Regional Q&A Zoom Meetings – APA 2118 Bylaws

/by

Fellow Allegiant Pilots,

Greetings from your bylaws committee. We are writing to announce that we will be holding several informational and Q&A meetings this coming week to help insure that everyone has all the information they need to make an educated vote in the upcoming bylaws referendum. The hope is that by having several smaller meetings with bases grouped generally by region that more pilots will have the chance to speak and have their views and questions heard and answered. It also allows us to set up more convenient times for the zoom meetings as we can group respective time zones of bases together. Of course any pilot from any base is welcome to join any meeting they like. The information we disseminate will be the same, only the Q&A portion will differ.

 

The groups and meeting times will be as follows:

 

Tuesday, August 5th – 6:30 PM EST
REGIONAL BYLAWS Q&A – THE SOUTH
AVL, BNA, FLL, PGD, PIE, SAV, SFB, TYS, VPS

Tuesday, August 5th – 8:00 PM EST
REGIONAL BYLAWS Q&A – THE WEST
BLI, IWA, LAS, LAX, PVU

Wednesday, August 6th – 6:00 PM EST
REGIONAL BYLAWS Q&A – THE NORTH
ABE, ATW, CVG, DSM, FNT, GRR, IND, PIT

 

In solidarity,

Dean Rodgers
ATW Captain – Bylaws Committee

Kevin Leach
PGD Captain – Bylaws Committee

APA Teamsters Local 2118

SPC Update: Allegiant Pilot Strike Handbook

/by

Fellow Pilots,

Today, we are sharing the Allegiant Pilot Strike Handbook—a critical tool in preparing for what we hope never comes, but must always be ready for: a strike.

We know how frustrating this process has been. Four years post-amendable, while inflation surges and the company takes massive, self-induced financial hits, management continues to exploit every tool under the Railway Labor Act to stall negotiations. This is not incompetence—it is strategy. They aim to exhaust you, divide us, and pressure you into accepting less than you deserve.

But it’s not working.

You have shown up—day in and day out—flying safely and professionally, despite being the lowest paid pilots in the industry. You have worn your Teamsters lanyards, badge backers, and “Ready to Strike” bag tags with pride. By doing this, you show us we are brothers and sisters in this fight together without ever saying a word. You haven’t bought into the false promises or the divisive tactics. You’ve stood together. That unity is our greatest weapon.

Make no mistake: a credible strike threat is the only thing that moves negotiations forward. And credibility requires preparation and unity. The handbook, along with the previously released Families and Finances document, contains everything you need to be ready—both personally and professionally. Review it carefully. Know it. Keep it close.

The SPC’s job is to ensure we are ready if management pushes us to the brink. To be clear, we don’t want to strike—but if we must, we will be ready.

Your SPC team includes over 120 volunteers from every base in the system. Most of you have been assigned a Primary and Alternate SPC Rep from your base—your local point of contact for all strike-related questions. If you have not heard from them yet, you will soon.

Call for help

Candidly, LAS and IWA remain understaffed and pilots in those bases are not assigned Reps as of yet. If we absolutely must, we will assign your Reps from bases where we have extra volunteers. That’s our least preferred option. We need you. We believe your SPC rep should be someone you know and trust—not a stranger from across the country. If you’re willing to stand up and help lead your base through this critical phase, email us at spc@apa2118.org.

Do not wither and fear the fight. Together, we will not be broken. Together, we will win. Stand with us.

Family & Finances Information

APA 2118 STRIKE HANDBOOK

You must be logged in to access the docs. If you need help with your login, please contact jmartin@apa2118.org for assistance.

 

In Unity,

Captain Aaron Adrian
Strike Preparedness Committee Chairman
Teamsters Local 2118

Negotiating Committee Update – July 28, 2025

/by

Fellow Pilots,

Today the Union and the Company met with the NMB Mediator to review and discuss the Union’s July 16th, 2025, comprehensive proposal. The Union answered all the Company’s preliminary and section specific questions at the meeting. An additional mediation session was scheduled for August 4. We look forward to answering any remaining questions at the August 4th session followed by negotiations over open items to achieve a complete tentative agreement.

