‘Tis the season to reflect and be thankful for our blessings. Can you believe it’s the holiday season already? I remember when I was younger; I always wanted to be much older. For instance, I couldn’t wait to be 16, because in Illinois at that age I could get my drivers license and also get a job. My Mom always said not to wish my life away, because the older you get, the faster time goes. My mother was correct in more ways than one. I’m thankful for her wisdom, more so since she is no longer alive.
I’m thankful for the many opportunities that my union has afforded me. While it may seem corny, it’s true. By having a job that paid me a livable wage and guaranteed wage increases, I have been able to buy new cars, electronics, and furniture, live in an apartment in a great area, and travel the world. I also have been able to travel the world because of my guaranteed, paid vacation accrual.
I’m thankful for the medical insurance that I have as the result of being negotiated in a collective bargaining agreement. I am adopted and have no family medical history, so when I have been diagnosed with a potentially serious issue, I am put through the gamut of tests. Without my health insurance, I wouldn’t be able to afford those tests. In addition, I don’t have a lifetime cap on my insurance. These days with the price of medical, health, hospital, and prescription expenses, a serious illness or accident can take a big bite out of say if I had a million dollar lifetime cap. If I do have to be out sick or have an on the job injury (OJI), I accrue 8 hours of sick and OJI time each month, and there is no limit to the accrual amount of either one. Thankfully, that is the result of my collective bargaining agreement.
I’m thankful for the opportunity to be a union representative. All the training I’ve received as a result, has not only prepared me to be the best I can be on the job, but also in life. I have been able to help save someone from a wrongful termination, pointed out extenuating circumstances that kept an agent from being disciplined for their absences, been able to help get someone on FMLA when they didn’t understand the policy, and many more things. I wouldn’t be able to do that without a collective bargaining agreement that allows me to investigate those situations, speak up about them, and right the wrongs without repercussions. Being a union rep has also given me the opportunity to become involved in organizing and I have met great people in the cities I have traveled-Salt Lake City, Atlanta, and Cincinnati.
I’m thankful I live in a country that believes in democracy and where I get to vote on who I want to represent me. Whether it’s a local, state, federal, or union election, my vote is my voice.
While my blessings are many and I’m thankful for each one, I’m most thankful for my family and friends. Every day I wake up, I get the chance to make to world better for them.
So this holiday season and throughout the year, my wish for you is good health, an abundance of wealth, and may your blessings be endless. Also let us remember those less fortunate.
HAPPY HOLIDAYS!!!!
Diane K. Tomevi
Seattle Reservations (23 yrs)
Saturday, November 29, 2008
Monday, November 24, 2008
DELTA FLIGHT ATTENDANT SPEAKS ON SOCIAL SECURITY OFFSET
Says Anderson has no clue or is misleading
In order to change the social security offset, Delta would have to do two things:
1. Ask the IRS to revoke Delta's election of the Pension Protection Act
2. Fund the plan up to the levels that are acceptable to the IRS--which is a percentage of the benefits that will be paid in the future and are being paid currently.
Then Delta can reduce the social security offset or eliminate it entirely. Until it is funded properly, Delta can't do a thing. To fund it properly and fully as it should be is a choice that Delta executives alone make. They must put a certain amount in according to the Pension Protection Act. However, they were suppose to put a certain amount in (minimum funding) before and didn't.
The plan was first voluntarily frozen by the company to stop benefits from accruing under it. After the company (under Jerry Grinstein) went to Congress and encouraged unsuspecting employees to lobby on behalf of the company, the PPA was passed and Delta immediately sought protection under it. This set in motion the lie "that once it is elected, you can not change it." You can change it, you just have to put the money in it that should have been there in the first place and then ask the IRS to release you from your election. The IRS (with the PBGC's blessing) would never deny a revocation if it were properly funded. They would have no grounds to deny it if funded properly.
Of note here is the astounding discrepancy in the past numbers (benefit assumptions and funding). The numbers don't add up. However, I don't have the full expertise to analyze them, nor do I have full access to them. If we had a union, we would have or could hire experts and actuaries to make a full accounting.
