The Way We Fly

It is only when the goals and aspirations of the individual mesh and work together with the goals

and aspirations of his company that we can expect optimum performance.”

C.E. WOOLMAN

Delta Founder

“

THE

WAY

FLY

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THE “DELTA DIFFERENCE”separates our company

and our people from our competitors. Beginning in 1928, Delta

people have worked diligently to build Delta’s record and reputation

for delivering safe, high-quality service, and for acting with honesty,

integrity and professionalism in all we do. We are proud of

this legacy. Our culture of treating others with dignity and respect

and doing what is right continues to make Delta a great place to work.

We all have a responsibility to protect and enhance Delta’s reputation,

culture and brand each and every day. Individually and collectively,

we are the Delta Difference.

With a diverse workforce and complex operations worldwide, it isn’t

possible, practical or even necessary to have a written policy to cover

every situation that might come up. But it is expected that we all

understand the company’s values, expectations and business goals—

and that we act professionally and with good judgment in all we do.

Delta people must always be guided by the Rules of the Road and our unique

Delta culture—a collective ability to pitch in as a team and always accomplish

what we set out to do. With the Rules of the Road and the guidelines in this

document as a compass, along with the Code of Ethics and Business Conduct,

our annual Flight Plan and any divisional policies and procedures relevant to

your job, we will all keep working together as a team to continue making Delta

a great company and a great place to work.

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We run our business using the following as our primary guides:

• Rules of the Road, which is our foundation and outlines our core values,

principles and expectations of modeling leadership at every level of the company

• This document, The Way We Fly, which outlines our basic expectations of

each other as employees and which was developed with strong input from a

cross divisional team of Delta employees for all of us

• The Code of Ethics and Business Conduct, which deﬁnes how we conduct

business around the world

• Our annual Flight Plan, which deﬁnes our corporate goals for the year

The documents listed above describe and reinforce fundamental values and basic

behaviors required of all of us and also what we can expect of Delta in return —

including a commitment to our long-standing Open Door Policy. You should refer

to them often. And, if you have questions or need clariﬁcation, ask your leader for

additional information.

INTRODUCTION

These are important documents but they are not the only ones you’ll need to know

in the course of your career at Delta. You need to actively seek information about

the beneﬁts and privileges you receive from Delta – for example, your pass travel

privileges. In addition, most departments have their own speciﬁc policies and/or

guidelines that supplement and expand upon the topics discussed in this document.

In addition, your department or division will also have policies and procedures

applicable to your speciﬁc job that you will need to know and regularly review.

SAFETY & COMPLIANCE

• It’s Your Responsibility

• Come To Work Fit For Duty

• Health, Safety & Security Are Non-Negotiable

• Violence, Threats Of Violence And Weapons Are Not Tolerated

• Our Anti-Drug & Alcohol Policy

• Limit Tobacco Use

• Minimize Our Environmental Footprint

PROFESSIONALISM & RESPECT

• We Value Diversity

• Discrimination Is Not Tolerated

• Harassment, Bullying Or Other Forms of Intimidation Are Not Tolerated

• Our Open Door Policy

• Working at Delta

Family & Other Relationships At Work

Using Delta Computers, Data & Other Equipment

• Working Outside Delta

Delta Subsidiaries

TABLE OF CONTENTS

OPERATIONAL EXCELLENCE

• Protect Our Operations

Reliability Is Essential To Our Success

Do Your Best Every Day

Seeking Accommodation

Soliciting Or Selling At Delta

• Put Customers First

Treat Customers Fairly & Respectfully

Accommodate Customers With Disabilities

Protect Customer Property

Protect Customer Privacy

ACT WITH INTEGRITY & PROTECT OUR ASSETS

• Be A Good Steward Of Company Resources

Company Funds

Delta Equipment

Theft & Misappropriation Are Prohibited

• Keep Accurate & Honest Records

• Protect Our Computer & Network Security

• Cooperate In Company & Government Investigations

THE DELTA BRAND

• Be The Brand In Your Uniform

• You’re Delta Even Without A Uniform

• Using Cell Phones & Other Electronics

• Your Off-Duty Conduct

• You, Delta & The Media—Including Social Media

• Pass Travel—With Great Privilege Comes Great Responsibility

III

IT’S YOUR RESPONSIBILITY

Put safety ﬁ rst—always.

