Negotiating Committee Update – June 18
| Fellow Pilots,
We want to provide clarification regarding several items related to our most recent communication:
The Section 25.U. language in the current CBA is below: U. Resignations
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Fraternally,
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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. |
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Fraternally,
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Negotiating Committee Update – June 5, 2026
| 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. |
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Fraternally,
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General Membership Meeting – Wednesday, June 10th
Fellow Pilots,
Your Executive Board invites active members to the quarterly General Membership Meeting.
| Wednesday, June 10th at 11AM PDT (2PM EDT) |
Your participation in this meeting will allow you to be engaged and informed on current affairs and the direction of our union.
To join the meeting, please follow the Zoom link provided below:
| Register for the Webinar |
If you have trouble accessing the button, use this link:
https://zoom.us/webinar/register/WN_Zxj1kAI8Q9Osrjjg3XcnsQ
Webinar ID: 938 6657 2150
We request that you join the meeting a few minutes prior to the scheduled time to ensure a smooth start. In accordance with our bylaws, in‑person attendance will be available at the Local 2118 office: 10000 W. Charleston Blvd., Suite 220, Las Vegas, NV 89135.
| If you have any specific topics you would like to address during the open forum, please email them to us in advance at:
This will allow us to better prepare and provide you with accurate information during the meeting. As a reminder, any members asking questions during the meeting must identify themself by name and domicile. We will now require members to raise their hand and be unmuted to ask their question live. Please be sure to lower your hand if your question has already been answered or if you need to step away from the webinar. |
We look forward to your participation and working together to address matters that impact us all.
Fraternally,
Your Executive Board
Negotiating Committee Update: Retention Bonus
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Fellow Pilots, The Negotiating Committee has received a significant number of questions regarding the timing of the Retention Bonus payout. Simply put, the Company will pay the Retention Bonus no later than October 1, 2026. As discussions progressed with the Company during efforts to reach an Agreement in Principle (AIP), three primary issues emerged regarding payment of the Retention Bonus: First, clarification of eligibility and payment language for pilots on leaves of absence. Second, the timing of the Retention Bonus payout. Third, the dispute resolution process for potential payment inaccuracies. Regarding eligibility clarification, the Union informed the Company that the phrase “actively employed” should include pilots on leaves of absence. After discussions with management, the Company agreed that any pilot on a paid or unpaid Leave of Absence will be considered “actively employed” for purposes of Retention Bonus eligibility and payment. Your Negotiating Committee believes this clarification was an important and meaningful protection for the pilot group. Second, the Company informed the Union that it would pay out Retention Bonuses no later than October 1, 2026 if the forthcoming Tentative Agreement is ratified. Related, the Retention Bonus accrual would end on June 30, 2026. These terms will be included in the forthcoming Tentative Agreement that members in good standing will soon vote on. As previously communicated, we expect the ratification process to conclude on June 30, 2026. We will provide timely notice of any changes to this anticipated ratification date. A pilot must be actively employed on the ratification date or retire from the Company due to reaching the FAA mandatory retirement age prior to ratification, in order to receive payment of the Retention Bonus. The above-time frame provides for sufficient time for auditing, statement reconciliation, verification of calculations, and cooperative resolution of any discrepancies in Retention Bonus payout amounts. This approach provides a transparent and efficient process to help ensure each pilot receives the Retention Bonus they earned. Third, both the Union and the Company recognized the need for a fair and efficient dispute resolution process in the event a pilot believes their payment amount is incorrect. The Union sought to establish a cooperative and efficient dispute resolution framework rather than forcing pilots to go through the traditional grievance, arbitration, and/or court process. The Company agreed. The tentatively agreed upon process requires the Company to pay each pilot the amount calculated by the Company on or before October 1, while preserving the pilot’s right to seek additional compensation if they believe their payout amount is deficient. All challenges to payout amounts will be resolved by the agreed upon arbitrator in a single expedited arbitration proceeding, preceded by a 30-day meet-and-confer process during which the parties will attempt to resolve any and all payout disputes. Your Negotiating Committee continues working diligently to convert the AIP language into a finalized Tentative Agreement that can be presented to the pilot group for a fair and informed vote. Ratification of this agreement would secure long overdue improvements in pay, retirement contributions, and long-term disability protections that this pilot group has gone without for years. It would also establish an important foundation heading into future Joint Collective Bargaining negotiations. Without these improvements and protections in place beforehand, the pilot group’s leverage entering those discussions could be materially diminished |
