thank you, I clearly see what (1) implies.. but how does that relate to a pre-merger group that
has not previously been covered by that representative.. when a CBA is not in place for the previous "pre-merger" non represented group? can (1) be challenged?
A CBA does not have to be in place, this is in the AFA constitution.
This is what happens.
1. The NMB declares Delta a single carrier (has not happened yet)
2. AFA has 2 weeks to submit a “showing of interest†of at least 35% support from employees of the combined unit to trigger an election.
3. The NMB will conduct a representation election among the employees of the combined employee group. If the union prevails in that election (by receiving 50%+1 votes of all eligible employees in the unit), then the NMB will issue a new certification of representation for the combined unit.
4. The union wins the elction.
5. Interim officers are appointed by Pat Friend & Veda Shook.
6. Seniority is integrated
7. The workforce will receive survey to find out what Delta flight attendants feel is most important and should have in a new CBA.
8. An election will be held within the first 6 months to determine who the LEC & MEC officials will be.
9. Work begins on a JCBA
There is only 1 thing that would actually need to be discussed in regards to seniority. All NW flight attendants have their seniority date as the first day in training. Delta flight attendants vary, most recently they used the first day in the base. Then changed in 2008 back to the first day in training to be able to include all trainees on the active flight attendant list.
Now, if it does not pass...
NW flight attendants will not agree to anything, it goes to arbitration after 30 days.
What can happen in arbitration?
Here is an article in regards...
Even as it relates to seniority integration, there is a fair question as to just what “seniority†nonunion employees can have. The federal courts have stated repeatedly that seniority is solely a creation of contract (i.e., collective bargaining agreements.) If you don’t have a contract, do you really have seniority? And do you have seniority entitlements (for example, in the ordering of a list) that would be enforceable in an integration arbitration?
So while this legislation covers nonunion employees, it, at most, provides only limited protection and even that protection is open to question.
You see why arbitration is bad?
Something else that could happen is Delta management could agree with AFA on seniority integration and you could ultimately lose alot! Remember, the seniority integration committee doesn't determine what Delta flight attendants will get. They can only make a recomendation to Delta management who will ultimately will be the one representing you in an arbitration hearing.