Confessions of a Union Buster Series 1

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Pilots,
This is how union busting works—and how it’s being used against us today.

The Cravat Coal Story 

In 1983, union buster Martin Jay Levitt was hired to crush a union drive by the United Mine Workers at Cravat Coal. He didn’t win by being smarter or more honest. He won by manipulating workers, dividing them, and turning management into actors in a staged play.

Here’s how Levitt did it:

  • Use the Law Against Workers – Levitt bragged that the National Labor Relations Act, the very law designed to protect workers, could be used to drag unions through endless delays. By slowing everything down, he made workers think the union was powerless and ineffective.
  • Turn Supervisors into Weapons – He gathered foremen, dressed them in jeans to look “relatable,” then sent them out to spread anti-union propaganda. Those who pushed “vote no” got bonuses and perks.
  • Plant Doubt and Division – A few skeptics were all he needed to poison trust. Pro-union miners were harassed, ignored, and forced into conflict. Levitt then blamed the union for the very tension he created.
  • Rig Access to Workers – When the union was supposed to get worker contact info, Levitt tampered with it—giving only initials, leaving out addresses and zip codes. Then management claimed the union had violated privacy by asking for the list.
  • Twist Language – They never said “union members.” Levitt always used “union bosses” to make the union sound like just another layer of management. Meanwhile, the company painted itself as “humble and caring.”

The result? Workers were divided, fighting among themselves, and the company walked away with 298 out of 391 votes—another union campaign crushed.

Sound Familiar? 

Levitt’s playbook is alive and well at Allegiant:

  • Delay, Delay, Delay: Coming up on five years of negotiations, management still says we’re “far from a deal.” They refuse extra mediation sessions, then send emails blaming the Union for lack of progress. Classic stall tactic.
  • Blame the Union: In their August 29th communication, they smeared our comprehensive proposal as a “bankruptcy proposal.” This from the same company that burned nearly a billion dollars on Sunseeker. That’s the real bankruptcy move—not paying pilots industry-standard wages.
  • Manipulate Language: Management insists they’re “committed to a deal that works for everyone.” Yet they reject sessions, reject solutions, and reject progress. Their words don’t match their actions.
  • Sow Division: Just like Levitt used skeptical miners, Allegiant uses “mole” employees to spread doubt and weaken unity. They want us pointing fingers at each other instead of holding them accountable.

The Lesson for Allegiant Pilots 

Levitt admitted: “All we needed were a few skeptics to plant the suspicion among workers.”

That’s the game our management is playing. If they can divide us, they can defeat us.

But if we stand united—every pilot, one voice, one purpose—they cannot win.

We aren’t asking for anything unreasonable. We’re demanding what we’ve earned:

  • Industry-standard pay 
  • Industry-standard working conditions
  • Industry-standard respect

We will not be manipulated. We will not be divided. And we will not settle for less than what every professional pilot deserves.

Final Word 

Don’t fall for these textbook tactics. Levitt’s tricks only work if we let them. The company can stall, they can spin, they can smear—but they cannot stop a united pilot group that refuses to back down.

Stay focused. Stay united.
Ignore the noise. Trust the facts. 

 

In Unity,

Communications Committee
APA Local 2118

Update From Your Strategic Preparedness Committee

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Allegiant Pilots,

As we head into another demanding holiday season, let’s pause to reflect on what we have carried on our shoulders. Through the turbulence of this industry, we—Allegiant pilots—have remained the steady hands keeping this airline in the air. Yet, despite our professionalism and dedication, we continue to work under a contract that fails to reflect our true value in today’s market.

We have now reached a turning point. Allegiant can no longer delay the inevitable. They are out of excuses, and time has run out. We gave this company every opportunity to do right by its pilots. Instead, management chose the path of RLA delay tactics, union-busting propaganda, and the same tired playbook designed to secure the cheapest labor possible. They underestimated us. They assumed we would cave. They were wrong.

