Employees of Delta Global Services and Argenbright Holdings deserve better!

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We, the employees of Argenbright Holdings, formerly Delta Global Services, represent a variety of ages, races, ethnicities and various backgrounds. Despite those differences, we come together as one to do our absolute best to ensure a safe operation and enjoyable experience for all who choose to fly Delta. We are committed to providing exceptional services to our passengers, to ensure every passenger’s flying experience with Delta Airlines is not only pleasant, but also sets the standard of excellence for other airlines to aspire to. We, the undersigned, are very much an asset to the organization as many of us are cross-trained to perform various duties unlike mainline employees. This is a job where we are required to do and know more yet are not truly rewarded for that level of commitment or expertise.

In a letter dated November 27, 2018, employees were informed that DGS and Argenbright Holdings LLC would combine as one company. In that same letter, DGS is mentioned as being a leader in providing aviation and security services. The irony in this statement is that the only way in which an organization can excel is as a result of the employees who carry out the work on a daily basis. These same employees, who should be valued and appreciated for their hard work, are now faced with being overworked and underpaid and the harsh reality that they can no longer spend time with their loved ones in their native countries.

Low staff morale can have a negative effect on work quality and customer service. Staff are not rewarded for a job well done and Argenbright has created a culture of distrust. The costs associated with absenteeism, turnover, rehiring and training can be significant. Low morale ultimately leads to turnover. High rates of staff turnover affect stations across the country. With the constant need to hire and train new employees, it is easy to veer from true mission and vision of the organization. By retaining employees, companies can provide a higher caliber workforce to run an efficient and safe operation that positively affects the bottom line.

It is crucial for Argenbright Holdings to take the necessary steps to ensure that it is addressing the issues most important to its employees. Therefore, we the employees of Argenbright Holdings and Delta Global Services, request the following:

The return of full ZED benefits: The best perk of working for an airline is the ability for you and your eligible pass riders to travel in the unsold seats on your company’s flights. We are requesting the return of full benefits associated with the zonal employee discount program, more commonly referred to as “ZED fare,” which allows airline employees to fly standby on other airlines around the world. Many of our employees, who are native to other countries, rely on that benefit to visit with family as many do not have the financial means to do so on their own.

Extend the amount of time for dependent and non-dependent children, who are full-time students, to remain on an employee’s benefit: Many choose to attend school later in life and become what is considered a non-traditional student. Those same children may still live in the homes of the parent while attending school and should be afforded the opportunity to travel along with the rest of their family members. Therefore, dependent  and non-dependent children, who are full-time students, should remain as a pass rider until the age of 26.

Reinstate the ready reserve program in all stations: Staffing continues to be an issue, especially when positions come with a lower-paying wage. By only employing full or part-time employees, the safety of the operation can and will be jeopardized. Many stations are constantly faced with overworked employees and increased rates of absenteeism. The ready reserve program is the answer to effectively managing staffing levels, which in turn boost profits, saves money and satisfies shareholders.

Eliminate the imputed income for flights taken: Most people who make the decision to work for an airline do so specifically because of the flight benefits as most times, the positions in and of itself are underpaid. By adding imputed income to our paychecks, it will look as if we were paid that amount in addition to our normal pay. In the end, our W2s will reflect more money than we actually made and we will be taxed on more than what we actually earned.  According to Publication 15-B,  “Employer's Tax Guide to Fringe Benefits” of the Internal Revenue Service, no-additional-cost services are excess capacity services, such as airline, bus, or train tickets; hotel rooms; or telephone services provided free, at a reduced price, or through a cash rebate to employees working in those lines of business. This exclusion applies to a service you provide to an employee if it doesn't cause you to incur any substantial additional costs. Employees and their pass riders are traveling in seats that are empty which does not cause Argenbright to incur any additional cost by allowing us to travel. In order to promote goodwill, boost morale, or attract prospective employees, Argenbright should reconsider its decision on this matter.

Established employees often represent significant value to a company. They have acquired knowledge and relationships that may be critical to the continued success of your business. All workers benefit from a company culture that recognizes achievement, displays gratitude to workers and fosters healthy communication between employees at all levels within the organization. When people feel appreciated, they are far more likely to continue working for you. Retaining quality talent is crucial to the success of the organization. Effective employee retention strategies can not only improve staff morale, they also ensure that your best workers will continue to work for you. We, the undersigned, are committed to working for Argenbright Holdings and we can only hope that Argenbright will prove its commitment to its employees by considering these requests.