Delta Hiring

izanti said:
So why are they offering people early retirement and hiring internals at the same time? Is this their way of trying to get rid of the high paid senior people while hiring ramp rats who will work for pennies on the dollar?
Click to expand...

It's more like DL and SWA give internals preference over external candidates. Plus what I just said above..
 
FXMXC said:
Well I wouldn't be too upset with them offering sweet packages to senior people to retire all companies have done it..I work for FX and they have done it also.. Doesn't mean you have to take it. They do it to get the senior people who have topped out vacation and salary to retire or leave and yes they bring in new people at a lower salary and vacation.
Click to expand...

Hmm I guess my impression of early retirement packages is just a little skewed, My first impression is more like a nice way of saying get out before we lay you off with nothing for younger talent. And my other impression of it is it is happening to people well before retirement age. Say someone got hired at at 25, topped out after 15 years of service and they want you gone by age 40. Makes it kind of hard to start all over at a new company after that long and not even close to retiring. If your not union this could easily happen so thats why I am a little sour about that but if its purely to entice people who could be close to retiring to jump early and saves the company money then by all means offer it.
 
izanti said:
Hmm I guess my impression of early retirement packages is just a little skewed, My first impression is more like a nice way of saying get out before we lay you off with nothing for younger talent. And my other impression of it is it is happening to people well before retirement age. Say someone got hired at at 25, topped out after 15 years of service and they want you gone by age 40. Makes it kind of hard to start all over at a new company after that long and not even close to retiring. If your not union this could easily happen so thats why I am a little sour about that but if its purely to entice people who could be close to retiring to jump early and saves the company money then by all means offer it.
Click to expand...
''

The thing is, since all major airlines are unionized, they can't just say take this offer, or you'll be fired. It's a way for them to try and entice people to leave early that otherwise might not retire for a few more years. These days, with the end of pensions and an uncertain economy, it's probably harder to get people to take the offers, but they can't force them on anyone working in dispatch. I have no idea how things work for other positions within the airline since I've only ever worked for airlines as a dispatcher.
 
izanti said:
Hmm I guess my impression of early retirement packages is just a little skewed, My first impression is more like a nice way of saying get out before we lay you off with nothing for younger talent. And my other impression of it is it is happening to people well before retirement age. Say someone got hired at at 25, topped out after 15 years of service and they want you gone by age 40. Makes it kind of hard to start all over at a new company after that long and not even close to retiring. If your not union this could easily happen so thats why I am a little sour about that but if its purely to entice people who could be close to retiring to jump early and saves the company money then by all means offer it.
Click to expand...


Well can't argue with you there in fact I have experienced that first hand.. When NWA was hell bent on breaking my union AMFA in 2005 I had 17 yrs there and was 42 yrs old....Had to start all over again at 42.. Thankfully I work for a company now that makes money and have a better deal than I had at NW but again had to start over. In the case you state it is a choice to take the offer or not. I didn't have a choice in my deal.
 
FXMXC said:
Well can't argue with you there in fact I have experienced that first hand.. When NWA was hell bent on breaking my union AMFA in 2005 I had 17 yrs there and was 42 yrs old....Had to start all over again at 42.. Thankfully I work for a company now that makes money and have a better deal than I had at NW but again had to start over. In the case you state it is a choice to take the offer or not. I didn't have a choice in my deal.
Click to expand...

That was sort of an unusual circumstance in that NWA chose to outsource ALL of its maintenance - but I don't think they offered people any early outs either. I don't know all the details. What I do know is that, at this time, it is not possible for any Part 121 US carrier to outsource its dispatch function. I'm not sure any one would want to, anyhow, since you'd basically be giving up operational control of your airline to a contractor. As mentioned previously, though, if you are a dispatcher at a major with decades of seniority, the airline cannot force you to quit - they can just offer you a buyout to try and get you to retire early.
 
Umm no they didn't.. NWA chose to REPLACE the existing mechanic workforce and bust the union and spent millions and over 2 yrs recruiting scabs to replace us...Big difference. But back to topic like I was trying to explain to Izanti that this is nothing new or different about wanting senior people off the books and replace them with new people with less benefits. If you are in any job especially on the passenger side of the airlines you could find your life turned upside down at any time. Just look at all the mergers going on now.
 
I don't know exactly how things went, so I will take your word for it...but I have never heard of any large airline replacing its dispatch department. Layoffs, furloughs, going out of business, all yes - but doing an entire departmental replacement, no. There have been some cases where attempted unionization drives were stymied at smaller airlines...several people trying to organize at one place were fired...but they all ended up getting six figure settlements from the company for violating labor laws.
 
manniax said:
I don't know exactly how things went, so I will take your word for it...but I have never heard of any large airline replacing its dispatch department. Layoffs, furloughs, going out of business, all yes - but doing an entire departmental replacement, no. There have been some cases where attempted unionization drives were stymied at smaller airlines...several people trying to organize at one place were fired...but they all ended up getting six figure settlements from the company for violating labor laws.
Click to expand...