The Vote of No Confidence results make one thing undeniable: Allegiant pilots no longer trust management or the board of directors. Despite our sacrifice and professionalism, they have failed us. Period. They have gambled with our careers, our families, and our future. Now is the time to demand accountability.

Management has suggested they want to “reset” this broken relationship. But let’s be clear—the root cause has never changed. The only path to repairing this relationship is delivering what this pilot group has earned and deserves: an industry-standard contract that reflects our worth in today’s market. Nothing less will suffice. Equally important, this management team must end its toxic behavior toward pilots, learn to show genuine respect, and treat us as the professionals we are.

We know our value. We have been more than patient. And now—our patience has run out. 

In the weeks ahead, our national campaign will accelerate, bringing our fight into the spotlight of our industry and the financial markets. The Strike Preparedness Committee will continue supporting our Negotiating Committee with one objective: to secure a contract by year’s end that honors the sacrifice and skill of every Allegiant pilot.

This is our contract. This is our career. This is our time.

Stay focused. Stay united. 
Ignore the noise. Trust the facts.

Together, we will win what we have long deserved.

 

In Unity,

SPC Leadership Team
APA Local 2118

Trustee Update – September 29, 2025

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Allegiant Pilots,

Today, a combined Notice of Nomination Meeting and Notice of Officer Election was mailed to you. That notice can be found on APA2118.org, under the Elections tab – Officer Elections.

We have received some emails inquiring about how to maintain good standing after September 2025 if you drop below 70 PCH in a month or if you are on a LOA.

Good Standing and Continuous Good Standing.

To be eligible to participate in the Nomination Meeting, a member needs to be in good standing through the month preceding the Nomination Meeting, which will be September 2025. General Secretary Treasurer, Fred Zuckerman, informed the Local that the General Executive Board has granted our request for a waiver of Article X, Section 5 (c) of the International Constitution. This allows for a zero-correction of all delinquent dues and will reflect all members in good standing to participate in the Nomination Meeting.

To be eligible to vote in the election and have it counted, a member must be in good standing through November 2025 (the month preceding the election).

To be eligible for election to any office in this Local Union, a member must be in continuous good standing for a period of twenty-four (24) months before the month of the Nomination Meeting. Due to the previous mismanagement of the Local Union on September 8, 2025, General President O’Brien, in accordance with Article II, Section 4(h), granted a waiver of the 24-month good-standing requirement for members who had been on dues checkoff since July 2023.

How It Applies To Members

Due to the previous mismanagement of the local, the GST has granted forgiveness for all delinquent dues through September 2025. Once dues are received from Allegiant for October (October’s Dues will be received in November), delinquent dues letters will promptly be sent out via email and USPS. (Please ensure that the local has your most current address and email address.)

Members will have two options to pay the difference for any delinquent dues:

  • DocuSign document that provides permission for Allegiant to deduct delinquent dues from the following month’s payroll
  • Mail the check to the local directly, and it must be received by the last day of the month to remain in good standing.

If you drop below 70 hours in a month, you owe the difference to remain in good standing.

Understanding How Dues Become Delinquent:

  • If there are monthly earnings, members are responsible for remitting dues calculated as follows: Hourly Rate x 70 Hour Min Guarantee x 1.56%
  • If there are no monthly earnings, minimum dues shall be calculated as follows: $57.67 x 70 min guarantee x 1.56% = $62.98

As an example, if you started a medical LOA in August, for the months of October and November, you would need to pay $62.58 per month to participate in the December election. Per the General Secretary’s letter, you will be able to participate in the Nomination Meeting.

If you do not wish to participate in the Nomination or Officer Elections and are on a non-military LOA, you may request a Withdrawal Card.

Any members on non-military LOA will be presented with the opportunity to remit minimum dues to remain in good standing if they have not requested to be issued a Withdrawal Card.

Fraternally,

Greg Unterseher, Trustee
APA Local 2118

Negotiating Committee Update – September 26, 2025

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Fellow Pilots,

This week, the parties conducted 3 days of mediation at company headquarters in Las Vegas. As previously reported, the Union sent the Company its second comprehensive proposal on September 12, 2025. The Company did not provide a comprehensive counterproposal to the Union.

