Document:

First Amendment to the 2007 Performance Compensation Plan

 EXHIBIT 10.12(b) 
 FIRST AMENDMENT TO THE 
 DELTA AIR LINES, INC. 2007 PERFORMANCE COMPENSATION PLAN 
 The first sentence of Section 5(a) of the Delta Air Lines, Inc. 2007 Performance Compensation Plan shall be deleted in its entirety and replaced by
the following: 
 “(a) Shares Available and Certain Limitations. Subject to adjustment as provided below, the
maximum number of Shares available for distribution under the Plan will not exceed: 
 (i) 30,000,000 Shares, plus 

(ii) 126,581,428 Shares, being the number of Shares equal to 15% of the outstanding equity capitalization of the Company, determined on
a “fully-diluted basis” (as defined below) at the Effective Time (as defined in the Agreement and Plan of Merger by and among the Company, Nautilus Merger Corporation (“Merger Sub”) and Northwest Airlines
Corporation (“NWA”), dated as of April 14, 2008 (the “Merger Agreement”)). At least 50% of the Shares set forth in this subsection 5(a)(ii) shall be reserved for Awards to employees of the Company
and NWA who are not officers of the Company or NWA. This subsection 5(a)(ii) shall become effective at the Effective Time, and shall not become effective if the Effective Time does not occur. 
 “Fully-diluted basis” means, for purposes of this subsection 5(a)(ii), taking into account the maximum number of Shares
(A) issued or issuable in respect of obligations outstanding at the Effective Time and (B) subject to Awards the Company, as of the Effective Time, has announced that it intends to make or has agreed it will make in connection with the
consummation of the merger of Merger Sub into NWA pursuant to the Merger Agreement, including, without limitation, Awards to non-pilot employees and management employees of the Company and NWA, in each case whether voting or non-voting, whether
restricted or unrestricted, whether issuable pursuant to options, warrants, convertible securities or exchangeable securities or otherwise, without regard to vesting, including any such Shares that may be issued, issuable or reserved for issuance
pursuant to the respective plans of reorganization of the Company and NWA (provided that the number of Shares issuable pursuant to options, warrants, or securities convertible or exchangeable into shares of common stock shall be calculated
based on the “treasury stock method” of calculating diluted earnings per share under Statement of Financial Accounting Standards No. 128 as in effect on April 14, 2008).”Officer and Director Severance Plan

 Exhibit 10.14 
 DELTA AIR LINES, INC. 
 OFFICER AND DIRECTOR SEVERANCE PLAN 
 As Amended and Restated as of January 2, 2009 
  

	1.	INTRODUCTION 

 Delta Air Lines, Inc. (the
“Company” or “Delta”) adopted the 2007 Officer and Director Severance Plan (the “Prior Plan”) for eligible Officer and Director level employees of the Company. Delta hereby amends and restates the
Prior Plan as the 2009 Delta Air Lines, Inc. Officer and Director Severance Plan (the “2009 Plan”) effective as of January 2, 2009. Participants in the Prior Plan whose employment terminates on or prior to January 2, 2009
shall not be eligible for benefits under the 2009 Plan, but shall only be eligible for benefits under the Prior Plan, subject to any other separately granted contractual rights they may have. Except as provided in the previous sentence and as
provided below with respect to certain Officers and Directors who were actively employed by Delta as of October 28, 2008, the terms of the Prior Plan shall no longer be in effect as of January 2, 2009. 
 Capitalized terms that are not otherwise defined in the text of this 2009 Plan are defined in Section 11 below. 
  

	2.	PARTICIPATION 

 (a) General. Any
employee of the Company who on or after January 2, 2009 is paid through the U.S. payroll and is classified as a full-time Director (a “Director”) or Officer (an “Officer”) of the Company according to the
Company’s Human Resources records (a “Participant”) is eligible to participate in this Plan in accordance with the terms described below. In addition, an officer or director of an Affiliate may be designated as a Participant by
the Plan Administrator in his sole discretion if (i) the Affiliate does not offer a severance plan or program to its executive employees; or (ii) the officer or director is not eligible to participate in the severance plan or program the
Affiliate does offer. In these circumstances, the Plan Administrator shall determine in his sole discretion the level at which the officer or director may participate in the 2009 Plan. For example, an employee of an Affiliate may be a Vice President
of an Affiliate, but may be designated by the Plan Administrator to participate in the 2009 Plan at the Director level. 
 (b) Former
Northwest Officers and Directors. Notwithstanding anything in the 2009 Plan to the contrary, any Officer or Director who (i) on October 28, 2008 was either (A) an officer of Northwest Airlines, Inc. or (B) a managing
director, director or other employee of Northwest Airlines, Inc. who participated in the Northwest Airlines, Inc. Non-Officer Change of Control Severance Plan, and (ii) became an Officer or Director of Delta on or after October 29, 2008,
shall not participate in the 2009 Plan until October 29, 2010 unless such person was a Senior Vice President or higher of Delta on October 29, 2008, in which case such person shall not participate in the 2009 Plan until October 29,
2011. After such dates, any such Officer or Director shall be eligible for all benefits hereunder. 
  

