‘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.
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