The parties negotiated over previously deferred items in Section 9 – Vacation and Section 10 – Sick. The Union presented a packaged settlement proposal that would immediately close out both sections; the company rejected both proposals. The company additionally re-proposed language that they originally passed in 2022. Both Sections remained open at the conclusion of mediation.

The Union proposed necessary revisions to Section 24 – Union Business to bring the Section into alignment with current Union practices and requirements. The Company proposed revisions to Section 18 – Grievance Procedure and Section 19 – System Board of Adjustment. The parties reached agreements on these Sections resulting in updated Tentative Agreements, which will be finalized next week. No other agreements were reached.

With respect to ongoing costing efforts, the party’s subject matter experts attempted to discuss the cost of their respective proposals. Although the Union fully costed its comprehensive proposals, the company admitted that they have failed to provide the Union with requested, verifiable information about the cost and cost drivers of their own proposals.

While their costing details remain outstanding, the company did provide a total value for the “new money” they have thus far been willing to allocate to a new pilot contract. This increase from current book value would be materially less than they wasted on constructing and operating the failed Sunseeker Resort over the course of a 5 year contract.

The company indicated that they would like to “reset” the disastrously combative labor relationship it currently maintains with the Union and its pilots. Your Negotiating Committee made it clear that the pace of negotiations are completely unacceptable and the company must do the heavy lifting to repair the relationship. We also made it clear that we have every intention of reaching an agreement on all remaining sections before the end of the year. Only the company’s maximum effort to reach this objective can repair this relationship. We look forward to a change in behavior, both at the bargaining table and beyond, that will settle this agreement by year’s end and grow our airline.

In consideration of the previous conversation, the Union and Company jointly agreed to meet outside of mediation for a virtual negotiating session on October 6th, 2025 to focus on Section 1 – Scope. The parties will resume mediation in Washington, DC on October 22nd, 23rd and 24th, 2025.

Thank you for your continued support.

In Unity,

Captain Joshua Allen
Negotiating Committee Chairman

Captain Jay Killen
Pilot Negotiator

Captain Brad Keller
Pilot Negotiator

Captain J.R. Lynch
NC Chief of Staff

Captain Jim Cole
Recording Analyst

Trustee Update – September 20, 2025

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Allegiant Pilots,

Nomination Meeting and Officer Elections, Delegate Elections

We have contracted with a new election provider, Merriman River Group, to conduct our Nomination Meeting and Officer Elections. Additionally, Delegate Elections for the International will be next year, and we have formally submitted our Election Plan to the Office of the Election Supervisor. There will be separate tabs on our APA2118.org website that will serve as an electronic bulletin board for both elections.

Timelines

The Union will be sending out a combined Notice of Nominations Meeting and Notice of Officer Elections. This will be a mail ballot – the timelines will be as follows:

September 29, 2025 – Combined notice of Nomination Meeting and Officer elections mailed.
October 28, 2025 – Nomination Meeting to be held in person in Las Vegas, via Zoom, and with a mail-in option.
November 7, 2025 – Officer ballots mailed.
December 17, 2025 – Election ballot count.

Good Standing and Continuous Good Standing.

To be eligible to participate in the Nomination Meeting, a member needs to be in good standing through the month preceding the Nomination Meeting, which will be September 2025. Today, General Secretary Treasurer, Fred Zuckerman, informed the Local that the General Executive Board has granted our request for a waiver of Article X, Section 5 (c) of the International Constitution. This allows for a zero-correction of all delinquent dues and will reflect all members in good standing to participate in the Nomination Meeting.

To be eligible to vote in the election and have it counted, a member must be in good standing through November 2025 (the month preceding the election).

To be eligible for election to any office in this Local Union, a member must be in continuous good standing for a period of twenty-four (24) months before the month of the Nomination Meeting. Due to the previous mismanagement of the Local Union on September 8, 2025, General President O’Brien, in accordance with Article II, Section 4(h), granted a waiver of the 24-month good-standing requirement for members who had been on dues checkoff since July 2023.

