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What Improvements do YOU want?

As the title says, how do you want your DGS Ramp workplace to improve?

Solutions Towards Better Treatment

My goal in creating this blog and the other eventual components of an online presence for DGS Ramp and Operations Agents is to effect some sort of unity for all of us, perhaps to consider unionization. I think a union would improve our lot as Ramp Agents and Operations Agents quite a bit, but it would probably have one major effect that I have not quite reconciled with attempting a unionization drive: Delta Air Lines would probably drop DGS as a contractor in most cities/stations as they have previously done in certain stations when more cost effective contractors were available. This is despite DGS being a wholly owned subsidiary of DAL. This goes to show the ruthlessness of the management of Delta and the former Northwest Airlines. In some stations, even with moderate pay raises as a result of a theoretical unionization of DGS Ramp Operations, DGS would still be the most cost effective contractor. I know at my station, every ramp operation on the airport that I am aware of including contractors and Part 121 airlines is unionized, with the exception of Jet Blue, which employs cross utilized agents at $10 an hour, and an FBO,  both of which I do not think would be in a position to offer ramp support for an airline station as busy as mine in addition to their operations. Yet despite this, Delta would probably hire mainline Ramp Agents on some sort of "B Scale" similar to the the present DGS structure or perhaps use its other ramp and airport division, Regional Elite, to replace DGS ramp operations. This is seemingly especially possible as Mainline Ramp Agents recently rejected union representation. As such, Delta Air Lines wouldn't even have to negotiate with a union, they could just do it. But perhaps with the threat of a unionized Delta Global Services Ramp Operations, DGS and its parent company would be forced to accept some demands of the us, the workers, and although preferable, union representation would become unnecessary. As has been shown time and time again, a strong union drive, even if it is not successful, can result in overall improvements in the workplace, especially if management senses a threat. Pay rates often increase slightly and work rules become more favorable, in fact this happened recently during the union votes for Delta Mainline Airport Customer Service employees and Ramp employees. Perhaps the threat of unionization at DGS, especially if management perceived it as possibly successful, would force DGS to raise our pay slightly. Perhaps if we demanded that DGS Ramp Agents be integrated into Delta Mainline ramp services as an alternative to a union, we might be successful. DGS could survive without its ramp operations; it already has a successful non-airline staffing agency, a security services division, and a airport services operation (Skycap service, ticket counter services, wheelchair services, etc). Perhaps faced with the cost burdens of rebidding ramp contracts, training entire divisions of new ramp workers, and/or facing the cost upsets of a unionized, wholly owed Limited Liability Corporation (which means that it cannot be publicly traded) that already has successful non-union, non-ramp division, DGS and Delta Air Lines management might find it more cost effective to integrate DGS Ramp Operations into Delta Mainline Ramp Operations.

