2014 Fleet Service Discussion

[WeAAsles]

0.
 
700 complains that Delta only gave their rampers a 3% pay increase last year, and a 4% this year, yet, the stew union, and the IAM will reap the benefits of their higher wages [due in whole because of union organizing drives].  Then 700 and the IAM put out a organizing flyer accusing Delta management of only giving their rampers a $4,000 check last year for profit sharing, and since profits aren't suppose to be as high this year, they announced a 5% of total wage, i.e., $2,500 check.  The problem is that we ought not to complain about Delta's industry leading profit sharing if the IAM decided to toss ours away for nuttin.  The leaders under canale said, "It wasn't guaranteed anyways so why the fuss?" 
 
Morons, we have morons on our team

Tim why are you currently posting in one of our group pages about how much you like NON UNION Delta and the benefits that you THINK they have?

I cannot for the life of me understand why a man who was the lead organizer for his Union and a man who ran for an elected position in his Union would constantly try to compare UNIONIZED members to a NON, ANTI UNION corporation?????

Tim Nelson are you ANTI UNION????

 

[BLUTO]

Tim why are you currently posting in one of our group pages about how much you like NON UNION Delta and the benefits that you THINK they have?

I cannot for the life of me understand why a man who was the lead organizer for his Union and a man who ran for an elected position in his Union would constantly try to compare UNIONIZED members to a NON, ANTI UNION corporation?????

Tim Nelson are you ANTI UNION????

NIELSUN IZ ANTI
UNION> HE WANT
2 DESTRY THM>
HE AH'S BUDDY!

 

[WeAAsles]

NIELSUN IZ ANTI
UNION> HE WANT
2 DESTRY THM>
HE AH'S BUDDY!

You guys should see the crap he's posting right now.

 

[roabilly]

You guys should see the crap he's posting right now.

WeAA,
 
Save, re-post, and provide links to all of Nelson's BS, for all here to see...

 

[Tim Nelson]

Tim why are you currently posting in one of our group pages about how much you like NON UNION Delta and the benefits that you THINK they have?
I cannot for the life of me understand why a man who was the lead organizer for his Union and a man who ran for an elected position in his Union would constantly try to compare UNIONIZED members to a NON, ANTI UNION corporation?????
Tim Nelson are you ANTI UNION????

why wouldnt i compare the union wages and benefits that delta offers its employees to keep the union out? Your dues and mine resulted in delta having to offer a fairly solid compensation package.

The challenge is for the association to get more. Im glad delta raised the bar. Why wouldnt i be.

Please post whatever i wrote elsewhere, here.

Our members need to know.
I really dont think our peeps would mind 10 holidays: $24.84: .45 shift differ; monster profit sharing checks ($4,000 last year. $2,500 this year): 7 pii days to b used for sick or vacation or cash out: 7.5% 401k on all compensation: 17cargo centers: 42 ramps.

It may b a non union carrier but they offer union wages and benefits. Our own stews even got more because of delta. We need more than delta. Thats why i pay dues!

 

[blue collar]

Ya why don't I?...I guess I could start all over in seniority, possibly have to move to another state, leave all my friends and family, sell my house, ect. Yep I better get in on the action.

Oh, I didn't realize you work in a small airport that Delta doesn't fly to. My mistake. You made it sound that you were impressed with DL and their perks, that's why I asked. I'm surprised that an anti-Union person as yourself would be so concerned about seniority, I figured you would be into the merit system.

 

[ograc]

why wouldnt i compare the union wages and benefits that delta offers its employees to keep the union out? Your dues and mine resulted in delta having to offer a fairly solid compensation package.

The challenge is for the association to get more. Im glad delta raised the bar. Why wouldnt i be.

Please post whatever i wrote elsewhere, here.

Our members need to know.
I really dont think our peeps would mind 10 holidays: $24.84: .45 shift differ; monster profit sharing checks ($4,000 last year. $2,500 this year): 7 pii days to b used for sick or vacation or cash out: 7.5% 401k on all compensation: 17cargo centers: 42 ramps.

