Welcome to MPS

May 16, 2012 — Are my hours right? Has my shift trade gone through? Was my double approved? Is my vacation right? Am I signed up for overtime? These are some of the questions that employees on DTW ramp are now asking themselves since we had made the change to the Manpower Planning System (MPS), and many of us are finding out the answers to the questions we are asking is "No". Like most employees on the ramp I found out Monday that payroll now closes Sunday at 1200p.m. even though we were initially told by management that the payroll closing would not change. This breakdown in communication, along with the misinformation for by management regarding how and when to put in overtime hours will cause a great number of employees to find their pay checks to be short this Friday. When management was asked how these discrepancies on worker's paychecks were going to be handled, the answer given by most PLs is you will get your pay on your next check.

Harassment and Intimidation

May 15, 2012 — On May 7th all of us in MSP received an email from Delta Vice President, Bill Lentsch. Lentsch stated that Delta managers have received reports of harassment and intimidation of employees in connection with solicitation of union A-Cards (Authorization Cards). Many of us asked why Lentsch sent out this email.

The Drive Is Alive: Delta is well aware of our efforts to gain a new representation election. They are also aware that we are making progress toward this goal. In MSP we have collected over 950 A Cards from ramp and cargo employees. Across the system, from LAX to JFK we are moving forward and making our goals. Delta hopes to chill the atmosphere with accusations of harassment and intimidation and slow down our progress.

What If...

May 5, 2012 — I was thinking about what to write for this month's newsletter, and after a brief, enlightening conversation with my girlfriend the other day, I thought I would share it with everyone. My girlfriend, a Director at a large hospital in New York City is a candidate for a VP position. She had her 2nd interview yesterday, so I called her and asked how it went: "It went well. I think the position is mine if I want it." "So who did you interview with?" I asked. "Well there was the COO, another VP, a couple of department managers and a union rep." "A union rep? Really? Why was a union rep at your interview?" "Well he's actually just a Patient Care Technician, but he's also the head of the local. We always have someone who represents the staff involved in the decision making process. Without that, we'll miss important ideas on how to grow our business. A concept called, "Shared Governance."

Survey Says

April 1, 2012 — The March 8 edition of LAX Facts spoke to the issue of the disrespect employees feel at the hands of management, all the way to the top of the company. In that issue, we noted that the employees at Delta remain voiceless, and that needs to be changed. LAX Facts is a true independent voice of employees at LAX and across the Delta system and has gotten the attention of the company. This is a prime example of how employees with an independent voice can move a company to address real issues in the workplace: however Delta's response leaves much to be desired. Delta has responded with a survey they are inviting each employee to take, and Delta's very own newsletter, debuting on our otherwise naked bulletin boards station wide. Delta says "We're listening." Fine. Delta says they are "listening". But to what? They are listening to their own concerns, as usual. Their survey and newsletter are designed to make you think along THEIR needs, not yours.

Taking Hold Of Our Future

March 21, 2012 — We all know that in the U.S. the future for workers is uncertain, to say the least. The same is true for workers at Delta Air Lines. Rising fuel prices, competition from airlines like Southwest and United Continental, an ever-changing economy, and the huge expenses incurred to beat back efforts to unionize all mean that Delta is looking for ways to cut costs this summer and beyond.

We already know several of the ways Delta will cut costs – expansion of the Ready Reserve Program, increased workload, increased employee cost for insurance, reduction in the number of topped out employees, and the increase in the number of lower paid employees. Other possibilities for cost cutting include further outsourcing and cutting of other benefits.

We believe that by unionizing we can put ourselves in the best position to protect our interests in the face of these uncertain times. As Delta employees who want to unionize, here is what we stand for:

1. Full benefits and seniority for all Delta ramp and cargo employees, including Ready Reserve. No second-class citizens.
2. An end to revolving door jobs.
3. A workplace free of management intimidation.
4. Protection from outsourcing of our work on the ramp and in cargo.
5. Industry leading wages for all Delta workers.
6. A defined benefit pension plan that is not subject to the whim, rise, and fall of the stock market. A guaranteed retirement fund from retirement to death.
7. Inexpensive medical insurance if we retire before eligibility for Medicare.
8. A strong safety net if we are sick or are injured on the job.
9. A real voice in the workplace that gives all of us more control over our work lives, financial lives and when we are sick or injured.
—Delta Ramp Organizing Committee—

Ensure a better future for ALL workers at Delta Air Lines, Sign and Mail-In Your A-Card Today!