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 (c) Pre Merger Officer or Director and Prior Plan Benefits. An Officer or Director employed by
Delta as an officer or director on October 28, 2008 who was not advised by Delta that his or her employment would be terminated on or before January 1, 2009 (a “Pre Merger Officer or Director”) shall be eligible to receive
benefits under the Prior Plan until October 29, 2010. During such time, a Pre Merger Officer or Director shall also be eligible for benefits under the 2009 Plan, but will not be eligible for duplicate benefits under both plans. After
October 29, 2010, any Pre Merger Officer or Director who remains employed by Delta (or any Affiliate) as an Officer or Director shall be eligible for benefits under the 2009 Plan, but not the Prior Plan. 
  

	3.	TERMINATION OF EMPLOYMENT AND ELIGIBILITY 

 (a)
Severance Event. Subject to Section 2, a Participant shall be eligible to receive the benefits described in Section 4 if after January 2, 2009 he incurs a “Severance Event” which shall be defined as any of the
following: 
 (i) the Participant’s employment is terminated by Delta other than for Cause. If a Participant who is eligible for
early, special early or normal retirement under the Company’s retirement plan or policy is, or would be, terminated by the Company without Cause, such Participant shall be considered to have been terminated by the Company without Cause for
purposes of the 2009 Plan rather than having retired, but only if the Participant acknowledges that, absent retirement, the Participant would have been terminated by the Company without Cause. If, however, the employment of a Participant who is
eligible for retirement is terminated by the Company for Cause, then regardless of whether the Participant is considered as a retiree for purposes of any other program, plan or policy of the Company, for purposes of the 2009 Plan, the
Participant’s employment shall be considered to have been terminated by the Company for Cause; 
 (ii) the Participant (other than the
Chief Executive Officer and the President of the Company as of October 29, 2008) (A) resigns from employment with Delta for Good Reason during the period beginning on a Change in Control Date and ending on the second anniversary thereof
(provided that the event that constitutes Good Reason must occur after the Change in Control) and (B) was employed by Delta as of the Change in Control Date; or 
 (iii) with respect to either the Chief Executive Officer or the President of the Company as of October 29, 2008, the Participant resigns for Good Reason. 
 (b) Condition Precedent to Receipt of Any Benefits Under the Plan. In order to receive the benefits of the 2009 Plan, eligible Participants must
first sign a Separation Agreement and General Release prepared by Delta (the “Agreement”) within 45 days of the date that the Agreement is presented to the Participant. Participants who fail to sign the Agreement within 45 days or
who rescind the Agreement within the applicable Revocation Period are not eligible to receive benefits under the 2009 Plan. The Agreement is designed to ensure that both Delta and the Participant have their rights and obligations in connection with
the termination of employment established with certainty and finality. Delta is offering benefits under this 2009 Plan in exchange for the 

  

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execution of the Agreement. The Agreement shall be in a form provided by and satisfactory to Delta and may include, without limitation, a release in favor of
Delta and its employees, directors and Affiliates and certain non-competition, non-solicitation and non-recruitment agreements for the benefit of Delta; provided, however, that for the two year period following a Change in
Control, the Agreement shall be in substantially the same form as the form of Agreement used immediately prior to the Change in Control. 
  

