Communications Committee Update

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Fellow Allegiant Pilots,

We are at a pivotal moment in our airline’s history—one that will define our future as professionals, as a pilot group, and as union members. The choices we make in the coming weeks and months will either move us closer to the contract we’ve earned, or set us back for years.

For too long, Allegiant’s management has worked to divide us. Their tactics—sowing distrust, belittling our unity, pushing misinformation—are not new. They are classic union-busting techniques, and sadly, some of us have taken the bait. The cracks in our group are growing wider, and make no mistake: management is counting on that division to win.

It’s time to say: enough.

We cannot continue turning on each other. The real fight is not among ourselves—it is with a company that has refused to respect the value we bring to this operation. We are the ones flying the planes, ensuring safety, and building this airline’s reputation every day. Yet, we’ve been four years without a contract. We’ve watched promises break, progress stall, and disrespect become routine.

Some have begun calling for a change in unions, believing that swapping the Teamsters for ALPA will fix our problems. Let’s be clear: this is exactly what management wants. A union change at this critical juncture would erase years of progress.

Ask yourself: why would Allegiant management support a move that’s supposed to be good for us? The answer is simple—they know it would cripple us.

This isn’t about the Teamsters vs. ALPA. This is about us. This is about unity, about fighting smart, and about standing together as one voice demanding the contract we deserve.

The truth is, no union—Teamsters or otherwise—can succeed without a united membership. A strong union is not something that happens to you; it’s something you are part of. We need every one of you to be engaged, involved, and vocal. The silent majority must no longer be silent. This is your union. Your contract. Your future.

I’ve heard the criticism: “The union isn’t a brotherhood.” But ask yourself—what have we done to build that brotherhood? True brotherhood isn’t passive. It means having each other’s backs, even when we disagree. It means having hard conversations and choosing solidarity over ego. It means locking arms in tough times and standing our ground—not scattering the moment things get difficult.

We fly the same planes as legacy carriers. We hold the same certifications. We endure the same stress, responsibility, and accountability. We are not less than. We are not inferior. We are Allegiant pilots, and it’s time we start acting like it. You deserve to be paid and treated accordingly. The company’s efforts to make you feel otherwise are strategic; they want compliance, not confidence.

Let me be honest: trust in the union has been damaged. But we are rebuilding. We are restructuring our approach, reestablishing accountability with union leadership, and doubling down on transparency and communication. But no progress will matter if we abandon ship now.

To those who want more education and insight, start with the book Confessions of a Union Buster by Martin Levitt. Learn how companies operate when they feel threatened by unity. Then ask yourself if what’s happening here feels familiar, because it should.

In closing, this is your moment. This is our moment. You have a choice—to be a critic on the sidelines or a brother or sister in the fight. Stand up. Speak out. Support each other. Fight for what’s yours. The contract is within reach, but only if we are together.

The time to unite is now. The enemy is not in the seat adjacent to you—it’s across the bargaining table.

 

In solidarity,

Captain Robert Skiles
Communications Committee
APA Teamsters Local 2118

Trustee Update – ByLaws Voting Results

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Allegiant Pilots,

The Bylaws were voted down, overwhelmingly.

Please participate in the survey.

ByLaws Survey

Fraternally,

Greg Unterseher
Trustee, APA Teamsters Local 2118

Trustee Update – June 20, 2025

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Allegiant Pilots,

 

Pilots, your Union hears you. Although significant work is happening behind the scenes—including negotiations preparation and strike readiness—I fully recognize that autonomy and self-governance are the immediate goals. That transition begins now. Thanks to the remarkable work of our Union volunteers and our current progress in this Trusteeship, I am taking the following steps to achieve that goal. Over the coming days, I will appoint Allegiant Air pilots to key leadership and operational roles within the Union. This does not replace the upcoming elections, nor is it any political endorsement. These appointments will ensure that capable and dedicated Allegiant Air pilots are in a position to represent your interests and execute the work that must be done to transition to a fully functional, pilot-member-led union.

To that end, I am happy to introduce Captain Rob Skiles as the newest member of the Communications Committee. Captain Skiles will be empowered to deliver timely, clear, and direct updates to our pilots, ensuring that you are informed. Additional appointments are forthcoming.