Frankly, I think Richard Anderson either doesn't know exactly how the social security offset at Delta works (this is a long shot since he is an executive/lawyer) or he intentionally is misleading the worker who asked the question. This is more likely the case. In 12-18 months of waiting for him to "look" at it, then their window of opportunity for representation has closed. Also, note that Anderson only said to give them a chance to "look" at it--hardly worth getting your hope up for a change to it.
In order to change the social security offset, Delta would have to do two things:
1. Ask the IRS to revoke Delta's election of the Pension Protection Act
2. Fund the plan up to the levels that are acceptable to the IRS--which is a percentage of the benefits that will be paid in the future and are being paid currently.
Then Delta can reduce the social security offset or eliminate it entirely. Until it is funded properly, Delta can't do a thing. To fund it properly and fully as it should be is a choice that Delta executives alone make. They must put a certain amount in according to the Pension Protection Act. However, they were suppose to put a certain amount in (minimum funding) before and didn't.
The plan was first voluntarily frozen by the company to stop benefits from accruing under it. After the company (under Jerry Grinstein) went to Congress and encouraged unsuspecting employees to lobby on behalf of the company, the PPA was passed and Delta immediately sought protection under it. This set in motion the lie "that once it is elected, you can not change it." You can change it, you just have to put the money in it that should have been there in the first place and then ask the IRS to release you from your election. The IRS (with the PBGC's blessing) would never deny a revocation if it were properly funded. They would have no grounds to deny it if funded properly.
Of note here is the astounding discrepancy in the past numbers (benefit assumptions and funding). The numbers don't add up. However, I don't have the full expertise to analyze them, nor do I have full access to them. If we had a union, we would have or could hire experts and actuaries to make a full accounting.
Frankly, I think Richard Anderson either doesn't know exactly how the social security offset at Delta works (this is a long shot since he is an executive/lawyer) or he intentionally is misleading the worker who asked the question. This is more likely the case. In 12-18 months of waiting for him to "look" at it, then their window of opportunity for representation has closed. Also, note that Anderson only said to give them a chance to "look" at it--hardly worth getting your hope up for a change to it.
Sunday, November 9, 2008
Northwest/Delta: What's Next?
From the IAM's Merger Watch, October 31, 2008
Now that the Department of Justice has approved the merger and the corporate papers have been signed, what happens to both carriers’ workers?Superficial changes – new employee numbers, new signage, management changes – have already begun or will be underway soon. For the time being, however, important issues will remain unchanged. IAM members’ collective bargaining agreements, including wage guarantees, seniority protection, secure benefits, stable defined benefit pension plans, job security language and grievance procedures remain in full force and effect. Delta workers’ employment terms will continue to be at the whim of Delta management.There is no specific timeline for when union representation issues for the combined group will be resolved. The process, however, is well established. Once a Union files an application requesting a determination of single carrier status, the National Mediation Board (NMB) will investigate and determine whether the combined carriers constitute a single transportation system. Some of the criteria the NMB uses in determining single carrier status are the combination of published schedules, standardized uniforms and aircraft markings, centralized labor relations and management, overlapping ownership and a single Board of Directors. This process could take several months or longer. It is likely that the pilots will file relatively quickly. However, a single transportation system determination must be made for each craft or class. Therefore, this process will happen repeatedly at different times for different job classifications.After the IAM files its applications and the NMB rules that the merged carriers are a single transportation system, the NMB will give the parties 14 days to make a showing of interest to order an election. Before the NMB will order an election the IAM must provide a showing of interest from at least 35% of the combined classification for which we are filing. The 35% threshold can be met through adding signed election authorization cards from Delta employees with our current membership at Northwest.When the election takes place, 50%+1 of the combined classification must vote for the election to be valid. Each craft or class has separate elections, and they are not required to take place at the same time.Seniority integration will not be resolved until after union representation is decided. IAM policy states that seniority will be integrated by an employee’s date of hire into the classification, regardless of which airline they worked for pre-merger. Under federal law, without a collective bargaining agreement Delta may try to integrate seniority several ways, including methods that eliminate decades of earned seniority, and still argue it is “fair and equitable.”Preparations for the merger began many months ago, but it is now moving into its final stages.