Part of the Problem

Seemingly part of the problem causing the low pay and benefits for Ramp and Operations Agents at Delta Global Services is the overwhelming presence of "Casual, Part-Time Employees." At least at my station, many (although not necessarily a majority of) DGS Agents sought employment here simply to receive the flying benefits on Delta Air Lines that DGS offers or for other similar reasons such as a having part time job with flying benefits while collecting unemployment. These "Casual, Part-Timers" are typically scheduled for no more than 20 hours a week and sometimes as little as once a month through a system of shift giveaways or creative scheduling. In all honesty, although my circumstances and qualification levels as a recent college graduate caused DGS to be the only company to show interest in hiring me, I am somewhat of a "Casual, Part-Timer," and as such this is NOT a rant against such workers; they deserve fair treatment just a much as those who rely on DGS as their primary source of income. Besides, it is the fault of DGS management for seeking to cut costs through hiring such employees. Many "Casual, Part-Timers" don't even care about the money, they just want the flying benefits, including, admittedly, myself. It would have been somewhat demeaning as a recent college graduate, but if it really came down to it, I could have gone to work at certain WalMart locations for $9 an hour. But I chose to do something involving my passion for aviation and the airline industry. I suppose this somewhat proves my theorem relating to non-FAA certified positions in the airline industry: you could hire someone to clean aircraft lavatories for below minimum wage plus passenger tips and you would get a Master's degree holding individual from a dual income household who would take it just so they could get the flying benefits... But I digress. The hiring of casual part-timers is detrimental to pay levels at DGS because it means that some employees don't care about the pay. While I consider myself somewhat of a casual part-timer, the low pay really bothers me given the type of work and the pay rates of comparable positions at other airlines as well as the fact that it would be nice to get paid more for my efforts, especially considering the fact that I am furthering my professional training. Additionally, as evidenced by my station's extremely high turnover rate and the subsequent result that it is nearly constantly hiring new Agents, the flying benefits are not enough for some people. If you have a job that pays you a decent middle class wage and a side job that pays close to minimum wage with the caveat that you have flying benefits, which job do you think you would drop if you decided your life was too busy? The flying benefits are nice, but I don't think it would be the job with a decent, middle class wage. Alternately, if you were unemployed and took a DGS Ramp Agent position as a filler, I don't think you're going to stick around when that $15+ an hour job at Podunk Office Supplies opens up.

The Duties of DGS Ramp Agent

As Ramp Agents at Delta Global Services, we perform many vital roles in day to day operations at Delta Air Lines and other companies who contract our services. In fact, many of our functions are jobs that at most airlines, prior to the airline cost cutting frenzy of the post 9/11 world, aircraft mechanics and other role dedicated specialists provided. Such roles include but are not limited to aircraft push backs, post-arrival and pre-departure aircraft damage checks, air starts, aircraft towing, umbilical support equipment attachment, even aircraft cleaning, which at many airlines, even in today's cost competitive airline industry, is the function of dedicated Cabin Service Agents. Yet we receive little to no theoretical training of the how and why these technical operations are performed. As one instance, perhaps DGS would not have as many issues with air start damages if Agents trained in those procedures actually understood how air start procedures work and why they are needed, not just how to perform them. In addition to all of the semi-technical roles Ramp Agents are called upon to perform, we are also tasked with baggage and cargo handling. Delta Global Services is getting a major bargain out of our services as Ramp Agents. For a measly $7.50-$8.50 an hour with little or no fringe benefits, we perform all of these tasks, often in inclement weather or under time constraints. I repeat again, DGS and Delta Air Lines are getting a major bargain from us. While we are technically a contractor and not part of a mainline airline, we are providing services as a wholly owned subsidiary of a major airline that many Ramp Agents at other airline do for $10.00 to $25.00 an hour. No, that is not a typo. Even in today's post 9/11 airline industry, many Ramp Agents with moderate seniority levels earn upwards of $20 an hour. Southwest Airlines, for instance, tops their ramp agents' pay at $25 an hour, United at $23, and even nonunion Delta Mainline around $20. If you account for the previously mentioned fact that many airlines prior to 9/11 had mechanics perform many more technical line duties such as pushbacks and air starts, DGS is getting even more a bargain from its Ramp Agents; we're doing work that certified and trained aircraft mechanics often did for upwards of $25 an hour in 1990s dollars. And we don't even get a uniform issue or an affordable, family health plan... Something isn't right.

DGS Unite!

This is the home on the web for the Ramp Service and Operations employees of Delta Global Services. As Ramp Agents and Operations Agents, we provide a valuable service to Delta Airlines with pride and professionalism. For many of us, aviation and the airline industry are a passion. Yet DGS and its parent company, Delta Airlines, offer some of the worst pay and benefits in the industry. To them, we are nothing more than expendable resources, not dedicated professionals. The time for change is here! Our challenges may seem insurmountable, but together, united as fellow aviation and airline professionals, perhaps we can take back our workplace. DGS Unite!