Concurrently, I will appoint a committee of pilots to focus solely on the Bylaws, the ratification of which is a significant milestone on the path to self-governance. The committee will be tasked with analyzing the pilot survey you just received, and, within the bounds of the IBT Constitution and Mandatory Bylaws, work with the Trustee and IBT to quickly address concerns, or alternatively, explain and clarify why some provisions are required.

Both the bylaws and leadership appointments mark a turning point in the Allegiant Air pilots reclaiming their Union. Even still, our fight for a fair contract, as well as our efforts to defend our current one, are ongoing. Management’s delay tactics during bargaining, their unilateral changes to rules and working conditions, and their support of a decertification/ALPA drive have no chance against a unified pilot group, led by competent and dedicated pilots willing to do the work. If you wish to be a part of this transition and understand the incredible time commitment and sacrifice required to hold a Union position, please send your resume to gunterseher@apa2118.org. Pilots with professional communications, administration, and leadership skills are welcome to apply.

Facts for Your Consideration

Your Healthcare at Risk

What is the value of high-quality, affordable, low-deductible Teamsters-provided TeamCare healthcare for you and your family? Your Union believes that value is virtually immeasurable. The other workgroups that you sponsor, including our Flight Attendants, Sunseeker Resort employees, and other non-Union employees, likely feel the same. Both management and their willing associates organizing the ‘G4P4A/ALPA drive’ are willing to kill access for thousands of hard-working employees simply to further their and management’s self-serving interest in decertifying the IBT. As if their selfish behavior wasn’t enough, they openly lie on their website, claiming that this coverage would continue regardless of Union affiliation. TeamCare disagrees; their direct response to the G4P4A misrepresentation can be read here.

 

Make no mistake, the move to decertify is both reckless and endorsed by management. Certain managers have directly admitted their preference to decertify the IBT. Our Union is not perfect—no organization is—but we are accountable to you. We improve because of your involvement and action. Our Union volunteers work selflessly every day to improve our operation, defend your contract, and protect your job. The path to autonomy and self-governance does not require us to “burn down the entire house just to renovate a room.” Changing the “logo” on the door doesn’t suddenly equal better representation. In this case, it just cedes control to the very individuals who did everything to lose your trust, at the bargaining table and beyond, backed by managers who’ve never had your back in the first place.

We are on a steady path to self-governance. There is absolutely nothing about this faceless, nameless G4P4A campaign that’s worth gambling your healthcare, the Local’s bank account, or your bargaining leverage for. Nothing. Read the TeamCare letters. Know what’s at stake. Then stand together with your pilots who are selflessly standing up for you.

The Nameless and Faceless “ALPA Drive”

Yesterday, the still faceless and nameless “G4P4A Organizing Committee” released yet another anonymous and inaccurate communication regarding their efforts to decertify the IBT. This “committee” is brave enough to put your healthcare and financial future at risk, but not brave enough to put their own names on their communications. They claim they’re strong enough to fight for your rights—yet they can’t even name themselves and take responsibility for their own campaign.

Shamefully, they falsely claim that all they seek is “…a federally supervised election…” and nothing more. Simply “a request for a vote.” That could not be further from the truth. Signing a card triggers a “decertification ballot”, regardless of what misinformation you are fed by those supporting his reckless drive. Beyond their desire to harm the efforts of our Union and its volunteers for selfish reasons, they seek to put your bargaining leverage and Union representation at risk.

As you are aware, management relentlessly disparages your Negotiating Committee and Union volunteers during training events, official communications, and through surrogates on social media who shamelessly spread their false talking points. G4P4A organizers have gone a step further by parroting the same management talking points under the guise of “self-determination” for our pilots. Their messaging and timing are deliberate. There is an active campaign to undermine and weaken your Union’s bargaining efforts to make it easier for their campaign to take hold. We will not allow that to happen.

The communication boldly states, “Lately, you may have heard claims that this effort isn’t real—that it’s being driven by management, or that it lacks support. These kinds of accusations aren’t new …” Incredibly, the letter does not deny that management is supporting the decertification effort. Their omission should be considered an admission. What’s more, despite management’s extreme and concessionary bargaining demands and multi-year campaign to deny Allegiant pilots the contract that you deserve, this nameless “committee” of pilots has not a single criticism of management, nor any plan for how they will bargain for your future or defend your contract.

