Grassroots Efforts at DL for ACS and FAs, no personal attacks.

[topDawg]

no, dawg, it's no act.

these are very real business issues.

in case you missed it, the US affirmatively noted that the country was on the wrong track and that it needs a less government more business focused approach to the economy.

what you don't seem to want to accept is that DL as with all companies has to adapt to decidedly challenging business conditions, regardless of who is in charge in Washington.

From deregulation of the industry, which opened the floodgates of assault on legacy carriers until ObamaCare which is by far the single biggest reason for stagnation of the growth of full-time benefitted and outsourced jobs, DL has had to and has succeeded at adapting

your peers are the ones that have said that don't want more third parties involved in determining the success of their company or their careers

it will truly be worth watching what happens in the US airline industry over the next two years as the role of gov't will likely be reduced at the same time when the legacies have finally reached a point where they can be profitable regardless of what happens in Washington.

in a more business favorable climate, the chances are very high that your desire to see jobs readded not just at DL but across the US might finally see some reality.

in the meantime and in the current reality, DL is doing more to bring mainline flying back to DL employees faster than any other US airline is doing - and they are making very good money doing so.

it is great to see the DL forum as active as it is inspite of the much larger percentage of AA/US employees on this site.

all those words and once again you say nothing. Good work. 

 

[southwind]

clearly it didn't sink in champ. I don't need to be bumped to ASM, I see the real issues for them. 
 
Do you care that it takes an ASM going to JFK or LAX to get an AMT spot? While Delta brings in contractor after contractor in Atlanta to at AMT spots? My guess is you couldn't give a rats behind. 
 
I don't think I am "owed" anything. I am happy with my pay, blame the government more than Delta for the health care and loss of pension. I am very unhappy with Delta's outsourcing, but them bring work in would do nothing for me. I have the shift, bay, leads and days off that I want. So yes, I am fighting for our craft and the future generations.  
 
and I have already said I wouldn't vote for a union if a drive came up. I have yet to see one who will do anything to do anything I want done at Delta. 

 
So again, where do you get off telling me "I need to be humbled"? Do I "Want" to see outsourcing? No! Do I "Want" to see contractors taking mechanic jobs? No! Would having a union solve any of this? No!
 
Do I know mechanics that were ASM's? Yes!
 
My guess is you don't know jacksh!t about me and want to claim  "Holier than Thou" by saying "I" need to be humbled!
 
Oh! And just how are you fighting "For the Craft"? By telling other mechanics they need to be bumped and demoted?
 
And all this because I said I was happy with my pay and benefits and have no need for a union? Go blow smoke up someone else's ass 'cause I ain't buying what your trying to sell!

 

[Kev3188]

My guess is you don't know jacksh!t about me...

Don't need to; your posts speak for themselves...

 

[WorldTraveler]

all those words and once again you say nothing. Good work.

you mean you have chosen not to accept the basic facts because they don't fit your narrative.

let's recap:

DL gains more revenue than AA while DL uses a whole lot less employees and aircraft across not just the company but in Tech Ops.
on a combined AA/US basis, AA/US outsources nearly the same percent of maintenance work that DL does.
the difference between AA and DL's total payroll is equivalent to the size of native AA's entire maintenance workforce.
when you factor in DL's maintenance insourcing, DL's net outsourcing level is lower than even nAAtive AA.

overstaffing is part of the effect of mergers... Parker has taken the approach to not implement layoffs during the early months of the merger. Also fairly standard since a good way to lose the employee support is to start layng off. but it also means that AA employees have to be underpaid relative to their peers (which they are) but also AA cannot implement many of the steps necessary to obtain merger efficiencies because of res system integration.

 

[700UW]

http://www.iamdelta.net/2014/11/06/the-squeeze-of-rising-health-insurance-costs/

 

[southwind]

Don't need to; your posts speak for themselves...

Exactly! I'm anti-union, which doesn't fit your agenda. Anything else?

 

[southwind]

A mind is a terrible thing to waste. 

 
Says the Dude who's pushing a union he doesn't represent, at a company he doesn't work for!

 

[topDawg]

you mean you have chosen not to accept the basic facts because they don't fit your narrative.

let's recap:

DL gains more revenue than AA while DL uses a whole lot less employees and aircraft across not just the company but in Tech Ops.
on a combined AA/US basis, AA/US outsources nearly the same percent of maintenance work that DL does.
the difference between AA and DL's total payroll is equivalent to the size of native AA's entire maintenance workforce.
when you factor in DL's maintenance insourcing, DL's net outsourcing level is lower than even nAAtive AA.

overstaffing is part of the effect of mergers... Parker has taken the approach to not implement layoffs during the early months of the merger. Also fairly standard since a good way to lose the employee support is to start layng off. but it also means that AA employees have to be underpaid relative to their peers (which they are) but also AA cannot implement many of the steps necessary to obtain merger efficiencies because of res system integration.

Lets recap:
 
WT needs help. Delta isn't the best at everything. Also WT take one small data point and runs with it, even if it means little to nothing. 

 

[robbedagain]

dawg   excellent points    but bro  I fear now u have really done it    me don't think you nor anyone else on here grasps anything   WT has even said so   now we shall await his 25 million worded response

 

[southwind]

dawg   excellent points    but bro  I fear now u have really done it    me don't think you nor anyone else on here grasps anything   WT has even said so   now we shall await his 25 million worded response

 
And so be it. There is an ignore feature, on this site.

 

[robbedagain]

which is in full use southwind

 

[WorldTraveler]

Lets recap:
 
WT needs help. Delta isn't the best at everything. Also WT take one small data point and runs with it, even if it means little to nothing.

no one said DL is the best of everything.

in fact, I have specifically noted they aren't.

that is why they outsource some things and insource others.

you can't accept that DL's strategy works and delivers better results.

how about you read DL's presentation at the Raymond James conference yesterday and compare what DL has accomplished and says it will compared to other airlines.

DL is shooting for ROIC and cash flow that exceeds what high quality transports are delivering, including WN.

DL's legacy peers don't even in the same league with DL in financial performance. DL's financial peers are AS and WN and DL will meet or exceed what they are doing.

and DL manages to do that by keeping its workforce compensated above average and happy enough that they don't think they can do better with unions.

 

[BABABOOY]

 DL manages to do that by keeping its workforce compensated above average and happy enough that they don't think they can do better with unions.

 
 
 
 
In addition to the announced increase f/a's will receive Apr 1, 2015  
 
The following improvements were announced by Delta and the F/A EIG Nov 6, 2014
 
"the EIG worked hard throughout 2014 to gather your feedback, and through their prioritization
process, identified the items most important to you. Jan 1 2015 
 
CQ training goes from 3:34 to 4:45 (265% increase) 
CQ travel -$50 will be paid for traveling on your actual CQ day (in addition to the day before or after) 
 
Apr1, 2015
Minimum duty period credit - will apply to deadhead-only duty periods.
Domestic flight leader pay premium--- from $2.70 to $3.20 per hr.  increase of 18.5%.
Purser premium -  increase from $5.40 to $5.65 - a 5% increase.

 

[Kev3188]

All good things... and all likely driven by the current card drive...

 

[BABABOOY]

 
 
CQ training goes from 3:34 to 4:45 (265% increase) 
 

Sorry should read 26% increase