	4.	DESCRIPTION OF SPECIFIC BENEFITS 

 Upon a
Severance Event, each Participant will be eligible for the following benefits: 
 (a) Severance Pay. A Participant will be eligible for
“Severance Pay”, in an amount determined as described below, and based on the Participant’s job level at the time of the Severance Event. If however, the Severance Event is described in Section 3(a)(ii) or (iii) above
and the event which constitutes Good Reason is a significant diminution of the Participant’s position, responsibilities or duties, Severance Pay shall be based on the Participant’s MIP Target Award prior to the diminution which gave rise
to the Participant’s resignation. Severance Pay will be paid as a one-time lump-sum payment promptly following the Participant’s Severance Event and fulfillment of the other eligibility criteria including compliance with Section 3(b)
above, but in no event shall be paid more than two and one half months following the end of the year in which the Severance Event occurs. All applicable federal, state, and local taxes will be withheld from all Severance Pay. Severance Pay will not
be considered as earnings under any qualified or non qualified plan or program sponsored by Delta or any Affiliate. Each Participant will be eligible for Severance Pay in an amount equal to: 
 (i) 6 months Base Salary for Directors, plus 50% of any applicable MIP Target Amount; 
 (ii) 9 months Base Salary for Managing Directors, plus 75% of any applicable MIP Target Amount; 
 (iii) 12 months Base Salary for Vice Presidents, plus 100% of any applicable MIP Target Amount; 
 (iv) 15 months Base Salary for Senior Vice Presidents, plus 125% of any applicable MIP Target Amount; 
 (v) 18 months Base Salary for Executive Vice Presidents, plus 150% of any applicable MIP Target Amount ; and 
 (vi) 24 months Base Salary for the President or Chief Executive Officer, plus 200% of any applicable MIP Target Amount. 
 (b) Extension of Benefits During Severance Period. A Participant shall be eligible for the following extended benefits for the periods noted below.

 (i) Medical/Dental and Life Insurance Benefits.  
  

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	 	(A)	Payment of COBRA Premiums. Delta will pay the premiums for medical, dental and/or vision COBRA coverage (but not for any portion of the COBRA premium for any Healthcare
Flexible Spending Account) for which a Participant and his eligible dependents may be eligible, provided such COBRA coverage is properly elected by the Participant or his eligible dependents. Eligibility for such payments shall continue until the
earlier of: (i) the end of the Severance Period; or (ii) the date the Participant’s or the Participant’s dependents’ eligibility for COBRA coverage ceases as provided under COBRA and the terms of the Delta Account-Based
Healthcare Plan (or corresponding pilot or Affiliate plan, if applicable). 

  

	 	(B)	Payment of Retiree Medical Premiums. To the extent applicable, if a Participant is eligible for special early, early or normal retirement under the Company’s retirement
plan or policy at the time of the Severance Event, and the Participant or one or more of his eligible dependents elects COBRA coverage instead of retiree medical and/or dental coverage, the above section entitled “Payment of COBRA
Premiums” will apply with respect to any Delta-paid COBRA premium. If the Participant or an eligible dependent instead elects retiree medical and/or dental coverage, Delta will, in lieu of paying COBRA premiums as described above, pay the
retiree medical and/or dental premium for the Participant and/or his eligible dependents during the Severance Period, provided that the Participant and/or his eligible dependents properly enroll for such coverage. If a Participant or his dependents
become ineligible for Delta retiree coverage for any reason or opt out of such coverage, all Delta paid coverage for that person (or group of persons) will cease and Delta will have no responsibility to pay any further retiree medical and/or dental
premiums under the 2009 Plan; however the Participant or his dependents shall retain whatever rights they may have under any other applicable Delta sponsored retiree medical plan or program. 

 (ii) Basic Life Insurance. Participants will also have their basic life insurance coverage under the Delta Family-Care Disability and Survivorship
Plan (or corresponding pilot or Affiliate plan, if applicable) continued for the Severance Period at Delta’s expense; provided the Participant shall be responsible for any taxes associated with such continuation. The amount of coverage
continued will be equal to the amount of basic life insurance coverage in effect immediately prior to separation. This continued coverage shall not affect any other death benefit for which the Participant is eligible. 
 (iii) Travel Privileges. 
 (A) During the Severance Period, a Participant will be eligible for continued travel privileges comparable to those under Delta’s travel policy as in effect for an active employee at the Participant’s job level at the time of the

  