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Fraternally,
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AIP Process and Initial Timeline
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Fellow Pilots, Last week, the Allegiant Board of Directors approved the Agreement in Principle between the Union Negotiating Committee and Company. In the days since, many pilots have asked important questions about what comes next, what certain terms mean, and when key milestones will occur. The provided timeline outlines the key milestones leading up to ratification and implementation, while also providing clarity on the overall process from this point forward. Below is an overview of key terms and the next steps in the process. BRIDGE AGREEMENT A short-duration contract designed to bridge the gap from the current Collective Bargaining Agreement to a future Joint Collective Bargaining Agreement (JCBA). Historically, bridge agreements have followed mergers, acquisitions, or major operational transitions and have been used across the industry to provide interim contractual stability, improvements to working conditions, and improvements compensation in anticipation of JCBA negotiations. Examples include Delta Air Lines / Northwest Airlines, United Airlines / Continental Airlines, American Airlines / US Airways, and Alaska Airlines / Virgin America. In each case, pilots operated under a bridge agreement while JCBA negotiation progressed. AGREEMENT IN PRINCIPLE (AIP) A preliminary agreement between the Union and Company regarding the contractual terms and conditions of a new agreement, resulting in the end of active bargaining. TENTATIVE AGREEMENT (TA) The Tentative Agreement contains all proposed changes to the current contract, including the 2016 Agreement and related Letters of Agreement, expressed in full contract language. RATIFICATION VOTE A formal YES or NO vote by pilots on whether to accept the Tentative Agreement. WHAT’S NEXT? FINALIZING LANGUAGE AND PROOFREADING The Union Negotiating Committee and Company negotiating team, along with their respective legal counsel, are working together to convert the AIP into full contract language. This stage includes finalizing language and tracking changes against the 2016 CBA, defining new terms, setting forth examples of how provisions will be administered, and reaching agreement on how new contract language impacts existing SBA and arbitration awards, and related tasks. This stage ensures every provision of the proposed agreement is accurately written, internally consistent, and fully aligned with the intent of the parties without altering negotiated outcomes. Diligent, well executed work here helps mitigate the risk of possible disagreements which can lead to unnecessary contract violations and grievances. TENTATIVE AGREEMENT REACHED The process of finalizing proposed contract language is completed by the Union Negotiating Committee and the Company, the document is designated by the parties as the Tentative Agreement. EXECUTIVE BOARD and IBT AIRLINE DIVISION APPROVAL If the Tentative Agreement is approved by the Executive Board and the IBT Airline Division, it will be officially announced and presented to the pilot group for review and ratification consideration. ROAD SHOW AND EDUCATION A structured communication and education period where the Negotiating Committee presents the agreement in detail, explains changes, and answers pilot questions through in-person and virtual sessions, summaries, and supporting materials. RATIFICATION VOTE Members in good standing vote on whether to accept or reject the Tentative Agreement. A voting period and method will be announced, and pilots will have the opportunity to cast a YES or NO vote on ratification of the Tentative Agreement. IMPLEMENTATION If the Tentative Agreement is ratified, it is implemented according to the agreed upon timeline, including pay adjustments, language changes, scheduling rules, and system updates, as set forth in the Tentative Agreement. The Union Negotiating Committee is currently working on finalizing contract language for inclusion in a Tentative Agreement, implementation terms, and explanatory materials in anticipation of the upcoming Bridge Agreement roadshow. In light of this work, the Union Negotiating Committee has developed an estimated timeline of key events leading up to a ratification vote and the subsequent Retention Bonus payout if the proposed agreement is ratified. While the duration of each event is approximate, both the Union and Company have agreed to work diligently toward completing their remaining joint work to coincide a ratification vote count date of June 30, 2026. RETENTION BONUS The next Negotiating Committee update will discuss the Retention Bonus payout under the Interim Agreement and related TA ratification procedures. |
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| Pilots can expect regular and detailed communications from the Negotiating Committee and Union leadership. This will include specific dates, contract summaries, educational materials, FAQs, and road show presentations, along with opportunities to ask questions and review the agreement in full prior to any ratification vote.
