Benefits & Compensation Committee – Families & Finances Update

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Families and Finances

 

Our greatest power as a union is our ability to stand together as one. It is our superpower. The more prepared we are for a strike, the more likely we will not have to endure one. Our families play a vital role in this preparation. History has shown pressure from spouses (even if well intentioned) has been a major cause of crossing a picket line. On the other hand, if our families understand what we are fighting for and why, they can be the rock we lean upon during this difficult time. During a strike, expect to get a call from a manager offering incentives such as triple pay and permanent front-page seniority to cross the picket line. Supportive families can make this decision easy and not tempt us to ruin the rest of our career while stabbing our brothers and sisters in the back.

How do we do it?

  • Let them read/see communications from the Union (such as this guide)
  • Explain the RLA to include what we can/cannot do and how we achieve gains
  • Show them what our peers get and what we are fighting for
  • Prepare them for company propaganda to discredit our union and negotiating committee such as direct negotiating, scare tactics, and attempts to divide us
  • Ask them for help, both psychologically and
  • Galvanize your family to come up with ideas around your household tighten your belt financially

Teamsters Benefits Health Insurance

  • Because we are on Teamcare, your health insurance, dental, will remain intact for you and your eligibles during a strike.
  • Teamcare premiums will be waived for the duration of the You will still be responsible for co-pays / deductibles.
  • For any pilot selfish enough to cross the picket line, Teamcare will not accept premium payment from the company and thus you and your eligibles will lose all insurance coverage.

IBT Strike Fund

  • $300 + million dollar fund used to pay weekly strike benefits to members in good standing during a legally called strike.
  • Members in good standing will get weekly strike benefit
  • Formula: Hourly Rate on date of strike x 70 x 56% x 5.
  • 12 year CA = 232 x 70 x .0156 x 5 = $1,266.72 per week
  • 2 year FO = 07 x 70 x .0156 x 5 = $562.76 per week
  • This is not meant to replace your total income or absolve you of your duty to save and prepare, but to hopefully cover some critical expenses.

Expenses

Your family should strive to have 6 months’ worth of expenses saved up for a possible strike. History has shown that airline strikes are very rare. They are rare because they are incredibly expensive. For negotiations that carry on this far, most deals finalize during the 30-day cooling off period. The most likely reason Allegiant will take it that far is if they believe the pilots are not ready and hope they can break the union by getting pilots to cross the picket line. If we show them there is no chance of that, more than likely, they will not take it that far just to lose money. For this reason, the more prepared we are for a strike, the less likely we will have to endure one.

Create a budget

Although a great idea to do anytime, it is imperative to do in preparation for a strike. We all have money that leaks out of our accounts each month. Go through the last year’s worth of credit card, bank account, Venmo, and PayPal statements and see where your money is going. An incredible amount of money syphons out each month on things such as subscriptions, eating out, convenience stores, clothes shopping, and entertainment.

Don’t forget one-time large bills that happen throughout the year such as insurance or property taxes. Now work with your families to find areas you can reduce spending both right now and in the event of a strike. Find out the minimum amount of money you can live on each month. If you don’t currently have 6-months of those expenses saved up today, reduce spending now to build that stockpile. If you do have 6-months saved up, prepare to reduce spending in the event of a strike.

  • Look though a year’s worth of statements and find where you spend your money
  • Remember one-time payments such as insurance or property taxes
  • Work with your families to come up with ways to reduce spending
  • Be aware of impulse spending and perhaps combat that by making a shopping list and only purchasing those things
  • Delay, if possible, significant purchases such as new cars or vacations
  • Try to save up 6 months’ worth of expenses

Sources of Money / Reduce Expenses

We already spoke above about Teamsters benefits such as strike pay and free Teamcare insurance that will help during a strike. For those who own a home and have equity in that home, consider a home equity line of credit (HELOC). Most banks and credit unions offer this up to 80% of your home’s equity for a small closing cost ($250-$600). This is essentially a line of credit to use if needed. If you don’t withdraw any money, you owe nothing. If you do withdraw money, usually you are required to pay only interest on that money for the first 10 years. Apply for this now, while you are actively working as most banks will not approve the credit if you wait to apply after you have gone on strike.

Consider reducing your 401k contributions now to save money. Depending on timing, it may be possible to recover company matching contributions later. If we are on strike, contact lenders for various loans as they may have short term deferral policies that you can take advantage of. If you have a 401k loan, contact Fidelity to arrange continued payments while we are on strike. If you don’t, your loan may be considered an early withdrawal and subject to taxes and penalties. Consider opening and transferring credit card balances to a credit card with union strike benefits. Finally, consider contacting

family to request short term financial backing. Don’t let pride force you into a bad decision that ruins the rest of your career.

  • Teamsters Strike Fund Weekly Payments
  • Teamcare Health Insurance free premiums
  • Consider a HELOC and apply now, while you are still
  • Reduce 401k contributions now to build up your Depending on timing, you can still get the company contributions later (email benefits@apa2118.org for details).
  • You will not be eligible for unemployment benefits
  • Contact lenders to take advantage of any short-term delay policies
  • Contact Fidelity if you have 401k loan to arrange payments
  • Lean on your family support network for short term assistance

The more prepared we are, the stronger we are, and the less likely we will need it. The time to prepare is now.

Strategic Preparedness Committee – Strike Prep Update

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Fellow Allegiant Pilots:

The Strategic Preparedness Committee is currently working on our official APA 2118 Strike Preparation Handbook, and we expect this to be released in the near future. This Handbook will be detailed and leave no doubt in your mind as to how you should prepare, exact communications you will receive, and the proper steps to take following a strike. As we finalize this essential guide and as the company continues to delay a new contract, it is imperative that we inform and educate our members about the RLA mediation and strike process in the event an agreement isn’t reached. As a reminder, please reference the NMB flow chart which can be found here. To be clear, we have been more than patient and have given the company every opportunity to offer us a deal that not only values our work but also aligns us with current market expectations.