That is the ﬁ rst Basic Business Principle set out in the Rules of the Road and a core

value for all Delta people. Whatever your job, safety is a part of it.

Providing a safe, secure operation is our fundamental obligation to our customers, our

colleagues, and the communities we are privileged to serve. As a global company, Delta

maintains the highest standard of business conduct and operates in full compliance

with all applicable laws and regulations in the many countries where we do business.

Each of us is responsible for following all of the laws that apply to our responsibilities

within the company.

We believe no level of harm is acceptable to anyone as a cost of doing business.

Responsibility for the safety and security of our operation rests with each of us. Take

time to understand the safety policies and procedures for your job. Each department

at Delta may have speciﬁ c requirements or best practices dictated by operating needs,

location or the law. Ask questions if you don’t understand; make suggestions when

you see ways to improve safety and if you see an issue that may affect safety, let your

leader know about it right away.

If you have any questions or concerns about whether something is safe or legal, contact

your leader, Corporate Safety, Human Resources or the Law department for guidance.

If you believe that someone is violating the law or Delta’s policies, you also have the

option of reporting your concerns to Delta’s Ethics & Compliance HelpLine.

SAFETY & COMPLIANCE

COME TO WORK FIT FOR DUTY

All of us, regardless of job title or responsibilities, must be ﬁ t for duty every time we

work. When you come to work, you acknowledge that:

• You are adequately rested

• You are physically and mentally ready to do your job

• You are compliant with Delta’s drug and alcohol policies

• You will be alert and attentive in performing your duties safely

• You will encourage your colleagues to engage in safe practices if they are

doing otherwise

You have a responsibility to practice safe work habits and to protect yourself and all

the individuals you encounter in performing your duties. Our customers and colleagues

expect and deserve nothing less. If illness, injury or some other circumstance prevents

you from safely and effectively performing your job, follow your department’s

procedures for reporting your absence.

HEALTH, SAFETY & SECURITY ARE NON-NEGOTIABLE

At Delta, we all must foster a safe and secure work environment. Our goal is full

compliance with all occupational health and safety laws, as well as our own health

and safety policies—which often go beyond what the law requires. Safety rules are

not enough, though. To achieve our high standards, every Delta employee must make

safety and security a priority. You are expected to know the health, safety and security

requirements that apply to your job. Take time to familiarize yourself with the manuals

or other standards, available on DeltaNet, that apply to your work.

Safety responsibilities include, but are not limited to:

• Following all safety, security and environmental health policies and procedures

• Reporting all hazardous conditions or unsafe equipment

• Reporting any injuries, illnesses, ground damage or near misses

• Using the required safety equipment and protective clothing

• Refraining from the use of any equipment without both proper instructions

and authorization

VIOLENCE, THREATS OF VIOLENCE & WEAPONS ARE NOT TOLERATED

To ensure everyone’s safety, Delta maintains a zero tolerance policy toward workplace

violence. We do not tolerate violence or threats of violence against one another, our

customers, aircraft or other people or property.

We also maintain a safe workplace free from weapons of all kinds, including ﬁ rearms.

The standing exceptions are an armed federal, state or local law enforcement ofﬁ cer on

ofﬁ cial business or a credentialed Federal Flight Deck Ofﬁ cer (FFDO) when performing

the duties of a FFDO. For more information, please visit DeltaNet and search for Delta

Security Manual.

SAFETY & COMPLIANCE

OUR ANTI-DRUG & ALCOHOL POLICY

As part of our commitment to safety, Delta supports a work environment free from

drug and alcohol misuse. No one may bring, use, or distribute any controlled drug on

company property, unless properly prescribed by an authorized medical provider.

Delta also prohibits the unlawful possession, distribution or use of drugs at any time,

on or off duty. This includes taking any controlled drug that would require a prescription

in the United States without a lawful prescription in your name, or using a prescription

medication in a quantity or method other than as prescribed. In addition, the purchase,

possession, use, sale, exchange or transfer of any controlled drug is prohibited.