The parties will also reconvene for mediation on August 25, 28 and 29. The mediator is also working with the parties to schedule September dates.

We will provide you with an update following the August 4 mediation session.

 

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

Bylaws Committee Update – July 25, 2025

/by

Fellow Allegiant Pilots,

The ballots for the bylaws vote are mailing out today (Friday, July 25), and you should receive them shortly.

If you’ve moved recently or have a new mailing address, please take a moment to provide your current mailing address. For those who already submitted, thank you! We have a simple survey form to capture this info.

Pilot Mailing Address Update For Local 2118

We are also happy to release an updated final version of the bylaws. Due to some extra help by fellow pilot Brian Collins who took the time to thoroughly review the bylaws, we identified a reference to elected officials serving as business agents that should also be removed. Thank you to Brian for the assist, we have struck that line! This does not materially change anything with the intent of the bylaws, but does avoid a conflicting statement. We really appreciate Brian taking the time to read and digest the bylaws, and hope others can also take the time to read it. This revision is shown below, and also attached are updated copies of the bylaws, and full revision document for review.

13.A.2. Establish the salaries for the officers, Business Agents, and employees of the Local Union and establish the allowances, direct and indirect disbursements, expenses and reimbursement of expenses for those individuals. Changes in the salaries, allowances or expenses of the officers, employees and Business Agents shall be specifically set forth in the minutes of the Executive Board meeting at which such changes are approved. The minutes shall also reflect whether any officer who also serves as a Business Agent receives a salary, allowance, or expense in his officer capacity or in his Business Agent capacity. Policies establishing benefits, including, but not limited to, sick leave, vacation, travel, and car allowances for officers and employees, as well as Flight Pay Loss and lost time wages, shall be written and compiled in a Policies and Procedures Manual maintained and updated by the Executive Board. The Local Union Executive Board may establish a dues checkoff procedure for Local Union officers and employees belonging to this Local Union;

Over the next few weeks Kevin and I will be hosting zoom webinars in various bases to help answer any questions you have regarding the bylaws and what has changed. The dates for these zoom webinars will be following shortly. In the meantime if you have any questions or concerns regarding the bylaws, please do not hesitate to reach out at bylawscommittee@apa2118.org.

 

APA LOCAL 2118 BYLAWS

CHANGES TO BYLAWS

VOTING NOTICE & INSTRUCTIONS

 

In solidarity,

Dean Rodgers
ATW Captain – Bylaws Committee

Kevin Leach
PGD Captain – Bylaws Committee

APA Teamsters Local 2118

UNITY Podcast – Episode 1

/by

Brothers and Sisters,

As we continue through a critical phase in our journey toward a stronger contract and a better future for our pilot group, I want to take a moment to recognize an important truth: trust doesn’t come from titles or positions—it’s built through transparency, accountability, and honest conversations.

We’ve heard the questions. We’ve seen the concerns. And we understand that some of our fellow pilots have doubts about our direction, our leadership, and our union. Rather than dismiss those concerns, we want to address them openly.

That’s why we’re launching a new podcast series designed to provide straightforward updates and insight into where we are as a union and where we’re headed. In the first episode, I sit down with Trustee Greg Unterseher to ask the questions that many of you have been asking—questions that deserve honest answers.

UNITY Podcast Episode 1

This podcast isn’t about politics or posturing. It’s about clarity. It’s about communication. And it’s about making sure every pilot has the information needed to make informed decisions.

We may not always agree on every issue, but I believe we all want the same thing: a better contract, a stronger voice, and a more unified pilot group. If we can approach these discussions with respect, curiosity, and a shared commitment to the truth, I believe we can move forward—together.

Thank you for your continued professionalism, your feedback, and your willingness to engage.