Visit the District 143 website, www.iam143.org, for the latest news on the merger.
Now that the Department of Justice has approved the merger and the corporate papers have been signed, what happens to both carriers’ workers?Superficial changes – new employee numbers, new signage, management changes – have already begun or will be underway soon. For the time being, however, important issues will remain unchanged. IAM members’ collective bargaining agreements, including wage guarantees, seniority protection, secure benefits, stable defined benefit pension plans, job security language and grievance procedures remain in full force and effect. Delta workers’ employment terms will continue to be at the whim of Delta management.There is no specific timeline for when union representation issues for the combined group will be resolved. The process, however, is well established. Once a Union files an application requesting a determination of single carrier status, the National Mediation Board (NMB) will investigate and determine whether the combined carriers constitute a single transportation system. Some of the criteria the NMB uses in determining single carrier status are the combination of published schedules, standardized uniforms and aircraft markings, centralized labor relations and management, overlapping ownership and a single Board of Directors. This process could take several months or longer. It is likely that the pilots will file relatively quickly. However, a single transportation system determination must be made for each craft or class. Therefore, this process will happen repeatedly at different times for different job classifications.After the IAM files its applications and the NMB rules that the merged carriers are a single transportation system, the NMB will give the parties 14 days to make a showing of interest to order an election. Before the NMB will order an election the IAM must provide a showing of interest from at least 35% of the combined classification for which we are filing. The 35% threshold can be met through adding signed election authorization cards from Delta employees with our current membership at Northwest.When the election takes place, 50%+1 of the combined classification must vote for the election to be valid. Each craft or class has separate elections, and they are not required to take place at the same time.Seniority integration will not be resolved until after union representation is decided. IAM policy states that seniority will be integrated by an employee’s date of hire into the classification, regardless of which airline they worked for pre-merger. Under federal law, without a collective bargaining agreement Delta may try to integrate seniority several ways, including methods that eliminate decades of earned seniority, and still argue it is “fair and equitable.”Preparations for the merger began many months ago, but it is now moving into its final stages.
Visit the District 143 website, www.iam143.org, for the latest news on the merger.
Wednesday, October 29, 2008
DOJ APPROVES NW/DL MERGER
International Association of Machinists and Aerospace Workers (IAM) General Vice President Robert Roach, Jr. today issued the following statement in response to the United States Department of Justice's approval of the Northwest Airlines-Delta Airlines merger.
"After eight years of disastrous economic decisions by the Bush Administration, this comes as no surprise. It is another opportunity for executives to stuff their pockets at the expense of working-class Americans.
Delta and Northwest management have separately bankrupted their individual airlines. Together, they will have more than $28.8 billion in combined debt and $15.6 billion in unfunded pension liabilities that could be forced onto the American taxpayer if the airline defaults.
The Machinists Union will fight to ensure that workers at the combined airline will be protected by the guarantees that can only be found in a union contract. The days when Delta could ride roughshod over their employees is coming to an end. Delta is creating the world's largest airline. The Machinists Union will Northwest and Delta employees make it the world's largest unionized airline."
The Machinists Union is the largest airline union in North America and represents 12,500 Northwest Airlines ground employees. More information about the Machinists Union is available at www.goiam.org/mergers.
"After eight years of disastrous economic decisions by the Bush Administration, this comes as no surprise. It is another opportunity for executives to stuff their pockets at the expense of working-class Americans.
Delta and Northwest management have separately bankrupted their individual airlines. Together, they will have more than $28.8 billion in combined debt and $15.6 billion in unfunded pension liabilities that could be forced onto the American taxpayer if the airline defaults.