Each one of us, regardless of job title or responsibilities, is expected to report to work

free of any mood-altering substances (alcohol or drugs). Prescription medication that

is required for the treatment or prevention of a diagnosed medical problem may be

taken as prescribed if it does not impact your ability to safely perform job functions.

Medications (whether prescribed or over-the-counter) taken during a work shift or

prior to reporting for duty must be limited to those that do not impair or alter normal

functions or reactions or otherwise render an employee not ﬁ t for duty. Medications

that cause drowsiness, nervousness or any other work-impairing side effect may not

be used while on duty.

Employees are responsible for communicating with their medical treatment providers

and leaders to ensure that prescribed medication will not interfere with work safety.

Where there may be safety consequences, employees may need to be given temporary

assignments, if available, or use approved time off until they are able to safely resume

their job responsibilities.

Consumption of alcoholic beverages while on duty, during breaks or lunch periods

or while on Delta premises is prohibited unless previously approved for a company-

sponsored event. Consumption of alcoholic beverages is also prohibited when traveling

to a Delta business function scheduled to be conducted on the same day as the day

of travel. In addition, employees in uniform are prohibited from consuming alcoholic

beverages or visiting any bar, club or similar establishment where alcoholic beverages

are served, with the exception of restaurants that serve food as their principal business.

For more details, read Delta’s Drug and Alcohol Policy, as well as any applicable

divisional policies, available on DeltaNet.

SAFETY & COMPLIANCE

To support those who may be struggling with addiction to alcohol, prescription

medication and other drugs, Delta offers the Substance Abuse Recovery Program,

which provides assistance and treatment for employees needing professional help.

Experts believe that giving people the opportunity to enter a treatment program while

retaining their jobs can enhance safety because they may be more likely to seek help

instead of hiding a drug problem. Those employees needing assistance with substance

dependence or abuse issues are encouraged to seek help before the problem results

in a serious deterioration of their health, dependability, or on-the-job performance.

For help, call the Employee Assistance Program at 1-800-533-6939 or search for

Substance Abuse Recovery on DeltaNet.

LIMIT TOBACCO USE

If you smoke—or use smokeless tobacco products—please do so within the rules and

maintain professionalism when at work. Unless prohibited by local law, regulation or

policy, smoking or the use of smokeless tobacco is generally permitted in designated

areas outside of Delta buildings or leased space before or after work hours and during

authorized break periods.

And remember, many serious health risks are related to tobacco use, including heart

disease, elevated blood pressure and some cancers. Delta offers a free tobacco

cessation program to help employees quit. For more information on these valuable

resources, visit DeltaNet and search for Delta Health Direct.

MINIMIZE OUR ENVIRONMENTAL FOOTPRINT

As part of our commitment to being good corporate citizens, we all have a

responsibility to minimize our impact on the environment and to conduct our

operations in an environmentally sustainable manner. Delta is committed to

complying with all environmental laws and regulations, and you are responsible for

knowing and complying with the environmental laws and policies that pertain to your

work. Concerns regarding unsafe or environmentally hazardous conditions should be

immediately reported to your manager, to Corporate Safety, Security and Compliance

or to Delta’s Ethics & Compliance HelpLine.

WE VALUE DIVERSITY

“Embrace diverse people, thinking and styles” is a key principle of the Rules of the Road.

By doing so, we engage and reﬂ ect the cultures and communities we serve, which

makes us stronger as a company. We are an equal opportunity employer, committed

to a workplace free from discrimination. This means we will recruit, hire, train and

promote individuals based on job qualiﬁ cations and performance, not on personal

characteristics or traits. Delta employees are expected to honor this commitment

and to treat our customers, suppliers, business partners and one another in a non-

discriminatory manner.

DISCRIMINATION IS NOT TOLERATED

Delta is a place of equal opportunity. The company prohibits discrimination based on

race, color, religion, national origin, creed, age, sex (including pregnancy), disability,

genetic information, marital status, sexual orientation, gender identity, citizenship status,

parental status, veteran status or other characteristics that may be protected by law.

