NWA Union communicates with its members
Comparisons-Delta vs. NWA

Many ESEs (Ramp Agents) have been requesting concrete comparisons between what Delta baggage handlers get for pay and benefits and what we get. Beginning this week we will compare important aspects of our compensation and benefits. This week we will focus on Job Security and Overtime Distribution.

Job Security – NWA - We are guaranteed by Article 2 of our contract to perform ramp work in 40 stations throughout NWA’s system. If flights at a particular station go up, that station may become an ESE station again, so we can gain work. Article 4 gives us detailed descriptions of what that work is. Northwest cannot contract out any of those stations or any of that work. If a manager or any one else performs our work, the Company must pay us for it. Finally, we have an organization (Union) that can enforce our job security language.

Job Security – Delta – Because there is no contract, Delta can contract out any stations they like or any portion of work. End of story. And in fact they have. In 1994, baggage handling was contracted out at over 80 stations. Since 2001 there has been a steady hemorrhaging of jobs. Delta employs their own ramp workers in only 15 stations now. Tomorrow it could be fewer still. Managers can and do perform ramp work.

Overtime Distribution – NWA – Overtime is distributed in a station and on a shift based on hours worked. The person with low hours gets asked first. It is not based on favoritism. Elected union representatives and the Company meet regularly to assure overtime opportunities are distributed evenly. At the end of the year the Company must make a payment to employees if overtime distribution is unequal within guidelines.

Overtime Distribution – Delta – Overtime opportunities do not have to be distributed evenly. The Company keeps track of all overtime and there is no penalty for failure to keep opportunities even. This obviously lends itself to manipulation by the Company.


We at Delta Air Lines deserve this type of communication, employees talking to employees. We deserve the job protections and quality of life language that only a contract can provide. We deserve a real voice in the workplace.

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