Your Union does have a vision and plan for the future. Driven solely by the collective power of your membership, your Union will secure the contract you deserve, defend against management violations, and hold management accountable—whether in arbitration or elsewhere. We will implement member-ratified Bylaws and bring the trusteeship to a responsible and necessary end. You will elect an Executive Board from and for the Allegiant pilots. Last but not least, your Union will be ready to take the fight to any person or organization – management, their G4P4A associates, or otherwise– who would attempt to destroy our Union and take us down the path of appeasement, surrender, and management domination.

We continue to receive questions about why we haven’t done more to squash the ALPA drive—message received. Any individual who willfully attempts to harm your bargaining position to advance a management-backed decertification agenda should expect consequences. Every available legal and administrative remedy under the RLA, our bylaws and Constitution, and the full scope of internal disciplinary procedures will be pursued, including charges for actions contrary to the interests of the membership. Your Union will defend itself. And we will not stand idle while anyone—pilot or otherwise—tries to destroy it.

Retention Bonus Dues

I am frequently asked “Will I have to pay dues on my retention bonus?” NO. During the Trusteeship, we have stated that no dues will be deducted. For Example, on a $250,000,000 payout dues would amount to $3,900,000.

 

Fraternally,

Greg Unterseher
Trustee, APA Teamsters Local 2118

Trustee Update – June 19, 2025

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Allegiant Pilots,

 

Mediation
As we wrote last week, the Mediator informed the parties that no decision had been made regarding the Union’s request for a status meeting and proffer, but that we are to resume mediation at this time. The mediator indicated he was available for mediation the week of July 14, 2025, and would follow up with the Union after speaking with the Company about that week and August dates. We have informed the mediator that the union is available. The Negotiating Committee will convene in person the week of June 30.

Bylaw Vote Count
The Bylaw results will be published tomorrow. If they do not pass, a survey will be linked to the message.

WEBINAR
June 24, 3:00 PM Pacific Time
Register Here

ALPA/Decertification Drive
The efforts to decertify your union began in earnest after the removal of the prior negotiating committee in April of 2024, as I wrote in a previous update. The company has stood firm on its insistence on concessions in hopes of wearing down the pilot group.

Last week, the so-called “G4P4A Organizing Committee” (Super Squad) issued an anonymous letter that must have given Allegiant managers great comfort. Let’s break down what the anonymous author has to say and why that position does nothing to get us closer to a good contract or functional representation.

Criticizing Our Request for a Status Hearing at the NMB Plays Right into the Company’s Hands

While quick to criticize the IBT for pursuing a status meeting at the National Mediation Board, Anonymous doesn’t direct a single word of criticism at Allegiant management for creating the impasse in the first place. If management didn’t continue to insist on a proposal that would wipe out the seniority-based schedule preferences of 70% or more of pilots, we would have had a contract long ago.

Then Anonymous complains that the IBT can’t guarantee a status meeting will happen and whines that, even if it does, the process will be hard. Anonymous wants us to give up before we’ve even tried.

If the NMB grants a status conference, your Union will make the case that you deserve a release from mediation, so you can use your collective economic power, if necessary, to obtain the contract you deserve. And if the NMB doesn’t eventually grant our request, then we will ask every pilot on the seniority list to redouble their efforts in the fight against management for a new contract. In fact, as we prepare for mediation, that is the ask now. That’s how it works. That’s the process. What happens next, in either case, is that we use our collective power against management until we secure the contract we deserve.

We Can’t Afford to Let Allegiant Run Roughshod Over Our Contract 

What Anonymous thinks should “happen next” is made clear by the criticism of the Union’s decision to fight management’s attempt to change our working conditions by assigning duty during rest/days off through backdoor GOM changes. In short, Anonymous thinks we should appease the management team that is attacking your contractual rights and trying to undermine efforts to improve your contract. We are certain management strongly agrees.

To be clear, we make no apologies for challenging Allegiant in court and in arbitration when it comes to protecting your rights. We fought them in district court over the GOM changes, taking the position that their underhanded attack on our rest periods and days off created a major dispute. Now, we are going to fight them in arbitration, as the judge directed us to do. That is what pilot unions do—they fight to protect the rights of their members in any and all forums, unless they are controlled or influenced by management. 