 

Please review and become familiar with the following Railway Labor Act (RLA) Basic Terms. Below the terms, please find a generalized process that we would follow in the leadup, execution, and return to work from a strike.

Cooling-Off Period – The mandatory 30-day long period that, by law, must occur after binding arbitration is rejected in which neither party is allowed to exercise self-help (e.g. No strikes, no lockouts, no contract changes). Bargaining, including mediated sessions, can and may still occur during a cooling off period.

Impasse – When the National Mediation Board (NMB) determines that continued mediation is not likely to reach an agreement.

Intermittent/”CHAOS” Strike – Targeted strikes in an unpredictable manner which do not affect the entire airline, but instead may affect certain days, certain flights, certain states, or other specific criteria as planned by your Strategic Preparedness Committee. In a full strike, all APA 2118 pilots shall withdraw services immediately and simultaneously, bringing the operation to a halt. Strikers will remain on strike until a satisfactory agreement is reached.

Lockout – A legal company self-help action where management prevents workers from coming to work or “locks them out.” The company may hire temporary workers (SCABS) during a lockout. Management may attempt to threaten other non-unionized labor groups with a lockout if the pilots strike to put more pressure to return to work.

Mediation – The supervised process, under the jurisdiction of the National Mediation Board (NMB), in which parties attempt to resolve their disputes through the assistance of a mediator. Mediation has no set timeline; however, an Impasse will be declared if mediation is unlikely to lead to a voluntary agreement.

Presidential Emergency Board (PEB) – In instances where a strike may significantly disrupt interstate commerce in a way that deprives part of the country of essential transportation service, the President can stop a strike for up to 60 days. If neither party accepts the PEB’s recommendation after the 60-day period, self-help can be exercised unless congress passes legislation to end the dispute – which is rare. An Allegiant pilot strike would not deprive any section of the country of essential transportation.

Proffer for Binding Arbitration – After an impasse, the NMB must make an offer of binding arbitration to both parties – which can be refused by either party. If accepted by both parties, the arbitrator will decide the contract. If either party declines, the parties are “released” into a 30-day cooling off period.

Replacement Workers – During self-help, the company can hire temporary or permanent replacement workers (SCABS). After a strike is called off and a return-to-work agreement has been ratified, there is no guarantee of continued employment for replacement workers and returning strikers must be returned to their positions per the return-to-work agreement.

SCAB – Any person, regular employee or replacement worker, who put their individual interests ahead of those of the group and crosses a picket line to go to work. SCABS profit from a striker’s hardship by earning wages during a strike and profit after a strike by enjoying the benefits that the strikers earned through yielding their collective economic might.

Self-Help – The legal, economically driven work actions that can be taken by either the company or the Union after a cooling-off period has ended in an attempt to reach an agreement. For the Union, this is typically a Strike. For the company, they may have tools including imposing a new contract (pay, rules, working conditions), hiring replacement workers, or performing a lock out.

Striker’s Rights – No striker, probationary, or otherwise, may be terminated or disciplined in a legal work action such as a strike.

 

Pilot Preparation

Section 1 – Path to Release and Cooling Off Period 

Impasse and Proffer of Arbitration 

If the National Mediation Board (NMB) believes that it is unlikely that the parties will reach an agreement through mediation, the parties will receive a proffer of arbitration (aka “proffer”). The proffer is an offer by the NMB to have the remaining open issues settled through an arbitrator’s binding decision instead of a negotiated agreement. If either party rejects binding arbitration, the parties are released into a cooling off period, after which legal work action can be taken.

Continued Negotiation Efforts and “Super Mediation” 

During the cooling off period, the parties may continue to bargain with or without the mediator. So-called “super mediation” sessions may be offered by the NMB during those 30 days, in an attempt to reach an agreement quickly to avoid self-help.

 

Self-Help Actions During Cooling Off 

No self-help actions, whether strikes, lockouts, or changing pay or working conditions, may occur before the end of a cooling off period. Do not, under any circumstances, promote, engage in, or suggest any illegal, non-sanctioned work action.

 

What You Should Do What Management May Do
●       Ensure access to apa2118.org works

●       Ensure your contact information is correct

●       Reconsider large financial purchases

●       Determine if your credit cards or other lenders have “union clauses” that provide financial relief during strikes.

●       Monitor the apa2118.org forum and SPC communications, which will increase during this time.

●       Do not discuss strikes with passengers.

 ●       Attempt to intimidate or threaten pilots to pressure Union or potentially break a strike.

●       Lie or mischaracterize their bargaining positions, the Union’s bargaining positions, or the state of negotiations.

●       Attempt to negotiate directly with the pilots and create division.

●       Create a negative view of pilots with the flying public.

●       Harass compromised pilots in an attempt to create division and distrust.

 

Pilot Preparation

Phase 2 – Strike Imminent and/or Strike Called 

Before Strike Called 

Even if the cooling off period ends, Allegiant pilots are not on strike until a strike is called by Union leadership and pilots are notified by the SPC. It is imperative that pilots monitor communications frequently as a strike may be called at any time after the cooling off period is exhausted. As the cooling off period nears an end, plan accordingly as a strike may be called while you are still out on a trip. This is especially relevant for a day trip airline: pack a bag and be prepared to suspend operations at an outstation.


After Strike Called 

In the case of a full strike, once you are notified by the SPC that a strike has been called, you must Immediately cease work and suspend all flight operations. Even if you are in an outstation, you are to respectfully notify the Allegiant team that a strike has been called and that you are exercising your legal right to strike. In the case of an intermittent strike, continue normal operations unless you have been notified by the SPC that your flight, base, state, etc. is on strike. If you have been notified, immediately cease work and suspend all flight operations. In either situation, if you are grounded in an outstation contact your base SPC representative for transportation alternatives.

Do not engage in ANY work action other than the work action authorized by your SPC leadership.