HARASSMENT, BULLYING OR OTHER FORMS OF INTIMIDATION

ARE NOT TOLERATED

Our workplace must be safe, respectful and free of unnecessary and inappropriate

distractions. All employees are expected to work together professionally and to treat

each other with dignity and respect. Harassment on the basis of sex, race, age, national

origin, religion, sexual orientation, disability or any other protected characteristic, or

any form of bullying or intimidation (whether physical, written or verbal), is forbidden.

If you believe that you have been subjected to discrimination, harassment, bullying

or intimidation or if you become aware of such behavior in the work place, report the

matter. Notify your leader, any manager in your department, your Human Resources

professional or the Equal Opportunity department. You may also call Delta’s Ethics

& Compliance HelpLine at 1-800-253-7879. Callers from outside the U.S. may call

collect at 770-409-5006.

PROFESSIONALISM & RESPECT

OUR OPEN DOOR POLICY

At Delta, we are committed to creating a great place to work by maintaining an

Open Door Policy, and each of us is encouraged and expected to raise concerns if we

become aware of practices or work environments that do not meet our expectations,

particularly for issues like safety, harassment and discrimination. Reporting your

concerns to leadership allows Delta to address them. You are encouraged to speak

directly to your leader about questions or concerns. While you are encouraged to

speak ﬁ rst with your immediate leader, you may work through divisional and corporate

leadership as appropriate, speak directly with your Human Resources professional or

the Equal Opportunity department, or contact Delta’s Ethics & Compliance HelpLine

(including anonymously) at 1-800-253-7879. Callers from outside the U.S. may call

collect at 770-409-5006.

To encourage this open communication, any form of retaliation for reporting workplace

concerns is not tolerated. If you believe you have been retaliated against, notify your

leader, any manager in your department, your Human Resources professional or the

Equal Opportunity department. You may also contact Delta’s Ethics & Compliance

HelpLine.

All complaints of discrimination, harassment or retaliation will be investigated.

Due to the sensitive nature of such complaints, investigations will be as discreet

as circumstances permit. Information concerning such investigations will be

communicated only to those who need to know such information. For more information,

search for Equal Opportunity on DeltaNet.

WORKING AT DELTA

Any successful partnership requires joint effort and joint commitment. At Delta, we

strive to make our company a great place to work because we know that when employees

and the company succeed together, everybody wins. Jobs at Delta are highly sought

after, with tens of thousands of individuals seeking to join us each year. When hiring,

we work hard to select individuals who are qualiﬁ ed and who share our commitment to

safety, integrity, professionalism, hard work and service excellence. Once hired, Delta

employees are expected to perform their jobs with professionalism and dedication.

In return, Delta provides a highly competitive package of compensation, beneﬁ ts and

career growth, as well as a great work environment.

We always hope that the experience that each employee has at Delta will be long and

mutually rewarding. But we also realize that circumstances change and that Delta

employment is not always right for everyone. With that in mind, the employment

relationship between Delta and each employee is based on mutual consent and can

be terminated, either by Delta or an employee, at will at any time consistent with

applicable law. That includes the employment of our executives like our CEO, our

President and all our ofﬁ cers. The employment relationship might end voluntarily

or involuntarily. Involuntary separations are initiated by Delta. Voluntary separations

are initiated by an employee. When an employee chooses to resign, Delta appreciates

receiving as much advance notice as possible, and most employees try to provide at

least two weeks’ notice. As part of the at will relationship, Delta maintains the ability

to modify an employee’s duties, title, compensation, or other terms and conditions of

employment, consistent with applicable law.

PROFESSIONALISM & RESPECT

When an employee fails to follow Delta’s policies or meet performance requirements,

any decision to take disciplinary action or terminate employment is made only after

a rigorous process of review and usually only after an employee has received prior

coaching. Of course, in some situations, the behavior or policy violation may be so

serious that it, in and of itself, may warrant review for termination.

