robbedagain
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not all of the ramp at m/l dl is dl employees bwi make up is outsourced yet the ramp is not go figure
Delta's Richard Anderson is spot on!
- Thread starter luvthe9
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WorldTraveler
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that and the fact that DL has its own employees in dozens of cities which AA and UA have decided to outsource.
some protection those rampers at AA and UA bought with their union dues.
robbedagain
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id rather have protection than be an at will employee esp at an airline whereas parts of the ramp is not mainline
Black Magic
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Could care less about ready reserve...nothing is forcing those people to work that job and they are welcome to find greener pastures.700UW said:
Job protection? Delta has a very fair performance based system that treats their workers with respect unlike the US management that treats its workers like caged animals. I've also watched the IAM protect the worthless slugs who should've been canned for their own faults. Gotta keep the dues rolling in...
In a pefect world no company would need a union for a proper employee workplace. But that is not always the case so in comes the union. Just the same It's a shady business too and you have to call out both when you see foul play, keeps things real and in check. What people fail to grasp is alot of companies don't care if the workforce is unionized and that its actually cheaper option. Companies are very keen on getting what contracts they want passed and grease the right palms to push the.vote through.
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You truly don't get it.
40% of their workers are ready reserve they get one raise to $14 an hour with no benefits except flight.
They are wanting to make them 50% of the workforce.
And you should care as it will be used against you in negotiations.
And by law the union must represent everyone or they could be sued.
40% of their workers are ready reserve they get one raise to $14 an hour with no benefits except flight.
They are wanting to make them 50% of the workforce.
And you should care as it will be used against you in negotiations.
And by law the union must represent everyone or they could be sued.
Black Magic
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And what is there to get? Haha. If Delta ramp is unhappy with ready reserve then they can express theirs concerns to management or vote a union in and change things up but alas they are happy with the system and so the band plays on....
AA should take a page out of the DL handbook and get some ready reserves on the ramp who want to work a couple days a week on the ramp in exchange for free flight benefits. As a bonus it will free up some extra $$ for the full time employees.
AA should take a page out of the DL handbook and get some ready reserves on the ramp who want to work a couple days a week on the ramp in exchange for free flight benefits. As a bonus it will free up some extra $$ for the full time employees.
Glenn Quagmire
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Be carefule what you wish for. One or two ready reserves may be your replacement.Black Magic said:
It always comes back to balancing risk with return, as is the case in any other financial transaction on the face of the earth. Given that they are at-will employees who can be hired and fired, and have their compensation, benefits and/or terms of employment changed at any time at the company's sole discretion, it only stands to reason that of course Delta employees would - and should! - make more to compensate for that "risk." Fundamentally, all that unions and collective bargaining are is risk transfer mechanisms - they transfer some portion of the risk of the employer-employee relationship from the employee to the employer. Without that risk transfer, the employee of Delta is - at least on paper - assuming more of the "risk" of that relationship, and therefore their financial return should be higher commensurate with that higher risk.
The Ready Reserve system is a crystal clear example of this risk/return tradeoff - Delta may well compensate their ramp workers, in the aggregate, at a higher level, but that comes at the expense of the company's ability to freely outsource those somewhat-better-compensated ramp workers' jobs at any time they choose. Much like the tradeoff that was essentially presented to the TWU by AA years ago, it's essentially a case of paying contracted, non-payroll employees (DGS, outsourced overhauls, etc.) far less in wages and benefits and then passing some of those savings onto the still-on-the-payroll employees (in-house rampers, mechanics, etc.) that remain. Again - risk, and return.
The Ready Reserve system is a crystal clear example of this risk/return tradeoff - Delta may well compensate their ramp workers, in the aggregate, at a higher level, but that comes at the expense of the company's ability to freely outsource those somewhat-better-compensated ramp workers' jobs at any time they choose. Much like the tradeoff that was essentially presented to the TWU by AA years ago, it's essentially a case of paying contracted, non-payroll employees (DGS, outsourced overhauls, etc.) far less in wages and benefits and then passing some of those savings onto the still-on-the-payroll employees (in-house rampers, mechanics, etc.) that remain. Again - risk, and return.
WorldTraveler
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- #24
no, just no.
DL employees make more because they buy in to the success of the company. It is the same process that exists at WN.
It has nothing to do with being unionized vs. non-union.
It has everything to do with employee financial interests being aligned with the company's.
and all the talk about ready reserve belies the fact that DL still has its own employees at more locations in the US than either AA or UA. And those locations include full-time personnel as well so full-time employees benefit from DL's ability to hire employees that cost the same and perhaps less than contractors to work alongside FT employees who are able to choose form more locations to work - and to provide a more consistent DL product in more locations.
but that is also the same them that DL uses in providing mainline service to several dozen more cities than AA, UA, or WN does in the US as well.
DL employees make more because they buy in to the success of the company. It is the same process that exists at WN.
It has nothing to do with being unionized vs. non-union.
It has everything to do with employee financial interests being aligned with the company's.
and all the talk about ready reserve belies the fact that DL still has its own employees at more locations in the US than either AA or UA. And those locations include full-time personnel as well so full-time employees benefit from DL's ability to hire employees that cost the same and perhaps less than contractors to work alongside FT employees who are able to choose form more locations to work - and to provide a more consistent DL product in more locations.
but that is also the same them that DL uses in providing mainline service to several dozen more cities than AA, UA, or WN does in the US as well.
Kev3188
Veteran
^Truth^
WorldTraveler
Corn Field
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except that DL employees aren't anywhere close to seeking a union to keep out RRs because they recognize that RRs not only allow more mainline staffed locations but also allow FT employees to get higher salaries.
and most significantly, there is a market for part-time, temporary workers. If there weren't, then DL and other employers couldn't staff those positions.
robbedagain
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Or they can just do away w them at any time for any reason whatsoever only youre too blind to see thatWorldTraveler said:
robbedagain
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now unless u have special access to see on the inside (which i highly doubt) you DO NOT KNOW for sure times have changedWorldTraveler said:
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