Bylaws Section 17 Dues and Initiation Fees, Explained

Dues: The monthly dues of this organization shall be 1.56% of all earned income.

This amount is deducted by Allegiant (Dues Checkoff) and sent to the Local monthly.

The minimum monthly dues of this organization shall be calculated on the basis of the formula set forth in Article X, Section 3(d) of the International Constitution. In no event shall monthly dues be less than the minimum established in the International Constitution.

This amount is what you owe every month to remain in good standing, and is based on a 70-hour guarantee at your longevity rate and status (Captain or First Officer). This is also the amount the Local Union bases its Per Capita tax of 22% and pays to the International. 1.56% dues paid on earnings above guarantee are kept entirely by the Local Union.

If you drop below 70 hours in a month, you owe the difference to remain in good standing.

Following is the calculation for minimum dues:

The monthly dues for members who are not on withdrawal as provided in Article XVIII, Section 6 of the International Constitution and have no monthly earnings while on a personal leave of absence from employment shall be 1.56% of the lowest minimum guarantee multiplied by the lowest pay rate then in effect under the collective bargaining agreement.

This is the rate that a pilot would pay to remain in continuous good standing for the purpose of running for an Officer Position, currently, $62.98 a month while on a LOA per Article II Section 4 of the International Constitution. Pilots on a Military LOA are exempt from this provision while on orders longer than 30 days and not more than 24 months per Article II Section 4 (a) (4)(a).

The Notice you receive will have more information on dates and times to request replacement ballots, and how to participate in the Nomination Hearing via Mail or Zoom.

Fraternally,

Greg Unterseher, Trustee
APA Local 2118

Communications Committee Update – September 11, 2025

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Fellow Pilots,

On September 4th, 2025, Allegiant finalized the sale of the Sunseeker Resort to Blackstone Inc. for $200 million. This project cost the airline over $1 billion. The so-called “Best in Class” Board of Directors and C-suite personnel recovered what was initially thought to be around 28¢ on the dollar—but that figure doesn’t include closing costs, according to the SEC filing.

In reality, what cost the airline more than $1 billion will now return less than 28¢ for every dollar spent. Even more disturbing: none of the proceeds will go toward pilots. Not toward your retention bonus, not toward your retroactive pay, and not toward your new contract. Per the terms of the senior secured note, these funds may only be used to pay down debt or for other general corporate purposes. After applying the less than $200 million toward Sunseeker’s debt, Allegiant Travel Company will still owe more than $300 million related to this failed venture.

Ask yourselves: What kind of management team awards itself millions in bonuses while furloughing pilots?

  • What would our daily operations look like if that billion dollars had been invested into the airline instead of the doomed Sunseeker project?
  • Would we already have a fair contract?
  • Would we be growing instead of stagnating?
  • Would management still be claiming pilots are “bankrupting” the company with a fair deal?

Our Executive Chairman and his handpicked board of directors have always loathed pilots.

“Going forward we and the industry will be paying more for the same product”. Maurice J Gallagher Jr. 2023 Letter to the Shareholders. 

The Board of Directors may see you as a “product” or a “part number,” but you are what makes this airline work. Without two pilots, this “travel company” won’t generate a dime of revenue. It’s time to hold them accountable—because the next “pet project” they chase could actually bankrupt the airline.

You’ll receive the Vote of No Confidence survey email on Friday. Please take 5 minutes to let management know we are not part numbers or product. This is your chance to let management know we do not have any confidence they can navigate the treacherous waters in which they have placed us in.

Q: What’s the purpose of a Vote of No Confidence? 

A: A Vote of No Confidence is a legitimate tool unions use to inform stakeholders that senior management has lost the support of those they are supposed to lead. In recent years, EasyJet, PSA, and Southwest have all issued VONCs to remove ineffective leadership.

EasyJet VONC
SouthWest VONC
PSA VONC

 

In Solidarity,

Captain Kevin Winter
Communications Committee

Trustee Update – September 10, 2025

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Allegiant Pilots,

Last night we received approval of the amended bylaws from General President O’Brien, HERE. Final Approved Bylaws HERE.