Family & Other Relationships at Work

There is no policy prohibiting family members or those in a close relationship from

working at Delta. In fact, we ﬁ nd that the best employees are often those who have

strong ties and loyalty to the company through family members or close friends who

already work here. However, to avoid a conﬂ ict of interest, or even the appearance

of one, Delta employees who are related by blood, family establishment, marriage,

domestic partnership or who are involved in a romantic relationship may not work

in the same direct management chain or have inﬂ uence or control over the other’s

employment unless speciﬁ cally approved by Human Resources. If you have a family or

other relationship that falls into this category, please inform your leader and Human

Resources professional.

Seeking Accommodation

Delta has a review process in place for anyone who may need help in performing

their current job duties due to physical or mental impairment, or religious beliefs or

practices. If you need this type of assistance, let your leader know and then contact the

Equal Opportunity department for consideration. The Equal Opportunity department

will carefully review your request and supporting information and, where possible,

help to identify reasonable accommodations.

For more information, visit DeltaNet and search for Equal Opportunity, for more

information about accommodation for a medical impairment, search for Accomodation.

Using Delta Computers, Data and Other Equipment

When you’re using Delta computers or equipment, refrain from any activity that might

jeopardize Delta’s systems or otherwise reﬂ ect negatively on the company or you.

Use your good judgment and remember:

• Internet and intranet access is for business purposes

• Email and all electronic communication must be appropriate and professional

for the workplace

• Software or additional hardware must be properly licensed and approved by

Delta’s Information Technology department before use or installation.

• We must take the necessary precautions to protect Delta systems from viruses

or security breaches

• We have a responsibility to respect and protect sensitive or proprietary data

All electronic activity and communications using Delta property, including hardware,

software and transmission tools, may be monitored from time to time with or without

prior notice as permitted by applicable law. Employees should not expect to have

privacy when using Delta equipment or Delta email or internet accounts.

PROFESSIONALISM & RESPECT

WORKING OUTSIDE DELTA

Many Delta people around the globe work with other organizations as employees,

volunteers and advisors. In these situations, it’s essential to avoid associations that

might even appear to divide your business loyalty or cloud your independent exercise of

judgment in your work for Delta. Because our employees are the key to our competitive

advantage, you can’t work for another airline while working for Delta.

Other potential conﬂ icts may also arise if you want to work for:

• An agency that regulates Delta (such as the FAA or TSA, for example)

• A travel agent or a travel-related business

• A Delta vendor, such as a service agent that provides ramp services to Delta or

other carriers

These work relationships will be considered on a case-by-case basis to determine

whether they could create or appear to create a conﬂ ict of interest. If you have

questions or doubts talk with your leader—and know that when appropriate, situations

may be subject to Delta review and approval.

Delta Subsidiaries

Delta employees cannot work for a Delta subsidiary, such as DGS, while also actively

working for Delta. This ensures that we properly administer our employee beneﬁ ts and

follow state and local wage and over-time laws.

PROTECT OUR OPERATIONS

“Creating value through excellent operations” is a key business principle of our Rules

of the Road. Running an efﬁ cient operation contributes to the company’s bottom line,

brings our customers back and helps secure our future. No matter what your job, we

all have a shared responsibility to contribute to the efﬁ ciency of a safe and smooth

operation.

Reliability is Essential to our Success

On-time performance and reliability are the gold standards against which the airline

industry is measured. To meet our customer commitments, your regular and timely

attendance is essential. Of course, there may be some days when you are unable to

work because of illness or personal reasons. In such cases, you should follow your

division or department procedures to notify your leader as soon as possible. For more

information about your options for time away from work, talk with your leader or

search for Absence from Work on DeltaNet.

OPERATIONAL EXCELLENCE

Delta’s Employee Assistance & WorkLife Programs

We all experience issues that can impact our ability to live and work well.

Personal obligations and pressures—if left unchecked—can have a signiﬁ cant

impact on your health, relationships and other areas of your life. Delta provides

robust services through the Employee Assistance & WorkLife Programs. For more

information, check the EAP site on DeltaNet or call 1-800-533-6939.

III

Do Your Best Every Day

“Drive for Results” is a key element for achieving success in our Rules of The Road.

We rely on, reward and recognize performance. A global company like ours requires

a high-performing team of employees operating together for peak performance.