In Solidarity,

CA Robert Skiles
Chairman, Communications Committee

Bylaws Committee Update – July 18, 2025

/by

Fellow Allegiant Pilots,

The ballots for the bylaws are currently being printed and scheduled to be mailed next week by BallotPoint. From the date these ballots are mailed you will have thirty days to vote and return your ballot. Below is a link to the directions from BallotPoint on how to fill out your ballot.

Again, I urge you all to recognize the importance of your vote, being educated on the material, and to understand that voting is the single most important and direct way to participate in the affairs of your union. Please do not hesitate to reach out to us at bylawscommittee@apa2118.org with any questions. If we need to clarify something, please let us know so that we can do so for all pilots.

 

APA LOCAL 2118 BYLAW VOTE
VOTING NOTICE & INSTRUCTIONS

 

In solidarity,

Dean Rodgers
ATW Captain – Bylaws Committee

Kevin Leach
PGD Captain – Bylaws Committee

APA Teamsters Local 2118

Replay: Trustee Update Webinar – July 15, 2025

/by

Bylaws Committee Update – July 16, 2025

/by

Fellow Allegiant Pilots,

Kevin and I have worked hard to revise and iron out these bylaws, and I am proud of what we have been able to accomplish. We have made many improvements that we ourselves identified by scouring through each page line-by-line, and additionally, every possible change requested by the pilots with the exception of that which would violate or contradict the constitution, or those that would structurally change the finances of the local. Kevin and I believe the latter to be more appropriately handled by an elected executive board carrying out representation of the pilot group. This is not to diminish their importance, but to allow the democratic process to take place. Nominations and elections are upcoming, and I urge you to make yourself and your concerns heard to the nominated officers, vote accordingly, and let elected representatives carry out your directives. This process of being heard and represented is exactly what all of you deserve, and what Kevin and I have been working hard to ensure you have an opportunity to carry out.

By far the most common thread we have heard regarding bylaws, is the desire to have autonomy and control of our own local. Please consider that in order to have control, you must take the controls and take the time to participate in its affairs. These bylaws are a critical step to move forward out of trusteeship, and into elected leadership, something we all surely can agree is a positive direction. This document is 35 pages. That is 13 pages shorter than The Tale of Urso Brunov which I read to my four year old son last night. Please take the time to read through the bylaws for yourself, and come to your own conclusion on its efficacy. Please take the time to open your ballot and participate in the direction of your local. If you, like me, want this local to be under our own control, then we need to come together and take the time to make it so.

The ballots for your bylaws vote will be sent out shortly. If you have any questions, concerns, clarifications, or just want to discuss the bylaws and what we’ve changed and why, reach out to bylawscommittee@apa2118.org. This address goes directly to only Kevin and I, and we’d be happy to respond. If we don’t have an answer to something, we can reach out to the lawyers at international and hopefully learn something right along with you.

You can expect additional zoom webinars to be scheduled shortly in order to further discuss and answer questions regarding these proposed bylaws.

Bylaw Changes Rev 14 Final Draft

APA 2118 Bylaws – Rev 14 Final Draft

 

In solidarity,

Dean Rodgers
ATW Captain – Bylaws Committee

Kevin Leach
PGD Captain – Bylaws Committee

APA Teamsters Local 2118

Negotiating Committee Update – July 16, 2025

/by

Fellow Pilots,

As you know, the Negotiating Committee has made the decision to pass a Comprehensive Proposal to the company. That proposal has officially been delivered.

Up to this point during negotiations, the Negotiating Committee’s core principle was to avoid concessions and protect or improve current working conditions and quality-of-life (QOL) prior to negotiating economics. This is standard bargaining strategy and is designed to prevent management from withholding increases in compensation until the Union makes work rule/QOL concessions. Our approach was not developed in a vacuum. Management negotiators, on many occasions, have told us that the pilots will pay for a portion of their compensation increases through scheduling concessions.