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Severance Event. If however, the Severance Event is described in Section 3(a)(ii) or (iii) above and the event which constitutes Good Reason is a
significant diminution of the Participant’s position, responsibilities or duties, Severance Pay shall be based on the Participant’s job level prior to the diminution which gave rise to the Participant’s resignation. In addition, with
respect to any Participant who (i) incurs a termination that constitutes a Severance Event during the period beginning on a Change in Control Date and ending on the second anniversary thereof and (ii) is a Vice President or more senior
Officer of the Company at the time of the Change in Control Date, such Participant shall after the expiration of the Travel Privileges described in the previous sentence, be treated as a retired officer for purposes of the Company’s travel
policy regardless of the Participant’s actual age or years of service. Following the expiration of the Severance Period, the Participant’s travel benefits will be based on the Company travel policy for retired officers at the level at
which the Participant was employed immediately prior to the Change in Control Date. 
 (B) All Travel Privileges shall be
governed by all applicable rules and procedures which are generally applicable at the time the Travel Privileges are used, except as expressly modified in this 2009 Plan. Travel Privileges may be used for pleasure, vacation, or personal emergency,
but may not be used for any type of business or professional activity. Any violation of the rules governing non-revenue and reduced rate travel may result in the suspension or termination of all Travel Privileges for the Participant and/or his
family members (or friends and family travelers). 
 (C) Family status changes (such as marriage, divorce, adoption or birth
of child) that occur during the Severance Period must be reported to the Delta Employee Service Center (or corresponding Affiliate administrator) within 30 days of the status change. Failure to do so will result in the ineligibility of the new
family member for Travel Privileges described under this 2009 Plan. 
 (D) This section shall not create any contractual
rights, and the Travel Privileges provided pursuant to this provision shall remain subject to Delta’s right to apply all applicable rules as they exist from time to time and to modify or terminate such privileges at any time, including after
termination of employment, in its sole discretion. 
 (E) If a Participant has contractual rights to travel privileges that
are provided in another agreement that are different or not as favorable as the Travel Privileges provided under this section, such Participant shall also be eligible for the Travel Privileges granted hereunder, but shall have no contractual rights
to such different or more favorable Travel Privileges. In that case, the reservation of rights in (D) above shall apply only to the Travel Privileges that are provided under this section, and not to any other contractual travel privileges the
Participant may have. A Participant that has separately granted contractual rights may use his contractually granted rights or the Travel Privileges granted under the 2009 Plan, but not both. For example, if under both the 2009 Plan and any
contractual agreement, the Participant is eligible under each for an allowance of $10,000, the Participant may use one such allowance of $10,000, and the two allowances cannot be combined into a total allowance of $20,000. 
  

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 (c) Career Transition Services. Participants are eligible to receive career transition services
valued at up to $5,000 at a career transition services firm chosen by Delta. Delta shall pay such firm directly for such services. The career transition services may include seminars, job search work teams, productivity clinic, resumé
preparation, assessments, resource library, on-line database, job lead development, individual counseling, administrative support, computer lab, and workspace phone/fax. The eligibility to receive these services will expire upon the first of
(x) the Participant becoming employed; (y) the expiration of the Severance Period; or (z) the last day of the second year following the taxable year in which the Participant separated from service for purposes of Section 409A of
the Code. 
 (d) Financial Planning Services. Participants are eligible for continuation of the financial planning services for which
they are eligible at the time of their separation from Delta. A Participant shall be reimbursed for any covered expenses; Delta shall not provide direct payments to the vendor for such services. The eligibility to receive such reimbursement will
expire at the conclusion of the calendar year in which the Participant separates from Delta, even if that occurs during the Severance Period. All reimbursements for such services must be made by the end of the third year following the taxable year
in which the Participant separated from service for purposes of Section 409A of the Code. 
 (e) Gross-Up Payment 
 (i) Gross-Up Payments. In the event that a Participant becomes entitled to benefits under the 2009 Plan, Delta shall pay to such
Participant an additional lump sum payment (the “Gross-Up Payment”), in cash, equal to the amounts, if any, described below: 
 (A) Subject to Section 4(e)(i)(B) below, if any portion of any payment under this 2009 Plan, when taken together with any payment under any other agreement with or plan of Delta (in the aggregate “Total
Payments”) would be subject to the excise tax imposed by Section 4999 of the Internal Revenue Code of 1986, as amended (the “Code”); or any interest or penalties with respect to such excise tax (such excise tax,
together with any such interest and penalties, are hereinafter collectively referred to as the “Excise Tax”), then the Participant shall be entitled to an additional amount such that after payment by the Participant of all such
Participant’s applicable federal, state and local taxes, including any Excise Tax, imposed upon such additional amount, the Participant will retain an amount sufficient to pay the Excise Tax imposed on the Total Payments (provided that the
Gross-Up Payment to be made under this provision and any other similar gross-up payment made under any similar Excise Tax reimbursement provision included in any other agreement with, or plan of, the Company shall not, when taken as an aggregate,
exceed the Gross-Up Payment). 
 (B) Notwithstanding the provisions of Section 4(e)(i)(A) above, if it shall be
determined that the Participant would be entitled to a Gross-Up Payment, but that the Total Payments would not be subject to the Excise Tax if the Total Payments 

  