Dedicate your best work to each assignment you have. Anything less is not living up

to your commitment to your customers, your colleagues and yourself. Each division

and position also has performance requirements you are expected to meet. Your

leader will work with you to communicate expectations and provide feedback on your

performance on a regular basis.

Soliciting or Selling at Delta

Selling goods or services among Delta employees is permitted on a limited basis, as

long as it does not disrupt our normal business or interfere with job performance.

Selling products or services to our customers that are not Delta-sponsored is never

appropriate. Representatives of outside business concerns, charities or volunteer

organizations are only allowed to sell goods or services on Delta premises when invited

by Delta.

PUT CUSTOMERS FIRST

“Know our customers and care for them” is a key principle of the Rules of the Road.

We must put customers ﬁ rst at every level of the company. Serving customers is the

reason we are in business. We welcome each and every one of them and strive to

deliver great service every single time a customer gives us the opportunity.

Treat Customers Fairly and Respectfully

As a global airline, Delta customers and colleagues reﬂ ect the diversity of cultures we

serve around the world. We know that we are enriched by that diversity, and we strive

always to treat our customers and each other with dignity and respect.

Delta has an uncompromising policy to never discriminate against any customer,

including on the basis of race, gender, age, national origin, religion, disability, sexual

orientation, veteran status or other similar classiﬁ cations. This not only complies with

legal requirements; it is part of Delta’s core values.

Accommodate Customers with Disabilities

Delta’s nondiscrimination policy includes providing reasonable accommodations for

our customers with disabilities. Those who serve our customers are responsible for

knowing the company’s policies and procedures, as well as applicable government

regulations, that apply to service for customers with disabilities. If you have questions

about them, contact your manager, Corporate Safety, Security and Compliance or the

Law department.

OPERATIONAL EXCELLENCE

Protect Customer Property

Our customers entrust us with their valuables every day, and we have an obligation

to be worthy of their trust. The theft, attempted theft or unauthorized possession of

any property belonging to a customer, including cash or funds, bags or other property,

is not tolerated at Delta. If you ﬁ nd misplaced customer property, follow the lost and

found policy for your division or let a leader know. Never take a customer’s property

home or off premises with you, even to safeguard the property.

Protect Customer Privacy

One way we demonstrate concern for our customers is the way we safeguard their

private information. Delta carries millions of passengers each year. We have a

responsibility to protect the privacy of the information that our customers entrust to us

when they choose Delta as their airline. Employees that do not have a business reason

to access this information should never seek to do so, and those that have legitimate

access should be sure that no unauthorized release or use of private customer

information ever occurs. Our customers deserve and expect no less. Accessing or

disclosing information for personal use is a violation of company policy and may also

violate the law.

Disclosures to third parties should be made only in accordance with applicable law

and company policy. You are responsible for knowing the privacy policies and other

policies regarding disclosing customer data to third parties that relate to your work.

For more information about Delta’s Information Security and Privacy Ofﬁ ce, search for

“ISPO” on DeltaNet.

“Live with integrity and reﬂ ect honesty in all we do and say” is an important principle in

our Rules of the Road. No advantage can be gained through compromising our integrity

or professionalism, since such actions undermine our credibility, tarnish our image,

and jeopardize our continued success. Delta’s reputation is completely in our hands, to

be enhanced or damaged by our own statements and actions.

BE A GOOD STEWARD OF COMPANY RESOURCES

Delta invests billions of dollars in our assets and we trust the professional men and

women of this company to use good judgment to ensure those resources are not

wasted or misused. This helps make sure that, as a company, we can reap the beneﬁ ts

of our collective efforts and hard work. Remember, you owe a duty of loyalty to Delta

to do what is right and to act in the company’s best interest.

Company Funds

How we use company funds impacts our proﬁ tability, so protect Delta’s funds as you

would your own, guarding against misuse, loss or theft.

Delta Equipment

Our premises, aircraft, vehicles, tools and other equipment are valuable assets that

we all must safeguard. Repair or replacement of property is expensive and takes away

from company assets that are shared by us all. Take care of the company property you

work with and do not deface, damage, misuse or otherwise abuse company property

or the property of others. This includes grafﬁ ti of any sort.