The Machinists Union will fight to ensure that workers at the combined airline will be protected by the guarantees that can only be found in a union contract. The days when Delta could ride roughshod over their employees is coming to an end. Delta is creating the world's largest airline. The Machinists Union will Northwest and Delta employees make it the world's largest unionized airline."
The Machinists Union is the largest airline union in North America and represents 12,500 Northwest Airlines ground employees. More information about the Machinists Union is available at www.goiam.org/mergers.
Saturday, September 20, 2008
RESERVATION AGENT EMPLOYEES WORKING AT HOME!
Did you know that within the District 143 membership, Reservation Agents of Alaska Airlines work from their home location? Imagine the opportunity to avoid the commute to the office in all kinds of weather. Think about the money savings and wear and tear on your family car!
On days when you would have perhaps been tardy or had the beginnings of the cold or the flu, or everyone in the office is coming to work sick, you can work quietly from your own home office...
What would you be willing to trade for this opportunity, or what would you be willing to give up? NOTHING IF YOU ARE AN IAM MEMBER AT ALASKA!
After a year long investigation, the Alaska Management Group agreed that the IAM was right when it demanded...that the RESERVATION AGENT WORKING FROM THEIR HOME IS AS VALUABLE AS THE ONE WORKING IN THE OFFICE AND THEREFORE WILL BE TREATED AS THOUGH THEY ARE IN THE OFFICE!! IN EVERY WAY!!
Yes, this means that the salary, holiday release, overtime, insurance, and even the trade day policy is identical to the employee who prefers to work in the office. WHY SHOULDN'T IT BE SO??
An interested employee need only put their name on a list to express their desire to work at their residence. Part time or full time, it is not restricted to one group. There is a percentage at each office that works from home, selected by seniority.
Equal pay and benefits for all reservation members. Brought to them by the IAM officers of District 143. The union officials who fought for these conditions had over 60 years of reservation seniority between them!! They knew this could work!! They knew first hand how stressful being a reservation agent is, taking call after call, irregardless of where you service your passengers.
Whether you are in the office with your colleagues or in your home, please come join us so that we may preserve, defend, and secure proper compensation and benefits for your hard work.
On days when you would have perhaps been tardy or had the beginnings of the cold or the flu, or everyone in the office is coming to work sick, you can work quietly from your own home office...
What would you be willing to trade for this opportunity, or what would you be willing to give up? NOTHING IF YOU ARE AN IAM MEMBER AT ALASKA!
After a year long investigation, the Alaska Management Group agreed that the IAM was right when it demanded...that the RESERVATION AGENT WORKING FROM THEIR HOME IS AS VALUABLE AS THE ONE WORKING IN THE OFFICE AND THEREFORE WILL BE TREATED AS THOUGH THEY ARE IN THE OFFICE!! IN EVERY WAY!!
Yes, this means that the salary, holiday release, overtime, insurance, and even the trade day policy is identical to the employee who prefers to work in the office. WHY SHOULDN'T IT BE SO??
An interested employee need only put their name on a list to express their desire to work at their residence. Part time or full time, it is not restricted to one group. There is a percentage at each office that works from home, selected by seniority.
Equal pay and benefits for all reservation members. Brought to them by the IAM officers of District 143. The union officials who fought for these conditions had over 60 years of reservation seniority between them!! They knew this could work!! They knew first hand how stressful being a reservation agent is, taking call after call, irregardless of where you service your passengers.
Whether you are in the office with your colleagues or in your home, please come join us so that we may preserve, defend, and secure proper compensation and benefits for your hard work.
A MESSAGE TO ALL OUR FUTURE UNION SISTERS AND BROTHERS ON DELTA AIR LINES
The IAM union organizing drive on Delta Airlines has proceeded amazingly well. Employees of Delta Airlines have received our literature with great enthusiasm. They have also expressed to us repeatedly how they need a union on that property and how happy they were to see us handbilling their work site(s).
We have disseminated information to all classifications with a few exceptions – the clerical, office, and administrative support groups. The majority of those people are stationed in Atlanta. We have been unable to secure permits to handbill the buildings where we believe most of the clerical groups work due to state and local ordinances and Delta management not allowing us to do so.
