Negotiating Committee Update – September 26, 2025

/by

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

/by

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

/by

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

/by

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

/by

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

/by

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

/by

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

Communication Committee Update – August 26, 2025

/by

Fellow Pilots,

We are standing at a pivotal moment in our fight for fair treatment and a future worthy of the sacrifices we make every day to keep Allegiant Air flying. For over four years, our management has failed to deliver on the most basic promise to its workforce: fair compensation and respect. Now, as negotiations stall and management scrambles to undermine our unity, we must recognize just how close we are to victory—and why standing shoulder to shoulder has never been more important.

Look at what’s happening at the Long Island Rail Road. A coalition of unions representing over 55% of the workforce endured years of stonewalling, hollow proposals, and deliberate delay tactics. They entered mediation under the supervision of the National Mediation Board and participated in seemingly endless rounds of mediation. Last week, recognizing that further mediation would prove futile, the NMB released those five unions from mediation, triggering the 30-day cooling off period and the possibility of a legal strike.

Our right to strike is an economic weapon of last resort, but it is our right nevertheless. While time is always on the carrier’s side, the negotiations process can only endure management’s continuous stalling, unrealistic demands, and bad faith tactics for so long. Likely facing the same challenges, the LIRR unions showed patience, unity, and resolve and demanded no less than what they are worth. The Allegiant pilots have made the same choice. We stand united to achieve our goal of a fair and equitable contract that reflects the value that each and every one of you bring to this airline — and time is running out.

Allegiant’s management knows this—and they are terrified. That’s why executives are desperately flying out to our bases, only to find few (if any) pilots willing to listen to another round of propaganda. That’s why they peddle fear, support decertification/ALPA, and continually try to fracture our solidarity. They know their position is collapsing and they are running out of time and options. They see your unity and they know, one way or another, that properly investing in their pilots is simply inevitable.

Let’s be clear: this management team has failed the airline and its pilots at every turn. They are the ones who’ve led us into this crisis, who cannot be trusted to negotiate in good faith, and who are now trying to weaponize their repeated, embarrassingly public failures into a campaign against us. Allegiant pilots must join with investors, regulators, and the flying public and share the message clearly reflected in management’s failures and Allegiant’s stock performance: We have lost all confidence in Allegiant’s leadership or Board of Directors to run this airline.

With respect to negotiations, we have sacrificed too much to falter now. Management is betting on fatigue, hoping that delay will break our spirit. But they underestimate us. Every time they stall, every time they try to divide us—they only prove our point. We are stronger, more united, and closer to crossing the finish line than ever before.

This is our moment. Stand with your union. Toe the line. Reject fear. Reject division. Together, we will achieve the respect, fair contract, and management that we deserve.

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

In solidarity,

Captain Robert Skiles
Communications Committee Chairman

Bylaw Committee Update – August 25, 2025

/by

Fellow Pilots,

We are pleased to announce that the amended Bylaws have been approved by the pilot group, with 70.63% voting in favor of ratification. A total of 623 ballots were received, representing 45% of our pilot group. Thank you to everyone who participated—your vote is the most important way to take part in shaping the future of our union.

This is a major milestone for Local 2118. The revised Bylaws not only clarify outdated language but also give pilots greater control over the governance of our local. They have been sent to the Teamsters legal department for formal adoption and acceptance by General President Sean O’Brien.

Once the Bylaws are formally accepted, we will issue a combined Notice of Nominations and Elections, which will outline all relevant dates and timelines. In the meantime, we will also be distributing Teamster guidelines on conducting Local Union Officer elections to help everyone understand the process.

We are proud of this step forward and look forward to the next phase—nominations, elections, and ultimately, our exit from trusteeship.

Thank you again for your support and participation.

Results HERE

In solidarity, 

Dean Rodgers
ATW Captain

Kevin Leach
PGD Captain

Bylaws Committee APA Teamsters Local 2118

SPC Update – August 15, 2025

/by

Fellow Pilots,

Over the past few days members of senior management spent time flying on private jets to FNT, GRR, and ATW for some union busting activities. Using base visits as a façade, management can get a feel for how united we are, and what type of contract we’ll accept. At the invitation of the SPC, members of your negotiating team availed themselves of this opportunity to meet with senior management at the Grand Rapids event. The negotiations team members had hoped they’d find a receptive audience with Tyler Hollingsworth, Rod Hardesty, Michelle Bathalter, and Greg Anderson. Although there were no pilots in attendance and plenty of time for discussions, management refused to engage the negotiating committee. Our negotiators have shown that they will meet with management at any time and any place/base. These base visits have only one purpose, to lower your expectations and tell you you’re worth less. The negotiation committee has put forward a fair proposal, and are awaiting the company’s counter offer.

Our pilot group makes an impassioned plea to our CEO Greg Anderson, please get involved. No contract can be finalized without your involvement. It’s been 4 plus years that our contract has become amendable. You’ve said numerous times while CO-President and now CEO that a pilot contract is your top priority. If this is true, it is well past time that you become involved and set the tone. Otherwise the last comments from senior management about our contract comes from our CFO, who stated during the last earnings call that there would be no increase in wages for 2026.

Even though the meeting with management was unproductive, your SPC representatives couldn’t be prouder of the pilots of FNT, GRR, and ATW. The SPC asked the FNT pilots to attend their event. GRR, and ATW were asked not to attend the management event. This is what unity looks like.

 


(GRR Pilots attending an SPC event instead of meeting with management.)

 

#decertifymanagement

 

In Unity,

Strategic Preparedness Committee (SPC)