At the airport
- Solo agent boarding
- Staffing and breaks
- Walk time
- Progressive discipline
- On-the-job injury support
- New technology
Vote D Paris · Purpose over politics
DanielleParis
For President · Local 6001
Purpose over politics.
Service over self.
DFW Customer Service Agent · 11 years of service ·
Master’s in International Affairs
I showed upwithout a title.
Imagine what I’ll do with one.
An open invitation
Let’s debate the future of Local 6001.
I invite every candidate running for President of Local 6001 to join me for a Debate.
Let’s answer questions from Airport and Reservations members, discuss our plans, and give every member a chance to compare our ideas. I’m ready to work with the other candidates on a fair format and a time members across our locations can attend.
email: info@votedparis.com
Why I’m running
Union Leaders elected this year will make decisions that affect our contract, our wages, our job security, our representation, our future.
I'm running for President of Local 6001 because our Union should work as hard as the members who keep this operation moving. For 11 years, I've worked as a Passenger Service agent in DFW. I know what it means to adjust to a last-minute assignment, miss a break, and face standards that are not always applied fairly. That experience shapes what I will fight for as President of Local 6001. Members should be able to see what standard the Company is applying, what our contract says, and what their Union is doing about it. My commitment is transparency, education, and enforcement with members involved at every step.
My Master’s degree in International Affairs strengthened my ability to research complex issues, evaluate evidence, and build a case. I’ll put those skills to work for every member, regardless of work area, seniority, or viewpoint.
I’ve supported coworkers in investigatory, attendance, and performance meetings, raised concerns with management, and helped members understand their contract rights. I did this without holding a Union title. Imagine what I'll do with one.
Transparency
Post every agreement in writing — if it affects your job, you'll see it.
Publish a President’s Monthly Bulletin with committee reports.
Hold monthly virtual town halls (Q&A) and publish summaries.
Develop and publish steward & committee selection criteria (interim policy until formal adoption).
Education
Publish clear guides, short explainers, & host regular contract classes
Run anonymous surveys and use results to shape training topics.
Make steward training available to all qualified members with rapid onboarding and mentor pairing.
Form a Contract Advisory Panel to support bargaining education.
Enforcement
Launch a Steward Expansion Campaign and deploy Stewards to increase representation.
Implement a confidential grievance tracker & publish anonymized quarterly grievance outcomes to show accountability.
Build an online scheduler for President/Exec visits (subject to availability and budget).
Empowered Stewards. Stronger Representation.
Our Stewards and Area Representatives are the backbone of a strong Local. They must have the support and authority to protect members where the work happens.
Stewards and Area Representatives must be the first point of contact, they are closest to the workplace and closest to our members. They should be the first point of contact when a member needs help, guidance, or representation, and they must have the training, communication, support, and authority to do that job effectively. Management should never be able to bypass or circumvent an established level of Union leadership to seek special access or favor from the Local President. Issues should be handled through the appropriate representatives and escalated when necessary not through personal relationships, favoritism, or a shortcut around the established process.
The President should strengthen Area Representatives not become a way around them. The President's responsibility is to support, coordinate, train, and strengthen local representatives who protect our members. No Steward or Area Representative should stand alone when defending our members. Our members deserve consistency, accountability, and solidarity. Every member deserves fair and effective representation regardless of who they know, who they can reach, or where they work. When we empower our representatives, we empower our members—and strengthen our Union.
Our work · Our future
What I’ll take on
Airport and Reservations members face different pressures. Both deserve a Union that understands their work, listens, and follows through.
In Reservations
- Outsourcing and job security
- AI monitoring and metrics (ie sentiment analysis)
- Progressive discipline
- VTO and staffing
- New technology
Member Action and Accountability Plan (MAAP)
The first 90 days
My Member Action and Accountability Plan (MAAP) allows the members to raise issues, help set priorities, and see whether Union leadership follows through. Airport and Reservations members both shape the agenda.
30 DAYS
Listen & document
- Survey members at every location.
- Review grievances, agreements, missing records, and steward coverage.
- Appoint relevant committee Chairs.
Report backPublish survey results and next steps.
60 DAYS
Build the agenda
- Hold first virtual Town Hall open to all locations.
- Prioritize Airport and Reservations concerns.
- Connect member input to specific actions.
Report backPublish priorities, actions, & target dates.
90 DAYS
Organize & act
- Begin contract education and recruit stewards under a published criteria.
- Launch anonymous grievance tracking with approved public summaries.
- Form grievance specialist teams to prepare grievances, meetings, and bargaining proposals to support the Contract Advisory Panel.
Report backShow completed work and delays; prepare policies for Delegate Assembly consideration where needed.
And keep reporting back.
A monthly President’s bulletin will cover issues raised, action taken, management responses, overdue follow-ups and a monthly virtual Town Hall Q&A will give members a place to ask what happens next.
Accountability in writing
Tools members can see
My Members Action & Accountability Plan includes examples of how members could set priorities and follow progress.
Example 01
Member priorities survey
A survey at every location would ask members about staffing, discipline, safety, representation, bargaining priorities, and what would make participation easier.
View sample survey ↗Example 02
Grievance tracker
Grievances will be assigned a confidential grievance tracking number. A public view would show approved summaries and current steps. Members would receive details about their own cases privately.
Explore sample tracker ↗If it affects your job, you’ll see it in writing.
Purpose over politics. Service over self.
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