History of DPMA

In 1943, the pilots at Chicago & Southern (C&S) Air Lines established the Sick Benefit Mutual Aid Plan (SBMAP) for all C&S pilots when company-provided sick leave benefits did not exist. 

• The original Board consisted of four pilots: A Chairman, Treasurer, Secretary and Member at Large.
• The Plan had 93 members in its first year.
• No later than 30 days after a pilot became disabled, benefits began and could last for a maximum of 11 months from the release from duty date.
• The monthly maximum benefit was $600 for captains and $300 for co-pilots.
• Assessments were made on an as-needed basis, not to exceed $10 for captains and $5 for co-pilots in any given month.
• New hire pilots are charged a $30 entrance fee.

Following the merger of Chicago & Southern Air Lines and Delta Air Lines in 1953, Delta’s Master Executive Council (MEC) adopted the SBMAP and established the new “Pilot’s Mutual Aid” (PMA). Later that same year, the death benefit was increased to $1,500 regardless of the pilot’s position and was to be delivered to the beneficiary no more than three days after the member’s death.

• Benefits last for a maximum of 14 months instead of the original 11 months.
• Assessments are payroll deducted at the rate of 1% of the monthly salary of all pilots and the new hire entrance fee is dropped.
• A death benefit of $500 for captains and $250 for co-pilots payable immediately after death is added.
• In December, the death benefit is increased to $1,500 regardless of the pilot’s position.

The maximum about of benefits to be paid was established at $25,000 and then rescinded in 1960.

In 1963, the plan was renamed “Delta Pilots Mutual Aid” (DPMA).

• Benefits last for a maximum of 12 months.
• The benefit amount was now based on the Final Average Earnings (FAE) of the pilot’s income over the three months preceding the disability.
• Benefits ranged between 79% and 53% FAE. Pilot over age 54 had their benefits reduced 10-100%.
• The death benefit was increased to $2,000.

Benefits still ranged between 79% and 53% FAE but pilots over age 55 had their benefits reduced 5-25%.

• Delta incorporated Western pilots into the seniority list on October 1, 1987.
• DPMA incorporated the pilots into membership on January 1, 1988. All pilots under the age of 60 were automatically enrolled.

• The Board voted to extend benefits to include maternity.
• A vote was taken by the MEC to sever ties between DPMA and ALPA. Although the policy had been in place for the MEC to approve all changes to the DPMA Plan, this procedure has not been followed in years.

The DPMA Chairman was granted authority by the Board “to solicit the advice of legal counsel in order to determine the structure and procedures necessary to implement receipt of pilot withdrawals into an account available for disbursement according to the specified purposes of DPMA.” This was the first step taken by DPMA to become a totally separate entity from Delta.

• The first copy of the Disability Hints was written.
• DPMA began to initiate contact with disabled pilots eligible for DPMA benefits.

In January, DPMA became its own entity with limited administrative support provided by Delta Air Lines. 

• DPMA dues are reduced to .33%.
• A life insurance policy was purchased from Great Souther Life through Harvey Watt & Co as the third-party administrator for the death benefit.
• The death benefit was increased to $10,000.
• A fully functional webpage was developed.

• The IRS ruled that DPMA benefits are not taxable.
• DPMA is governed by the Employee Retirement Income Security Act (ERISA).
• DPMA’s legal counsel advised DPMA to pursue VEBA status.
• DPMA’s logo is officially registered as a Trademark.
• DPMA hires their first full-time employee to work at Harvey Watt & Co.

• The dues rate is adjusted to .35% January 1, and then to .47% in September.
• The death benefit is renamed the Survivor Benefit.
• The third-party arrangement with Harvey Watt & Co ended and the DPMA Administrator became directly employed by DPMA and DPMA hires a second employee.
• DPMA opened their own office at 1003 Virginia Avenue.

• The DPMA Board approved a motion to “pre-fund the plan with all funds to be utilized for the original intents and purposes of DPMA.” This was the beginning of the current DPMA Trust Fund for projected disability liabilities.
• DPMA incorporated Subrogation Recovery and received their first recovery payment.
• Delta pilots take a 32½ % cut in pay. The Board reduces members’ benefits by the same amount.
• DPMA relocated the office to the Delta Community Credit Union Building.
• The Client Care Specialist (CCS) program was created.

• The Northwest Airline Pilots and Delta Air Lines pilots approved the Joint Collective Bargaining Agreement on August 11, 2008.
• The Former Northwest Pilots (FNWAP) program is contract specified benefit and enrollment begins December 15, 2008.
• DPMA hires an employee for the FNWAP program.
• The age 65 policy was signed into law and DPMA benefits extended through age 65.
• The first Client Care Specialists (CCS’) are hired.

• The DPMA benefit calculation is changed back to FAE.
• The dues rate is adjusted to .55% in 2012 and then to .40% in 2016.
• The DPMA office was moved to 100 Hartsfield Center Parkway, Suite 330.
• DPMA hired an actuarial provider to assist in benefit and Trust forecasting.
• The Survivor Benefit was amended from those members on active status or receiving DPMA benefits to “a member in good standing on the Delta Pilots Seniority List.”
• DPMA hired its first Executive Director.
• DPMA benefits for new hires within their 1^st two years of employment are increased by 5%.

The survivor benefit is increased to $25,000 in April 2019

• 2020 began as a historical year in record profits and growth for Delta.
• In March, DPA staff began working from home due to COVID-19 outbreak. New technology allowed for a smooth transition for continued efficient productivity.
• The CCS program was suspended.
• DPMA moved offices to suite 630 in the same building.

• The dues rate was adjusted to .50% in January of 2022, .69% in September of 2022 and then .60% in January of 2024.
• The Survivor Benefit was increased to $35,000 in April of 2023.