Despite management’s resistance, and within a very limited amount of mediation time (approximately 30 days of mediation over 15 months), the Union secured agreements on Section 14 – Hours of Service and Section 16 – Reserve and approximately 50% of Section 15 – Scheduling. We are now three mediators and over two years into the mediation process. After multiple efforts, including a lengthy “supposal” bargaining process and numerous small group meetings, the company continued to demand scheduling concessions resulting in an impasse on schedule solves. At the same time, management repeatedly insisted they could not make progress without a comprehensive proposal.

In April 2025, after four years of negotiations, the Union requested a status meeting and proffer of arbitration due to the company’s intractable position on scheduling. With discussions on scheduling and quality of life at a standstill and given the 10+ year history of labor disputes over scheduling at Allegiant, we believed the logical next step was to make our case to the NMB that we were at an impasse. In June, almost two months after filing, we received a letter from the NMB stating that we were to continue mediation while our request would “continue to be considered.” Subsequently, the mediator offered the parties three hours of virtual mediation on July 28, approximately a month after notifying the Union to continue mediation. The next available date(s) after the July virtual meeting are tentatively (i.e., “maybe”) in the last week of August. One three-hour virtual session in a month, and the possibility of a few additional dates in August is UNACCEPTABLE.

The NMB has not, and likely will not, have sufficient availability for the parties to get a deal done soon. Throughout the last 15 months, the NC has consistently asked the company to meet more often. If the company wanted to get a deal done, they would have taken us up on that offer. We will not get the contract done if we only meet three days a month. Even Maury told us in the past that a contract will not get done meeting once a month. The company knows this.

Having made significant improvements in both Sections 14 and 16 and agreeing in principle to many of the concepts in Section 15 we were at an impasse. We believe that the next logical step is to package the remaining open items into a comprehensive proposal for presentation to management. This proposal will either provide a basis for significant strides towards completing the agreement or strengthen our case that we are at an impasse. The company has told us on numerous occasions that without a comprehensive proposal they will not agree to any of the major outstanding scheduling items. You will soon find out if the company’s repeated claims (that they are willing to quickly move forward to reach an agreement on a CBA after receiving a comprehensive proposal) are true or just another management lie.

It’s time for the company to put up or shut up. When the decision was made to present a comprehensive proposal, the Union reached out to the company to request an in-person meeting in order to pass the comprehensive proposal before mediation. The meeting would, at a minimum, have given the company time to review the Union’s proposals, ask questions, and provide feedback, which would have given the company the ability to come to the mediation session prepared to negotiate. It would have also prevented wasting our limited mediation time. The company refused. Instead, the Company not only said that they had ZERO availability to meet with us to receive the proposal, but then subsequently released a disingenuous and blatantly dishonest update in which they said the Union “demanded” a meeting.

Quoted from recent Allegiant Labor Relations emails:

“…we continue to be singularly focused on our work toward reaching a new agreement and look forward to getting back to the bargaining table to receive responses to our latest scheduling proposals as soon as possible.” (May 9)

“We are pleased with the Board’s decision [to continue mediation while considering the Union’s request for a proffer] and look forward to getting back to the bargaining table as soon as possible to continue our work toward reaching a new collective bargaining agreement.” (June 13)

It is ironic that these quotes came from the same company that could not find a few hours in a two-week period to receive the Union’s proposal. Their words say one thing, but their behavior says something completely different! This does not seem like a company that is “singularly focused” on reaching a new agreement. If they believe that three days or less of mediation a month will result in a contract, on what timeline? The true answer is (and it is painfully obvious) that the company DOES NOT want a contract anytime soon and is relying on the lack of mediation dates to help drag out negotiations for as long as possible.

