AFA Claim: “Management always seeks to raise [healthcare] premiums or diminish coverage.”
Reality: This is just another example of AFA’s willingness to say a number of untrue things to get you to sign an A-card. Delta never stops investing in our people and putting you first, and our commitment to your overall health and wellbeing is no exception.
In its recent communication, AFA fails to point to specific benefits or policy changes it takes issue with, instead offering false claims like “We're paying the same $$ for less coverage” and “Management always seeks to raise premiums or diminish coverage.”
The truth? Delta is going on five years with no premium increases to our HSA plans. We were able to keep premiums flat, introduce a co-pay option, and in 2023 add coverage for fertility benefits and hearing aids. We’ve also expanded access to mental health treatment, increased health rewards and made them easier to use, introduced surrogacy assistance, significantly enhanced our adoption coverage, and added breastmilk shipping and storage for nursing mothers who are returning to work.
Delta’s Approach
Delta’s health and wellbeing program aims to support our people while listening and acting on their feedback.
The result? Delta people have seen Delta take on a greater share of employee healthcare costs for five years running and are heading into 2023 with some of the most significant enhancements to our health and wellbeing offerings in recent history. That’s the Delta Difference in action.
Holistic, Quality Care for Our People
Here is some of what you can expect next year to support your wellbeing:
- Fifth consecutive year of no increases to health plan premiums;
- Three health plans offering $0 cost preventative and wellness visits;
- A co-pay heath plan option with $0 primary care and behavioral health visits and fixed copays on prescription drugs;
- All employees have access to a dedicated team of nurses, benefits experts and claims specialists from Quantum Health that are trained in our culture to help you understand your treatment options;
- Expanded maternity, parental and bonding leave that includes non-birthing, adoptive and surrogate parents. Birthing parents will receive 12 weeks leave paid at 100%, regardless of delivery type; non-birthing, adoptive parents and parents by way of surrogacy will receive two weeks leave paid at 100%;
- Fertility support, including labs, medication and IVF/IUI treatment for domestic employees and their spouses enrolled in a Delta medical plan option;
- Lactation support services for nursing parents returning to work;
- New Emergency Savings program – the first of its kind among all major U.S. employers – rooted in financial education, and $1,000 incentive to fuel your rainy day fund when you complete a financial education/coaching program and contribute to your emergency savings account;
- Increased Delta Health Rewards for Gold and Silver HSA plans that will allow employees to earn up to $850 per individual employee and up to $2,400 for employees + spouse + children – allowing us to offset federal requirements, which in 2023 increased high deductible plan minimums (we also offer $500 in Rewards to employees who are not enrolled in a Delta health plan);
- Incentives for domestic and international employees to complete health actions and earn Delta Wellbeing Rewards;
- Up to 25 backup care days a year for children, adult family members, and pets highly subsidized by Delta through a Care.com network of vetted, qualified caregivers.
It’s easy for AFA to cherry-pick from different contracts and promise to deliver everything to Delta flight attendants – something it has not done anywhere before. For instance:
- AFA makes claims championing how little Spirit flight attendants pay for health care but fails to mention what these flight attendants are paid under their AFA-negotiated contracts. Delta flight attendants know Spirit does not stack up to Delta’s pay, benefits and work rules, but it’s worth noting that for the first three years, Spirit flight attendants make less than $30 per hour, and don’t have premium boarding pay.
Once again, it’s clear that AFA’s claims either skirt the facts or simply don’t add up. AFA has never negotiated anything close to the total package of pay, benefits and work rules that Delta delivers for you.
Don’t be fooled by AFA’s grandstanding. Don’t Risk It. Don’t Sign It.
Related AFA vs. Reality Articles
JULY 27, 2022
"The very first thing airlines should do is invest in their workforce”
This is true – and we agree. It’s why we’ve consistently invested in pay increases, scaling up staffing and making our operation more resilient.
JULY 14, 2022
In 2021, Delta CEO made more while flight attendants made less
This is false. For flight attendants, Delta has a long proven track record of leading the industry in total compensation at every step of the pay scale.
MAY 12, 2022
Flight attendants received a pay raise in May 2022 because of AFA
This is false. This pay raise was part of Delta’s ongoing commitment to providing industry-leading total compensation, including best-in-class hourly flight pay.
Stay in the know.
Text DELTA to +1 205 846 8096 for updates*
*By texting DELTA to +1 205 846 8096, you are agreeing to receive periodic SMS text messages from Delta Air Lines regarding One Future. One Delta. Standard messaging and data rates may apply. You may unsubscribe any time by texting “UNSUBSCRIBE” to +1 205 846 8096 . Full Terms.
Stay in the know.
Text DELTA to +1 205 846 8096 for updates*
*By texting DELTA to +1 205 846 8096, you are agreeing to receive periodic SMS text messages from Delta Air Lines regarding One Future. One Delta. Standard messaging and data rates may apply. You may unsubscribe any time by texting “UNSUBSCRIBE” to +1 205 846 8096 . Full Terms.