 

What You Should Do What Management May Do
●       Plan for a strike at any time after cooling off period ends, which may occur in an outstation.

●       Remove personal property from Allegiant

 ●       Directly bargain through a comprehensive

“mailer” proposal.

●       Unilaterally impose new rates, rules, or working conditions without negotiations in

 

locations as you may be locked out.

●       Assume travel benefits will be suspended during a strike.

●       Immediately suspend operations if a strike is called.

●       Respectfully alert an Allegiant representative that you are on strike.

●       Contact your local SPC representative to coordinate alternate travel.

●       Participate in pickets and report any SCAB activity to your SPC leadership immediately.

 an attempt to break a strike.

●       Harass or threaten pilots regarding their legal right to strike.

●       Lockout workers or hire replacement workers (SCABs).

 

Pilot Preparation

Phase 3 – Returning to Work

You should not set foot on company property, other than for organized picketing. The strike is not over until after a return-to-work agreement has been negotiated and the SPC leadership has notified you that the strike is over. Once that occurs, all our pilots will return to their equipment and seat and resume normal operations in accordance with the agreement. Once the strike is over, return to work in a safe and professional manner.

We are at a pivotal moment in this process and our UNITY must be our greatest asset and strength. We owe it to our ourselves, our families and the generations of Allegiant pilots before and after us to demand what we deserve. More to follow soon. Fight On and You Are The Union!

 

In Unity,

Aaron Adrian

SPC Chairman, APA Teamsters Local 2118

Strategic Preparedness Committee – Importance of the Strike Vote

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Fellow Allegiant Pilots,

Today’s number is 97. That’s the percentage of pilots who voted YES to strike authorization—an overwhelming statement of unity and resolve. And we believe that number would be even higher if the vote were held today.

We’ve reached a critical point in this process. Make no mistake—our strength will continue to be tested. Many of us joined Allegiant with the intention of building a long, fulfilling career. But intentions alone are not enough. We know our worth.

We’ve sacrificed, we’ve shown up, and we’ve delivered. Now it’s time to secure an industry-standard contract that reflects our value. Anything less than a fair deal that aligns with today’s market is unacceptable.

That’s why we’re officially launching the We Are Ready Campaign. And remember: 97%. We will strike if we have to.

 

Stay alert and stay engaged—critical updates are on the way. Fight On!

In Unity,

Aaron Adrian
SPC Chairman
APA Teamsters Local 2118

Negotiating Committee – April 14, 2025

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Reorganizing for Strength!


Fellow Pilots:

Forced Work + No Preferences = Less Pilots

This is a simple, data-driven exercise that you can imagine for yourself. If you own a business and can force your employees to work at-will, on the days of your choosing, you need significantly less people in your workforce. In the case of an airline, if your only “structural” limits are FAR Part 117 rules and a few limited scheduling provisions, both the number of pilots in the workforce and the resultant quality of life for those pilots who remain reduce dramatically. Our pilots are a resource to invest in, not simply a property-like cost that must be controlled as management prefers.

Management has not been coy about their desire to minimize headcount and increase productivity through force. The only cost is your quality of life, your real earnings, and fewer pilots on property – sacrifices management is obviously willing to make. Management repeats the “unique business model” and “operational necessity” excuse, hoping for emotionally driven concessions. Fortunately, data is not swayed by emotion. High unstacking/forced work is not a “necessity for our unique operation” and the data proves it. Removing your seniority from the equation and forcing work is a wholly unacceptable concessionary proposal that predates these negotiations.

The idea that giving management a concessionary contract is necessary for the company’s survival is nonsense. In conjunction with a strong business model, a fair contract increases productivity and profits. Airlines like Southwest and Alaska achieved record earnings under new pilot contracts, while still respecting seniority and providing for a decent quality of life. Allegiant would be wise to do the same.

Continued Clarification Regarding Current CBI

There continues to be some misinformation regarding schedule, specifically that the company’s offer is superior to CBI with respect to honoring seniority and preferences. It is worth repeating that CBI is a 0% unstacked solution as guaranteed by the Bloch award. The company’s proposal on PBS represents a major concession from the current contract.

Some think, “My schedule is great, I don’t see the problem”.

Your schedule is satisfactory because the Bloch award guarantees that your seniority is honored in CBI. The status quo will change and will be worse under the company’s proposal. In the company’s proposed scheduling environment, broad, new unstacking rights would give the company the ability to ignore seniority and build schedules entirely at management’s discretion. Management has previously made it clear that any improvement to pilot pay must be tied to concessions in scheduling. In their proposal, you are buying your pay rates through giving up seniority, your quality of life, and sacrificing our junior pilots.

As any labor union would, we find this proposal wholly unacceptable.

Disciplined Bargaining

The RLA bargaining process is time consuming, difficult, and frustrating. Many pilots question why we remain in mediation when the company and Union have not been able to reach an agreement on fundamental working conditions while management engages in bad faith behavior, shows a lack of cooperation, and disregard for the bargaining process. First, the National Mediation Board alone determines if and when the parties are released from the mandatory mediation process. Second, as discussed below, we wanted to use all of the means at our disposal to try to reach an agreement before we requested a release to self-help, which is a costly, last resort option available to both parties if released from mediation by the NMB. Because of its potential economic impact, self-help is never the desired outcome, but sometimes the only viable way to reach a fair and enforceable agreement.

There is no operational need for the company’s concessionary and extreme bargaining demands. Moreover, through deliberate stalling, misinformation campaigns, and bad faith tactics, management has attempted to use mandatory mediation time to wear down and divide the Union. They know that the RLA process requires the parties to spend a substantial amount of time in negotiations before being released by the NMB, and they attempt to use that delay to their advantage—engaging in “surface bargaining” to make minimum progress while creating division in our ranks in an attempt to entice pilots to accept concessions and settle for less.

