Negotiating Committee Update – June 18

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Fellow Pilots,

We want to provide clarification regarding several items related to our most recent communication:

  1. The payout of the retention bonus is contingent upon ratification of the Tentative Agreement (TA). Therefore, ratification of the TA will be required for the retention bonus to be paid on October 1, 2026.
  2. If you resign or quit prior to the ratification of the TA, you will not be eligible for payment of the retention bonus.
  3. Note that if you submit your resignation notice to the Company with a resignation date the occurs after ratification of the TA, the Company retains the right under Section 25. U. of the current CBA to accelerate your resignation date to an earlier date thereby causing you to become ineligible for payment of your retention bonus. Any pilot considering resignation from the Company should factor this into his or her decision as it may result in the loss of your retention bonus.
  4. The retention bonus accrual period ends on June 30, 2026. Any retention bonus earned will be based on accruals through that date, subject to ratification of the Tentative Agreement.
  5. The negotiated retroactive pay applies only to the pay rates contained in the TA and will be retroactive to July 1, 2026. For example, if ratification were to occur later in July, the new pay rates would still be applied retroactively to July 1, 2026.

The Section 25.U. language in the current CBA is below:

U. Resignations

  1. A Pilot resigning his employment with the Company shall provide written notice to the Chief Pilot specifying the last date that he shall be available for Duty (his resignation date).
  2. The Company shall deem his resignation effective on the date that the Pilot specifies in his resignation notice (i.e., the “Effective Date of Resignation”) unless, the Company chooses to accelerate the Pilot’s stated resignation date and the Pilot has given a minimum of two (2) weeks’ notice, the Pilot shall be paid in accordance with Section 3, Compensation, for the difference between his stated resignation date and his actual resignation date.
  3. A Pilot resigning his employment with the Company shall receive his accrued Vacation pursuant to this Agreement. Unless provided for otherwise in this Agreement, all Company-provided medical benefits shall continue through the last date of the Month in which the Pilot’s resignation occurs.
Fraternally,

Your Negotiating Committee

Negotiating Committee Update – June 17

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Fellow Pilots,

On June 15, 2026, your Negotiating Committee met with the Company to receive and review management’s response to the Union’s June 3, 2026 draft Tentative Agreement (TA) documents, which included the Bridge Agreement, PBS LOA, Section 15 Scheduling language that takes effect upon implementation of NavBlue, Retention Bonus administrative provisions, and the Me-Too LOA. We also discussed LTD and 401(k) Plan terms, as well as the anticipated timeline for receiving the final Plan documents. The Union is currently reviewing the Company’s responses and preparing additional feedback. We are scheduled to meet with Company negotiators again on June 22 to continue finalizing the TA.

While the number of remaining items requiring resolution is relatively small, the ratification process will not be completed by June 30. As a reminder, the original timeline communicated to the pilot group anticipated ratification in early August. Progress in our first meeting was faster than expected and created an opportunity to potentially accelerate that timeline. However, it is critical that the final agreement be thoroughly reviewed and drafted to ensure the language is clear, enforceable, and accurately reflects the terms agreed to in principle. Our remaining work is limited in nature and focused primarily on finalizing contract language, implementation guidance, supporting documentation, and review of the final Plan materials necessary for an informed ratification vote.

It is essential that the Tentative Agreement be written in a clear and easy-to-follow manner, with agreed-upon applications, administrative guidance, and practical examples that allow every pilot to understand how critical sections of the agreement are intended to function operationally. Particular attention is being given to areas that have historically resulted in differing interpretations or disputes. Our goal is to ensure pilots not only understand what the contract says, but also how it is intended to be applied in day-to-day operations.

Equally important, pilots must be provided sufficient time to thoroughly review the Tentative Agreement, the associated educational materials, and have their questions answered before casting an informed vote. As fellow pilots, we share the desire to complete this process as quickly as possible. At the same time, transitioning from an AIP to final contract language requires careful drafting and review to ensure the final agreement contains the protections, improvements, clarity, and enforceability this pilot group deserves. Our focus remains on getting this agreement done right.

We also want to remind the pilot group that even though the ratification vote will occur after June 30, the new pay rates will be retroactive to July 1. Pilots will receive the full value of the July 1 pay rate increase regardless of when the ratification vote occurs. Additionally, the Retention Bonus payout date remains October 1, 2026, and is not impacted by the timing of the ratification process.

Below is a chart that shows the status of our work on the TA. We will continue to update the chart and provide timely communications as progress is made.

Thank you for your continued professionalism, patience, and support throughout this process.
Fraternally,

Your Negotiating Committee & Executive Board

Negotiating Committee Update – June 5, 2026

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Fellow Pilots,

On Wednesday, the Union Negotiating Committee met with the Company’s negotiators to work on finalizing the Tentative Agreement (TA).

We made good progress, including finalizing the TA language on various contract sections identified in the Agreement in Principle (AIP). We are also working with the Company to develop administrative examples so that new contract terms are clearly understood and properly applied, rather than resulting in preventable disputes and grievances.

Your Negotiating Committee is currently working on converting AIP Section 15 Scheduling provisions into TA language, as well as identifying the Section 15 provisions that will become null and void when PBS take effect.

June 30 remains the target ratification date, and both parties continue to work toward that objective. As we work on TA language, we are also waiting to receive information regarding new and amended long-term disability and 401(k) plan terms. The Company has retained a third party to develop new plan documents. Because 401(k) and LTD benefits represent a significant contractual benefit, the Negotiating Committee must review the essential plan terms prior to a vote on a TA to ensure pilots receive the improvements we bargained for in the Bridge Agreement.

If delivery of plan documents extends beyond current expectations, it could affect the timeline for finalizing and presenting the TA. We will continue to provide updates as additional information becomes available.

We look forward to interacting with all of you at the General Membership Meeting on Wednesday, June 10.
Fraternally,

Your Negotiating Committee
negotiations@apa2118.org