Nor We Can We Afford to Voluntarily Surrender Our Right to Strike 

Anonymous would have you believe that any thought of striking Allegiant is futile because the Railroad Labor Act (RLA) effectively prevents all strikes. In fact, they go so far as say that because use we refuse to voluntarily surrender our right to strike, that the IBT is “misaligned with the needs of airline pilots.” Such zealous advocacy against strikes would make any management team happy.

The reality is that the right to strike is not only protected by the RLA, but that right is considerably broader than what other private sector workers have. For example, intermittent strikes (“CHAOS” style, selective, rolling, etc.) and “secondary” picketing against “neutral” employers are permitted under the RLA. By contrast, these very effective pressure tactics are generally prohibited under the National Labor Relations Act, which covers other employees.

IBT General President Sean O’Brien has said collective bargaining is a “full-contact sport.” We agree, even if Anonymous believes he sounds too harsh or that our Union is too aggressive in its dealings with management. This Union rejects the idea that Allegiant pilots are more easily offended or less willing to fight for good contracts than unionized pilots at other carriers, or teachers, nurses, construction workers, flight attendants, airline technicians, truck drivers and professional athletes. Anonymous has a very low opinion of Allegiant pilots, an opinion this Union does not share.

Bylaws, elections, ending the Trusteeship. Let’s have those discussions, and more importantly, take action that allows us to stand up the local, and give us the agency to help grow Allegiant and our careers.

We can’t hand over our Union, or our futures, to appeasers, who we know have coordinated with management to disrupt progress, create division, and proudly wrote a letter that Allegiant management could have written themselves.

Fraternally,

Greg Unterseher
Trustee, APA Teamsters Local 2118

ABE Base Event – Tuesday June 24, 2025

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Allegiant Pilots,

The Negotiating Committee and Strategic Preparedness Committee will be holding a base event at ABE next Tuesday, June 24.

If you are in or around the Allentown area on Tuesday, we invite you to join us for food & drinks, and bring any questions you may have about negotiations, strategic preparedness, or otherwise. We know you have questions, and we look forward to sharing with you.

Details follow:

DATE: Tuesday, June 24
TIME: 3:30PM – 7:30PM
LOCATION: 8 Oaks Distillery
7189 PA-309, New Tripoli, PA 18066

Food and drinks will be provided and spouses are encouraged to attend. A special thank you to Captain Chad Butters for providing the location!

RSVP: Please RSVP with Captain A.J. Pennartz at 602-919-8277.

We look forward to the opportunity to connect with you face-to-face and any discussion that bolsters how we can work together to improve the collective futures of all pilots flying for Allegiant Air!

In Unity,

Negotiating Committee and Strategic Preparedness Committee

Union Special Update 13 JUN 2025

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Allegiant Pilots,

See link below for a Union Special Update regarding GOM Revisions and Company Testimony.

Union Special Update 13 JUN 2025

Fraternally,

Greg Unterseher
Trustee, APA Teamsters Local 2118

Negotiating Committee Update – June 13, 2025

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Fellow Pilots,

Today, the Mediator informed the Union and the Company that the Union’s request for a status meeting is still pending before the National Mediation Board. In the interim, the Mediator requested available dates in July and August for meetings with the Mediator. The Union has reached out to the Mediator and will provide updates when the dates are scheduled.

As we move forward through the Railway Labor Act process, we will use every lawful tool in our arsenal to secure a contract worthy of your support, a contract that protects quality of life and delivers the compensation you deserve, an agreement that is based on data and without any concessions to Company that profits so greatly from your labor.

We must use our collective power against this management team to get the contract we deserve, a management team that believes it can hold out longer than we are willing to fight. We must work in unity to win. We look forward to reaching an agreement worthy of your vote.

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

Replay: Trustee Update Webinar – June 10, 2025

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Negotiating Committee Update – June 7, 2025

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Fellow Pilots,

It has been brought to our attention that certain individuals have claimed to have “leaked” the Tentative Agreement (TA) language regarding management’s ability to monitor and track you through your personal electronic devices. On these unofficial chats and forums, several of these individuals infer that this information was provided to them directly by Mr. John Owens, an American Airlines pilot and former member of our Negotiating Committee.