Well I really don't think any airline would want to or need to replace an entire dispatch dept. We had bad blood between our union and the company kind of a long story. You guys as a group are very small in comparison to say maintenance and are not as big a hit to the bottom line. But like you said in a non-union environment usually anyone trying to start a union card drive has a target on their back. I will tell you what if I get offered a nice package to leave/retire I will have no problem leaving.
 
manniax said:
I don't know exactly how things went, so I will take your word for it...but I have never heard of any large airline replacing its dispatch department. Layoffs, furloughs, going out of business, all yes - but doing an entire departmental replacement, no. There have been some cases where attempted unionization drives were stymied at smaller airlines...several people trying to organize at one place were fired...but they all ended up getting six figure settlements from the company for violating labor laws.
Click to expand...

Actually I am witnessing entire department takeovers right now, our sister airline was going through rough times, management locked the doors to the building and sent all their flights to us. After a few weeks their flights were again moved to another new sister company who specializes in outsourced dispatching. They now disptach all flights for 2 of our 3 parent companies airlines, we are the last standing dispatch office within the conglomeration and probably in 2-3 years our office is going to be moved up there as well. Note all are part 121 airlines.

As crappy as this is for our office I like the business sense of it and with us being the only airline on good terms with our parent holdings company might get offered our same jobs at the new office.
 
izanti said:
Actually I am witnessing entire department takeovers right now, our sister airline was going through rough times, management locked the doors to the building and sent all their flights to us. After a few weeks their flights were again moved to another new sister company who specializes in outsourced dispatching. They now disptach all flights for 2 of our 3 parent companies airlines, we are the last standing dispatch office within the conglomeration and probably in 2-3 years our office is going to be moved up there as well. Note all are part 121 airlines.

As crappy as this is for our office I like the business sense of it and with us being the only airline on good terms with our parent holdings company might get offered our same jobs at the new office.
Click to expand...

This is an unusual case, but I'm still not sure it counts as outsourcing, as the parent company owns all three airlines. They would just be switching the job/function to a different subsidiary, but the certificate holder (parent company) still would retain operational control. I obviously don't know all the details, but it sounds different from what Jeppesen was proposing in the last go-around, where they would be able to dispatch for an airline with contract employees. Time will tell what happens with that! I have heard a rumor that the FAA is supposed to come out with a final ruling by the end of the year.
 
#1FMS said:
I GOT THE JOB:biggrin: I START AUG 1ST
Click to expand...

Well it's hard to believe but I've been here almost a year already so I figured it's time for an update.

First off, this is - by far - the BEST airline I've ever worked for, and this is the best dispatch group I've ever worked with. Everything from the pay, schedule, management
attitude,etc is fantastic.

Here's more good news: We will be hiring this year.

This is not rumor, management announced they "hope" to have a class start early Oct, which means a job posting should be coming out within a few weeks.
Sounds like they will again be hiring a mixed group, probably mostly externals.

Based on net fleet growth plans, we will need a lot of good dispatchers over the next 3-5 yrs, so get your resume ready now.

To give you an idea of what they're looking for, here's a summary of my class:
  • 11 hired
  • more than 300 applicants
  • 9/11 of us had at least a Private Pilot Cert.
  • 9 or 10 of us had at least some supervisory experience, several were managers
  • most of us had at least an Assoc. degree
  • 2 in our class came from UAL/COA. About a dozen applied from there.
  • about 4 in class had over 10 yrs exp
Every applicant is tested and must pass all 3 tests to get an interview.

Hope to see some of you in class in October!
 
Wow! Great news indeed. It's good to hear a followup story that has gone well.

As for the summer hires, will you guys be looking for experienced only? (3-5yrs?)
 
#1FMS said:
Well it's hard to believe but I've been here almost a year already so I figured it's time for an update.

First off, this is - by far - the BEST airline I've ever worked for, and this is the best dispatch group I've ever worked with. Everything from the pay, schedule, management
attitude,etc is fantastic.

Here's more good news: We will be hiring this year.

This is not rumor, management announced they "hope" to have a class start early Oct, which means a job posting should be coming out within a few weeks.
Sounds like they will again be hiring a mixed group, probably mostly externals.

Based on net fleet growth plans, we will need a lot of good dispatchers over the next 3-5 yrs, so get your resume ready now.

To give you an idea of what they're looking for, here's a summary of my class:
  • 11 hired
  • more than 300 applicants
  • 9/11 of us had at least a Private Pilot Cert.
  • 9 or 10 of us had at least some supervisory experience, several were managers
  • most of us had at least an Assoc. degree
  • 2 in our class came from UAL/COA. About a dozen applied from there.
  • about 4 in class had over 10 yrs exp
Every applicant is tested and must pass all 3 tests to get an interview.

Hope to see some of you in class in October!
Click to expand...

Was this for a dispatcher or assistant position?
 
TaxiBack said:
Wow! Great news indeed. It's good to hear a followup story that has gone well.

As for the summer hires, will you guys be looking for experienced only? (3-5yrs?)
Click to expand...

yes - experienced only. Posting usually says min 3 yrs, but I think the lowest in our class had 5 yrs.

Every new hire is paid as an assistant (still in the 50s) until comp check, then full pay...Only on assistant pay about 3 months.
 
You must log in or register to reply here.
Back
Top