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were reduced by an amount that is less than 10% of the portion of the Total Payments that would be treated as “parachute payments” under
Section 280G of the Code, then the amounts payable to the Participant shall be reduced (but not below zero) to the maximum amount that could be paid to Participant without giving rise to the Excise Tax (the “Safe Harbor Cap”),
and no Gross-Up Payment shall be made to the Participant. The reduction of the Total Payments due hereunder, if applicable, shall be made in such a manner as to maximize the economic present value of all Payments actually made to the Participant,
determined by the Accounting Firm (as defined below) as of the date of the Change in Control using the discount rate required by Section 280G(d)(4) of the Code. 
 The amounts payable under this Section 4(e)(i) shall be paid by the Company within ten (10) business days after the receipt of the Accounting Firm’s determination, and in no event later than the end of
the Participant’s tax year next following the year in which the Excise Tax and any related taxes are paid to the applicable taxing authority. 
 (ii) Determinations. In the event of a Change in Control, all determinations required to be made under Section 4(e)(i) above, including the amount of the Gross-Up Payment, and the assumptions to be used in
determining the Gross-Up Payment, shall be made by the nationally recognized accounting firm generally used by the Company as its financial auditor (the “Accounting Firm”) which shall provide detailed supporting calculations both to
Delta and the Participant within twenty (20) business days of the receipt of notice from the Participant that there has been an event giving rise to the right to benefits under Section 4(e)(i) above, or such earlier time as is requested by
Delta. In the event that the Accounting Firm is serving as accountant or auditor for a person effecting the Change in Control or is otherwise unavailable, the Participant may appoint another nationally recognized accounting firm to make the
determinations required hereunder (which accounting firm shall then be referred to as the Accounting Firm hereunder). All fees and expenses of the Accounting Firm shall be borne solely by Delta. 
 (iii) Subsequent Redeterminations. Unless requested otherwise by the Company, each Participant must use reasonable efforts to
contest in good faith any subsequent determination by the Internal Revenue Service that such Participant owes an amount of Excise Tax greater than the amount previously determined under Section 4(e)(i); provided, however,
that the Participant shall be entitled to reimbursement by Delta of all fees and expenses reasonably incurred by the Participant in contesting such determination. Such reimbursement of expenses shall be made on a current basis, as incurred, and
in no event later than the end of the Participant’s tax year next following the year in which the taxes that are the subject of the audit or proceeding are remitted to the applicable taxing authority, or where as a result of such audit or
proceeding no taxes are remitted, the end of the Participant’s tax year next following the year in which the audit is completed or there is a final and nonappealable settlement or other resolution of the proceeding. In the event the Internal
Revenue Service or any court of competent jurisdiction determines that the Participant owes an amount of Excise Tax that is either greater or less than the amount previously taken into account and paid under Section 4(e)(i), Delta shall
promptly pay to such Participant, or the Participant shall promptly repay to Delta, as the case may be, the amount of such excess or shortfall. In the case of any payment that Delta is required to make to the Participant pursuant to the preceding
sentence (a “Later Payment”), Delta shall also pay to the Participant an additional 

  

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amount such that after payment by the Participant of all such Participant’s applicable federal, state and local taxes on such additional amount, the
Participant will retain an amount sufficient to pay the total of such Participant’s applicable federal, state and local taxes arising due to the Later Payment. In the case of any repayment of Excise Tax that the Participant is required to make
to Delta pursuant to the second sentence of this Section 4(e)(iii), the Participant shall also repay to Delta the amount of any additional payment received by such Participant from Delta in respect of applicable federal, state and local taxes
on such repaid Excise Tax, to the extent the Participant is entitled to a refund of (or has not yet paid) such federal, state or local taxes. Any payments from one party to the other under this Section 4(e)(iii) shall be made promptly, but in
no event later than December 31 of the year after the year in which the excess or shortfall is determined to exist. 
 (f) Severance
Period. “Severance Period” shall mean with respect to any Severance Event, the period beginning on the Participant’s employment termination date from Delta and ending: 
  

	 	(i)	6 months after the termination date for Directors; 

  

	 	(ii)	9 months after the termination date for Managing Directors; 

  

	 	(iii)	12 months after the termination date for Vice Presidents; 

  

	 	(iv)	15 months after the termination date for Senior Vice Presidents; 

  

	 	(v)	18 months after the termination date for Executive Vice Presidents; and 

  

	 	(vi)	24 months after the termination date for the President or Chief Executive Officer. 

 The Severance Period will be based on the Participant’s job level at the time of the Severance Event. If however, the Severance Event is described in Section 3(a)(ii) or (iii) above and the event which
constitutes Good Reason is a significant diminution of the Participant’s position, responsibilities or duties, the Severance Period shall be based on the Participant’s job level prior to the diminution which gave rise to the
Participant’s resignation 
  

	5.	PLAN ADMINISTRATION AND INTERPRETATION 

 The “Plan
Administrator” is the Executive Vice President – Human Resources & Labor Relations (or any other Officer of the Company designated by the Personnel & Compensation Committee of the Board). The “Plan
Year” is January 1 to December 31. Benefits from the 2009 Plan are paid from the general assets of Delta. 
 The Plan Administrator, or
his delegate, has the full power and authority, in his sole discretion to construe, interpret and administer the 2009 Plan and his decisions shall be final and binding. The Plan Administrator shall have the broadest discretionary authority permitted
under law in the exercise of all its functions including, but not limited to, deciding questions of eligibility, interpretation and the right to benefits hereunder. 
  