Their claim that the shared language is from a Tentative Agreement between the parties is patently false. The language that was publicly shared is not the TA. Any claims that it is “what the previous Negotiating Committee (NC) members agreed to” is completely false.

The following is the actual language that was TAd. Take particular note that although some of the words may appear similar to what was shared, the language is materially different. This language eliminates virtually all rights and protections for the pilot, grants new expansive management rights, is unilaterally permissive, and full of loopholes which management could easily exploit. We further expand upon on these below.

 

In the actual agreed language:

    1. The company can force pilots to download applications onto their personal electronic devices without their consent. The pilot nor the Union has any right or authority to reject it – management only has to give 30 days notice before implementation.
    2. The company can track and monitor you through those forced applications, with no limitations on what data or hardware they can access. GPS location, microphone, camera, app and browser history, and other personal data are all subject to monitoring and tracking at management’s discretion. [Loophole] Further, if the forced application does not have “location tracking” ability, then any and all data harvested through that application can be used by management for disciplinary purposes without limitation, up to and including termination.
    3. If the pilot voluntarily downloads any application, management may use any and all information harvested for disciplinary purposes without limitation, up to and including termination. As with PingID and RSA, choosing not to “voluntarily” download an application is often so cumbersome and operationally inconvenient that those applications become virtually obligatory.
    4. Your current CBA rights in Section 14 to not disclose your whereabouts and location to management while on rest or Days Off is now null and void.
    5. This language sets a new precedent for expansive management rights regarding your personal electronic devices, personal data, and other personal property.

This language is weak, permissive, and a violation of your basic privacy rights in a manner that no other airline in America does. For reference, at jetBlue management is not allowed to access your personal data on a company provided device, much less your personal cellphone.

As most of you are well aware, the company will exploit every ambiguous phrase or loophole in our contract to their benefit. This language, should it remain, will be no exception. Unilateral work rule changes, base closure MOUs, and nearly 6,000 grievances tell the story better than we ever could. Simple, enforceable language that protects your rights and defines the terms of your labor are critical to any functional contract; they should be non-negotiable in ours.

As always, we ask for your patience and trust as we work to bring these negotiations to a fair and swift conclusion for both parties. We strongly suggest ignoring rumors on unofficial communications platforms and go to the source for the most accurate, up-to-date information.

Thank you for your continued support.

We look forward to promptly delivering an agreement worthy of your consideration and vote.

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 – June 6, 2025

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Allegiant Pilots,

Negotiations for pilot contracts are historically difficult; you already know that. You’ve also heard that the only way to succeed is by showing unity; broken record. The outliers here, you also know: Trusteeship, Allegiant’s intractable negotiation style, and willingness to exploit its pilots, and a founder “laser focused” on “more for less”. Maurey Gallager saw a “mark” in Robles – it’s clear from emails between him and Robles as well as his letter to shareholders in the 2023 Annual Report. He wrote in part:

“The lack of experience, lack of basic business knowledge was readily apparent. At the bargaining table for the past three years, none of the 2118 representatives (including their legal counsel) had any previous experience at airline labor negotiations. The president of the union was also the head of every committee including the negotiating committee. In three years of negotiation, from early 2021 through the end of 2023, the Company and the union did not agree on any substantive updates to the contract”. 

All Allegiant management has done is manipulate, create division, and sit back and wait. An inconceivable “retention bonus” MOU, now worth over 200,000,000, is a time bomb masterfully set by Greg and Maurey.

First days of Trusteeship

For a short time, from March 20 to April 30, 2024, the day after the Trusteeship began to the day I replaced the negotiating team, Allegiant, seemed quite pleased with the progress, as they stated in their letter to the NMB responding to the Union’s proffer request, stating in part:

“… the Union has deliberately prevented the parties from making progress by firing any negotiator who has shown an inclination toward bargaining in good faith toward a new agreement. In the spring of 2024, for example, the Union hired an outside consultant with deep experience in airline negotiations to support the Union’s other negotiators. During that time, the parties were able to work collaboratively and constructively together to address some of the most difficult and complex open issues in our agreement. That abruptly came to an end, however, when Greg Unterseher, the Union’s trustee, fired that consultant and other members of the Union’s bargaining team.” 