ACT WITH INTEGRITY &

PROTECT OUR ASSETS

Theft and Misappropriation Are Prohibited

The theft, attempted theft or unauthorized possession of any property, money or other

assets belonging to the company, a colleague, or any other person, is prohibited. This

includes:

• Consuming or taking items that are intended for our customers, such as food,

beverages, or other catered items, and duty free products

• Falsifying records, including time cards, work records or business expense reports

• Unauthorized waivers or favors such as blocking seats or waiving fees or

eligibility requirements for given fares or inventory

• Unauthorized distribution or use of travel, hotel or transportation vouchers

• Selling or bartering pass travel privileges, including Buddy Passes, Travel

Companion privileges or other free or reduced rate travel

• Using or allowing any of your travelers to use pass travel privileges for

any business related purpose (except for employees traveling on authorized

company business or commuting to their Delta job)

• Disclosing nonpublic ideas, concepts and information such as business

processes or strategies and intellectual property. These are valuable assets

and are the property of Delta, just like aircraft, tools and catering supplies

KEEP ACCURATE & HONEST RECORDS

Our credibility is measured in many ways—including by the integrity of our records.

Every employee must help ensure that reporting of business information (electronic

or paper) is accurate, honest and timely. Altering, falsifying, or inappropriately

destroying documents could seriously damage our reputation and credibility and

might even violate certain laws. For more information refer to Delta’s Code of Ethics &

Business Conduct available on DeltaNet. If you have any questions about retention of

documents, search for Corporate Records on DeltaNet or contact the Law department.

PROTECT OUR COMPUTER & NETWORK SECURITY

All information networks, whether they are owned by Delta or used to transmit

information about Delta, must be protected from unauthorized access. Always follow

proper security steps such as using strong passwords and not sharing your passwords,

IDs or other log-in credentials. Also, be sure to log off any computer where you are

using your Delta credentials to be sure others do not inadvertently or intentionally gain

access using your log-on. For more information, search for ISPO on DeltaNet.

ACT WITH INTEGRITY &

PROTECT OUR ASSETS

COOPERATE IN COMPANY AND GOVERNMENT INVESTIGATIONS

Each one of us is required to fully cooperate in company investigations. This includes

providing truthful and accurate answers to questions, as well as documents or other

information requested by the company. In addition, if you are the subject of an inquiry

or investigation by law enforcement or government agency that relates in any way to

your role, responsibility, or performance of your duties at Delta, you must immediately

notify Delta of the inquiry or investigation by reporting it to your leader, Human

Resources, or the Law department.

BE THE BRAND IN YOUR UNIFORM

If your job is one in which you wear a Delta uniform, wear it with pride. Also, wear it

only when you are ready to represent Delta—on duty, at a work-related event or when

traveling to or from work or for such an occasion.

Always use your good judgment and professional behavior when you’re wearing a

Delta uniform. It’s your responsibility to:

• Keep your uniform clean and neat,

• Replace any part of the uniform that has become noticeably worn or no longer

ﬁ ts, and

• Wear a full uniform and avoid mixing personal clothes with uniform elements

With wide-ranging jobs and working conditions around the globe, Delta divisions have

speciﬁ c guidelines around the uniforms for their respective areas—so look to your

divisional policies for the speciﬁ cs you need to know.

And whenever you are in uniform or are wearing an identiﬁ cation badge or other

item that identiﬁ es you as a Delta employee, regardless of whether you are on duty,

remember that you represent Delta and be sure that your words and actions remain

professional.

THE DELTA BRAND

YOU’RE DELTA EVEN WITHOUT A UNIFORM

Projecting a professional, businesslike image is always in style. If your job doesn’t

require a uniform, your appearance and conduct should still reﬂ ect that you are part of

the Delta team whenever you are on the job.

Dress and appearance requirements are designed to meet the company’s business

needs while recognizing the preferences of employees. Like many aspects of your

employment at Delta, using your good judgment is most important. Subject to

divisional or departmental policies and local guidelines that take precedence, simply

use good common sense.