It may b a non union carrier but they offer union wages and benefits. Our own stews even got more because of delta. We need more than delta. Thats why i pay dues!

 
The DL employees are "employees at will". You, as a member of a certified bargaining representative, are most certainly not. To me; that's why we pay union dues. As a Grievance Committee Chairman; I have lost track of how many times I have been able to successfully avoid or reduce disciplinary action against an employee as a result of the contract. Employees "at will", such as those at DL, do not have this option. Legally binding job protection? Priceless Tim.
 

 

[Tim Nelson]

The DL employees are "employees at will". You, as a member of a certified bargaining representative, are most certainly not. To me; that's why we pay union dues. As a Grievance Committee Chairman; I have lost track of how many times I have been able to successfully avoid or reduce disciplinary action against an employee as a result of the contract. Employees "at will", such as those at DL, do not have this option. Legally binding job protection? Priceless Tim.

Wotking under a union contract with representation enhances my peace of mind. Delta employees are playing with fire.

That said, we have to make sure we exploit the union wages and benefits of delta in negotiations much like how the stews did.
Im also interested in how the southwest negotiations end up. In my situation, id rather wait behind them since theywill b certain to attain a more costly contract. I understand laa or others who may want to settle quick and arent in the same financial shape as me, but i myself am not to interested in rushing anything.

 

[Kev3188]

 
The DL employees are "employees at will". You, as a member of a certified bargaining representative, are most certainly not. To me; that's why we pay union dues. As a Grievance Committee Chairman; I have lost track of how many times I have been able to successfully avoid or reduce disciplinary action against an employee as a result of the contract. Employees "at will", such as those at DL, do not have this option. Legally binding job protection? Priceless Tim.
 

 
^This^ 
 

Delta employees are playing with fire.

 

 
^Also this^

 

[WeAAsles]

Wotking under a union contract with representation enhances my peace of mind. Delta employees are playing with fire.

That said, we have to make sure we exploit the union wages and benefits of delta in negotiations much like how the stews did.
Im also interested in how the southwest negotiations end up. In my situation, id rather wait behind them since theywill b certain to attain a more costly contract. I understand laa or others who may want to settle quick and arent in the same financial shape as me, but i myself am not to interested in rushing anything.

They do not have Union wages and benefits since they do not have Unions. And you really like to cherry pick don't you. From what I understand Delta is in a push to have half it's ground workers be "Ready Reserve"? If you really want to compare us to Delta Tim then you need to include the entire pie.

I'd rather you point out the improvements in the UAL contract personally. Yes the station closures were horrible but there were added jobs in the leftover cities that made it that from what I understand not one job was lost if someone still wanted to remain working. And everyone is on the same pay scales. No tiers or ready reserves.

Here Tim. I want to give you this link. This is called a Collective Bargaining Agreement. This is something that Unionized employees have. This prevents you from being an "At Will" employee and states very clearly what the company you work for must provide for you.

http://www.iam141.org/docs/2013-2016%20FLEET%20SERVICE%20EMPLOYEES.pdf

 

[T5towbar]

They do not have Union wages and benefits since they do not have Unions. And you really like to cherry pick don't you. From what I understand Delta is in a push to have half it's ground workers be "Ready Reserve"? If you really want to compare us to Delta Tim then you need to include the entire pie.

I'd rather you point out the improvements in the UAL contract personally. Yes the station closures were horrible but there were added jobs in the leftover cities that made it that from what I understand not one job was lost if someone still wanted to remain working. And everyone is on the same pay scales. No tiers or ready reserves.

Here Tim. I want to give you this link. This is called a Collective Bargaining Agreement. This is something that Unionized employees have. This prevents you from being an "At Will" employee and states very clearly what the company you work for must provide for you.

http://www.iam141.org/docs/2013-2016%20FLEET%20SERVICE%20EMPLOYEES.pdf

 I rather have a contract then to be "at will". I have been on that side before for years, till we voted in a union. People were fat and happy because we had a great management team at that time and some felt it wasn't needed. But in this line of work (the airline business) it pays to be unionized. I saw all the other workgroups take less cuts (and restored faster) then our group did. Sooner or later a crappy management team will come in (like they are doing now) and attack the workgroups. 
 
