DELTA AIR LINES, INC. | Respect for freedom of association and collective bargaining at DELTA AIR LINES, INC.

Status
Filed
Previous AGM date
Resolution details
Company ticker
DAL:US
Lead filer
As You Sow
Resolution ask
Report on or disclose
ESG theme
  • Social
ESG sub-theme
  • Decent work
Type of vote
Shareholder proposal
Filer type
Shareholder
Company sector
Industrials
Company HQ country
United States
Resolved clause
RESOLVED: The Board of Directors of Delta Airlines shall adopt and disclose a Non-Interference Policy (Policy) upholding the rights to freedom of association and collective bargaining in its operations, as reflected in the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work. The Policy should contain a commitment of:

Non-interference when employees seek to form or join a trade union, and a prohibition against acting to undermine this right or pressure employees not to form or join a trade union;

Good faith and timely collective bargaining if employees form or join a trade union;

Uphold the highest standard where national or local law differs from international human rights standards;

Define processes to identify, prevent, account for, and remedy practices that violate or are inconsistent with the Policy.
Whereas clause
WHEREAS: Southwest Airlines,[2] United Airlines,[3] American Airlines,[4] and JetBlue[5] all have pledged to respect labor rights as laid out by the International Labour Organization. Delta is a global company with operations and employees around the world. More than 25% of Delta’s revenue is international and the Company is pursuing future international growth.[6] Delta should uphold the highest international standards under which it operates across its global operations.

Delta’s communications to its employees around unions have not historically met a non-interference or neutrality standard. Allegations include that Delta has distributed anti-union materials and encouraged new hires to attend anti-union briefings,[7] hosted an anti-union website,[8] threatened employees with termination for unionizing activities, and spent $38 million to oppose a union campaign by flight attendants in 2010.[9]

If Delta’s brand is linked to anti-union rhetoric, it risks losing customers. According to a Gallup poll conducted in August 2022, 71% of Americans approve of labor unions, the highest support since 1965.[10]

Freedom of association and collective bargaining can enhance shareholder value through improved health and safety;[11] increased productivity;[12] encouraged workforce training and skills development;[13] and strengthened human rights due diligence.[14] The presence of unions has been positively correlated with low turnover and reduced legal and regulatory violations.[15]

Instituting a non-interference policy would not prevent Delta from emphasizing the positive aspects of working at the Company, stating its pride in its workplace, or touting the benefits that its employees enjoy. The Company is encouraged to emphasize, as appropriate, its strengths while reducing risks to its brand through the adoption of a non-interference policy.

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