A big assumption is that the only thing that is going to happen is
that F/A's will be loosing earnings potential in a strict DOH policy.
True, also add being bumped from vacation. However,
the larger impact is going to be furloughs. Who, from what airline
is going to get furloughed? This is where the NW flight attendants should have
the biggest worries. They are looking at many more A/C retirements than
Delta, thus loosing more jobs. Why should a 1-5 year Delta F/A loose their
job if NW looses more A/C ? I say keep each airline seperate until each airline
cleans house. Then let the cards fall. Again why should a New Hire at Delta
be penalized for NWs' business plan. Also, yankeestew where would you fall
in a furlough situation? Wouldn't you much rather be under the current Delta
policy of company date of hire, than the AFA's Inflight date of hire? There
are several F/A's at Delta with 10 or more years at the 1-5 year Inflight seniority date.
Just a thought.
that F/A's will be loosing earnings potential in a strict DOH policy.
True, also add being bumped from vacation. However,
the larger impact is going to be furloughs. Who, from what airline
is going to get furloughed? This is where the NW flight attendants should have
the biggest worries. They are looking at many more A/C retirements than
Delta, thus loosing more jobs. Why should a 1-5 year Delta F/A loose their
job if NW looses more A/C ? I say keep each airline seperate until each airline
cleans house. Then let the cards fall. Again why should a New Hire at Delta
be penalized for NWs' business plan. Also, yankeestew where would you fall
in a furlough situation? Wouldn't you much rather be under the current Delta
policy of company date of hire, than the AFA's Inflight date of hire? There
are several F/A's at Delta with 10 or more years at the 1-5 year Inflight seniority date.
Just a thought.