USING CELL PHONES & OTHER ELECTRONICS

Using cell phones, electronic tablets and other electronic devices helps us stay

connected to our families, our colleagues and even our customers. But sometimes they

can distract us from the task at hand or even create a safety risk. Be sure to comply with

your divisional guidelines for when and where you can use cell phones and electronic

devices. And, even while on break or non-work time, use good judgment about their

use in front of customers. Sometimes customers may see or hear you taking care of

personal business in uniform and assume you should be working, so please step out of

the line of sight before doing so.

YOUR OFF-DUTY CONDUCT

As a general practice, Delta does not seek to monitor or become unnecessarily

involved in employees’ off-duty, off-premises conduct. However, in some situations

an employee’s off-duty, off-premises conduct will be reviewed and addressed by Delta

when that behavior involves other Delta employees or serious acts of misconduct.

Some examples of off-duty, off-premises conduct that may result in review or action

by the company include actions that:

• Bring negative attention to or reﬂ ect poorly on the company, including through

media, social media or other reports

• Jeopardize Delta’s business relationships with customers or vendors

• Involve harassment or mistreatment of another Delta employee

• Improperly target a Delta customer

• Are tied to the employee’s job, including misuse of Delta information,

services or property

• Are violent or create safety and security concerns related to the

employee’s continued employment

• Involve possible unlawful conduct, including possible arrests or criminal charges

THE DELTA BRAND

YOU, DELTA & THE MEDIA—INCLUDING SOCIAL MEDIA

Delta uses different forms of media to share company news and information,

strengthen the Delta brand and engage customers and the public. This ranges from

newspapers and television to Facebook, Twitter and other social media sites.

Delta has designated trained employees who are responsible for representing Delta

in both traditional and social media. Therefore, you should not act as a spokesperson

for Delta. You can prevent confusion by avoiding terms such as Delta, DAL, DL, or

Delta logos or titles in your username or as proﬁ le images, as this may cause your

personal communications to be confused as ofﬁ cial company communications. Feel

free to list Delta as your employer on your online proﬁ les, however, please do not

engage in conversations with customers in traditional or online media—leave that for

our dedicated media staff to do.

When using social media, keep in mind that all media is public. Do not use it to share

conﬁ dential information or information that may reﬂ ect poorly on Delta. This includes

using profanity or hateful language that could be associated with Delta. Do not use

social media to harass or mistreat others.

Also, make sure that your designated Buddy Pass and nonrevenue pass riders know

that you are their channel for questions and assistance. Their use of any type of media

to express their discontent with Delta could impact your travel privileges.

For more information, visit DeltaNet and search for Media Policy.

THE DELTA BRAND

PASS TRAVEL—WITH GREAT PRIVILEGE, COMES GREAT RESPONSIBILITY

Our pass travel program is a privilege to enjoy and use responsibly. As a company, the

primary mission we all share is to deliver paying customers to their destination safely,

on-time and with their bags and cargo. We count on your professionalism to achieve

that goal and to ensure that nonrevenue travelers do not distract from that goal.

Being able to share pass travel privileges with family and friends is yet another one of

the perks of working at Delta. Each year, over two million pass riders ﬂ y more than six

million ﬂ ight segments using the pass travel program. Good travel etiquette, including

appropriate attire, is expected of all nonrevenue passengers.

As always, it is your responsibility to ensure that pass riders connected to you—

including travel companions and Buddy Pass Riders—use your privileges appropriately,

exercise good judgment and follow Delta policy. Be sure to review the standby travel

process guide with your family and friends before they travel. Visit DeltaNet and search

for Jetiquette to ﬁ nd the general factsheet for detailing basic pass rider etiquette.

About this Handbook: The guidelines in this document provide examples of some of Delta’s expectations as to the conduct,

performance and appearance of Delta employees. Any list of this nature obviously cannot be all inclusive, and you must use your

good judgment at all times. Seek the advice of your leaders if you have questions. Delta may choose to amend or change these

guidelines at any time for any reason and employees are responsible for maintaining current knowledge of corporate guidelines, as

well as guidelines used within their particular divisions.