RAMP FACTS | The ATL Ramp Underground Information Source
At work a glitch might be a mistake on your paycheck. You didn’t get credit for the overtime you worked. When you are injured at work, a glitch could be when ESIS says your injury didn’t occur at work and cuts you off OJI pay. Or it might be when Sedgewick denies your claim for Medical leave or says you can return to work sooner than your doctor says you can. They say they won’t pay you beyond that date. These are all real life examples.
You might face a glitch when you are given discipline for an argument at work that didn’t happen the way the Company says it did. You might get a new PL. You guys just don’t hit it off and the PL misjudges your work ethic. As a result you are passed over for a promotion.
The problem we all face is that when a glitch occurs it is almost always resolved in favor of the Company. That is because we have no structure or organization that fights for us. There is no real appeal process.
This is why having a union with union stewards, shop committee and a legally defined appeal process is so important in our daily lives. No question a glitch will happen to you. Why not have back up when it does.
Follow the movement on Facebook.com/Rampfacts
When A Glitch Happens
A glitch might be defined as a mistake, an error or when something goes wrong. Glitches happen in life and at work. Everybody experiences glitches.At work a glitch might be a mistake on your paycheck. You didn’t get credit for the overtime you worked. When you are injured at work, a glitch could be when ESIS says your injury didn’t occur at work and cuts you off OJI pay. Or it might be when Sedgewick denies your claim for Medical leave or says you can return to work sooner than your doctor says you can. They say they won’t pay you beyond that date. These are all real life examples.
You might face a glitch when you are given discipline for an argument at work that didn’t happen the way the Company says it did. You might get a new PL. You guys just don’t hit it off and the PL misjudges your work ethic. As a result you are passed over for a promotion.
The problem we all face is that when a glitch occurs it is almost always resolved in favor of the Company. That is because we have no structure or organization that fights for us. There is no real appeal process.
This is why having a union with union stewards, shop committee and a legally defined appeal process is so important in our daily lives. No question a glitch will happen to you. Why not have back up when it does.
Follow the movement on Facebook.com/Rampfacts
RAMP FACTS | The ATL Ramp Underground Information Source
If you answered NO, then why not create a voice and a choice?
Sign a union card NOW!
Follow the movement on Facebook.com/Rampfacts Blue Notes | Newsletter of the MSP Ramp Organizing Committee
Air Lines CEO, Richard Anderson boosted his pay by 42%. Anderson made 8.9 million dollars in 2011 and received a hefty raise to 12.6 million in 2012.
This stands in stark contrast to Regional Elite workers who were told in 2012 they could quit or work for Delta Global Services and take substantial pay cuts. Delta’s position was that it was not economically viable to pay these workers between 10 and 16 dollars per hour.
They are now paid between 8 and 10 dollars per hour. It also is far different than the pay reduction experienced by Delta workers hired after January 1, 2009. They lose over $25,000 over 10 years when compared to those hired before 2009. And Ready Reserves still have no benefits and no real seniority.
Even senior Delta workers, who received a 4% raise in 2012, fell far short of Anderson’s raise, although they were certainly as responsible for Delta’s performance as their CEO.
We ask if this is in line with the ‘Rules of the Road’. Shouldn’t Delta workers (including DGS) all make a livable wage? Shouldn’t junior workers have their pay restored to the pre 2009 pay scale before the CEO gets a large raise? Shouldn’t Ready Reserves be given benefits and seniority before corporate leaders are rewarded? And, shouldn’t pay raises for executives be more in line with what is given to those who are also greatly responsible for our company’s success?
Why did the United-Continental workers reject theirlatest contract proposal?
- Unionized workers have a voice on all proposed
contracts on compensation. - Unionized workers have a voice on any proposed rule changes that affect them in the work force.
If you answered NO, then why not create a voice and a choice?
Sign a union card NOW!
Follow the movement on Facebook.com/Rampfacts Blue Notes | Newsletter of the MSP Ramp Organizing Committee
Delta’s CEO, Richard Anderson Gets a 42% Raise In 2012
Delta workers hired after January 1, 2009 will lose $25,000 over 10 years; Regional Elite workers were told quit or work for Delta Global Services and take substantial pay cuts; and Ready Reserves still have no benefits and no real seniority MAY 5, 2013 — The Associated Press has reported that DeltaAir Lines CEO, Richard Anderson boosted his pay by 42%. Anderson made 8.9 million dollars in 2011 and received a hefty raise to 12.6 million in 2012.This stands in stark contrast to Regional Elite workers who were told in 2012 they could quit or work for Delta Global Services and take substantial pay cuts. Delta’s position was that it was not economically viable to pay these workers between 10 and 16 dollars per hour.
They are now paid between 8 and 10 dollars per hour. It also is far different than the pay reduction experienced by Delta workers hired after January 1, 2009. They lose over $25,000 over 10 years when compared to those hired before 2009. And Ready Reserves still have no benefits and no real seniority.
Even senior Delta workers, who received a 4% raise in 2012, fell far short of Anderson’s raise, although they were certainly as responsible for Delta’s performance as their CEO.