Instead of frequently complaining, we used a disciplined, data-driven approach to provide solutions to each and every company problem they presented, no matter how “unsolvable” or trivial, in an attempt to reach agreements; we could not. We kept detailed records of the company’s behavior, including shifting positions, their near “unsolvable” parameters and frequent obstructionism.

We believe a 30-day cooling off period, followed by self-help, if no tentative agreement is reached, is necessary to produce a contract. We have a well-documented, evidence-based case to present to the National Mediation Board (NMB) should a status meeting be granted. Our reports include a detailed record of why we have reached an impasse, the company’s conduct at and away from the bargaining table, the Union’s good-faith efforts, and our conclusion that a release to self-help is justified and necessary to reach a fair agreement.

Self-Help Process FAQ

Based on our filing to the NMB requesting release from mediation, some of our pilots have additional questions regarding the NMB bargaining process, the status of mediation, and the possibility of self-help. Over the next several updates, we will attempt to answer all of your outstanding questions. Additionally, expect more communication and to receive a Strike Preparation Handbook from the SPC.

1. Is there a timeline or time limit for the NMB to respond to the Union’s request “for a proffer of arbitration”?

No. The NMB has full discretion and there is no mandatory timeline to respond to a request for a proffer of arbitration, the formal name for a request to be released from mediation. There is no statutory deadline and the NMB will base their decision on multiple factors. A status meeting between the parties and the NMB may occur before a decision on our proffer request will be made. During the status meeting, the Union will present its evidence-based case for how the company’s proposals and conduct have created the current impasse. If a status conference occurs, management will also be given the opportunity to present its case.

2. How long does the process generally take if the mediator grants our request? When can self help begin?

To clarify, while mediators provide their opinion to the NMB, mediators do not grant or deny a request for a proffer of arbitration. A proffer request and related decisions are made by the three member, presidentially appointed NMB members. If the NMB makes the proffer of arbitration and either party rejects arbitration (which the Union will), then the 30-day cooling-off period before self-help can legally begin starts immediately. The parties can lawfully engage in self-help immediately after the cooling off period expires.

3. What is self-help and what can the Union do during that time?

It is commonly misunderstood that self-help simply means a strike alone. In reality, self-help applies to both parties equally under the law. During self-help, the Union may legally strike the employer, either in full or in an intermittent, unpredictable fashion. At the same time, the employer can lock out employees and unilaterally change wages, rules, and/or working conditions (e.g., implement the “mailer”) in an attempt to encourage pilots to cross the picket line to work (“scabbing”). An employer can also attempt to hire replacement workers, although the training for flight crews makes this costly and impractical.

4. If the NMB grants our request, what should we expect and how long will it take?

There is no timeline for the NMB to make a decision on a request for a proffer of arbitration/release. If the NMB decides to make a proffer, the parties will be notified that the NMB has terminated its services and is making a proffer of binding arbitration. The parties will either accept or reject arbitration. If either or both parties refuse arbitration, the NMB immediately releases the parties into a 30-day cooling off period.

During the 30-day period, it is common for the parties to engage in “super mediation.” This is a compressed period of multiple, intense bargaining sessions with the intent of reaching an agreement to avoid a strike. If this does not lead to an agreement, the parties will be released to self-help at the end of the cooling off period.

5. If the NMB does not grant the request, what happens?

If the NMB believes that further mediation without economic pressure could be productive and lead to an agreement, the request may be denied. The parties will remain in mandatory mediation. The Union believes that it has gone well beyond every reasonable effort to make an agreement. We do not believe further “no stakes” mediation will lead to an agreement.

Your Duty as a Pilot

Consider the source; they’re not “just like us” – Regardless of their flying background, managers are just that, managers. They aren’t “just like us” and they aren’t “here to help.” These former line pilots are not like you and do not bargain for your best interest. Most have vested stock options, the freedom to control their own schedules, and they won’t live under the contract they are negotiating “for you.” Should they ever return to the line, they’ll have the privilege of avoiding the worst of whatever is negotiated through their seniority.

Combat Misinformation – There is a significant amount of misinformation being spread on non-official forums and group chats. It is every pilot’s duty to speak up and out against misinformation, especially against those most clearly aligned with management’s agenda to undermine our unity and subvert the Union’s bargaining authority. Silence is surrender.

Report Illegal Behavior – By law, management cannot interfere with union affairs in any manner, especially one which affects their ability to bargain or represent its members. Inappropriate and reportable behavior includes, but is not limited to:

  • A manager suggesting, encouraging, or directing a “decertification” or “start an ALPA drive” effort in any form, as some managers have been known to do (including those managers who approached members of your Negotiating Committee asking them to participate in such actions).
  • A Check Airman or Instructor who utilizes a training session, scheduled or “surprise” line check, or other official event to disparage or undermine the union, encourage certain political outcomes, or similar behavior. Any training/checking event should be free from Union, management, or political pressures.
  • Management conversations (including calls, texts, or emails) with line pilots about their preferences for Union representatives or representation, or how to resolve disputed issues during negotiations.
  • Any individual, manager or otherwise, who actively colludes with Allegiant to undermine the representational effectiveness of the Union.

Report any suspected violations to negotiations@apa2118.org. As we prepare for a potential status meeting with the NMB, additional reports will be particularly useful over the coming days and weeks.


In Closing


Thank you for your support. We look forward to delivering an agreement worthy of your vote very soon.

In Unity,

Captain Joshua Allen
Negotiating Committee Chairman

Captain Jay Killen
Pilot Negotiator

Captain J.R. Lynch
Chief of Staff

Captain Jim Cole
Recording Analyst

 

 

Copyright (C) 2025 Allegiant Pilots Association, Teamsters Local Union 2118. All rights reserved.

You are receiving this email as a member of APA Teamsters Local 2118.

Trustee Update – April 11, 2025

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Reorganizing for Strength!