We are meeting tomorrow with our vendor regarding the timelines and process for Nomination Meeting(s) and Officer Elections. A combined notice of nomination and officer election will be mailed at least 20 days before a Nomination Meeting. Will be publishing the timelines for both the Nomination Meeting(s) and Officer Election by the end of next week.

A tab will be created this week on apa2118.org that will contain all nomination and election guidance and resources.

Fraternally,

Greg Unterseher
Trustee, APA Local 2118

Communication Committee Update – September 6, 2025

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Brothers and Sisters,

We built this airline. A decade ago, most people had never even heard of Allegiant. Through our hard work and unity, we helped turn it into a recognizable name, an airline families rely on. That pride should have carried us forward. Instead, it has been squandered.

Mismanagement at the Top

Time after time, Allegiant executives chose to spend hundreds of millions on ill-advised side projects instead of investing in the airline. Over $1 billion was funneled into failed ventures like the Sunseeker Resort, which was then sold at a 70% loss, while those responsible for safeguarding the future of our airline left the controls unattended. The Sunseeker investment alone could have funded industry-standard pilot pay and working conditions for many years, yet our pilots are nearly 5 years into negotiations with no new contract.

Now, the same executives who grossly mismanaged our airline claim that they “can’t afford” a fair, industry-parity contract. Let’s be clear: Allegiant Pilots are among the worst paid in the industry, by a wide margin, while our company clearly has the ability to afford a new contract. The math simply doesn’t lie—but management and their excuses do.

“Bankruptcy” – The tired and lazy battle cry of inept managers

The company says our contract proposal would “bankrupt” them. That is beyond absurd.

If Allegiant truly cannot afford a fair contract while our pilots continue to deliver industry-leading performance and profits, then this management team has proven it is not competent nor worthy to lead this airline. Period.

Let’s not forget:

  • The same executives responsible for the billion dollar Sunseeker debacle still received millions in bonuses. Interestingly, there were no claims of “bankruptcy” then.
  • Allegiant took millions in taxpayer grants during COVID to keep the airline afloat and preserve jobs — and they still furloughed pilots anyway. Real leaders eat last.
  • They’ve enjoyed nearly 5 years of discounted pilot labor while wasting profits — even after the Union saved them from total operational collapse with the retention bonus. Enough is enough.
  • This is not about affordability. This is about priorities—and they have chosen everything but their most important asset — pilots. Without you, there are no flights, there are no ticket sales, there is no profit, there are no executive bonuses. Without your labor, this airline is completely grounded.

Vote of No Confidence – It Matters

We have seen enough mismanagement and abuse to know that a leadership change is necessary to save our airline. Our Vote of No Confidence (VONC) sends an undeniable message to the public:

  • We reject excuses
  • We reject a lack of accountability
  • We reject financial mismanagement
  • We reject substandard pay and working conditions

Given the current state of affairs, we must take the difficult but necessary step to do as our brothers and sisters at American Airlines and Southwest before us. VONC is an effective statement to the public that the same pilots who deliver industry-leading operational performance and profits demand accountability from the managers who benefit from our efforts.

Stand Together. Stand Strong. 

This is our moment to unite. Division is exactly what management wants—it buys them time. But together, as one, we cannot be ignored.

Brothers and Sisters, our actions from here on out are not just symbolic—it’s a declaration. A declaration that Allegiant pilots will not tolerate poor leadership. A statement to the public that we will no longer be taken advantage of. Our profession demands honesty, respect, and true leadership. The Board of Directors, CEO, and senior leaders of this airline have demonstrated a lack of all 3.

Management supports a Union decertification drive, yet the only ones who need to be “decertified” are the failed executives and directors blindly leading our airline off a cliff. Their time is up. Your voice and vote matters. Stay focused. Stay united. Ignore their fuzzy math. Trust the real facts.

