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IAM Delta Flight Attendants


Ed didn’t fight for us. Allison didn’t fight for us. David certainly didn’t. Neither did James or Lisa.
Delta’s IFS Government Affairs Representatives didn’t go to bat for us, even though the position was conjured up to make it look like someone would. Nobody on the EIG helped us out either.
Who did lobby Congress to secure us more legal rest in the FAA Reauthorization Act? Union members and IAMDL activists.
They made appointments and visited Capitol Hill, familiarizing elected officials with our unique working conditions, earning respect and understanding from congressional leaders who finally got the President to sign legislation guaranteeing us the same irreducible domestic rest as America’s also-not-robot pilots.
An engaged bi-partisan union coalition pushed for improvements to current law so contract negotiations can focus on other quality-of-life issues, like affordable healthcare and a dignified retirement.
Delta’s focus is its business, not its people. Instead of congratulating airline workers on a legislative win, we got a nastygram warning us that our trip flexibility would suffer. Kind of like if someone changed our pay schedule without our input!
Nobody cares about working people like unions do. We look forward to joining the IAM in the fight to protect America’s workers.


They claim we have “Voices,” that our feedback matters, that IFS is all about transparency.
We were never consulted before Delta management announced that our pay structure would change. Nobody ever asked. They didn’t have to, because we’ve never had a say in our pay, benefits, or working conditions.
No one in management cared that the new compensation process could force us to completely alter our flying schedule, choking the very flexibility that attracted us to this career.
You know who does have a voice? Who actually gets to help decide work-life changes? Unionized employees.
IFS management’s phrases like “earnings potential,” “understanding your pay,” and “seamless improvements” would trigger an investigation by union workers, their representatives, and their legal staff. They’d stop the clock on one-sided schemes, dig deeper, and negotiate exactly how pay should be reconciled and distributed.
Maybe bi-weekly compensation will work out, maybe not. The jury’s still out (although there was never a trial). Like everything else here at Delta Air Lines, without a contract and a real voice, we’ll just have to take management’s endless curveballs, from staffing cuts to profit sharing cuts to workspace cuts, and now, to when our paychecks get cut.
Sign an IAM card and gain a say, the union way.


The EIG has reached the apex of involvement in our working life: they’ve spent months deliberating removal of our uniform belt, and letting us wear a sweater in the airport.
Thankfully for Delta management, the archaic Railway Labor Act mostly ignores budget-draining employee/management committees like the EIG, as long as they DON'T perform a collective bargaining function — like increasing rates of pay.
By definition, Delta must keep the EIG irrelevant to our compensation, or risk violating workers’ rights laws!
Real representation by an elected labor union will bring changes like overtime pay for hours flown above the published average, increases in staffing, flight pay, sick time, and 401(k) contributions.
It’s time we get real.
Our career priorities can be realistically addressed through legally binding contract negotiations with top leadership, union lawyers and elected IAM Delta Flight Attendant officers—not student council meetings with bottom rung managers.
Sign an IAM card, get a friend to do the same, and let’s get real.
If a manager or EIG member claims they’re bargaining in relation to pay, or cites so-called “improvements” to influence you against signing a union authorization card, please submit an online interference report.

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