Allegiant Pilots:

As you know, Allegiant Air management—emboldened by a vocal minority among our ranks—has made it a mission to undermine our resolve and collective bargaining power. In a predictable move, management has chosen to use the families and pilots of the LAX base as human leverage, using a strained “changing economic conditions” excuse to justify reneging on their prior verbal promise of support to every LAX pilot and their families during this difficult base closure.

The affected pilots and families in Los Angeles should know that the Union is fully committed to securing the promised MOU.

Many of you have expressed a concern that management intends to implement unilateral changes to our work rules through updates to the General Operating Manual (GOM). We will be addressing the unacceptable changes regarding contact ability with the company next week.

Chief pilot Hardesty is not authorized to give “union updates”. His misleading message about Professional Standards is a wholly unacceptable attempt to slight your union. Like any other airline labor union in America, the Professional Standards Committee is a tool for peer-to-peer use. It is not the company’s police force or the “shoes, beards, and uniforms” committee. There are no restrictions from company managers professionally mentoring their pilots in a non-punitive manner. Professional Standards at Allegiant Air will have its mission aligned with industry-normalized practices.

Additionally, linked in this message, you will find an update from the Negotiating Committee outlining the bargaining status. Most notably, despite our best efforts to the contrary, we believe the parties are at an impasse. Allegiant’s delay tactics, surface bargaining, untenable positions, and continued disregard for the process and the mediator’s instructions simply will not result in an agreement. After 4 years of heavy bargaining, we have formally filed a Proffer for Arbitration request and a Status Meeting with the NMB. The NMB was notified that binding arbitration, if and when offered, would be rejected which would start the “30-day cooling off” immediately thereafter.

 

 

While management appears eager to revert to the “Allegiant of old,” the overwhelming majority of us recognize these maneuvers for what they are: an effort to intimidate and control. The strongest labor union in the United States will not bend to Allegiant’s behavior.

 

Fraternally,

Greg Unterseher
Trustee, APA Teamsters Local 2118

 

 

Copyright (C) 2025 Allegiant Pilots Association, Teamsters Local Union 2118. All rights reserved.

You are receiving this email as a member of APA Teamsters Local 2118.

Trustee Update – April 9, 2025

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Reorganizing for Strength!


Allegiant Pilots:

LAX Base Closure

I know how troubling the announcement of the LAX base closure was for the affected pilots and the entire membership. More troubling is how managers have decided to weaponize an MOU intended to help alleviate the uncertainty and hardship caused by management’s decision to close The Los Angeles base.

During the negotiation of the Austin MOU, there were multiple passes, meetings with affected pilots, and the assurance that pilots would not be denied any base. While VBD had a limitation, a census was taken, and the company agreed to a mutual agreement clause that would allow us to revisit if a pilot bid for and did not get awarded the VBD.

The company LAX MOU did not ensure those things. Further, the union’s intention was to improve as many areas as we could, including extra moving costs, parking for commuters, and lease termination expenses. The Union had no hard line; we wanted the get most help for the affected pilots we could negotiate.

Now, the company is creating more uncertainty surrounding its decision to close LAX by not discussing its plans with your representatives or the members who reach out directly to management. RCP Schmidt wrote the LAX pilots today, in part:

“We recognize that Monday evening’s email regarding the LAX Base Closure MOU and subsequent vacancy bid has raised several questions and concerns. While we don’t have all the details at this moment, we will be providing further information in the coming days.“

There is little reality that the real reason for withdrawing the MOU is as CP Hardesty wrote:

“Unfortunately, due to the current environment the company is facing and the rapid change in economics, the leadership has made the determination that the terms previously offered in the MOU are no longer viable.”

There is a small dollar cost associated with treating your pilots fairly. However, it seems that senior managers saw an opportunity to use LAX pilots as cannon fodder in an attempt to weaken your union, creating false narratives.

  • 24 February – I received a phone call from VP of Labor Relations Bill Fishburn, informing me that the LAX base had been bleeding money and that the decision had been made to close it in September. We discussed negotiating an MOU fashioned after the Austin Base closure and getting it in front of the pilots ASAP. As I have discussed with managers in the past, base closures at Allegiant are unusually painful compared to other airlines due to the nature of the schedules, the inability to commute, and the costs associated with selling your home or vacating a lease.
  • 03 March – Base closure announced.
  • 04 March – Base meeting with management. I spoke with many LAX pilots and reached out to the company to discuss their plans.
  • 07 March – The VM that was left with CP Hardesty was returned, and for an hour, we discussed the base closure, the meetings he had, and the concerns that both of us had regarding the closure. He seemed surprised by the closure announcement. He agreed to get a draft MOU going via Fishburn.
  • 12 March – I left a VM for Fishburn inquiring about the status of the promised draft MOU.
  • 18 March – Fishburn sends text that states, “Hey Greg. Got your voicemail. I am out of the office this week but will get something over to Rod no later than tomorrow to review and send over to you.”
  • 20 March – Sent Email to the company regarding their delay in sending their draft. (see email chain below)
  • 21 March – Almost a month later, the company sends a signed MOU in PDF. No negotiation, no collaboration. I asked for and received a Word version of the document and started to work on the union’s revisions.
  • 07 April (Two weeks later), the Company pulled the MOU and strongly suggested that it was the union’s fault for not agreeing to the company’s terms quickly enough.

 

 

 

 

Management, by their own volition, made the decision to close your LAX base, displace you, destroy the cohesiveness of your families, and place doubt in your future career. It was a financial decision, not a human one. Management wants the Union to take responsibility for their ineptitude. We will not.

What “factors” could so drastically change over the last two weeks that absolve themselves of the human responsibility to care for our pilots and family members whose lives they disrupted? If management truly cared about you and your families, why would they not respond to our multiple inquiries to make an agreement? Management is using the LAX pilots and their families as bargaining capital, using this premeditated misfortune to incite anger and undermine our union. It will not work.

We remain committed to fighting for the best possible outcome for the LAX pilots.