We ask if this is in line with the ‘Rules of the Road’. Shouldn’t Delta workers (including DGS) all make a livable wage? Shouldn’t junior workers have their pay restored to the pre 2009 pay scale before the CEO gets a large raise? Shouldn’t Ready Reserves be given benefits and seniority before corporate leaders are rewarded? And, shouldn’t pay raises for executives be more in line with what is given to those who are also greatly responsible for our company’s success?
A FORK IN THE ROAD
The Tale Of Two RampersBarry and Gary are young men who applied for airline jobs back in April 2011. Barry was hired by United Airlines, while Gary got his job with Delta Air Lines. They both are able to fly for free, and each receive yearly profit sharing checks. But, the similarities of their compensation for their 6 hour shift ends there. ***Below is break down of total hourly compensation for an entry level ramp position with two years for each arline:
| Date of Hire: 04/02/2011 | UNITED | DELTA |
| Salary @ 2 years | $12.75/hr | $11.75/hr |
| Sick time | 0.40* | 0.00 |
| Salary @ 2 years | 0.40* | 0.00 |
| Vacation time | 0.40* | 0.00 |
| 401k match | 0.40 | 0.00 |
| Health coverage | 2.00* | 0.00 |
| Pension | 1.00** | 0.00 |
| TOTAL COMPENSATION | $17.35 | $11.75 |
Barry (United Airlines) is the only one with paid time off. Gary (Delta Air Lines) receives no compensation...
If You Were A Union Member At United
IAM members at United Airlines will soon be voting on a contract after less than a year of negotiations with the combined United-Continental group. If they approve this contract, here is some of what they will receive:- Top Scale of $24.00/hour at date of contract signing.
- Retroactive pay back to January 1, 2010 at a rate of 3% per year. ( An average of $8,000 for most workers not including overtime.)
- Increased vacation accruals to 6 weeks.
- Outsourcing protection for 90% of workforce.
- IAM defi ned benefi t pension and matching 401k.
- Up to $75,000 payment for early retirement.
- Solid work rule protection.
- All BW and AW positions are benefi ted.
- All of this legally guaranteed in a binding contract.
What We Stand For
We are a nationwide group of junior, senior, and Ready Reserve ramp and cargo employees from every station. We believe we need a union here at Delta Air Lines.
This is what we stand for:
- Full benefits and seniority for all Delta ramp and cargo employees, including Ready Reserves. No second class citizens at Delta.
- An end to the lower pay scale for those hired after January 1, 2009. An equal pay scale for all workers.
My coworker asked me today if I would sign a union authorization card so we can have an election to get the union in. I am nervous that the Delta might find out I have signed a card and I will get fired. Delta has made it pretty clear they hate unions. Should I be worried?
Answer: Signing a union card is one of the most protected activities a worker can engage in. Federal law says, "It is illegal for your employer to prohibit you from soliciting for a union during non-work time, such as before or after work or during break times; or from distributing union literature during non-work time, in non-work areas, such as parking lots or break rooms." It says further, "It is illegal for your employer to fire you because you join or support a union."
Delta will never see your card-ever. The card will be sent to IAM Headquarters and then given to the National Mediation Board for verification when we file for an election. It is illegal for the NMB to show your card to your employer.
To trigger an election 50% of all Delta Fleet Service employees must sign authorization cards. Delta employee volunteers plan to gather far more than that and file for an election quickly. An election will generally take place within 60 days of certification of 50% interest.
Previous Questions:
Answer: Signing a union card is one of the most protected activities a worker can engage in. Federal law says, "It is illegal for your employer to prohibit you from soliciting for a union during non-work time, such as before or after work or during break times; or from distributing union literature during non-work time, in non-work areas, such as parking lots or break rooms." It says further, "It is illegal for your employer to fire you because you join or support a union."
Delta will never see your card-ever. The card will be sent to IAM Headquarters and then given to the National Mediation Board for verification when we file for an election. It is illegal for the NMB to show your card to your employer.
To trigger an election 50% of all Delta Fleet Service employees must sign authorization cards. Delta employee volunteers plan to gather far more than that and file for an election quickly. An election will generally take place within 60 days of certification of 50% interest.
Answer: According to Delta's calculations, industry average is $3,669.58 per month for a worker at the top of the pay scale. They use American, Southwest, USAirways, United, Delta, Jet Blue, AirTran and Frontier to arrive at industry average. (Source – Deltanet)
The average pay for unionized carriers on Delta's list (American, United, Southwest, USAirways) is $3,837.53 per month. Delta deducted union dues from these figures so the average is actually slightly higher.
The average for non union carriers (Jet Blue, Frontier, Delta) is $3,442.93.
American Airlines workers are voting on a new contract that will include pay raises. In addition, AirTran workers have since voted to join the IAM. As the merger with Southwest moves forward, AirTran workers will be incorporated into the Southwest pay scale. United-Continental workers will also be a settling their contract with the merged airline sometime in the near future. All of these factors will push the industry average up and the union average up even more. It pays to be union.
Click HERE for chart.