The company likes to use the line that “meeting outside of mediation is not productive.” Even if they genuinely believed negotiations outside of mediation would not be productive, there is NO REASON for the company to refuse to meet to receive a proposal and ask questions about it in order to make the next mediation session more productive. The company knows that there is no way that three hours is enough to even explain the full comprehensive proposal, much less have time to make any appreciable headway in negotiations. In order to give the company the best chance of being prepared for the upcoming mediation session, we have provided them with our comprehensive proposal two weeks in advance. The Union expects the company to prepare a counter proposal (the one that they have been “singularly focused” on) and present it at the scheduled mediation in July. Unfortunately, the company will likely find a reason why nearly two weeks advance notice is not enough time to prepare a response. With that said, the NC is standing by and will gladly schedule an in-person or virtual meeting with the company to answer any questions between now and mediation in two weeks.

Although not ideal, presenting a comprehensive proposal has the benefit of shining a light on many of the falsehoods being spread by management about how the NC is being unreasonable. We have and will continue to fight for your QOL and work rules, the same ones that keep many of us at Allegiant. You have earned it through numerous trials and tribulations, many of which were exacerbated by poor management decisions.

In full transparency of what we are fighting for on your behalf, we have included an executive summary outlining our proposals on the major open items. Additionally, we have attached an updated industry contract comparison which outlines current industry norms against both our comprehensive proposal and the company’s latest offer (from their Mailer 3.0/Contract Comparison), so that you can compare the proposals to what your peers receive at other major airlines. Please review the attached information. Our Pilot group is comprised of more than 1300 Pilots all of which have different opinions of what is acceptable or not. With that said, please direct your questions and comments to the NC at negotiations@apa2118.org.

 

PLEASE DO NOT NEGOTIATE IN PUBLIC.

PLEASE DO NOT PROVIDE FEEDBACK TO MANAGEMENT OR NEGOTIATE WITH THEM DIRECTLY.

DO NOT USE THE NC’s TRANSPARENCY TO HARM YOUR OWN INTERESTS. 

 

The company said a comprehensive proposal will lead to progress. Now they have one. Standby for further communications from the NC.

Thank you for your 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

UNITY: A Routine Update – July 15, 2025

/by
July 15, 2025

MAJOR HIGHLIGHTS
  • Introducing the UNITY! A Routine Update
  • Fatigue Program Under Attack
  • Reducing Cockpit Distractions
  • Management Rejects Bonus Payout
  • Volunteers Needed

GENERAL UPDATES

Introducing Unity! A Routine Union Update

Welcome to the first installment Unity! Unity is a new, routine update series from Local 2118 that will be your regular source for select union business, committee updates, and timely need-to-know information to keep you informed and engaged. You can expect monthly updates on the business of Allegiant Air pilots on the 3rd Tuesday of every month, with plans to increase to a bi-weekly frequency on the 1st and 3rd Tuesdays as the Communications Committee continues to expand.

Your input is crucial as we rebuild our Union with Allegiant Air pilots out front and center. If you have suggestions or any other feedback please reach out to Captain Rob Skiles, Communications Committee at rskiles@apa2118.org. Your input helps strengthen our communication and our unity.

Safety First: Defending the Fatigue Program

The Company has dramatically increased Section 18 investigatory meetings related to pilots calling out fatigue, with apparent intent to pursue discipline. They also appear to be circumventing the review procedures outlined in the Fatigue Risk Management Program (FRMP) manual. Let’s be clear: safety is our primary responsibility as pilots. Each pilot has an individual responsibility to manage their rest — but they also have a regulatory duty to determine our fitness for duty before each flight. The Colgan 3407 tragedy taught us a painful and important lesson: don’t fly fatigued. The fatigue program exists to ensure flight safety, not as a runway to management intimidation and punitive action.

The Union is on guard against management’s attempt to weaponize the fatigue program. No pilot should fear reprisal for appropriate use of the fatigue program. Your Union will defend every pilot’s right to make that call, when appropriate, without intimidation or arbitrary discipline. If you feel unfairly targeted or witness to any attempt to undermine safety, please file an ASAP report immediately and discuss the event with a Union representative immediately.