On the issue of the insourcing/outsourcing, those who took the "system" moved to keep their job. From what I heard a lot just took furlough, since they did not want to uproot an chase their job. That's what the company is doing by offering not desirable cities in the system. 
 
IMHO, the Ready Reserve is a buffer for the longtime DL employees who don't have to worry about their job. It is the people in the lower middle or lower seniority who has to worry. Especially when the RR's is over 50%. And you own an outsourcing arm (DGS) to bolster the rest. (What would be your situation with Eagle/Envoy and how will that play?) We don't have an outsourcing firm, so DGS and Eagle/Envoy does a lot of our work. If you don't have any major time in, it is more scary than what we are presently going thru.  In our contract, we now allow "temporary workers" to fill in during heavy periods (ie: Summer) haven't seen them yet, but since the "Lie of LOA #5",  those who have been downgraded got their FT restored temporary. I feel that this will be a new norm. I for one don't like it. And the company and District MUST enforce LOA #6. Just don't tie them together. That's another thing that people are pissed off about.

 

[700UW]

To any and all CLT ramp, someone needs to file a grievance, last week Wilson worked the Steelers charter and today they worked the panthers charter, that's your work

 

[cltrat]

To any and all CLT ramp, someone needs to file a grievance, last week Wilson worked the Steelers charter and today they worked the panthers charter, that's your work

I don't know about boarding but they did not load the panther charter

 

[WeAAsles]

 I rather have a contract then to be "at will". I have been on that side before for years, till we voted in a union. People were fat and happy because we had a great management team at that time and some felt it wasn't needed. But in this line of work (the airline business) it pays to be unionized. I saw all the other workgroups take less cuts (and restored faster) then our group did. Sooner or later a crappy management team will come in (like they are doing now) and attack the workgroups. 
 
On the issue of the insourcing/outsourcing, those who took the "system" moved to keep their job. From what I heard a lot just took furlough, since they did not want to uproot an chase their job. That's what the company is doing by offering not desirable cities in the system. 
 
IMHO, the Ready Reserve is a buffer for the longtime DL employees who don't have to worry about their job. It is the people in the lower middle or lower seniority who has to worry. Especially when the RR's is over 50%. And you own an outsourcing arm (DGS) to bolster the rest. (What would be your situation with Eagle/Envoy and how will that play?) We don't have an outsourcing firm, so DGS and Eagle/Envoy does a lot of our work. If you don't have any major time in, it is more scary than what we are presently going thru.  In our contract, we now allow "temporary workers" to fill in during heavy periods (ie: Summer) haven't seen them yet, but since the "Lie of LOA #5",  those who have been downgraded got their FT restored temporary. I feel that this will be a new norm. I for one don't like it. And the company and District MUST enforce LOA #6. Just don't tie them together. That's another thing that people are pissed off about.

This was just posted by a Delta Ramper on a Delta thread. So who is interested in comparing us to Delta again?

Here's an example of a DL ramp policy: Ready Reserves moving up to Part Time and Part Time employees moving up to Full Time, a reasonable concept of progression is not available to spoke stations UNLESS their home station is at 50% benefitted employees (FT & PT) and 50% (non-benefitted) Ready Reserves.



Now, if you try to look for a ramp ACS job at DL, EVERY entry level position on the ramp is RR. Every RR employee that I spoke to after being hired would find out the truth, "you have to go to ATL and go Part Time before even thinking about putting in for Full Time.



They ALL want to have the opportunity to go to the benefitted position at their home station, and normally through attrition they would be moving up, but as I stated earlier, unless your station is at the 50% benefitted and 50% non-benefitted ratio the company is aiming for, Your S.O.L.

 

[cltrat]

WeAAsles first let me say that I agree with your position 100% that a union is needed in the airline business, my issue is that I don't trust neither the IAM or the TWU as far as I could throw their collective leadership and I don't see how I ever will. It's not just them I wouldn't trust any other collection on letters of a union any more than I do the ones we have.
I have no way of knowing but I'd guess there are hundreds of members just like me.