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	6.	PLAN CLAIMS AND APPEALS 

 Any Participant who upon the
termination of his employment does not receive the benefits under the 2009 Plan to which he believes he is entitled may file a claim for such benefits in writing to the Vice President – Compensation, Benefits and Services of the Company (or
such other officer as may be designated by the Company). Such claim must be received by the Vice President – Compensation, Benefits and Services within 60 days of the Participant’s termination of employment. If the claim is denied,
the Vice President – Compensation, Benefits and Services will send written notification of the denial within 90 days after the claim is properly and completely filed. Special circumstances may require an additional period of no more than 90
days. In that event, the Participant will be sent a written notice of the special circumstances requiring the extension and the date when a decision on the claim can be expected. If the claim is denied, the Participant will be so advised and
informed of the reason, the provisions of the 2009 Plan upon which the denial was based, and, if applicable, an explanation of other relevant material or information necessary to perfect the claim. If the claim is denied or if the Participant is not
furnished with written notification of the decision on the claim within 90 days (or within 180 days if an extension is necessary) after the claim is properly and completely filed, the Participant or his authorized representative may request a review
of the claim under the appeal procedures described below. 
 If a Participant is dissatisfied with a denial of a claim under the 2009 Plan, the Participant
must appeal the denial in writing before pursuing any other remedy. All appeals must be addressed to the proper party in a timely manner. All appeal time deadlines will be strictly enforced. 
 If a Participant desires a review of a denial, the Participant or his representative designated in writing must submit a written request to the Plan Administrator that
is received by the Plan Administrator within 90 days of the date of the letter denying benefits. The date of the denial indicated on the denial letter counts as day one in determining this 90-day period and the Plan Administrator expressly reserves
the right to refuse to consider tardy appeals. 
 The Plan Administrator will notify the Participant or his designated representative in writing of the
decision on review within 60 days after the Plan Administrator receives the review request. If the claim denial is upheld, the Participant will be so advised and informed of the reason and the provisions of the 2009 Plan document upon which the
denial was based. The Plan Administrator may take an additional 60 days to inform the Participant of a decision if special circumstances require an extension of processing time and the Plan Administrator has notified the Participant in writing that
there will be a delay, the reasons for needing more time, and the date by which the final decision will be made. 
 Review by the Plan Administrator is made
only upon the written record. The Participant or his representative designated in writing may review pertinent documents relating to the denial and may submit comments, a statement of issues, and/or additional documentary evidence if desired.
Personal appearances are not permitted. 
  

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 A Participant must timely exhaust the administrative remedies allowed under the 2009 Plan as described above before
filing any legal action on a claim. The previously described procedure is the exclusive administrative claims procedure provided under the 2009 Plan. 
  

	7.	AMENDMENT 

 Except as expressly set forth herein, the Company
may amend or terminate the 2009 Plan at any time; provided, however, that as of a Change in Control Date, no amendment to or termination of the 2009 Plan that is adverse to any person who is an employee of Delta on the Change in
Control Date shall be effective until after the second anniversary of such Change in Control Date. 
  

	8.	SUCCESSORS AND ASSIGNS 

 The 2009 Plan shall be binding upon
Delta’s successors and assigns. 
  

	9.	GOVERNING LAW 

 The 2009 Plan is governed by the Employee
Retirement Income Security Act of 1974, as amended (“ERISA”), but it is intended to qualify as a plan maintained for the purpose of providing benefits to a select group of management or highly compensated employees. As such, it is
exempt from certain provisions of ERISA pursuant to ERISA Sections 201(2), 301(a)(3), 401(a)(1) and 4021(b) and applicable regulations (including U.S. Department of Labor Regulation 2520.104-23). However, some of the underlying benefits provided for
under the terms of the 2009 Plan, such as travel privileges, financial planning and career transition services are not governed by ERISA, and their inclusion in the 2009 Plan does not deem them subject to ERISA. To the extent not superseded by
ERISA, the 2009 Plan and all determinations made and actions taken thereunder shall be governed by the internal substantive laws of the State of Georgia and construed accordingly. 
  

