Solutions Towards Better Treatment

My goal in creating this blog and the other eventual components of an online presence for DGS Ramp and Operations Agents is to effect some sort of unity for all of us, perhaps to consider unionization. I think a union would improve our lot as Ramp Agents and Operations Agents quite a bit, but it would probably have one major effect that I have not quite reconciled with attempting a unionization drive: Delta Air Lines would probably drop DGS as a contractor in most cities/stations as they have previously done in certain stations when more cost effective contractors were available. This is despite DGS being a wholly owned subsidiary of DAL. This goes to show the ruthlessness of the management of Delta and the former Northwest Airlines. In some stations, even with moderate pay raises as a result of a theoretical unionization of DGS Ramp Operations, DGS would still be the most cost effective contractor. I know at my station, every ramp operation on the airport that I am aware of including contractors and Part 121 airlines is unionized, with the exception of Jet Blue, which employs cross utilized agents at $10 an hour, and an FBO,  both of which I do not think would be in a position to offer ramp support for an airline station as busy as mine in addition to their operations. Yet despite this, Delta would probably hire mainline Ramp Agents on some sort of "B Scale" similar to the the present DGS structure or perhaps use its other ramp and airport division, Regional Elite, to replace DGS ramp operations. This is seemingly especially possible as Mainline Ramp Agents recently rejected union representation. As such, Delta Air Lines wouldn't even have to negotiate with a union, they could just do it. But perhaps with the threat of a unionized Delta Global Services Ramp Operations, DGS and its parent company would be forced to accept some demands of the us, the workers, and although preferable, union representation would become unnecessary. As has been shown time and time again, a strong union drive, even if it is not successful, can result in overall improvements in the workplace, especially if management senses a threat. Pay rates often increase slightly and work rules become more favorable, in fact this happened recently during the union votes for Delta Mainline Airport Customer Service employees and Ramp employees. Perhaps the threat of unionization at DGS, especially if management perceived it as possibly successful, would force DGS to raise our pay slightly. Perhaps if we demanded that DGS Ramp Agents be integrated into Delta Mainline ramp services as an alternative to a union, we might be successful. DGS could survive without its ramp operations; it already has a successful non-airline staffing agency, a security services division, and a airport services operation (Skycap service, ticket counter services, wheelchair services, etc). Perhaps faced with the cost burdens of rebidding ramp contracts, training entire divisions of new ramp workers, and/or facing the cost upsets of a unionized, wholly owed Limited Liability Corporation (which means that it cannot be publicly traded) that already has successful non-union, non-ramp division, DGS and Delta Air Lines management might find it more cost effective to integrate DGS Ramp Operations into Delta Mainline Ramp Operations.