Delta’s culture is unique – we do things differently and we’re proud of it. We’re guided by the Rules of the Road: strong, clear values that unify our people and guide the actions we take. At the core of those Rules are:
The cornerstone of our unique culture in ACS and Cargo – one of the things that makes Delta our Delta – is the direct relationship that exists between our leaders and our people.
At every other major airline, employees have to go through a third party – a middleman – to have many of their concerns addressed. Changes big and small, from compensation and work rules to bulletin boards in break rooms, are negotiated in a complex process that often lasts years. That’s because at our competitors, a union sits between leadership and frontline – a union with its own structure, costs, interests and priorities.
When faced with the prospect of losing our direct relationship, our people have consistently said they want to keep Delta our Delta. They have said they value our direct relationship, our open-door policy, and our independence, and have rejected the prospect of a middleman in our relationship.
What does that direct relationship really mean? Let’s look at the past few years to see how our unique culture continues to benefit our people.
We know that many Ready Reserve employees enjoy the flexibility to pursue other employment outside Delta. But we also hear that many are interested in full-time employment. That’s why we announced that starting in 2018, every single Ready Reserve will be guaranteed the opportunity for full-time employment within five years.
Delta is proud to give every full-time employee a 3% raise in 2018, continuing a very positive trend. This is the sixth pay increase in the past five years. We’re also happy to introduce a progression plan for Ready Reserves that matches the CSA scale. Our culture of continuous improvement allows us to take care of our customers, take care of our people, and together make Delta a great place to work.
Compared to our global competitors American and United, Delta scores highest in total compensation, including profit sharing,* base pay** and shared rewards.** Our numbers are based on paying the same rate to agents regardless of work functions. To calculate pay for American and United, we averaged customer service and ramp rates. For the average Delta agent at the top-of-scale, profit sharing and shared rewards provided an additional 11.7% of pay for 2017.
*Profit Sharing calculated by applying actual profit sharing payout percentage times the top-of-scale base rate for a 2080 hour year based on base pay rates in effect during 2017.
**Hourly rates of pay include applicable maximum longevity. American’s rate includes the average of their customer service and ramp agent pay rates.
***Shared Rewards reflects the actual amount paid in 2017 and OAL payments for similar programs.