Fraternally,

Greg Unterseher
Trustee, APA Teamsters Local 2118

 

 


Copyright (C) 2025 Allegiant Pilots Association, Teamsters Local Union 2118. All rights reserved.

You are receiving this email as a member of APA Teamsters Local 2118.

2025 Quarterly Newsletter – January 1–March 31

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Allegiant Pilots Association Teamsters Local 2118
2025 Q1 Newsletter
 

Allegiant Pilots,

Welcome to the Q1 Committee Newsletter — a quick look at key updates from your APA Teamsters Local 2118 committees. Thank you to all committee chairs and members who contributed valuable information this quarter.

All updates are also posted on their respective committee pages at apa2118.org for ongoing access. Keep an eye out—important updates from the Trustee will be released in the coming days, covering Voting, Safety, and Negotiations.

If you know a pilot who didn’t receive this newsletter or needs help with website or Union Impact access, have them contact Josh Martin, Communications Specialist for APA Local 2118 directly for support.

Committee Updates

  • Benefits & Compensation
  • CIRP
  • Communications
  • FOQA
  • HIMS
  • Hotel
  • Jumpseat
  • Military
  • Payroll
  • Professional Standards
  • Scheduling
  • Stewards
  • Strategic Preparedness Committee


Benefits & Compensation Update

The Benefits & Compensation Committee has compiled the latest information on 2025 retirement contribution limits, income caps, and other key financial planning details that impact Allegiant pilots. From 401(k) strategy and after-tax considerations to IRA limits and Social Security updates, this guide is essential for planning your financial year ahead.

Highlights include:

  • 2025 401(k) contribution limits and matching policies
  • Safe strategies for After-tax contributions and ROTH conversions
  • Income limits for Traditional & ROTH IRA contributions
  • Updated Social Security wage base and tax maximums

Important Disclaimer: This information is for reference only. Always consult with a tax or financial advisor before making decisions. If you spot any errors, please contact Benjamin Phillips for correction.

Visit Benefits & Compensation Committee Update

CIRP Committee Update

In the face of challenging events, it’s vital to recognize that emotional and physical responses are normal — and that no one has to face them alone. The Peer2Peer and CIRP Committee is here to provide guidance, support, and resources when they’re needed most. Whether you’ve recently experienced a critical incident or want to better understand the signs of stress, we encourage all pilots and family members to review this important update.

Visit CIRP Committee Update

Communications Committee Update

We’ve heard from several pilots experiencing issues accessing the apa2118.org website or the mobile app. The Communications Committee has rolled out an improved IT Support Form and outlined clear steps to help members regain access. In addition, we’re reminding all pilots to keep their Union Impact contact information current to avoid missing critical updates.

Visit Communications Committee Update

FOQA Committee Update

The FOQA Committee has observed a notable increase in the frequency and severity of aircraft handling events in the first quarter. Many of these incidents stem from pilot monitoring deficiencies and exceedances, reinforcing the importance of adherence to aircraft limitations and best practices.

Key areas of concern include:

  • High Speed Below 10,000 ft. – Managed speed deviations may occur momentarily, but selected speed descents causing violations are not acceptable.
  • Structural Exceedances – Poor airmanship and insufficient monitoring have led to preventable exceedances. Pilots must maintain awareness and avoid operating at absolute limits.
  • Stabilized Approaches – Stability must be achieved by 500 ft. VMC / 1,000 ft. IMC, with the aircraft in the correct configuration. If stability criteria are not met, an immediate go-around should be executed—no hesitation, no questions asked.

The FOQA Committee urges all pilots to stay vigilant, communicate effectively, and prioritize airmanship to uphold safety standards.

Visit FOQA Committee Update

HIMS Committee Update

The HIMS Committee continues to make strides in supporting pilots and their families through industry-leading advocacy and recovery resources. This April, our team will attend the HIMS Advanced Topics Training Seminar at UPS Flight Operations Headquarters, alongside key industry stakeholders, including the FAA and an Allegiant representative. This event strengthens our efforts to preserve careers and provide critical support for those in need.

Additionally, our partnership with the Company continues to grow, reinforcing the shared commitment to enhancing and protecting the HIMS Program. If you or a loved one are facing challenges with substance abuse or alcoholism, know that help is always available.

Visit HIMS Committee Update

Hotel Committee Update

Your Hotel Committee continues to advocate for quality accommodations and travel arrangements. Here are key updates from our latest quarterly meeting:

  1. Sunseeker Resort: Space-available upgrades for TDY/VBD crews based on seniority (long stays only).
  2. PUJ Overnights for CVG & PIT Crews: New overnight schedules, hotel details, and recommendations.
  3. Hotel Incidentals: You are never required to provide your credit card for room charges—know your rights.

Visit Hotel Committee Update

Jumpseat Committee Update

 

Good news for jumpseaters! FedEx now allows non-FedEx pilots to jumpseat to and from Puerto Rico. We’ve provided key details on flight schedules, listing procedures, and passport requirements for these routes.

Additionally, a reminder for OAL pilots: Allegiant jumpseat listings must be made via MyIDTravel at least one hour before departure. If technical issues arise, gate agents can manually list jumpseaters—and we outline how to ensure that happens smoothly.

Visit Jumpseat Committee Update

Military Committee Update

The Military Committee continues to support our Veteran, Retired, Guard, and Reserve pilots in critical areas such as FAA Medical Certification, VA Disability Concerns, and Military Program mentorship. A recent update to the Military Committee page includes important reminders about Military Leave of Absence (MTLV) submissions and how early planning helps ensure proper staffing and operational efficiency.

Visit Military Committee Update

Payroll Committee Update

 

As we head into summer flying, the Payroll Committee has important reminders regarding pay errors, multi-day trip pay issues, composite line nuances, and how to handle JIRAs effectively. Staying on top of these items is essential to ensure you’re paid correctly and understand how crew payroll processes your trips.