	10.	SECTION 409A OF THE INTERNAL REVENUE CODE 

 To the extent
required to be in compliance with Section 409A of the Internal Revenue Code of 1986, as amended, and the regulations promulgated thereunder (together, “Section 409A”), notwithstanding any other provision of this Plan,
(a) any payment or benefit to which a Participant is eligible under this Plan, including a Participant who is a “specified employee” as defined in Section 409A, shall be adjusted or delayed and (b) any term of the Plan may
be adjusted, in such manner as to comply with Section 409A and maintain the intent of this Plan to the maximum extent possible. More specifically, to the extent any payment or benefit provided to a Participant under the 2009 Plan constitutes
non excepted deferred compensation under Section 409A and the Participant is at the time of his termination of employment considered to be a “specified employee” pursuant to the Company’s policy for determining such employees,
the payment of any such non excepted amount and the provision of such non excepted benefits will be delayed for six months following the Participant’s separation from service. Notwithstanding the foregoing, Delta shall not have any liability to
any Participant or any other person if any payment or benefit is determined to constitute “nonqualified deferred compensation” within the meaning of Section 409A and does not satisfy the additional conditions applicable to
nonqualified deferred compensation under Section 409A. 
  

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	11.	DEFINITIONS 

 The following definitions shall apply for
purposes of the 2009 Plan: 
 (a) “Affiliate” means any entity that directly or indirectly controls or is controlled by or
under common control with the Company. 
 (b) “Base Salary” means the Participant’s monthly base salary at the time of
separation, excluding expense reimbursements and supplemental salary payments, and any items not considered by the Plan Administrator to be a component of regular monthly base earnings; provided, however, that, as of a Change in
Control Date, in the event of a termination of employment by the Participant because of a reduction in the Participant’s pay, “Base Salary” means the Participant’s monthly base salary prior to the reduction in pay which gave rise
to the Participant’s termination of employment. 
 (c) “Board” means the Board of Directors of the Company. 

(d) “Cause” means the Participant’s 
 (i) continued, substantial failure to perform his duties with Delta (other than any such failure resulting from incapacity due to physical or mental illness) after a written demand for substantial performance is
delivered to the Participant which identifies the manner in which Delta believes that the Participant has not performed his duties, or 
 (ii)
misconduct which is economically injurious to Delta, or 
 (iii) conviction of, or plea of guilty or no contest to, a felony or any other
crime involving moral turpitude, fraud, theft, embezzlement or dishonesty, or 
 (iv) material violation of any material Delta policy or rule
regarding conduct, which policy or rule has been communicated in writing to the Participant. 
 A Participant shall have at least ten (10) business days to cure, if curable, any of the events (other than Section 11(d)(iii)) which could lead to his termination of Cause. For any Participant who is an Executive Vice President
or more senior executive of the Company, a termination for Cause must be approved by a  2/3 vote of the entire Board. 

 (e) “Change in Control” means the occurrence after January 2, 2009 of any of the following: 
 (i) any “person” (as defined in Section 13(d) of the Securities Exchange Act of 1934 (“Act”)) other than the Company, its
Affiliates or an employee benefit plan or trust maintained by the Company or its Affiliates, becoming the “beneficial owner” (as defined in Rule 13d-3 under the Act), directly or indirectly, of more than 35% of the combined voting power of
the Company’s then outstanding Voting Stock (excluding any “person” who becomes such a 

  

 11 

 
beneficial owner in connection with a transaction described in Section 11(e)(iii)(A) of paragraph (iii) below), unless such person acquires
beneficial ownership of more than 35% of the combined voting power of the Company’s Voting Stock then outstanding solely as a result of an acquisition of Company Voting Stock by the Company which, by reducing the Company Voting Stock
outstanding, increases the proportionate Company Voting Stock beneficially owned by such person to more than 35% of the combined voting power of the Company’s Voting Stock then outstanding; provided, that if a person shall become
the beneficial owner of more than 35% of the combined voting power of the Company’s Voting Stock then outstanding by reason of such Voting Stock acquisition by the Company and shall thereafter become the beneficial owner of any additional
Company Voting Stock which causes the proportionate voting power of such Company Voting Stock beneficially owned by such person to increase to more than 35% of the combined voting power of such Voting Stock then outstanding, such person shall, upon
becoming the beneficial owner of such additional Company Voting Stock, be deemed to have become the beneficial owner of more than 35% of the combined voting power of the Company’s Voting Stock then outstanding other than solely as a result of
such Voting Stock acquisition by the Company; 
 (ii) at any time during a period of twelve consecutive months (but not including any period
before January 2, 2009) individuals who at the beginning of such period constituted the Board (and any new member of the Board, whose election by the Board or nomination for election by the Company’s shareowners was approved by a vote of
at least two-thirds of the members of the Board then still in office who either were member of the Board at the beginning of the period or whose election or nomination for election was so approved), cease for any reason to constitute a majority of
members then constituting the Board; or 
 (iii) the consummation of (A) a reorganization, merger or consolidation of the Company or any
direct or indirect subsidiary of the Company with any other corporation, other than a reorganization, merger or consolidation which results in the Company’s Voting Stock outstanding immediately prior to such merger or consolidation continuing
to represent (either by remaining outstanding or being converted into Voting Stock of the surviving entity or any parent thereof) more than 65% of the voting power of the Voting Stock or the total fair market value of the securities of the Company
or such surviving entity or any parent thereof outstanding immediately after such merger or consolidation, or (B) any sale, lease, exchange or other transfer (in one transaction or a series of transactions) of assets of the Company having a
total gross fair market value equal to more than 40% of the total gross fair market value of all assets of the Company immediately prior to such transaction or transactions other than any such sale to an Affiliate. 
 Notwithstanding the foregoing, in no event shall a Change in Control be deemed to have occurred with respect to a Participant if the Participant is part
of a “group”, within the meaning of Section 13(d)(3) of the Act, which consummates the Change in Control transaction. In addition, for purposes of the definition of Change in Control, a person engaged in business as an underwriter of
securities shall not be deemed to be the beneficial owner of, or to beneficially own, any securities acquired through such person’s participation in good faith in a firm commitment underwriting until the expiration of forty days after the date
of such acquisition. 
  