In solidarity,

Captain Robert Skiles
Communications Committee Chairman
Teamsters Local 2118

Negotiating Committee Update – August 30, 2025

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Fellow Pilots,

“If the facts are against you, argue the law. If the law is against you, argue the facts. If the law and the facts are against you, pound the table, scream like crazy, and hope for the best”. -Unknown

Management must be the original author of this quote as their latest communication is the truest reflection of it. By now, you have had the time to read and digest management’s latest negotiations update. Some may be perplexed by management’s tone which, even for this management team, was decidedly more immature and incendiary than usual. If you consider the way that management was summarily embarrassed and delegitimized over the course of the last few days, you can better understand their reaction in an email that they likely wish they could take back. Worthy of note, not a single “company negotiating team” member was willing to put their name on or take ownership of their written masterclass of self-inflicted humiliation.

This week, the parties focused on costing. The company’s “costing analysis” was flat out wrong and embarrassingly so. Management’s analysis is so outlandish that it is impossible to believe that it was produced by a trained professional. Our economist credibly demonstrated that the company’s “analysis” was riddled with either amateurish errors or intentional falsifications. On average, individual item costs were inflated by more than 50% — with some exaggerated as high as 99%. Some of the more ridiculous statements that we heard from the company’s negotiators include:

“I think we were too aggressive in assuming that 100% of all sick time would be used.”

For perspective, management’s math shows that the cost of the Union’s proposal would somehow be hundreds of thousands of dollars more per pilot per year than industry-leading contracts on a relative basis. The company’s “work” is an insult to common sense. Their analysis had little factual basis to be deemed credible analysis, and the Union unequivocally demonstrated this fact. If this analysis was the same used to green light the Sunseeker Resort, we now better understand why it resulted in a colossal failure.

There was little room for disagreement with the Union’s analysis. When confronted with the facts, management was forced to painfully admit their errors in their own costing fantasy. They had no choice but to admit that they double-counted certain items and were “too aggressive” in costing numerous others. They were wrong and perhaps deliberately so. Avoiding accountability is one of management’s core values, so admitting their substantial errors, which our economist proved are material, must have been painful. Even still, management flat out refused to provide the Union with all of the requested information and data that their analysis is based on, including the formulas and assumptions it used to create such ridiculous numbers.

To further exaggerate the Union’s position, management has reversed its position and now claims that the retention bonus is a “cost” of the Union’s proposal. This is in direct contrast to their previous statements that the money was already “banked” away, accounted for, responsibly set aside and waiting to be paid. Apparently but unsurprisingly, this isn’t true. In fact, in the last few weeks the company quietly made a small, yet material change to the verbiage of your retention bonus emails that all but confirms this.

“Please find below an update on the retention bonus the company is banking for you until we achieve the ratification of a new collective bargaining agreement…” July 2025-previous

“Please find below the estimated retention bonus amounts the company is accruing based on your Position and Longevity…” August 2025.

This subtle but material change from “banking” to “accruing” exposes the truth: management, including the CEO, will spin any story necessary to suit their narrative. The Union’s prior concerns regarding the bonus are sustained. In a most magnificent display of financial ineptitude, it appears management never actually “banked” anything to prepare for the day they would actually have to pay the bonus. They are now using the $200M+ retention bonus payment, which they should have responsibly set aside, to further pad their already inflated claims of the Union’s proposal cost.

Management falsely claims that the Union’s Negotiating Committee told the company to “sell planes” to pay for the contract. That is a lie. When the company claimed that Allegiant was in a weak financial position, our economist held management accountable for CEO Greg Anderson’s own statements to our pilots regarding the financial condition and liquidity of the airline. In part, we read verbatim:

“Allegiant currently maintains over one billion dollars in available cash, as well as an additional billion dollars in fleet value that can be leveraged if necessary, demonstrating that the liquidity is there to fund your full retention bonus, which sits today around $160 million.” -Greg Anderson, CEO

Predictably, they retreated to the tired “bankruptcy” trope that they use as an excuse to delay a contract. To claim bankruptcy for a cost less than what management wasted on Sunseeker and other ridiculous pet projects is an insult to the dedication and hard work of every pilot on this property. Regardless, it was management who presented the idea of selling airplanes and “burning the furniture” to pay for the contract. Shockingly, the company’s negotiating team then completely threw their CEO right under the bus — and then drove over him when he was down just to be sure — by summarily dismissing Anderson’s referenced statement to pilots and claiming those numbers can’t be relied on and are misleading, in part because the one billion dollars in cash isn’t actually “available” (even stating “you know how these things go.”) After being humiliated, attacking the person who signs your checks appears to be management’s logical escalation.