Visit Payroll Committee Update

Professional Standards Committee Update

 

Your Professional Standards Committee has been hard at work, supporting pilots through various challenges, expanding our reach, and reinforcing professionalism across the operation.

  • Assisting with the Fatigue Program and Instructor Pilots
  • New support for International Pilots—contact FO Nick Bordes for assistance
  • Encouraging professionalism and the proper use of AirSMS for fair reporting
  • Reminder to keep CrewMobile name changes professional
  • New Mission Statement added for Professional Standards Committee

Visit Professional Standards Committee Update

Scheduling Committee Update

 

Your Scheduling Committee is working hard to address pilot concerns—despite being a team of just two SFB-based Captains covering the entire pilot group. To better assist you, they ask that all inquiries include essential details like your name, base, seat, employee number, and a phone number for quicker follow-up.

The Committee is also actively seeking volunteers to help support our growing needs.

Visit Scheduling Committee Update

Stewards Update

 

Your Union Steward Team is your first point of contact for contractual guidance, policy concerns, and disciplinary representation. This dedicated group of Captains meets weekly with union leadership to ensure pilots receive timely support. In this update, we introduce your current Union Stewards and share key reminders to help you avoid preventable discipline—from ensuring your medical certificate is uploaded on time to logging aircraft issues properly.

Visit Stewards Update

Strategic Preparedness Committee

 

After four years of negotiations, we have reached a critical point. As the company continues to delay a new contract, it is imperative that our members be further educated on the process in the event an agreement isn’t reached. The Strategic Preparedness Committee (SPC) has been actively fighting for a contract that reflects our worth, but management continues to stall.

Since September 2024, we have:

  • Held nationwide informational picketing
  • Deployed advertising billboards and mobile billboard trucks
  • Engaged in media interviews to amplify our message
  • Voted 97.4% in favor of a strike

Despite our efforts, management refuses to provide a deal that values our contributions. Our patience has run out. In the coming days, we will release the Allegiant Pilots Strike Preparation Handbook, outlining key details should legal self-help become necessary.

Visit Strategic Preparedness Committee Update

 

Thank you again to everyone who contributed to this quarter’s newsletter. Your input helps ensure our members stay informed and connected across the system.

If your committee did not have a chance to submit an update for this edition, it’s not too late—please send it to Josh Martin, Communications Specialist for APA Local 2118 directly, and we’ll make sure it’s added to your committee’s page and shared with the membership. We’re committed to building a stronger, more unified pilot group through consistent communication. Let’s keep it going.

 

In Unity,

APA Teamsters Local 2118

Copyright (C) 2025 Allegiant Pilots Association, Teamsters Local Union 2118. All rights reserved.

You are receiving this email as a member of APA Teamsters Local 2118.

2025 Q1 Hotel Committee Update

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Greetings from your Hotel Committee,

Last week we had our quarterly hotel meeting with travel and I want to give everyone an update on what has been going on system wide hotel and travel-wise.

1) Sunseeker Resort

The company has continued to get a commitment from Sunseeker management to give any TDY or VBD crews staying in Sunseeker a space-available upgrade to the sun suites. This will be done in seniority order for all long stay crews. Single overnight stays are not eligible for the courtesy upgrade. Keep in mind this also means you can be downgraded if the resort somehow sells out and they need the space for revenue guests.

2) PUJ Overnights for CVG and PIT crews.

As you might have seen in the company communication, in order to improve schedule reliability we have begun to run the PUJ trips out of CVG and PIT as overnights. The first crew will be DH down to PUJ the night before and operate the flight home. The second crew will operate the flight down that morning and then DH home. Currently this is showing as a DH home the following day for some reason. There are many flights out that same day as well as the chance that you could be DH on our own company aircraft if there are seats available. I do not have any commitments from travel, however I feel that this second crew would have a good chance of getting home same day in most cases.
I have tried over and over to get an all-inclusive as our primary hotel in PUJ but as we are advisory only, I have not been able to force that as of yet. Currently the primary hotel is the 4 points located 5 minutes from the airport. The pros of this property is the proximity to the airport, and the food is relatively inexpensive. The cons are it is not all inclusive and it is not on the beach. Also in the past this hotel did NOT give us Marriot points. The secondary hotel is the Westin. This is a top notch 4 star hotel and in my opinion the best hotel we stay in regularly system wide. The pros are the proximity to the airport (5 mins as well) and excellent food, as well as being on the beach itself. The cons are that it is very expensive. Unless you have decent status with Marriot in order to get free breakfast, be prepared to pay over $50 for breakfast and much higher for dinner. In the past this hotel DID give us points.
The 3rd level hotels are a mix of all-inclusive resorts I vetted but these are few and far between and I would not expect getting one of them except in rare occasions. There is one “Do Not Book” hotel that I have made Travel aware of. If you get booked into the AC by Marriot (Barcelo) please ask to be moved. In my opinion this is not a safe option as it has no external security and is located in a not so nice location.
Also mentioned in that company communication was the SNA overnights for PVU crews. As of yet I have not been told what hotel we are using there. If you end up on one of these overnights and the hotel is unacceptable please reach out to the hotel committee so we can get involved.

3) Hotel Incidentals

As a crew member you are never required to put your own credit card down in order to check into a hotel. In order to allow this the company has to state that they will cover all charges when booking the room. Occasionally you will have a desk agent tell you that all charges are covered when checking in. This is NOT the case. The company is not responsible for any charges beyond the room rate itself. If you would like to put food and drink (or anything else) you will need to provide your own card for those incidentals. If you do this, please verify at checkout that the room was put on the company card and only the incidentals were put on your personal card.

If you have any further questions or concerns please reach out to your hotel committee at hotel@apa2118.org.

Matt Timpany
AAY Hotel Committee Chair

2025 Q1 Payroll Committee Update

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Here are some reminders before we start summer flying. 

 

Our Union site does have a FAQ section in the Payroll Committee tab, please take the time to review those questions.

