AFA to represent flight attendants at the "new" United

I may be in the minority here but I think the concept of bidding for FA (and pilot) positions should be eliminated or reduced in importance. Maybe FAs can state preferences but management should have the final say of who works what flights.

Some of what you written above sounded like the US Airways/America West merger. Trying to merge seniority lists, one side not being happy, one side having the advantage simply because they outnumber the other.

The unions have, in many cases, really done damage to everyone (their own members, customers, etc.). I'm sympathetic to the need to support the employees and prevent some really poor decisions by management but I see equally poor decisions by unions.

Overall, it is just a nasty part of the airline industry.

I believe the IAM filed interference charges, so this will probably drag out for a long time (much like the saga over at Delta).

Regarding merging flights attendants, there is only one fair way to do it: date of hire. While I understand CO flight attendants that fly internationally not wanting to get more junior routes, but the fact remains that they joined the merged company later chronologically. That is really the overriding issue. Period.

As a husband of a CO flight attendant I can say this union vote will greatly affect the service level on the airplanes. If the AFA does staight DOH the CO FAs will be unhappy and it will show inflight.
CO employee's goodwill with management is rapidly eroding as Smisek has done away with or crapped on the policies that made the employees love to work at CO. It's a shame.

@Sean - not being hostile. I honestly want to know...if you don't use DOH how would you integrate the FAs? And, after you explain your method please explain why it is more fair that simply DOH. Thanks.

@Mark- Fair depends on what side of the fence you are on. It's a crappy situation for all involved. There is an issue between the two companies DOH. UA's DOH started when they began training and CO's began when they finished training. UA is top heavy with very "senior" FA's partially due to their bankruptcy throughout the 2000's and the loss of their pensions with limited hiring while CO did a good amount of hiring during that time. I think a weighted integration is the way to go but then I'm biased.

@Mark

Not being hostile. I honestly want to know…if you think Sean is wrong, and you feel DOH is best, how would you integrate the FAs? And, after you explain your method, please explain why it is more fair than looking at other important factors, such as performance evals, punctuality, and other criteria.

It's a lazy intellect indeed that asks your opponent to defend his case when you've made no attempt to *present* yours.

Look forward to your logical, methodical presentation. Thanks.

@Sean - How long is training? I can't imagine that would sway things materially.

I have no vested interest in either side (i.e., I don't think I am biased) but I think DOH is the best way to integrate. I understand all sides (DOH, weighted DOH, meshed lists where you take #1 UAL, #1 CO, #2 CO, #2 UAL, #3 UAL, #3 CO, etc.) but I think straight DOH is the most fair and most logical.

Sean, "As the husband of a [UA] flight attendant," I find your comment "as the husband of a CO flight attendant" interesting. What I hear is not how Smisek is doing away with beloved CO policies to merge with United, but how Smisek is abolishing long-standing UA procedures and flight patterns to conform to and favor Continental's ways (and how some of UA's most high-mileage flyers to/from Europe are now threatening to bolt to European airlines as a result). There may be some truth to both perspectives. But, as someone who has gone through 3 non-airline mergers and takeovers in his career, I personally suspect it's largely due to employees and customers natural tendency to fear change and not want to lose what is known and comfortable.