Safety First: Reducing Cockpit Distractions

We are continuing to see a rise in avoidable unfavorable situations and incidents, and pilots have raised concerns about repeated distractions on the flight deck. Management tone-deaf push to have pilots “continuously monitor” telephones and electronic devices seeks to add additional unnecessary distractions to critical pre-flight planning periods. What’s worse, management claims that these new distracting obligations are necessary to maintain operational control of a flight. Besides being a unilateral change to the status quo and a CBA violation, it presents an obvious safety risk.

Your preflight preparation time is not the Company’s inbox. The FAA is clear: operational control is strictly limited to the initiation, conduct, and termination of a flight. Allegiant management has no authority to increase the scope of operational control to fit their desire to keep you on a leash. Monitoring your phone for calls from your Regional Chief Pilot or Crew Services about flight assignments and random matters not related to your flight are clearly not within the scope of operational control.

Section 21 of our CBA gives Captains the final authority for safety — full stop. Use it, when necessary, to take command of your flight deck and limit non-operational distractions. This is your legal and contractual right — and it’s your duty. Please file an ASAP report immediately and notify your Union representative if you have safety related or contractual concerns.

Management Rejects Bonus Payout

Predictably, management has rejected the Union’s July 8th, 2025 demand that the accrued retention bonus monies be paid immediately as owed to our pilots. This is directly contrary to numerous documented statements, including from the Chief Pilot and the Chief Operating Officer, that they “would love to pay” the bonus immediately, but “the Union wouldn’t allow it.” Another glaring example of management’s outright dishonesty and bad faith dealings with the pilots that they claim to value.

Volunteers Needed: Rebuilding Our Union Together

The heartbeat of our union is volunteerism. Our strength comes from the active participation of pilots like you. We need talented individuals who are willing to volunteer their skills and time for positions within the union. If you have skills that you believe will benefit our Union, we ask you to reach out and help us rebuild. This is your opportunity to join the Allegiant Air pilots in helping to rebuild and strengthen our local union.  If you’re interested in getting involved, we have a short survey where you can sign up to volunteer for a committee.

Volunteer For A Committee

Committee Updates

Strategic Preparation Committee (SPC)

The SPC is here to successfully prepare our pilot group through a strike and back to work afterwards. We have been working this week on finishing the Strike Handbook. It has been completed for now and sent in for legal review. After any amendments we hope to get this out to the pilot group in the next couple weeks. Meanwhile we have been building up our infrastructure.

Each base now has its own SPC Base Captain who will be in charge of all SPC activities at each base. They are in the process of assigning SPC Base Reps to each and every pilot on the seniority list. Once this is done, these Reps will be trained and will start to reach out to you to introduce themselves. They will be your main point of contact for all things strike related.

We will then begin testing our processes we have built which will include mock strike calls and our ability to verify each of you. We are 107 strong at this time but still would like more volunteers from LAS and IWA.

We strongly believe you should have a trusted local pilot you can turn to in order to get information. If you believe the same and would like to help pilots in your base, please email spc@apa2118.org with your interest and we will contact you.

In Solidarity,

Captain Aaron Adrian
SPC Chairman

Negotiating Committee

The NC will be providing management with a comprehensive proposal this week. The company rejected the offer to meet in person to clarify any of their questions on the proposal. Please look for an update for more details regarding the comprehensive proposal and strategy moving forward.

We would also like to clear up some confusion about the last Retention Bonus update email. The communication regarding the Retention Bonus was mistakenly released as with an incorrect Negotiating Committee footer; there were multiple updates being worked on simultaneously and the communication was mislabeled. MOUs are ultimately the purview of Union leadership. Regardless, the Negotiating Committee fully supports the immediate payment of the Retention Bonus.

Thank you for your support while we fight for a contract worthy of this pilot group.

In Solidarity,

Captain Josh Allen
Negotiating Committee Chairman

UPCOMING EVENTS

July 15th, 2025 – Trustee Webinar

July 28th, 2025 – Mediation Session (Virtual)