We want to hear from you! For questions regarding the agreement or process, pilots are encouraged to submit your questions to TA.FAQ@apa2118.org. |
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Fraternally,
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Update From Your Aeromedical Committee
| Fellow Pilots,
A message from your newly formed Aeromedical Committee: For Allegiant pilots, protecting your FAA medical starts with making the right first call. Before speaking with an AME or submitting documentation to the FAA, pilots are strongly encouraged to contact the Aviation Medicine Advisory Service (AMAS) first, particularly after receiving a significant medical diagnosis, being prescribed a significant treatment plan or medication, or encountering any medical issue that could impact FAA certification. AMAS provides confidential, pilot-focused guidance designed to help aviators navigate medical concerns while protecting both their certificates and careers. Early guidance can often prevent unnecessary delays, complications, or adverse outcomes with the FAA. AMAS has built a strong reputation throughout the aviation industry for assisting pilots with FAA medical certification, special issuance cases, return-to-duty pathways, and proactive aeromedical planning. Their team works directly with pilots to develop clear strategies, coordinate documentation, and help achieve the best possible outcome with the FAA while minimizing unnecessary career risk. Having experienced aeromedical guidance can make the difference between uncertainty and a structured path forward. Whether you have questions regarding a first-class medical, a new diagnosis, prescribed medications, or concerns before reporting an issue to the FAA, AMAS offers trusted expertise specifically tailored to professional pilots. When medical issues arise, do not guess, and do not navigate the process alone. Your career deserves experienced protection, and early involvement from AMAS can play a critical role in protecting both your medical certificate and long-term career stability. More details about AMAS can be found at the following links:
In addition, the Aeromedical Committee requests that any pilot who receives notice of a CBA Section 7.C Fitness for Duty evaluation from Flight Operations Management contact the committee immediately at aeromedical@apa2118.org. The Aeromedical Committee will work in coordination with AMAS, the Stewards Committee, and legal counsel to help pilots navigate the process and ensure they have the support, advocacy, and resources necessary throughout the evaluation. |
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Fraternally,
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Update From Your ProStandards Committee
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Fellow Pilots, As we move through the current ratification process, we recognize this will be an emotional and high-interest time across the pilot group. Open discussion and engagement are a natural part of that process. We want to highlight an important trend we are experiencing. There have been an increased number of pilots being called into disciplinary meetings related to social media activity. This has been due to posts involving the company or management that have been found to violate the social media policy outlined in the Team Member Handbook. For the purposes of this reminder, “social media” includes, but is not limited to, Facebook and other online groups (including so-called private or invite-only groups), WhatsApp and similar messaging apps, group text or chat threads, GroupMe and other meet-up or group chat platforms, as well as any other electronic platform where comments, images, or messages can be shared, forwarded, or screenshotted and redistributed. This message is not intended to discourage conversation or limit anyone’s voice. Rather, it is to ensure every pilot is fully aware that public-facing or shareable content (regardless of intent) can carry professional consequences under current company policy. To be clear, Professional Standards will only engage in matters involving direct pilot-to-pilot threats or serious interpersonal disputes between crew members. We do not participate in, intervene in, or have influence over cases involving social media posts about the company or management. Those matters are handled exclusively through company disciplinary processes. We encourage everyone to be thoughtful and deliberate in how they choose to communicate, particularly on public or semi-public platforms. A moment of pause before posting can help prevent unintended outcomes. Our goal is to support the professionalism of the group and help fellow pilots avoid unnecessary complications during an already important time. Please feel free to reach out with any questions. |
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Fraternally,
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Agreement in Principle – Executive Summary
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Fellow Pilots, The Negotiating Committee is pleased to announce that we have reached an Agreement in Principle (AIP) with the Company on a proposed Bridge Agreement. This AIP delivers meaningful improvements across key areas including pay, retirement, scheduling, and important work rule and benefit protections, representing a significant step forward for the pilot group. While the executive summary outlines some core provisions of the agreement, it does not capture the full scope of improvements secured at the table, many of which will be further explained and expanded upon during the upcoming Road Show following the completion of the Tentative Agreement (TA) . Our focus now turns to finalizing contract language and completing the TA process so the membership can fully review the agreement in its entirety.
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Sincerely,
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JOINT NEGOTIATIONS MESSAGE: AGREEMENT IN PRINCIPLE
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Fellow Pilots, The Union and the Company are pleased to announce that the parties have reached an Agreement in Principle on amendments to the 2016 Collective Bargaining Agreement (CBA) in the form of a Bridge Agreement. The Bridge Agreement will take effect if it is ratified by the Union’s membership and will remain in effect until a joint collective bargaining agreement covering Allegiant Air and Sun Country Airlines is reached or the Bridge Agreement is amended by the Union and the Company. The proposed Bridge Agreement provides for increases to wages, and improvements to retirement, long-term disability, and other provisions in the 2016 CBA, in addition to the payment of retention bonuses following ratification. The Union will provide more detailed information in the future concerning the proposed Bridge Agreement. The next step is for the Union and Company to begin work on converting the Agreement in Principle to a Tentative Agreement. That process includes Union review of the 2016 CBA and agreed upon changes to the 2016 CBA; Company review of the same; joint finalization of the amended language; joint review of past System Board of Adjustment decisions and agreement about how those may be affected by the proposed changes; drafting and agreement on contract administration examples to avoid unnecessary grievances and disputes; agreement regarding implementation timelines for proposed changes; and joint proof reading. When this process is completed, a Tentative Agreement will be announced by the parties. After the Tentative Agreement is announced, the Union will provide information about the ratification vote and related information. Thank you for your support. |
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Sincerely,
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