Originally Posted by
Rogue24
Non-complinace comes at a price. My Rep is very aware of it, and wants to know what the lack of progression and jobs has cost this group. It we get to 2015 and he is still in office he will push the issue, and hard, but thinking that DAL will fork over billions in new jets to pacify this non-complinace is a pipe dream.
Non-compliance is non-complinace and is dealt with through a grievance or negotiation. Nothing new here.
Rogue24,
The price and the equitable solution are easy math:
Build a staffing model for our contractual share, then staff it; whether we perform the flying or not.
If the Company is unwilling to staff for what it agreed to do, then take that staffing model, net what we have now. The result is our lost earnings (without consideration for the quality of life lost ... hence a compromise position).
There is a concern that this common sense good faith solution is "too expensive" for the Company. Well then, call the New York times and tell them there is a "labor problem brewing at Delta Air Lines." How expensive is the panic selling to $8 a share? (I'm an employee. My part is showing up on time and doing my job)
We are all partners and thanked for doing our part until the rubber meets the road at scope compliance. Just as Richard Anderson said about Boeing, Delta is in apparent breach of their agreement. IMHO labor should tell the truth and let the chips fall where they may (or at least come to the table with the willingness to rock the boat).
Hey, don't get me wrong. It is great our share price is where it is and some managers are reaping well deserved gains. I enjoy sharing in that success too, but we've got a contract and dammit, it should be enforced in good faith or we call it what it is.