Well, with this scenario, there was a length that you commit to doing this for. So, in turn, you can't decide the next month that you want to switch back to a regular schedule. I believe the commitment was until next spring/ summer when flying is expected to pick up for the season.
I understand your point and what you are saying, however, the commitment length is what guarantees fairness throughout the ranks. The service options were not limited to just senior flight attendants, they were available for every flight attendant. There were some junior people who opted for this scenario as they could have a month off to do whatever. For those that switched to a different department, there was a commitment length. In some instances, it was for an entire year. But these were options that clearly stated the length and the role of the job when applying for this TDY position. These weren't the only options available, but there was an option for everyone that allowed each flight attendant to tailor their own flying schedule. If moving to one of these options did not work for you, you can continue to fly a regular schedule. Because of these available options, those who choose to fly a regular consistent schedule, will see a schedule more consistent to how it was before the start of the pandemic including the schedule value.
Wow that is interesting thank you for the response.
Things are very much different over at Delta. United FA's bid for a line every month, I thought it was the same at Delta and perhaps it was pre-COVID. But now Delta FA's will have their schedule through either spring 2021 or summer 2021 that is huge.
You are saying they can not change their mind even if lets say their husband/wife/partner looses their job and a two household income becomes a one household income, a Delta FA's is locked into their bid for the duration of the commitment. If that particular FA needs extra hours to make ends meet they would then have to try and pick up trips or kitchen work another FA's is giving up, they can not bump an FA junior to them off their line by opting out of the one month one one month off commitment.
Now it is starting to make sense, again there is an internal conflict within me union vs. nonunion I see the pros and cons of both. However DL's way of dealing with this issue is interesting and unconventional but looking at how you have describe it, it looks like it works when it comes to keeping people employed.
One last question what was the minimum monthly guarantee hours prior to COVID for all Delta FA's?