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I agree with that recommendation..it is the right thing to do..(as long as seniority is respected as outlined and someone junior is not placed ahead of someone who is senior on a combined seniority list)Basically its adj senority date. giving Pre merger Delta F/A's
credit for Training. (just like Pre merger NW f/A's)
Can't wait to see what the AFA's response will be ;-)
Agreed!.. if someone has.. for example a 1977 hire date as an employee, but transferred to In-flight in 1985 they should retain their original 1977 hire date for non rev, vacation accruals, and any other benefits that would reflect that original hire date..however for the seniority list they should fall on a bidding list in another department with the transfer date of 1985. Someone should not receive an additional 8 year credit into a department they did not spend those actual 8 years working on a seniority list.
there is absolutely no reason to continue this any longer than necessary.
That is the way it was with the Mechanic & Related and Ramp group while I was there. If a ramp person upgraded to Mechanic, they carried their DOH seniority with them for everything except bidding on jobs. Vacation, Non-Rev, Sick, everything was DOH; but when it came to bidding a choice location such as MCO as a Mechanic or Lead Mechanic, it was based on classification seniority (the day the person started as a Mechanic or Lead). It was not unusual for some to have 3 different seniority dates (some 4 or 5).Agreed!
Right now with the NW/AFA does the above example happen? It does at
pre merger Delta. At NW Does that '77 date of hire accrue/bid for their vacation
DOH ? or Inflight Date ?
That is the way it was with the Mechanic & Related and Ramp group while I was there. If a ramp person upgraded to Mechanic, they carried their DOH seniority with them for everything except bidding on jobs. Vacation, Non-Rev, Sick, everything was DOH; but when it came to bidding a choice location such as MCO as a Mechanic or Lead Mechanic, it was based on classification seniority (the day the person started as a Mechanic or Lead). It was not unusual for some to have 3 different seniority dates (some 4 or 5).
Kev can attest to that. I had 2 seniority dates. One was my DOH, which was also my Mechanic seniority date, then I had my Lead Mechanic date. Some had ESE, ESC, Stock Clerk, Mechanic, PMI, Inspector, Lead Inspector...
Many did not like the classification seniority when it came to Leads, but with that seniority came many headaches...
I digress...
Agreed!
Right now with the NW/AFA does the above example happen? It does at
pre merger Delta. At NW Does that '77 date of hire accrue/bid for their vacation
DOH ? or Inflight Date ?
If the policy recognizes vacation accrual/bidding from the original date of hire(separate from the transfer date into another department) that should apply for both groups going forward. the idea would be to take the best from both groups policies/procedures/benefits and maintain while focusing improving the rest.It does at
pre merger Delta.
me too..I have 3 seniority dates...
If the policy recognizes vacation accrual/bidding from the original date of hire(separate from the transfer date into another department) that should apply for both groups going forward. the idea would be to take the best from both groups policies/procedures/benefits and maintain while focusing improving the rest.
the DL seniority integration committee..they deserve a ..thank you.. for their countless hours and dedication, focusing on doing the right thing... this shows the Delta people are truly fair and will take all aspects into consideration. It says a lot and is appreciated from this NW Flight Attendant
our friend on these boards from last year..uhm..gosh..I can't remember her name
considering Aday(or whatever its called) is a very realistic situation for the combined group, there would have been absolutely no way they could have even thought about placing someone junior ahead of someone senior and then the Aday would apply to a senior person while the junior would not. that issue alone would have been a problem.I agree, Dig and it was fair and equitable as it is basically DOH.
Now, that being said......it calls to mind, what's left of it-(ha!)...our friend on these boards from last year..uhm..gosh..I can't remember her name,(told ya!). Anyway, she was telling us here that, for her, DOH was not fair and was going to listen to the company and NOT vote for AFA last spring because the company said to wait (and they did) as AFA's DOH policy may not be the best. Now, here we are.....DOH.
Interesting, wouldn't you say?
considering Aday(or whatever its called)
if you change departments--unless you were classified as a temporary employee in your initial department. If you started on 1/1/1990 as a gate agent and then became a flight attendant on 1/1/1995, your company seniority for all benefits available to all other employees would remain 1/1/1990.
I stand corrected but..I think this started to change when candidates started to receive pay during training...while others prior were unpaid, how does one group get paid and considered 'non employee' ? how does a company pay someone and then consider they are not employed? it doesn't make a lot of sense..I am really surprised to learn that NW f/as count their seniority from the first day of training. At most airlines, you aren't considered an employee until you successfully complete f/a training and go on the line.
For instance...
Pre-Merger: Company A counts seniority from first day of training. Company B counts training from first day on the line. Each company has a f/a whose pre-merger seniority dates are the same 1/1/1990.
During the merger: A decision is made to count both seniorities the same--1st day of training. Now Company B f/a has 5-6 weeks seniority to the Company A f/a.
while I completely understand different airlines have different criteria for training, that does not seem the most productive to me..keeping in mind we have always been required to be trained on all equipment types, policies and procedures Internationally/Domestic..so its just routine for us.Also, at AA, f/as are only trained for domestic service initially (unlike most of the rest of you); so, they do not get trained on a/c that are used only in the International service.
I believe most want the current policy to be maintained, and that would be DL current recognition of all years employed, to me, how that will translate over-all is yet to be determined at this time.As far as company seniority, I am fairly certain that it is a violation of Federal law to start your company service accrual again (for vacation length, pension credit, etc)