 

PAY ERRORS 

Expect to have a pay error come up anytime you are PPSK’d.  A few examples of some of the most recent and common offenders: 

  • Pilot’s duty was canceled for what was an off day pickup, ABG trip falls to PCH.  
  • Pilot’s duty was canceled, 4 hour min day (because it was an RON trip) disappeared and they were left with only the block time. 
  • System not stacking PPSK + OT.  If you are PPSK and SUBSEQUENTLY, on your own accord, pick up an OT trip, pilot to pilot trade, or are awarded a VFN, the ABG pay from this needs to stack on top of existing pay.    

Also expect pay errors whenever you are delayed into a day off or other next day assignment, awarded a VFN on top of existing work, or are reassigned.  

MULTI DAY TRIPS 

As we are in the midst charter season, note that crew payroll’s software is not accurately capturing ABG when going past 11:59 p.m. into an additional calendar day on RON (remain overnight) trips. Once a trip has a 117-rest period, it is classified as a RON trip. With these, there is a 4 hour calendar day (12 am-11:59pm) minimum PCH, so once it goes past 11:59 pm into a second, third or fourth calendar day it is eligible for the highest of block flown/scheduled per calendar day or 4 hours per *each* (not average) calendar day. 2:01 a.m. is specific to whether a pilot is eligible for a comp day and whether those 4 hours from the last calendar day should be ABG or not…this is only applicable if the pilot was supposed to finish before midnight on an RON trip but was then delayed past 2 am into a day off.   

Pay with these trips is frequently wrong. Crew Payroll should be auditing to correct this about a week or two after trip completion, but you must remain vigilant!   

Please note this is for scheduled or actual RON trips and does not apply for our normal day trips. If the trip is PPSK’d, you are still eligible for the 4 hours (minimum) from each day.   In rare cases, the “overnight” may be during the day…this is the case when it is used as 117 rest to reset the duty limits.  

Example : Day 1 – SFB-TLH BWI 

                  Day 2 – BWI-TLH-SFB 

On day 2 the duty off is 11:36pm, if the charter is delayed and you block in any time into day 3 (12:00 am or later), the pilot will be owed 4 additional pch. If it’s delayed past 2:00 am into a day off, then a Comp Day is required and these additional 4 hours of pch shall be abg. 

The 4 hours min calendar day in this example is unique to this pairing and should not be merged with other pairings such as a day trip pairing in the afternoon on the same day the RON trip concludes. If overnight trips are canceled, pay should remain at a 4 hour minimum per scheduled calendar day.  

Additionally, be wary of crew payroll software merging 2 min days into one 8-hour day. This can cause issues particularly if crossing months. For example, a pilot is below guarantee one month and above the other month, or in premium one month and not the other. It has also caused issues with a same day VFN conflict “greater of” rules. Due to the complexity, reference the RON GSA on the union website or feel free to reach out to payroll@apa2118.org for guidance!

COMPOSITE LINES 

We have been noticing an uptick in errors on composite lines. 

  • Pilot to Pilot trades (no matter the donor line type) DO NOT remove ADD days. Please remember the Non-Premium rules when doing these trades. If the pilot you are taking a trip from is under 81PCH the trip will only be ABG for you, not premium (note: it may still show as premium, but it will move upline premium to PREM). Your threshold to earn premium will be moved to a credit threshold higher than 81 pch. Non-Premium column is not pay, it is a place holder to serve this purpose by raising the threshold that ABG rolls to PREM. 
  • VFN awards DO NOT remove ADD days. Junior assignments do not remove ADD days.  

Please note if you do want to pick up open time from the company open time folder in Merlot and you have ADD days remaining on your schedule at the time the transaction is conducted, the company will remove ADD days.  It can get more complicated than this but expect 4 hours of ABG from these pickups to be removed per ADD day removed, with one ADD day removed per 4 hours picked up from OT. The pilot would need to wait until after all add days are removed from his or her schedule to ensure any company OT pickups remain ABG. Note: this also applies to swapping for higher credit trips with open time.  The positive delta removes ADD days and ABG pay is removed. 
 

JIRAs 

Please forward all questionable JIRA replies (any in which they did not fix as directed) to us for triage and we will either fix if crew payroll is wrong or provide clarity as to why crew payroll is correct or provide guidance for a grievance if it is a contested issue. Attach a copy of the latest Tableau pay report and Merlot schedule. 

 

New Crew Payroll Resouces 

The company has updated their resources to educate pilots on how to view your paysheet, what the columns mean, etc.  While it is overly simplistic and does not address the numerous faults and glitches in the pay system, it is a good baseline to understand the pay reports when everything goes right.  It can be viewed at the below link. https://allegiantair0.sharepoint.com/sites/CrewServicesSupport/SitePages/CrewPay.aspx 

Please be vigilant on your pay and always reach out to us via the FAQ feature or Payroll@APA2118.org if you have any questions. We usually answer within minutes. 

Greg Harris and Brandon Wood
Payroll Committee 

 

 

 

 

 

 

2025 Q1 HIMS Committee Update

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We are pleased to announce that on April 9th, our team will attend the HIMS Advanced Topics Training Seminar at UPS Flight Operations Headquarters in Louisville, KY. This event will bring together key stakeholders from across the industry, including representatives from major U.S. carriers, the FAA, Flight Surgeons, and an Allegiant representative.

This seminar provides a valuable opportunity for our volunteers to receive in-depth training while strengthening industry connections. Our goal remains clear: to preserve pilots’ careers and support recovery before it’s too late.

Over the past year, the Union and Company have made significant progress in strengthening our partnership, recognizing that HIMS is a mutually beneficial program—supporting pilots while ensuring the long-term success and safety of our airline.

Support is always available. If you or a loved one have concerns related to substance abuse or alcoholism, please don’t hesitate to reach out.

🚨 You are not alone—help is here.
📩 Contact us anytime at HIMS@apa2118.org.