Delta: Buy video games instead of union dues.
05-13-2019, 07:23 AM
#131
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Thread Starter
Joined APC: Nov 2008
Position: I'm here, i'm there, i'm everywhere...
Posts: 1,508
Originally Posted by ChecklistMonkey
And as many on here keenly announce, it's not only about pay. Those numbers don't quantify QOL protections, retirement, vacation and sick time. Someone not long ago said the FAs don't even have vacation/sick, but PTO.
There are RJ captains that made more than me last year. They had to work all but 8 days a month for it and I averaged 18 says off a month. Doesn't mean their contract is better.
There are RJ captains that made more than me last year. They had to work all but 8 days a month for it and I averaged 18 says off a month. Doesn't mean their contract is better.
05-13-2019, 07:27 AM
#132
Junior Senior
Joined APC: Feb 2012
Position: Whiskey Papa
Posts: 2,851
Originally Posted by WakeWash
Am I the only one that thinks that all 3 here are much higher than I would’ve expected? Not trying to knock FAs, but that’s some pretty stout compensation for what that job requires. I'm impressed.
05-13-2019, 08:12 AM
#136
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Joined APC: Aug 2006
Position: A330 First Officer
Posts: 1,465
Originally Posted by DALFA
Correct. 56 hours of PTO per year. That’s it.
I don’t understand why you continually come on here telling us that you need a union. You need to get 50% plus 1 vote of your peers convinced.
05-13-2019, 08:28 AM
#137
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Joined APC: Jul 2008
Posts: 777
Originally Posted by DALFA
Correct. 56 hours of PTO per year. That’s it.
No written absenteeism policy - NONE.
Essentially you could call out sick (legitimately) once a year and if you rub your manager the wrong way you could be legally terminated due to reliability.
I don't think is as much about dollars and cents as it is about basic job protections.
I will give DAL credit, they do just enough to keep 50% happy.
05-13-2019, 08:45 AM
#138
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Joined APC: Dec 2006
Position: 737 FO
Posts: 2,370
Originally Posted by SmitteyB
My wife is a FA for you guys and I have never seen such a hostile company towards a particular group of employees.
No written absenteeism policy - NONE.
Essentially you could call out sick (legitimately) once a year and if you rub your manager the wrong way you could be legally terminated due to reliability.
I don't think is as much about dollars and cents as it is about basic job protections.
I will give DAL credit, they do just enough to keep 50% happy.
No written absenteeism policy - NONE.
Essentially you could call out sick (legitimately) once a year and if you rub your manager the wrong way you could be legally terminated due to reliability.
I don't think is as much about dollars and cents as it is about basic job protections.
I will give DAL credit, they do just enough to keep 50% happy.
05-13-2019, 08:50 AM
#139
Banned
Joined APC: Dec 2018
Posts: 648
Originally Posted by Baradium
Nice hyperbole, but that's not actually how it works from a legal perspective.
05-13-2019, 08:55 AM
#140
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Joined APC: Dec 2006
Position: 737 FO
Posts: 2,370
Originally Posted by ChecklistMonkey
While they can't terminate you for calling out sick, as an at-will employee, they do not have to provide you a reason and with the amount of data in the form of delay reporting, they could easily make up reliability issues and even find customer complaint from Pulse.
Feel free to move the goalposts again, but your original assertion is already false by your own admittance.
