DIGNITY. SECURITY. RESPECT. FAIRNESS.

DELTA AIRLINES — THE INDUSTRY LEADER?
WHEN IT COMES TO WAGES, BENEFITS, AND FAIR TREATMENT TOWARDS THEIR EMPLOYEES THEY ARE FAR FROM THE INDUSTRY LEADER
In 2016, Delta Airlines was the industry leader with $6.1 billion in profits. Followed by American Airlines with $2.7 billion and United Airlines with $2.3 billion in profits for the year.

The Wall Street Journal recently rated all airlines in eight performance categories. Delta ranked #1 for airlines our size. (They ranked #2 overall behind Alaskan Airlines). United Airlines ranked #5 and American Airlines finished #9 among the big three.

But, when it comes to wages, benefits, and fair treatment towards their employees Delta Airlines is far from the Industry leader:

TREATMENT OF RECENTLY HIRED WORKERS – United part timers get the same pay progression as full time, with flexible schedules, and full benefits including health care, pension, vacation. Delta Ready Reserve employees get no pay progression after 1 year and receive none of the above benefits.

WAGES – United ramp currently $29.87/hour (33.30 by 2021), American ramp currently $30.17/hour, Delta $28.42/hour.

RETIREMENT – United pension provides at least 2,500/month for life after 30 years of service, plus a 401k match. Delta provides a 401k match but no pension.

HEALTH INSURANCE – United employees pay $2,000 less per year than Delta workers for premiums, deductibles, out of pocket.

PROFIT SHARING – United workers receive the same guaranteed percentage every year. Delta has continuously cut our profit sharing throughout the years.

TREATMENT OF WORKERS REGARDING DISCIPLINE – At United, American, and Southwest, access to a union grievance process counters abusive and disrespectful disciplinary actions.

Workers at United, American and Southwest lead the way in pay and benefits because they have a union. When unionized, Delta workers can use collective bargaining combined with top performance and profits to negotiate true industry leading pay, benefits, and protection for all full time and Ready Reserve ramp, cargo and tower workers.

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DELTA PROFITS SOAR. WHY DID YOUR SHARE GET SMALLER?
Delta justifies this with, “You get less profit sharing in exchange for guaranteed money in your hourly wage.”

The truth is you can have both. Just ask the pilots. They received both a high profit sharing formula and an industry leading wage.  Why? They have a union. More truth, if Delta is to keep our wages in line with the industry average they had to give us a raise.  But, with the cut we all took based on the new profit sharing formula—you were forced to finance your own raise.

Delta’s slogan is “Still Climbing”, but here are the things that are really climbing:

  • Medical Insurance Premiums
  • Rate of productivity demanded from us.
  • Injuries.
  • Difficulty meeting Shared Reward Bonuses.
  • Inflation.
  • Percentage of temporary, non-benefited employees.
  • Number of Cargo and Mail facilities being outsourced to DGS.

Isn’t it time we had voice in our future? Isn’t it time we had a contract that guarantees all workers at Delta fair and equitable wages, benefits and profit sharing. We Can. SIGN A UNION CARD TODAY.

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COMMENT HERE

READY RESERVE BLUES
A large percentage of Delta Air Lines employees are now Ready Reserve. This program provides cheap labor for Delta and treats Ready Reserves as second class workers. With a union we would push for :

  1. A pay progression with regular raises similar to what permanent employees get.
  2. Vacation Accruals for Ready Reserves.
  3. Health Benefits for Ready Reserves.
  4. Eliminating pay cut if a Ready Reserve goes full time.
  5. More full time positions for those who want full time, and continued flexibility for those who want to remain Ready Reserve.
  6. Ability to participate in a matching 401k and a pension plan.

The only way to make this a reality is with a union and a contract. Ready Reserves, junior employees and senior employees joined together can create a better future for all of us. We invite you to be part of this future by signing a union card and becoming an active participant in the union campaign.

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COMMENT HERE

SIGN, DATE, AND RETURN YOUR A-CARD TODAY
Over the last several montnew_a_cardhs, Delta Air Lines employees have been working to secure the right to another vote for union representation. Thousands of election request cards have been signed to date, reflecting significant support within the ramp group. Please join us in our effort to bring dignity, security, respect, fairness to our workplace by signing a card today.

Please click HERE and complete the form, and you will be mailed your individualized, election authorization card (A-card). All you have to do is sign, date and return the card. Don’t worry about postage, it’s already paid.

To file for our election with the National Mediation Board (NMB)–a federal agency–at least 50 percent of all Delta Ramp, Tower, and Cargo employees must sign an election authorization card.

2.3 MILLION LITTLE REASONS TO ENJOY THE NEW YEAR
UNITED AIRLINES MEMBERS TO RECEIVE $2.3 MILLION IN FINAL LUMP SUM DISTRIBUTION
Beginning December 22, over 26,000 IAM members at United Airlines will receive their final lump sum payout. The total value of the payout is $2.3 million and is the final contractually-required payout of more than a quarter billion dollars in retro and lump sum payments negotiated by District 141 since 2014.

This payout is in addition to base wage rates in IAM contracts that increased this year by an average of 19% and will increase in 2021 to an average of 32%. Payments will be made on paychecks through the end of December and will be distributed equally to each eligible IAM member. “Our members deserve everything they receive because they are an integral part of making United successful again,” said District 141 President Mike Klemm. “These payouts are the result of the continued solidarity shown by our members at United.”

The new agreements, reached in April, also provide a 25% increase to IAM members’ National Pension Plan and improvements to their job security.

COMMENT HERE

READY RESERVES AND SEASONALS
COMPARE YOURSELF TO THE UNIONIZED RAMP WORKERS AT UNITED AIRLINES
Suppose, instead of your ramp job at Delta, you were recently hired at United:

  • You are now on a pay progression with a top out of $33.30 per hour
  • You have the flexibility of swaps, with no limit on the amount of shifts you can pick up and no limit on how many hours you can work in a year. Schedules range from 20, 25 or 30 hours per week.
  • You will now receive 6 paid holidays per year.
  • will receive 1 week paid vacation your 1st year, 2 weeks each year from your 2nd until your 8th year, 3 weeks each year until your 15th year, … 6 weeks after 29 years.

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DELTA AND PILOTS REACH CONTRACT AGREEMENT
MORE PROOF HAVING UNION REPRESENTATION PAYS
Recently, unionized Delta Air Lines Pilots reached agreement on a new industry-best contract. In a statement, Delta management said the tentative deal is an “industry-leading package of pay, benefits and work rules.” The union’s Chairman said the agreement “achieves the goal of advancing the profession… (and) recognizes and rewards the Delta Pilot group for the daily contributions we make to Delta’s financial success.”

The agreement is more proof that union representation, and having the legal right to vote on one’s terms of employment, pays. Specifically, the tentative agreement maintains the pilots’ profit sharing plan after they rejected Delta management’s proposal to cut the group’s profit sharing formula over a year ago.

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