Regardless of obstacles facing us to date, we are determined to extend our union message to those employees as well.
We need your assistance towards that goal.
We are asking any Delta employee who has a spouse, partner, friend or co-worker who works in those related areas at ANY location to contact those individuals and ask them if they would like to receive IAM literature for themselves or their co-workers. (They can contact us by email or phone shown below.) Additionally, any NWA IAM clerical employees can help us as well by directing Delta clerical to our IAM District 143 contact email and phone numbers.
alwojcik@iamdl143.org
734-637-2224
1-800-544-1461, extension 348
Thank you all for your help towards a more secure future by making Delta another IAM union airline.
Al Wojcik
General Chair
IAM Air Transport District 143
Friday, September 5, 2008
WHAT WE KNOW, YOU SHOULD KNOW ABOUT BROKEN PROMISES
At both Delta and Northwest, we are proud employees, especially for the work we do in spite of many obstacles we face on a day-to-day basis. However at Northwest, we are not so proud of those who have run our company. We have great experience with promises being made and deliberately broken. We voluntarily voted to save our airline in 1993. In exchange for the gamble, we were promised stock in Northwest by none other than Richard Anderson. When it came time to pay up, guess what? Richard reneged. Fortunately, we had the IAM and were able to use our collective strength to go to Federal Court to force payment. The Court ordered NWA to honor their obligation. Northwest then tried to use the bankruptcy system to wipe out their promise and once again with the help of the IAM, we were able to get money paid out of the bankruptcy settlement.
Now, something alarming to Northwest employees has happened. Richard Anderson, the guy in charge of broken promises at NWA, has landed the job of CEO of Delta Air Lines. Worse, he is busy recruiting many from his old Northwest team to come join him to make all the same decisions at Delta. Let’s take a look at Richard’s “Corporate Leadership Team” as five of these decision makers hand selected by him have ties to Northwest; Ben Hirst (SVP-General Counsel), Steve Gorman (EVP-Operations), Mike Becker (EVP & COO-Northwest), Laura Liu (SVP-International), and Theresa Wise (SVP-Chief Information Officer). Plus, how many of the fifty-one (51) additional officers that have been named in the organizational charts are from the Northwest broken promise team? Richard’s mantra, “Let’s Keep Delta Our Delta” is a farce. What you are seeing is the creation of something we have lived with in the past. The difference? We now recognize a wolf in sheep’s clothing and we know when Richard is trying to pull the wool over our eyes. The Delta management team is hoping, planning, and plotting that the employees do not have the benefit of a unified voice. They want us with no defense. They want a world of promises with no consequences…and broken promises that cannot be fixed. Don’t be fooled by Mr. Anderson’s charisma, allure, and silver tongue. There is one agenda and it’s not pretty. The bottom line, he’s only interested in his well being, not yours.
Some may think that Delta taking over Northwest would be a fresh start, and that can be exciting. But we know the “Dream Team” and exactly what they are capable of. They can paint a rosy picture and we have seen that before. But don’t be fooled. Delta has made several pay and benefit improvements since the IAM effort has started. They saw what all the unionized employees at the other carriers got after bankruptcy and have started to float back up to that level. There will be more. They have started to add pay back and have craftily called it a raise, when in reality it is still less than pre-bankruptcy. Remember it’s not a raise as management has stated. It’s part of what Delta took from you in bankruptcy. A raise would be if they gave back everything they took from you, plus more. They have made promises of more, all in hopes no one will notice that those promises are not in writing, not in a contract. Again, don’t be sucked in by the rosy picture.
Delta will say employees are empowered by a “Direct Relationship” with management. What they truly want is a one sided relationship; one where they hold all the cards, make all the decisions, and make any promises they want but cannot be held to because there is no collective bargaining agreement. WE should have a vote. Delta’s promises should mean something more than mere words. Those promises should be in writing. That way, if they are broken, they can be fixed.
WE ALL BENEFIT WHEN WE SAY UNION YES!!
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