Fishburn goes on to state the reason why, inaccurately quoting me:

“…that negotiations were “moving too fast…” 

John Owens was working behind the union’s back, in constant contact with David Bourne, who was close to Gallagher. The TAs produced in those 40 days were by little more than free-form riffing. There was no context to issues that needed resolution, except by Allegiant’s Negotiations team, who were reportedly surprised by some of the union’s proposals but gladly accepted them.

A sample of TAs and AIPs in those 40 days:

Section 25 

Pilot Personal Electronic Device(s) [cell phone monitoring] 

“…if the Pilot voluntarily chooses to download a Company application to the Pilot’s personal electronic device(s), that shall constitute the Pilot’s consent to allow the application to track or monitor the Pilot for all purposes.

Section 12 

  • Involuntary Captain Upgrades 
  • Voluntary Mutual Domicile Exchange 
  • Base Seniority 

These were proposed by the union, with no regard for the downstream consequences or how they would impact other provisions in the CBA.

Respectfully, I asked the two rank-and-file negotiators to step to the side, and dismissed John Owens the hired lead negotiator brought in by David Bourn. Letter here: GU to JO (link to PDF)

 ALPA Drive 

Immediately, an ALPA drive rose with a group who internally addressed themselves as the “Super Squad” one, who in a text with an assistant chief pilot, stated that “When I was in the [negotiations] room, June was absolutely doable. Fingers crossed (laughing emoji)” He went on in further texts, as he was seeking ALPA contacts from an ACP, that he had a good chat with Greg [Anderson] about wrapping it and wanting to have a better management/labor relationship.

The only thing “doable” by June was a wholesale acceptance of every proposal presented by (as the “Super Squad” calls them) “expert company negotiators”. The only better “management/labor” relationship being sought looks like a lap dog.

Now, the renewed ALPA drive, as we seek release from mediation. Unwittingly, ALPA is serving as a lever for management. All management needs to do is take a step back, hoping the “Super Squad” will be successful, lending every hand it can, including reportedly granting meetings to ALPA organizers with executive leadership, all the while standing firm on concessionary proposals.

Allegiant management has long sought to influence, if not outright choose, who represented its employees. And by strong preference not have any unions whatsoever, as represented by Allegiant General Counsel, Letter to NMB

GOM

Our job, as representatives, is to, at our core, make and maintain agreements.

The company, in a dispute of its own making, seeks to renege on negotiated terms that protect “Rest” and “Days Off”, express, clear, unambiguous language, using “management rights” as its justification, and unilateral GOM changes as a proxy for negotiations.

To manufacture reasons these new provisions are so important, Allegiant’s attorney, Markel, goes off the rails, inaccurately referencing union counsel, Mr. Ring, stating in part:

“Mr. Ring apparently believes that an airline like Allegiant could not prohibit its pilots from engaging in sexual assault or harassment while on a layover. Airlines have a unique issue at least in that context of what pilots do when they’re on layovers. Mr. Ring thinks that, “Because I’m on a layover, I’m not on a — I’m not on duty. I can do whatever I want. The airline can’t control my time off duty.” By his view, Allegiant could never adopt a policy that says, don’t harass hotel staff in the hotels we’re putting you at, don’t harass the flight attendants you’re working with. You’re off duty. You can do whatever you want. I don’t think we’d have enough paper in this courthouse to print off the arbitration awards upholding terminations of pilots for that exact conduct It’s just so outlandish, it cannot possibly be even entertained.” 

Another justification came from Hardesty, stating that a pilot dealing with a bomb threat would not call back on advice from the union. The union Steward who was contacted only informed the pilot that he had access to union counsel and due process. That has always been the case for any pilot involved in an incident and is why you have a badge backer with an emergency hotline, staffed 24/7. For example, recall Captain Sullenberger and his defense by his union representative, Captain Rooney. It’s what union representatives do to protect process and member rights.

There is simply no reality that “operational control” is lost when the company does not have around-the-clock access to you.

Court Transcripts are on the Trustee page.

Trustee Webinar 

June 10, 2025 3 PM PST / 6PM EST

REGISTER HERE

Fraternally,

Greg Unterseher
Trustee, APA Teamsters Local 2118