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 (f) “Change in Control Date” means the date on which a Change in Control occurs.

 (g) “Good Reason” means any of the following that occurs without a Participant’s express written consent: 

(i) in the case of any Participant, a material diminution or other reduction of such Participant’s authorities, duties or responsibilities, other
than an inadvertent act that is promptly remedied by Delta after written notice by such Participant to the Chief Executive Officer of the Company; 
 (ii) the Participant’s office is relocated by more than 50 miles; 
 (iii) a material reduction of Participant’s Base
Salary or incentive compensation opportunities, in either case other than pursuant to a uniform percentage salary reduction for all full-time domestic employees not subject to a collective bargaining agreement; 
 (iv) the Company does not keep in effect compensation, retirement, health and welfare benefits, or perquisite programs under which the Participant
receives benefits substantially similar, in the aggregate, to those in effect prior to a reduction (other than a reduction pursuant to an equivalent reduction in such benefits for all full-time domestic employees who are not subject to a collective
bargaining agreement); or 
 (v) a material breach by Delta of any binding obligation to the Participant relating to a material term of the
Participant’s employment, including, but not limited to, indemnification or the terms of an award under the Delta Air Lines, Inc. 2007 Performance Compensation Plan, or any failure of a successor to the Company to assume and agree to perform
such obligation. 
 Notwithstanding the foregoing: 
 (A) (i) any award made to a Participant under the Delta Air Lines, Inc. Merger Award Program, (ii) any other equity-based awards or
other incentive compensation awards made to a Participant by any of Delta (or any Affiliate) or Northwest Airlines Corporation (or any subsidiary) either on or before January 1, 2009, and (iii) any equity-based awards, incentive
compensation, retention payment, , special travel or other benefits provided to a Participant solely as a result of his or her initial employment with Delta or any Affiliate, will be ignored for purposes of determining whether a Participant has
suffered a reduction that constitutes Good Reason; 
 (B) with respect to any Participant who was employed by Northwest
Airlines Corporation or any subsidiary thereof immediately prior to October 29, 2008, all compensation and benefit programs provided to such Participant prior to that date by Northwest or any subsidiary thereof, including, without limitation,
the Participant’s base salary, will be ignored for purposes of determining whether a Participant has suffered a reduction that constitutes Good Reason; 
  

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 (C) as to any Participant, an event described above shall constitute Good Reason only if
such Participant gives the Company written notice of intent to resign and the facts that constitute Good Reason within ninety (90) days of the occurrence of such event; 
 (D) no event described above which is curable shall constitute Good Reason if such event is cured by the Company or an Affiliate within
thirty-one (31) days of the Participant’s notice, given in accordance with (C) above; and 
 (E) absent a cure
by the Company or an Affiliate as described in (D) above, the Participant must separate from service prior to the end of the 180 day period beginning with the event that constituted Good Reason. 
 (h) “MIP Target Amount” means as to any Participant, such Participant’s target award amount under the Company’s Management
Incentive Plan (or any similar plan) in effect at the time such Participant has a termination of employment that entitles the Participant to benefits hereunder (except as provided in Section 4(a)). 
 (ij) “Revocation Period” means the period of time immediately following the date a Participant signs an Agreement that he has to revoke
such Agreement, with such period of time specified in the Agreement. 
 (j) “Voting Stock” means securities entitled to vote
generally on the election of members of the board of directors. 
  

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