In their update, management goes even further by implying that the mediator is on their side (in fact, mediators are neutral) and using thinly veiled attacks by repeatedly referring to “the Trustee and his appointed negotiators.” Appointed, elected, or otherwise is of no relevance to the company. It is clear that management is (now openly) advocating for the replacement of your Union representatives, and certainly not because management has your best interests at heart. Their only hope now is for a negotiating committee that they control who will kowtow and endorse a substandard contract. Questioning the method by which the Union selects committee members is a black and white attempt to interfere with internal Union affairs. This level of desperation has not been previously seen during these negotiations.

Despite their public temper tantrum, at the bargaining table management admitted that their costing analysis was wrong in many areas and thus not credible. After years of refusing to do so when requested by the Union, and being held accountable for their material misrepresentations, it was management who suggested on Friday that their costing expert should meet with ours “in person, with their laptops out.” The Union is happy to oblige.

Late in the evening on Friday, the company sent a comprehensive proposal to the Union. The mediator has requested that both parties refrain from discussing the particular details of the comprehensive proposal publicly until after the next mediation session. The Negotiating Committee will comply with the mediator’s request, but to temper any expectations, refer to the company’s last comprehensive offer from June 2024 for insight into what we received.

We hope that we have finally put the remaining rumors about the company’s bargaining behavior to bed, including:

“If the Union gives the company a comprehensive, management will negotiate much faster.” or “The Union is always unprepared and hasn’t costed anything.” or “The company will give you whatever you want, it’s your Union that won’t negotiate and ask for it.” or “Your retention bonus is set aside and already accounted for. It doesn’t affect bargaining.”

Management’s message exposed their true objective – avoid a new contract as long as possible, undermine the Union, and keep you working under an outdated contract for as long as possible. Regardless, the company’s desperation messaging and divide and conquer tactics simply won’t work.

Management is out of time, out of excuses, and running low on options. Their communications will be louder, more personal, and more targeted, as the company desperately tries every possible option to break you. They will do it themselves or use their proxies to attack you and your NC publicly. Don’t fall for it.

What’s Next: Mediation will resume in Las Vegas the week of September 22. Before then, the company’s costing expert and the Union’s economist will meet in-person as previously discussed. The Negotiating Committee remains prepared and dedicated to your goal – securing the long overdue contract that the Allegiant pilot group deserves and will receive through our collective strength and unity.

We will keep you updated with any new developments. Thank you for your support!

By Name and In Unity,

Captain Joshua Allen
Negotiating Committee Chairman

Captain Jay Killen
Pilot Negotiator

Captain Brad Keller
Pilot Negotiator

Captain J.R. Lynch
NC Chief of Staff

Captain Jim Cole
Recording Analyst

Trustee Update – August 29, 2025

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Allegiant Pilots,

On the eve of Labor Day weekend, I want to offer my sincere appreciation for the volunteers who have stepped up and leaned into your representation; helping rebuild your local and its governance, fighting for a fair contract, all the while taking bullets from the company and its proxies for simply doing what every other trade unionist does – fight for our professions integrity and fair treatment.

Thanks to a dedicated effort by the Bylaws committee, we reached a milestone this week with the ratification of your Bylaws. The next step will be nominations for the Executive Board and Officer elections. We expect having those timelines published once the Bylaws are accepted by the General President.

The guidelines are published HERE.

 

Fraternally,

Greg Unterseher
Trustee, APA Local 2118