar in mexico or having shifts in Atlanta that literally have more contractors working than Delta employees.   

 

[WorldTraveler]

the reason why you don't like my facts is because they don't fit the narrative that you want to present - even if they are the real facts for which you have no valid response.

Here is DL's traffic report for Oct which just came out.

http://finance.yahoo.com/news/delta-reports-financial-operating-performance-140000012.html

For the year, DL connection capacity is down by 4% while DL mainline capacity is up. There is no more direct measure of how much outsourcing an airline does than how much flying they outsource.
DL continues to shift flying from regional carriers back to mainline and no other carrier is returning its outsourced flying to its own employees.

Even if you look at the maintenance operation alone, you can't argue with DOT data that shows that DL's percent of outsourced maintenance has remained flat and the second lowest among all US carriers behind AA despite the fact that DL has been spending $500M or more per year for cabin refurbs and a/c mods which have almost all been outsourced.
As much as you keep trying to argue against it, the Mexico hangar is not going to do anything that DL doesn't outsource already. DL will be pushing its narrowbody airframe overhauls to the AM-DL maintenance JV from which DL will gain engine overhauls that DL cannot do now because operators want a cheap overall overhaul solution and DL cannot profitably do the airframe part - so it also loses the powerplant overhauls.
The losers in the maintenance JV will be the companies that already do DL's airframe overhauls but for which DL is a client. With the maintenance JV, DL will be sending work to a contractor which DL partially owns and which will generate work for DL and its employees.

The reason why your peers in maintenance aren't getting worked up to the point of trying to vote in a union is because they understand the concept.

The level of DL's maintenance is going to drop over the next few years because of the acquisition of the 739s which will be replacing older aircraft. Since the majority of the overhaul work that will be eliminated on those older aircraft was outsourced along with the end of the cabin mods, the percentage of in-house work will increase.

 

[Kev3188]

There is no more direct measure of how much outsourcing an airline does than how much flying they outsource.

Sure there is. You just insist on defining it as the actual metal being used, and not who is performing the work on said A/C.

Increased M/L flying is great, but does not directly equate to more work being brought in house for either ACS or Tech Ops on a meaningful scale.

 

[WorldTraveler]

excuse me but the world does not consist of just Tech Ops and the ramp.

but even so, does DL do line maintenance for DCI? Even if ACS personnel AW and BW work both DCI and DL mainline (as well as DL alliance partners), there is a whole lot more work being done by DL employees when aircraft are operated by Delta Air Lines instead of other companies.


What measure would you like to use that actually does equate to the level of outsourcing and which shows that DL employees are at a disadvantage to their peers and getting worse instead of better?