Agree with the above and beyond.

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Did Delta Force The Retirement Of Record-Holding Flight Attendant?


Paul Thompson

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  Flight attendant Robert Reardon has truly witnessed the ups and downs of the airline industry. He flew for so many years that he outlasted even the most senior pilots by twenty-plus years. He holds two Guinness World records — oldest active flight attendant, and the longest career as a flight attendant, at 63 years.
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  When Bob began his career on June 1, 1951, commercial air travel was nothing like it is today. His employer, Northwest Orient Airlines was flying DC-4s and Boeing 377 Stratocruisers. Passengers wore suits and fine dresses, treating air travel like the privilege it is. Flight attendants served hot meals on china, with real silverware and cocktails in real glasses.
  Keep in mind that flight attendants don't just coast along after they're hired. They have to attend annual recurrent training, to prove they're still up to the task. They practice aircraft evacuations, first aid/CPR, and have to remember the galley configurations for every aircraft type. That's only some of it, but to know that Bob did it every year for so long, is incredibly impressive. Those who have flown for many years often say that flying can take a toll on the body. There are cases of pilots with skin cancer from cockpit UV radiation, and flight attendants with fertility problems and hearing loss. Not to mention the fast-paced, low rest lifestyle of quick turnarounds and short layovers. Bob was obviously at the top of the seniority list as a Purser (Head Flight Attendant) and able to choose whatever trip he wanted, serving First Class. But working your way to the top of the food chain at an airline is long, grueling work.
  Reardon's last day as an employee of Delta Air Lines was Saturday, August 30th. The previous longest career record holder was Ron Akana of United Airlines. Delta says Reardon maintained a full flying schedule even at the end of his career, working flights to Tokyo several times a month.
  Interestingly, some of the comments left on Bob's Facebook page make it seem like the retirement wasn't Bob's idea but Delta's, which would explain why he didn't want an insincere party hosted by the airline. On the Facebook page of one of Reardon's friends, Bruce Retrum, it says:

Judging by the many comments left by his former coworkers, he was beloved and respected. All careers come to an end, and Bob undoubtedly loved his and did it well. It's quite a shame that it had to end under unhappy circumstances. I have requested a comment from Delta to provide their side of the story, and I'll update this piece when or if they respond.
UPDATE Delta has provided a statement, though it doesn't answer the discrepancy:Top image: Northwest Orient Boeing 377 Stratocruiser. Photos courtesy of Robert Reardon's Facebook page.

So the tactic would be to take it off the table completely, negotiate the pa raises for this contract, than then do an "Oh by the way...". Even with that, I'd rather take our chances that DAL is gonna make healthy profits for the duration of this contract, because I don't think we could get enough pay to offset what we could potentially get in PS.

According to Jerry the deal is already done! Give me a 14% raise today and I am all over it to end the profit sharing.
You were here in 1999 when Delta was generating similar margins and everyone said it was a fundamental change in the industry and profits were here to stay. At the current margins capacity will start coming back into the industry with expansion and new entrants.

14% outside of section 6? I'd think about that, but only afterwards. If we had that going IN to section 6, we'd get nothing but a long drawn out fight.

How do we do that with the above not being counted as a raise?

I am solidly with Jerry on this one. When we were exiting BK, DALPA lauded the profit sharing - so why ditch it with record profits coming in?

Use common sense and remember our management is always one step ahead of us - if the company wants us to monetize our PS what does that tell you?

Initially I was very skeptical of PS but I trusted DALPA and they were correct - it was/is a good deal.

The industry has indeed changed - we are making record profits with a lackluster economy - when has this ever happened before?

I know that there is a risk with PS but I for one am willing to accept this risk over the risk of monetizing PS and that counting as our raise.

If we do pull in around 12% PS this year I think keeping PS will be high on everyone's survey. Too bad we will not have the final numbers until after the survey is closed.

Scoop :)

I must be misunderstanding you - iF PS came in at 12% this year you would be willing to monetize that for an additional 2% raise for C-2015.

Wow! Do you think a 2% raise would pass ratification?

Scoop :confused:

You don't necessarily need final numbers. You just need to look trends. Today there are several articles out that show DAL is guiding slightly down in the coming months/quarter. Slightly. I'll still take the chance on the PS. All downward guidance does imho is lower investors' expectations. So if the stock price takes a little hit, I'll buy more on sale. If we overproduce.. stock price goes up. win/win But my main point is that it perceptual at this point, and I still believe that DAL is gonna make good money going forward for any time frame that will involve our contract. YMMV

I have stated repeatedly and you know that that it would be above and beyond other gains.
It now looks like the profit sharing this year will be in the 14% range.

So this is how you invest your retirement?

Are you willing to bet your nest egg and our next contract on the fact that you "believe that DAL is gonna make good money going forward for any time frame that will involve our contract."

Have you looked at our stock lately?

I mean realllllyy looked at it on a fundamental and technical basis?

Tell us after you go look at a halfway respectable chart, when was the last high? What is the current trend, being that you say you actually look at them, on price and volume?

Here is my point. Stock is an asset that goes up and goes down. The science is buying and selling at the proper time.

Same can be said for profit sharing and hourly pay. First, profit sharing is not to be considered into pay. It is a bonus. Those around here that like to add it to a pay rate and claim higher hourly compensation are delusional.

In that line of reasoning, are these same people going to realize a pay cut to their hourly rates when profit sharing dips or evaporates?

Don't get me wrong. Currently I enjoy my yearly profit sharing bonus.

Point is: Going forward, I would prefer to see a substantial increase in contractually determined pay rates with status quo on profit sharing. No need to trade it for rates as we did before. No need to hope that Delta will continue to do well so that your extra check on Valentines Day shows up.

Profitability can be fleeting. Think anything. ISIS, Ebola, full on Putin Ukraine invasion, Islamic extremist attacks on oil supply/& or Hormuz. You get the point as we could go over scenarios for days.